为了解决我国中小型民营企业与应届毕业生人才市场的供求矛盾，通过对我国中小型民营企业校园招聘现状的分析，初步梳理出应届毕业生求职意向对中小型民营企业校园招聘的影响。同时分析了中小型民营企业通过校园招聘引入人才，和由校园招聘引发的人岗不匹配、人员流失率增加的困境，揭示了研究中小民营企业校园招聘的重要性。回顾总结中小民营企业规模小、行业分布广、家族式管理等特点，进一步发掘中小民营企业校园招聘规模小、人员需求复杂等校园招聘特点，以此为基础抽离归纳出中小民营企业在校园招聘中普遍存在的人力资源规划不明确、工作分析不清晰、制度不规范等问题。最后提出关注和了解应届毕业生特点与需求，适当调整校园招聘方案，以及从人力资源规划、职位说明书的撰写到人力资源选拔与评价、人员录用等六个方面的解决对策。

This dissertation is written for sorting out the supply and demand confliction between SMPE and graduates. According to my analysis based on the current status of SMPE in china, firstly, it’s indicated that there are two main reasons do affect the graduates loose their intentions to work for SMPE. One is graduates’ high career expectations which are always aiming for top companies, and another one is the limited recruitment’s information’s they’ve got. Secondly, by researching this problem more deeply, the SMPE’s campus recruitment also cause lots of other problems to themselves, such as mismatch between fresh employees and their jobs, and keep increasing in terms of employee’s leaving. Thirdly, through a brief review on SMPE’s developing process, it can be summarized of some characters including small scales, spread of industries, family franchise etc. Moreover, the small scale of SMPE’s campus recruitment and complexity of employee requirements are also the key characters. Because of these aspects, the SMPE campus recruitment management are lack of HR planning accuracy, Job analysis clarity, system standardization, etc. Finally, combining the uncertainty of graduates’ career positions and structural contradiction, six recommendations have been given for figuring out this. In terms of common recruitment procedure, these are: focus and recognize the student’s demand, planning adjustment, HR planning, job vacancies’ fully description, employees’ selection, employees’ evaluation and employee’s hiring.