人工智能行业人才短缺是近几年以来的热门话题，在当前严峻的国内外形势下，为求生存、谋发展企业要想保持竞争优势，需要不断创造价值，保证科研力量投入，组建能打仗、打硬仗的队伍，而队伍来源于研发人员的招募。校园招聘作为外部人才获取的一种特殊形式，近年来越来越受到各大中小型企业的青睐。应届生作为新生力量，富有朝气，可塑性强，必将成为企业未来发展的中坚力量。本文以A公司为例，聚焦人工智能企业研发岗位校园招聘，针对提高研发人员校园招聘效率等问题进行研究并提出改进策略，为同类型企业提供参考和借鉴。

本文首先对与之相关的人岗匹配理论、胜任力理论、企业雇主品牌等理论进行分析，通过文献梳理了研发人员校园招聘的普遍问题。在此基础上，以A公司研发人员校园招聘的163位研发岗位学生群体和4名公司管理人员为研究对象，采用问卷调查法和访谈法进行分析，从招聘管理、招聘流程体验、招聘评估、招聘宣传多个维度展开调研分析，识别出在校园招聘中存在招聘基础工作薄弱、人员甄选过程过于草率、缺少招聘效果评估体系、校园招聘品牌打造不具策略性等问题。结合理论挖掘出背后的原因，主要是人力资源管理意识薄弱、招聘缺乏针对性缺乏客观准确的人员甄选标准、不重视招聘效果评估、雇主企业品牌宣传没有针对性。

最后，笔者针对以上问题从人力资源招聘管理角度提出改进策略，包括标准化流程管理提高人才匹配度、打造特色学生圈推进多元校企合作、创建校招IP管家提高招聘质量、推出创新宣传模式加强企业影响力。本研究期望通过以上优化策略提高校园招聘的效率，提升招聘质量，招募到优秀的适合公司的研发人才，为公司的发展提供坚实的保障。

Artificial intelligence industry talent shortage has been a hot topic in recent years, in the current severe domestic and international situation, to survive and seek development enterprises to maintain a competitive advantage, you need to continue to create value, to ensure that scientific research power investment, the formation of a team that can fight, fight hard, and the team comes from the recruitment of research and development personnel. Campus recruitment as a special form of external talent acquisition, in recent years more and more favored by large, medium, and small enterprises. As a new force, fresh graduates are energetic and malleable, and will become the backbone of the future development of the enterprise. This paper takes Company A as an example, focuses on the campus recruitment of R&D positions in artificial intelligence enterprises, conducts research on issues such as improving the efficiency of campus recruitment of R&D personnel and puts forward improvement strategies, to provide reference and reference for the same type of enterprises.

This paper first analyzes the related theories such as person-job matching theory, competency theory, corporate employer brand, and so on, and combs through the literature to find out the common problems of campus recruitment of R&D personnel. On this basis, the 163 R&D students in the campus recruitment of R&D personnel in Company A were taken as the research object, and analyzed by questionnaire survey method and interview method, and carried out research and analysis from the dimensions of access to recruitment information, experience of the recruitment process, and assessment of the recruitment, and identified that there existed weak recruitment foundation work, too hasty selection process, and the failure to set up scientific and standardized assessment system of the recruitment effect in the campus recruitment, Campus recruitment branding is not strategic. Combined with the theory to dig out the reasons behind, the main human resource management awareness is weak, the lack of targeted recruitment lack of objective and accurate personnel selection criteria, do not pay attention to the recruitment effect assessment, employer corporate branding publicity is not targeted.

Finally, the author proposes improvement strategies for the above problems from the perspective of HR recruitment management, including improving the basic work of recruitment management, clarifying the criteria for choosing scientific selection methods, strengthening the evaluation of the effectiveness of recruitment management, and cultivating the influence of the enterprise. This study expects to improve the efficiency of campus recruitment through the above optimization strategies, enhance the quality of recruitment, recruit excellent R&D talents suitable for the company, and provide a solid guarantee for the development of the company.