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How companies organize campus job fairs
Campus Recruitment Plan
A company is engaged in the production of detergent products. According to the company's strategic deployment plan and the growth of business volume, the company now needs to recruit a certain number of personnel** *Join the company and promote its development together.
1. The purpose and significance of campus recruitment
College students who have just stepped out of campus are full of passion, strong plasticity, and good at discovering problems. Recruiting a group of talents with professional knowledge and technology can, on the one hand, enrich the company's professional talent team, and on the other hand, it can also reserve reserves for corporate managers and technical talents.
2. Recruitment plan
The recruitment plan for 2006 graduates is shown in Table 1.
Table 1 Recruitment demand list for 2006 graduates
Professional
Category
Number of recruits (unit: person)
Name of institution
Academic qualifications
Business Administration
Business Administration
5
Undergraduate and Above
Law
Law
5
Bachelor degree or above
Advertising
Journalism and Communication
5
Bachelor degree and above
Biological Sciences
Biological Sciences
10
Bachelor degree and above
No limit
Reserve talents
30
Bachelor degree and above
Remarks
3. Recruitment Standards
(1) Excellent team spirit.
(2) Pragmatic work attitude.
(3) Strong innovation ability.
IV. Recruitment plan design
The recruitment plan planned by the enterprise is shown in Table 2.
Professional
School
Time
Place
Budget fee (unit: yuan)
Business Administration
December 6th - December 8th
School playground
Advertising fee: 1,000
Materials and equipment: 1200
Labor costs: 2600
Law
Advertising
Biological Sciences
No Limited
5. Implementation of recruitment
(1) Preparation for recruitment
1. Early communication with the school
2. Determination of personnel participating in recruitment
The staff participating in this campus recruitment are: general manager, main person in charge of the employment department, human resources manager, recruitment specialist, training specialist, salary specialist, performance appraisal manager people, employees with alumni status.
3. Preparation of relevant materials
(1) Corporate promotional materials.
(2) Preparation of examination questions.
4. Booth layout
(1) Layout of promotional slogans.
(2) Preparation of instruments and equipment.
5. Advertising
Distribute prepared corporate promotional materials to school graduates by alumni employees, and conduct early recruitment advertising.
(2) Recruitment Implementation
When a company enters the campus to formally start recruitment work, the general procedure is as follows (see Figure 1):
After the recruitment work is officially Before the start, the company will play a pre-prepared information film to attract many students to watch. Next, the vice president of the company usually introduces the company's overview, which mainly includes the following aspects.
(1) The situation in the early stages of enterprise establishment.
(2) The current main business of the enterprise.
(3) The current development status of the enterprise.
(4) Corporate culture.
(5) Employment policy.
Distribute job fair promotional materials
The person in charge of recruitment answers student questions
Business leaders introduce the company situation
Play recruitment feature films
p>Figure 1 Campus Recruitment Flowchart
While graduates submit their resumes, corporate recruiters will answer their questions at the same time. Recruiters will ask graduates some questions while collecting resumes, such as, "Which figure in history is your favorite? Why?" "Please talk about some of the major social practice activities during college and what you learned?" Recruitment The staff will conduct a preliminary screening of resumes based on the graduates' answers, and notify those who enter the first round of assessment, which is usually 30 of the planned number of recruits.
(3) Written test and interview
After preliminary screening of resumes, the company will notify the applicant within one week to participate in the first step of the assessment - the written test.
(1) The location of the written test is arranged in the company's conference room and training room, and the duration is 60 minutes. It mainly tests the comprehensive quality of the candidates, covering common sense, reasoning and judgment, analysis of problems, imagination, and leadership. There are six aspects of testing ability and professional knowledge. The specific contents are shown in Table 3.
(2) Based on the results of the written test, the company will eliminate some personnel again, and those who pass the written test will enter the next round of assessment - the interview stage. The proportion of people entering the interview stage will be 20 of the planned number of recruits. The interview time is generally 45 minutes.
Table 3 List of Written Test Contents
Comprehensive Ability Test
The test questions are divided into five parts with a time limit of 45 minutes
1. Basic knowledge (accounting for 5 of the test questions)
2. Reasoning and judgment questions (accounting for 20 of the test questions)
3. Calculation questions (accounting for 10 of the test questions)
4. Problem analysis questions (accounting for 30 of the test questions)
5. Imagination test questions (accounting for 5 of the test questions)
Assessment points
1. Efficiency
2. Flexibility of thinking
Leadership test
Time limit: 15 minutes
Mainly open-ended questions (30 of the test questions)
Inspection Candidate’s leadership potential
Professional skills test
(As an independent part of the written examination, it is a separate examination for students with professional restrictions)
Target: Candidates from departments with professional restrictions, such as technology R&D department, quality inspection department, etc.
Assessment content: Applicants are required to make academic reports on certain topics or discuss their graduation thesis with professionals Discuss and invite the company's senior scientific researchers to review
Inspect their professional level
The first round of interviews will be conducted by the human resources manager as a whole, and the human resources manager and recruitment specialist will serve as interviews examiner.
Use structured interviews. The steps are roughly divided into four stages.
① Foreshadowing of the early atmosphere. Both parties introduced each other and created a good atmosphere.
② Officially enter the interview stage. The interview questions mainly include the following.
a. What kind of books do you prefer in your spare time?
b. Please talk about the most impressive thing in your study and life.
c. Tell me about the most satisfying thing you have done.
d. There will inevitably be friction during the four years of college. How did you solve it?
e. Talk about your understanding of success. (For student cadres, ask them to talk about how to take initiative in team activities, play the role of a leader, and ultimately achieve the desired results.)
f. A brief evaluation of yourself.
③At the appropriate time, the interviewer will lead the interview to the end and let the candidates ask questions that they are interested in.
④Evaluation of the interview.
The interview examiner will score the candidate on the interview evaluation form based on the applicant's performance (see Table 4).
Table 4 Interview Evaluation Form
Name
Gender
Age
Applicable Position
Department
Interview date
Assessment content
Evaluation grade
A (does not meet company requirements)
B (average, basically in line with the standards)
C (better, above average)
D excellent
Appearance
Language expression ability
Flexibility
Personal influence
Professional knowledge
Overall evaluation
Interviewer Examiner
Signature: Date: Year, Month, Day
The examiner for the second round of interviews is generally composed of the senior leader of the company, the manager of the employment department, and the manager of the human resources department. The first phase of personnel accounts for 150 of the planned recruitment.
(4) Enterprises make employment decisions
It takes about 20 days from the time the applicant attends the campus job fair to the time he is finally notified of employment. The company will make the final hiring decision based on the applicant's performance in several rounds of assessments and go through the entry procedures for the hired candidate.
6. Summary and evaluation of recruitment
After the company recruits, it will summarize and evaluate the entire campus recruitment work. The main indicators of evaluation include: whether the number of recruited personnel reaches the planned target, whether the quality of the recruited personnel meets the requirements of the enterprise, and whether the recruitment cost is controlled within the budget.
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