A selection of 6 summary essays for job fairs.

At present, the ways and means of employment service for college graduates are gradually diversified. Holding campus job fairs and providing a service platform for direct communication between enterprises and graduates is one of the important ways. Campus job fairs are mostly organized by colleges and universities themselves, which are more targeted than job fairs in off-campus labor markets. This article is a summary essay of the job fair that I compiled for you, for reference only.

[recruitment meeting summary Fan Wenyi: the road to recruitment summary]

The recruitment in the last month can be described as going crazy. Except for the sales positions that are frequently recruited, another engineering department is based on the resignation of all the old employees. It has been four years, and it has been like this for three years. Whenever employees have been trained for a certain period of time, employees choose to resign, and they all resign in batches. The boss comes down to the reason, because the employees have not recruited the right ones, and the academic qualifications are too high, so the stability of the employees will not be strong. Therefore, after working for about one year, they will all change jobs. The salary paid by the company for these positions is also lower than the market. Employees who have worked for more than one year can't get a raise, so they will all get a raise through job-hopping. The company can't give the treatment to the existing old employees. When recruiting people in the same position from the market later, the treatment is often higher than that of the current employees. This is the current state of the company. When employees choose to leave, the company does not choose to raise their salaries and keep people, but is only willing to recruit outside. The workload of recruitment this month is often greater than the usual month.

in view of the current recruitment project, as the company's human resources, it can only solve the current situation through recruitment. In addition to recruiting fresh graduates to supplement resignees, it is also necessary to recruit another person with a peer position. This behavior is very difficult to recruit peers. The company's recruitment principles are: not only the salary is suitable (too high to use), but also the ability, good character and recognition of the company. Based on these points, I released the recruitment information, but I didn't receive a suitable resume at all. Then I searched, downloaded my resume actively, and searched my resume, but I didn't find a suitable one. Either the salary was too high, which didn't meet the company's employment standards, or the work experience conditions didn't meet. In this case, I had to find my resume through other channels, through a social networking site. Finally, I found one or two resumes. When I couldn't see their contact information, I could only make initial contact by sending a private letter. When there was initial news back, I finally had a simple interview communication with the phone number I wanted, and then invited them to the company for an interview. After the interviews of the department heads, I finally decided to take a job. This position has finally come to a conclusion this month.

At the same time of completing this position, we have to complete the company's sales representative index. The company recruits sales and hopes to recruit more girls. However, there are quite few resumes in the market this month, and even fewer resumes of girls. We notify dozens of sales a day, and the result is one, which shows the difficulty of recruitment this month. I received very few resumes, so I downloaded them, but the intention of the downloaded resumes was generally not high. However, I had to do it, not to do it, and no one came for an interview. There is another way, by exchanging resumes with hr, the company that recruits sales, and informing the people who come, there is less intention. In the case of knowing that it is impossible to do it, you still have to do this step. As a result, in a month's time, one was recruited.

In this month, I have thought about a series of methods, such as internal introduction, active download and resume exchange. I don't know if there are any other methods, but I can't think of them. Finally, I hope that with my own efforts, I can have a good result at the end of the month

[Summary of Job Fair Fan Wener: Experience of Job Fair]

As a fresh graduate of the Department of Business Administration, I also devoted myself to this and wanted to find a satisfactory job for myself. With both excitement and tension, I came to the job fair with my classmates.

All companies, enterprises and educational institutions have shown their own characteristics and the positions and requirements recruited in this job fair. In view of my major and hobbies, I chose a company, solemnly handed in my resume, consulted relevant information, learned about the company's development direction and internal potential during the conversation with the company's applicants, and the company's applicants were satisfied with my performance, so both sides set a second interview time to learn more information.

In the meeting place, other graduates also talked confidently with the interviewer. It is hard to see that this is a group of graduates who have just stepped out of campus and entered the society. Seeing that they are confident and confident, I think they must have made full preparations before the meeting.

This job fair will benefit every fresh graduate, because a successful interview and negotiation are often supported by many factors. Stepping into the threshold of the 21st century means that we will face more opportunities, and more importantly, we will also face greater challenges. Nowadays, due to the rapid development of market economy, the demand for talents in society is gradually increasing, and the employment situation is very severe, which brings great pressure and challenges to graduates. Then, how to successfully enter the society from campus in such an environment is a question that every graduate should think about. In my opinion, at ordinary times, we should accumulate the following knowledge and improve our own development ability. They are: 1. Must have solid professional skills and knowledge; Two. Master employment-related knowledge and information; Three. Cultivate good interpersonal skills and expression skills in life; Four. Insight and sensitivity to talent requirements; Five. Adjustment of interview skills and psychological state; Six. Cultivation and improvement of comprehensive quality.

Of course, it's not just the above aspects. We should strive for progress, strive to improve and develop ourselves, so as to gain a foothold in society, find a satisfactory job and create our own future.

I went to two job fairs in a row. Although I didn't feel very good, I also learned something concrete and worthy of reference. It's really not easy to stand out from others in a few minutes, no matter how capable you are.

1. In fact, the job fair is not very fair. You'd better go early, so that he will be more enthusiastic, ask you a lot of questions, and then write down his opinions on your resume. That's what he will consider in the future. I went there after several comparisons. When it comes to me, they should have recruited almost everything, so they just ask you some questions casually, and then put your resume aside and tell you to wait for the notice, so it's over.

2. Be clear about your own conditions before the meeting, and don't look down on others, let alone feel inferior. Print out your resume in advance and clearly express your work experience and job hunting intention. Indicate your contact information in your resume, so that the user can get in touch with you in time.

3. Ensure a good mental outlook. Young graduates should be full of vigor and self-confidence, and believe that their knowledge and skills will be competent for the work they want to do.

4. Don't talk too early. After entering the talent market, it is best to browse it as soon as possible, make a preliminary understanding of the situation of the units present, and then determine several key points according to your job hunting intention, arrange the priorities, and then talk.

5. Pay attention to the image of behavior. Graduates should master the necessary etiquette and conversation skills, and properly "package" themselves. When interviewing, avoid talking about the treatment first. It is best if you can talk about some in-depth opinions or suggestions about the situation of the unit. 6. Generally, there are only two or three interview officers, so there is a difference in submitting resumes. You should observe which one is the examiner and which one is the auxiliary one. Generally, men in the technical category are the examiners, and women are next to them. He has to ask mechanically to cope with the crowds. Once at a job fair, a woman accepted my resume, but she left after chatting casually, while my classmate asked a lot of professional questions, and the more she asked, the more she devoted herself to it. As a result, it is conceivable that he got a face-to-face notice, and I fell into the sea

7. I must understand the basic knowledge of my major, so I'd better review my previous books, because many of them have been forgotten, so I often ask simple questions without knowing them, so you are out.

8. Be good at consulting and asking questions. You should carefully ask the details of the recruiting unit, including the superior department in charge of the unit, the nature of ownership, legal person, the content and purpose of recruitment, the form of employment, working hours, monthly salary payment, etc., so as to know what you know, and you can also find out whether there are any flaws in the recruiting unit and recruiters and understand their real situation. Fan Wen China, original Fan Wenle

9. Be careful and prevent being cheated. In recent years, some swindlers have used recruitment conferences to cheat from time to time, and their methods are often not clever, but they always succeed, mainly because many candidates lack the necessary awareness of self-protection.

1. Be careful when signing a contract. Graduate employment agreement is a kind of employment contract, which has legal effect and cannot be signed casually. When signing a contract, you should basically understand the general situation of the unit.

[Summary of Job Fair Fan Wensan: Summary of Personnel Recruitment]

I have been in charge of personnel recruitment in the company for two months since I joined the company in the middle and late August of 212. During the previous period, some employees left their jobs because of the company's long vacation due to orders, which made it difficult for the company to find employment.

At present, due to the rapid increase of business volume, our company needs more technicians for jewelry processing, which requires recruiters to spare no effort to continuously introduce relevant technicians and reserve personnel.

in order to solve the manpower gap in the company, in the first two months of work, I recruited people for the company through recruitment channels designated by some company leaders. Although some people were recruited, some people failed to pass the trial period or left voluntarily. And some problems have been encountered in the actual recruitment process, resulting in unsatisfactory recruitment results. The main reasons for recruitment difficulties are as follows:

1. The recruitment channels are not very extensive, and most of them are on-site recruitment. Even if there is a recruitment in a foreign industrial zone, the recruitment can't be done in the daytime because of the protection and exclusion of various regions. At the same time, the conditions offered by our company are not very advantageous compared with their industrial zones, and its long-term employees are not willing to change their workplaces;

2。 Most of the surrounding industries are in the same situation as our company, and the types of jobs required are different, and the salary and benefits provided also have certain advantages, which makes the competition pressure of recruitment in the same industry great;

For example, the apprentice recruited by Yinding has a basic salary of 1,2 yuan, including food and accommodation. Although some money is deducted from the employee's salary in terms of food and accommodation, in contrast, the basic salary of 1 yuan, an apprentice of our company, includes food subsidies, and the applicants prefer the former.

3。 There are negative news spread inside the company, which affects the company's image and brings a lot of negative effects to the recruitment work;

4。 Most skilled workers hope to get some remuneration for foreigners, but also hope to work in companies with large development space and accommodation;

5。 Due to the salary increase in the Pearl River Delta, many job seekers (including skilled processors) hope that the company can appropriately raise wages and benefits.

Of course, we can't rule out the problems of recruiters themselves, because they don't have enough relevant recruitment experience, fail to give more effective recruitment channels, and lack work enthusiasm and initiative, and so on, all of which require recruiters to accept criticism and self-criticism.

In short, the above reasons encountered in the recruitment process make it difficult to recruit people now. In order to do a good job in the recruitment in the future and ensure that the company can complete the order normally, after repeated thinking, I suggest that our company can make the following attempts in recruitment:

1. Put up job advertisements in densely populated areas or conduct on-site recruitment;

2。 Adopt the recommendation of internal staff, and if the recommended person can complete the probation period in the company, give the corresponding introduction fee reward;

3。 Appropriately relax the ratio of male and female recruitment age and raw and mature hands, and first solve the shortage of personnel;

4。 Appropriately improve employee welfare and basic salary to retain existing employees;

5。 Because of the shortage of employees now, you can register in the local talent market, industry websites, professional websites and forums through labor dispatch, or get a seat in the on-site job fair in the local talent market directly, and you can also effectively recruit people.

In the recruitment process, we also found the shortcomings that need to be improved in the future work. Such as:

1. There are two reasons for adopting the job description:

First, I didn't do a good job of publicity and communication with the employing department before the recruitment;

Second, the employing department does not pay attention to job descriptions, and some job descriptions are vague;

2。 The recruitment data is not perfect: there is no analysis of the reasons for leaving after employment and probation.

3。 Lack of personnel planning, lack of personnel reserves.

All the above are personal opinions. I hope that the production manager can coordinate and balance the staff in each process, so that employees can always be in a working state with something to do and money to earn, implement humanitarian management, reassure people, retain existing employees, and make employees willing to do practical things and do good things for the company! At the same time, managers and recruiters should also be prepared for the difficulty of recruitment at the end of the year and the long-lasting recruitment time, and fully understand the difficulty of recruitment.

[Summary of Job Fair Fan Wensi: Experience of Job Fair]

In 27, Polytechnic held a large-scale on-site job fair for fresh graduates, attended by more than 1 companies, enterprises and educational institutions in Shantou, Shenzhen and Jieyang, as well as fresh graduates from various departments of our college. The scene was spectacular and lively!

As a fresh graduate of the Department of Business Administration, I also devoted myself to it, and wanted to find a satisfactory job for myself. With both excitement and nervousness, I came to the job fair with my classmates.

Companies, enterprises and educational institutions all showed their own characteristics and the positions and requirements recruited in this job fair. In view of my major and hobbies, I chose a company, solemnly handed in my resume, consulted relevant information, learned about the company's development direction and internal potential during the conversation with the company's applicants, and the company's applicants were satisfied with my performance, so both sides set a second interview time to learn more information.

In the meeting place, other graduates also talked confidently with the interviewer. It is hard to see that this is a group of graduates who have just stepped out of campus and entered the society. Seeing that they are confident and confident, I think they must have made full preparations before the meeting.

This job fair will benefit every fresh graduate, because a successful interview and negotiation are often supported by many factors. Stepping into the threshold of the 21st century means that we will face more opportunities, and more importantly, we will also face greater challenges. Nowadays, due to the rapid development of market economy.