How to plan a job fair?

When you have the candidate you want to keep, the second step is to go beyond the traditional interview process. Most candidates have to have a series of one-on-one meetings with other executives of the company, many of whom have not received effective interview skills training. So, they just meet happily, exchange impressions with each other, and finally make a decision based on the pitiful data. If we want to make this process more perfect and reveal more information, we should establish some other mechanisms to observe candidates "from actual actions". You can ask the applicant to make a report; Set a problem scenario for him, let him work out a set of solutions, and then write a summary memo; Design a role-playing game to see how he deals with a difficult employee; Or let him cooperate with several other managers to coordinate and chair a meeting on a specific topic. Once you jump out of the traditional interview box, you will actually find countless possible ways. The key is to see how the candidate can think independently and adapt to the company culture-this information is difficult to dig out in a series of interviews with friendly colleagues.