How to improve your success rate at job fairs

How to improve your success rate in participating in job fairs

How to improve your success rate in participating in job fairs. Every job fair is the beginning of a game. For graduates, It is difficult to win in this job fair. Let’s take a look at how to improve your success rate in participating in the job fair and how to improve your success rate in participating in the job fair 1

1. Before the meeting, you must clarify your own conditions. Don’t be too ambitious or have low self-esteem. Print out your resume in advance and clearly express your work experience and job search intentions. Indicate your contact information on your resume so that the employer can contact you in a timely manner.

2. Ensure a good mental outlook. Young graduates should be energetic and confident, and believe that the knowledge and skills they have mastered will be qualified for the job they want to do.

3. It should not be too late to enter the talent market. The time schedule of the graduate job market is generally very tight. If you enter early, you can have enough time to collect information, understand the market, and grasp the situation of the units attending the meeting.

4. It is not necessary to talk too early. After entering the talent market, it is best to browse through it as soon as possible to get a preliminary understanding of the situation of the units present, and then determine several key points according to your job search intentions, arrange the priorities, and then talk.

5. Do not bring too many original documents when attending the meeting. Because there were so many people attending the meeting, the employer did not have time to conduct verification at the time. Instead, it mainly focused on the first interview and looking at their resumes.

6. Make full use of the conference journal. Find your major and the company you are interested in from the above, and then go directly to the venue where it is located. This can save a lot of time and energy and improve the efficiency of applying.

7. Be good at consulting and asking questions. You should carefully inquire about the details of the recruiting unit, including the unit’s superior department, ownership nature, legal person, recruitment content and purpose, employment form, working hours, monthly salary payment, etc. Not only do you have a good idea, but you can also discover the recruiting unit. and find out whether the recruiter has any flaws and understand their true situation.

8. Listen to discussions and reactions. When applying for a job, you should pay attention to whether the recruiter's introduction to other job seekers is consistent with what you have learned, listen to the discussions of other job seekers, and then listen to other people's suggestions and opinions, and taste the reputation of the recruiting unit. If If all aspects of the situation are suitable for you, and the company has a good reputation, you can decide to sign up and accept other forms of selection by the employer.

9. Be careful and avoid being cheated. In recent years, some scammers have often used recruitment conferences to defraud. Their methods are often not clever, but they always succeed. The main reason is that many applicants lack the necessary awareness of self-protection.

10. Do not allow parents to accompany you. In the talent market, parents cannot be allowed to make suggestions, otherwise it will leave a bad impression of "lack of independence" to the employer.

11. Pay attention to your behavior and image. Graduates must master the necessary etiquette and conversation skills, and "package" themselves appropriately. During the interview, avoid talking about salary first. It would be best if you can talk about some in-depth opinions or suggestions about the company's situation.

12. Leave necessary information. If the unit cannot sign a contract on the spot and continues interviews or assessments, it is necessary to leave a letter of recommendation, resume and other materials. After leaving the information, don't wait, but actively contact the unit to take the initiative.

13. Contact the employer promptly within two or three days after the meeting, and do not wait passively. Because employers will receive many resumes, they may miss you. Contacting by phone in a timely manner not only shows your respect for the company, but also expresses your eagerness to join the company and gives the employer another deep understanding.

14. Be careful when signing a contract. The graduate employment agreement is an employment contract, which is legally binding and cannot be signed casually. When signing a contract, you should have a basic understanding of the general situation of the unit.

How to improve your success rate in participating in job fairs 2

1. Learn "Tian Ji Horse Racing"

Some units at job fairs are always crowded, and those popular positions will appear and receive a lot of people in one day. Thousands of resumes. Who are the successful candidates for these positions? According to the 80/20 principle, 20% of successful applicants come from those who have outstanding knowledge, skills, and abilities, and there are very few people who can compete with them. Another 80% of the applicants are of similar skill level. The competition among these 80 people is very fierce, and most of the eliminated people are from here.

Different companies require different knowledge, skills, and abilities for different positions. Some companies may have relatively high requirements in a certain aspect, while for other companies, this aspect may not be convincing. For example, accounting firms need students who are sensitive to numbers, but such students may be of no use in law firms, because law firms have relatively high requirements for talents' reasoning and judgment abilities. Therefore, the recruitment standards for different companies and different positions are different and highly personalized.

If the competition among applicants is compared to Tian Ji’s horse racing, the 20 successful people are often those who know where they are strong, average and weak. They choose to apply for a position that can fully demonstrate their strongest competitiveness and compete with others based on their advantages. Undoubtedly, they are the strongest as a result of the competition!

Therefore, before choosing a career, graduates may wish to consider clearly what their strengths are? What are the disadvantages? In this way, like Tian Ji, you can compare your own advantages with the relative weaknesses of others, and you will be more certain of success.

2. Try “Bole Xiangma”

There are often as many as one or two hundred companies at job fairs, and it is impossible for graduates to be familiar with all of them. Companies all know it, so which company should you submit your resume to? At this time, you must have a "Bole"-like vision.

How to make "Bole"? First of all, you must fully consider the purpose of your work. Do you focus on making money, learning knowledge, or whether you can enrich your work background and work experience? So make a choice: continue studying? Enter a foreign company? Enter a state-owned enterprise? Entering a big company? Entering a small company? Different directions will determine the candidates' different paths forward. Only with clear goals for progress can you avoid detours in your future career, be happier at work, and move forward in an indomitable way.

Secondly, you must fully position yourself. Are you an outgoing, lively, and communicative person, or are you an introvert, calm, and good at learning? Because personality positioning determines your industry positioning. Be a salesperson? Be an administrator? Be a technician? Work as a support staff? Different positionings will affect the candidates' future career plans, work and lifestyle, and thus their lifetime career success or failure.

After clarifying their career goals, graduates can choose companies to apply for based on their own conditions, and select companies from hundreds of companies that can unleash their potential and have application advantages. According to the criteria for the position you are applying for and your own unique advantages, you should appropriately modify your cover letter and resume, contact the applicant company, and try to achieve your goals in as little time and effort as possible.

3. You must have the willpower of a camel

If one day you find a position that can give full play to your strengths, you must believe in yourself and be fully prepared. On the job, face this challenge with confidence and show your advantages in front of recruiters. When encountering difficulties, we must dare to face them and learn from the camel. The "Desert Boat"'s willpower is second to none. Never give up on your job search, constantly summarize and make timely adjustments in the face of failure, and participate in the competition with the best mentality. I believe there will always be a day of success

In addition, candidates must succeed in this interview. A gorgeous battle, if you want to improve the success rate of the interview, you must also pay attention to the following matters:

1. Avoid deliberate packaging. Some male students applying for office jobs blindly pursue high-end clothing in order to show their white-collar magnanimity; female students imitate social fashion, thereby losing the simple beauty of their female classmates.

Such packaging results in concealing the true self, which in turn makes recruiters afraid to recruit because they cannot truly understand the candidates.

2. Avoid blindly raising the height. The interview questions of some recruitment units are too deep and broad in scope, exceeding the candidates' job requirements. Our students who participate in interviews often dare not say that they don’t understand or don’t know how to do something. I am afraid that the recruiting unit will look down upon me. In fact, if you are hesitant and secretive, it just means that you don't know how to pretend to understand; if you truly reflect yourself, dare to say that you still don't understand or don't know anything that exceeds the requirements of the position, and express your willingness to learn and take responsibility for reasonable requirements. . I'm afraid this is exactly the quality that recruiting units need.

3. Avoid catering blindly. Sometimes recruiting units will ask some "problematic" questions during interviews. Some of these mistakes are due to the negligence of the questioner, but some are done deliberately to see whether you can adhere to correct principles and dare to refuse unreasonable requests. . So you still have to say "no" when you should say "no", and you must never give up your principles just to get a job. If you give in just to accommodate, it exposes your shortcomings. How to improve your success rate in participating in job fairs 3

1. Do a good job in preliminary basic work

Only by not fighting an unprepared battle can you be invincible. The same is true for recruitment work. It cannot be said that the human resources department will recruit people immediately after the hiring department says it wants to recruit people. At least some preparations must be made. For example, HR must understand:

1. The personnel situation of the hiring department. Is the recruitment demand this time due to expansion due to business development or staff vacancies caused by the resignation of personnel. Do we really need to hire people? What will happen if you don’t recruit?

2. Key requirements for the recruitment position. Are there any special requirements for this recruitment? Are there any special requirements for work experience, education, age, etc.? The most important thing is what kind of skills are needed?

These are basic questions, but only by clarifying these can we better grasp the recruitment direction and recruit suitable personnel.

2. Clarify the division of responsibilities of each department

Recruitment is not only a matter of the human resources department, but a matter of the entire company. In a recruitment, the human resources department and the employing department are the protagonists, but it must also be clear who is in charge and who is in charge.

Generally speaking, in recruitment, HR is responsible for screening resumes, recommending candidates, and conducting preliminary interviews, while the hiring department is responsible for assessing candidates’ key abilities, skills and other important aspects. When it comes to whether to hire a candidate, HR only provides reference opinions, and the hiring department makes the final decision.

In addition, it must also be determined whether cooperation from other departments is required, such as personnel recommendations, interviews, etc. If necessary, certain* training should also be provided to the interview team.

3. Expand diversified recruitment channels

Whether it is external recruitment or internal recruitment, HR must also be clear. Many recruitments do not necessarily require external hires, but can also be selected from within, especially for management positions. Not only do internal staff have an advantage, but they also provide promotion opportunities and motivate employees.

If it is a grassroots position, you can publish recruitment information internally first to see if any employees need to be transferred or changed, and give priority to internal employees. This can also give employees who want to change careers a chance.

Internal recruitment measures mainly include: internal open recruitment, internal promotion, job rotation, internal employee recommendation, etc.

Therefore, HR should increase internal recruitment efforts based on the original internal recruitment based on the company's development needs. At the same time, external recruitment channels will be further expanded. Work both internally and externally to maximize internal and external recruitment channels.

4. Create a good corporate recruitment culture

Recruitment is an effective way to promote the employer brand and the best window to spread the company's employer brand. Every word and deed of a recruiter represents the company's attitude towards people and things. Many candidates ultimately accept or reject the offer, which also has a lot to do with the recruiter.

Therefore, we must pay attention to the recruitment details, such as from the notification of the interview, from the time the applicant walks into the company door, reception at the front desk, etc., until the application is completed and leaves the company, as long as the applicant comes into contact with the relevant department personnel, It is necessary to standardize the etiquette and reception and other details of the entire recruitment. Let the candidates leave a good impression of the company.

5. Strengthen the management of employees during the probation period

After the personnel recruitment is in place, the actual selection work has just begun, and the main link lies in the management of the probation period. The probation period is to examine a person's behavioral performance in actual work, and based on his performance to evaluate whether his overall quality matches the competency standards of the position. Only through trial can we determine whether the recruited talents are qualified for the job and meet the company's requirements.

The probation period management process requires close cooperation between the human resources department and the employing department. It can be said that the human resources department not only has management responsibilities, but also guidance responsibilities. The human resources department not only needs to "help people get on the horse", but also needs to "give them a ride." It is necessary to carry out new employee orientation activities and assist the employing department in formulating reasonable probation period assessment content (including key performance indicators, behavioral indicators, etc.), probation period assessment methods, etc., until the basis for the employment decision-probation period assessment report is finally formed. The selection and recruitment of the entire recruitment process has been completed.

6. Do a good job in recruitment evaluation and summary work

After the recruitment work is completed, a timely evaluation and summary of the recruitment activities should be carried out. Through the evaluation summary, we can see whether our recruitment purpose has been achieved? Are recruitment channels effective? Is the recruitment process smooth? Is the method of talent evaluation scientific? How effective is the management of the probation period of hired personnel, etc. These issues require our careful evaluation and summary and timely feedback.

The evaluation of recruitment effectiveness can help us reflect on the problems existing in the recruitment process and form a clearer understanding of the recruitment work, so as to sum up experience, learn lessons, and continuously optimize and improve to improve recruitment efficiency. , and contribute to the rational allocation of corporate resources.