Why do companies go to remote universities to recruit?

The procedures for companies to cooperate with universities from other provinces for campus recruitment are as follows:

1. Get in touch with the student affairs offices of universities from other provinces, express recruitment demands, and coordinate recruitment plans with the hospital;

2. Publish recruitment information:

Usually there are three ways to publish recruitment information for recruiters to choose from:

1) On the company website (including Recruitment information is published on each subsidiary website) and campus website to introduce the company's needs, employment standards, recruitment procedures, human resources policies, and application methods for this year's graduates.

2) Post posters inside the campus to promote the company.

3) Hold a recruitment promotion meeting on campus to enhance graduates’ perceptual understanding of the company, establish a good company image, and attract potential applicants (current students). The materials used in the recruitment promotion meeting must be formulated by the company in advance, and those who speak at the promotion meeting must be trained in advance.

3. Collect and screen application materials:

Preliminary review and screening of applicant information is an important part of the recruitment work, which can quickly eliminate obviously inappropriate candidates from the applicant information database. Qualified candidates will improve recruitment efficiency. At the same time, all job application materials can also be recorded and archived to provide material for the human resources department's post-analysis work. The information provided by fresh graduates themselves may be false, and recruiters need to verify its authenticity through multiple channels, such as going to their departments to check scores and awards, etc.

4. Testing and interviews:

Testing must be accurate and effective as well as simple and convenient. The following testing methods are recommended and can be selected according to specific circumstances:

1) Professional knowledge test. The recruitment team needs to prepare test papers for each major before departure.

2) Analytical ability test. Prepare some cases in advance and ask to answer them within a few minutes.

Interview: Some positions may be judged through tests, but most positions still require interviews. Before the interview, it is necessary to prepare the interview factors, interview questions, scoring standards, specific operation steps, etc. for each position, and uniformly train the interviewers to improve the fairness of the evaluation, so as to make the interview results more objective and reliable, so that different candidates can The evaluation results are comparable. Since fresh graduates have no work experience, their interviews focus on examining basic qualities, that is, examining potential.

5. Recruitment: Those who pass the interview can be identified as candidates for recruitment and an agreement will be signed in accordance with the relevant regulations on recruitment of fresh graduates. However, not everything will be fine after signing the agreement. You also need to follow up later, because outstanding fresh graduates are likely to be chosen by other companies. Therefore, it is necessary to follow up later to dispel their thoughts of looking for other companies.