How to evaluate the effect of job fairs?

For a single enterprise, the human resources department only needs to evaluate and analyze the monthly recruitment results according to the monthly recruitment report submitted by the recruitment supervisor, and issue an analysis report every month, which should include the performance, turnover rate and performance appraisal of employees during the probation period, so as to improve the shortcomings in the future work.

For the talent market: 1. Participating enterprises. Which are well-known foreign companies, which are large domestic state-owned enterprises and which are private. We must first sort out and make statistics.

2. Talents attending the meeting. Proportion of majors, master's degree and doctor's degree in undergraduate colleges, and graduation years.

3. How many have been initially employed by enterprises, the employment ratio of various majors and degrees, the employment orientation ratio of various enterprises, the job-seeking tendency of various talents, the nature of enterprises and the requirements of salary and treatment, etc. Comparison of software and hardware such as diplomas and degrees, and the initial success rate at this job fair.

4. If possible, follow up and make further evaluation, such as the data of talents who were successfully hired after training, the data of talents who left after training or during training, and the follow-up evaluation of whether talents are qualified after taking office.