On-site recruitment-form

On-site job fairs are generally organized by various governments and talent introduction institutions, which is relatively formal. At the same time, most job fairs have specific themes, such as "for fresh graduates", "for graduates with graduate education" or "for IT talents". Through this distinction in graduation time, education level and knowledge structure, enterprises can easily choose suitable special booths for recruitment. For this kind of job fair, institutions will generally review the qualifications of candidates first. This preliminary screening saves a lot of time for enterprises, which is convenient for enterprises to conduct more in-depth assessment of candidates. The segmentation of the target population is convenient for enterprises, but it also brings some limitations. If an enterprise needs to recruit several talents at the same time, it must attend several different job fairs, which on the other hand increases the recruitment cost of the enterprise.

The talent market is similar to the job fair, but the job fair is generally concentrated in the short term, and the venue is generally a temporary gymnasium or a large square, while the talent market is scattered for a long time and the location is relatively fixed. Therefore, for some positions that need long-term recruitment, enterprises can choose the talent market as the recruitment channel.

On-site job fairs can not only save time and cost for enterprises to screen resumes in the first time, but also make resumes more effective and less expensive than other methods. However, on-site recruitment also has certain limitations. First of all, it is regional. General on-site recruitment can only attract candidates from the city and surrounding areas. Secondly, this method will also be influenced by the propaganda and organizational form of the organizational unit.