The form of talent exchange meeting

First, campus-oriented recruitment: Generally speaking, campus recruitment is planned, and the number and specialty of new recruits are often determined according to the requirements of the company's annual human resources planning or phased talent development strategy. Therefore, it is usually large and medium-sized enterprises that enter the campus for recruitment, and they usually choose several categories of college students with high comprehensive quality. For example, the "Thousand Talents Plan" implemented by Gome and Suning in the early stage of the rapid expansion of the retail industry mainly recruited graduates in economic management and marketing. Campus recruitment can greatly improve the company's popularity in the university circle, provide a talent pool for the company to reserve talents, and lay the foundation for establishing a good school-enterprise cooperation relationship. Moreover, the cost of campus recruitment is low, and sometimes even well-known enterprises enter for free. Although campus recruitment can attract a lot of potential talents, professional qualities (attitude, professional skills, behavior habits, etc. ) The turnover rate of this kind of personnel is not high, and the turnover rate is high, which requires enterprises to invest more energy in systematic and complete training. Therefore, such potential talents usually have to receive relatively complete training after entering the enterprise, and then arrange them to receive on-the-job training as reserve cadres in the front line of production and operation. Through such a process, you can actively integrate into the enterprise, and those who meet the requirements will stand out.

2. On-site job fair: This is a traditional talent recruitment method with moderate cost. Hrs can not only communicate directly with job seekers face to face (equivalent to the initial test), but also show the strength and style of the enterprise intuitively. This method is generally efficient, which can quickly eliminate unqualified personnel and control the quantity and quality of applicants. On-site recruitment is usually carried out simultaneously with media advertisements, which has certain timeliness. Its limitation is that it is often influenced by the promotion efforts of exhibition organizers, and it is difficult to effectively guarantee the quantity and quality of job seekers. This method is usually used to recruit general talents.