Our company was invited to attend the school job fair. What should we prepare? (urgent)

In the preparation stage, the work to be done is to determine the position and the number of recruits; Set up a recruitment team; Contact the recruitment school; Prepare relevant information.

1. Determine positions and number of recruits: This is the premise of recruiting fresh graduates, that is, which positions to recruit and how many people to recruit. Only by clarifying these two points can we determine which schools and majors to recruit.

2. Establish a recruitment team: it is best for the recruitment team to be headed by the manager of the human resources department or even the vice president in charge of human resources. Don't think that it is relatively easy to recruit fresh graduates, but it is not. As mentioned above, if a recruiter who has just graduated for two or three years is in charge of the interview, the students will think that the enterprise does not attach importance to the recruitment work, and even think that the enterprise does not attach importance to talents and gives the enterprise a negative score. The main responsibilities of the recruitment team are to prepare pre-recruitment materials, formulate recruitment plans and policies, implement recruitment, interviews and so on.

3. Contact the recruitment school: the recruitment team selects the corresponding institutions according to the recruitment plan approved by the company, the graduates received by each school over the years, the students of each school this year and the performance of graduates in previous years in the enterprise. Before the recruitment work is implemented, the recruitment team will send the recruitment plan to the graduate distribution office of each college and keep in touch with the school.

4. Prepare relevant materials: including formulating recruitment policies (including the overall implementation of recruitment, recruitment discipline, recruitment funds, etc.). ), clarify the division of labor within the group, prepare interview related forms, and prepare corporate publicity materials.

The second stage: recruitment implementation stage, the work to be done is to release recruitment information; Collecting and screening application materials; Testing and interviewing; Hire.

1. Publish recruitment information: There are generally three ways to publish recruitment information for recruiters to choose from:

Post recruitment information on the company's website (including subsidiaries' websites) and campus online, introducing the needs, employment standards, recruitment procedures, human resources policies and application methods of this year's graduates.

Put up posters on campus to promote the enterprise.

Hold a recruitment promotion meeting on campus to strengthen graduates' perceptual knowledge of the company, establish a good company image and attract potential candidates (students). The materials used in the recruitment promotion meeting are formulated by the company in advance, and the speakers at the promotion meeting must be trained in advance.

2. Collecting and screening application materials: The preliminary examination and screening of application materials is an important link in the recruitment work, which can quickly exclude obviously unqualified candidates from the job seeker information database and improve the recruitment efficiency. At the same time, you can also record and archive all the job application materials, which will provide material for the later analysis of the human resources department. The information provided by fresh graduates themselves may contain false elements, and recruiters need to verify its authenticity through various channels, such as checking the scores and rewards of their departments.

3. Testing and interview:

The test should be accurate, effective, simple and cheap. The following test methods are recommended, which can be selected according to the specific situation:

Professional knowledge test. The recruitment team should prepare the examination papers of all majors before leaving.

Analytical ability test. Prepare some cases in advance and ask for answers in a few minutes.

There is no leading group discussion. This is a group interview for candidates. For many candidates, this method is the most suitable. Choose 5-7 people as a group at a time, and each group lasts for 20-30 minutes. By letting the candidates discuss the given questions equally and collectively, we can examine the comprehensive quality of each candidate, which mainly includes: oral expression ability, interpersonal skills, flexibility, adaptability, emotional control, self-confidence, cooperation spirit, personality characteristics and so on.

Interview: Some positions may be judged by tests, but most positions still need to be judged by interviews. Before the interview, it is necessary to prepare the interview investigation elements, interview topics, scoring standards and specific operation steps of each position, and conduct unified training for interviewers to improve the fairness of evaluation, so as to make the interview results more objective and reliable and make the evaluation results of different candidates comparable. As the fresh graduates have no work experience, the focus of the interview is to examine their basic qualities, that is, to examine their potential. For example, the first female classmate who greeted me was very flexible, while the last two male and female students were not flexible enough. From the first contact with the recruiter, they realized that they had entered the interview stage.

4. Employment: Those who pass the interview can be identified as candidates for employment, and an agreement will be signed according to the relevant regulations on the recruitment of fresh graduates. However, it is not all right to sign the agreement, and it is necessary to do post-tracking, because excellent fresh graduates are likely to be taken away by other enterprises, so they should be discouraged from finding another enterprise through post-tracking.

The third stage: the stage of receiving and tracking fresh graduates.

Admission of fresh graduates: the human resources department needs to inform graduates of the company location and bus route on the website or by other means; If possible, send someone to the station exit to set up a reception point. When you arrive at the enterprise, you should be warmly received and arrange accommodation. After all, they are not familiar with society. At the same time, arrange induction training as soon as possible, let them know about the enterprise and its operation, and let them integrate into society more quickly.

Follow-up stage: the human resources department should regularly understand the mentality of fresh graduates, listen to their voices and give timely help and guidance. Freshmen should not be regarded as social recruiters. They need more time to get familiar with the enterprise and their own work, and need more understanding and guidance. A question that enterprises should always think about is "how to make fresh graduates complete the transformation from school to enterprise in a short time?" Because the shorter the transition time, the lower the training cost paid by enterprises, and the faster the fresh graduates will create value for enterprises.