How do enterprises organize campus job fairs

An enterprise refers to a company engaged in the production of chemical products. According to the strategic deployment plan of the enterprise and the growth of business volume, the enterprise needs to recruit a certain number of people to join the enterprise and jointly promote the development of the enterprise.

First, the purpose and significance of campus recruitment

College students who have just left campus are full of passion, strong plasticity and good at finding problems. Recruiting a group of talents with professional knowledge and technology can enrich the professional talent team of enterprises on the one hand, and reserve reserve reserve forces for enterprise managers and technical talents on the other hand.

Second, the recruitment schedule

See table 1 for the recruitment plan of 2006 graduates.

Table 1 2006 Graduate Recruitment Demand Table

primary

kind

Number of recruits (unit: person)

College name

degree

enterprise management

enterprise management

five

Bachelor degree or above

Legal science

Law class

five

Bachelor degree or above

Advertising film

Journalism and Communication

five

Bachelor degree or above

Biological Science

Biological science class

10

Bachelor degree or above

infinite

Reserve talents

30

Bachelor degree or above

comment

Third, recruitment standards.

(1) Excellent team spirit.

(2) Pragmatic working attitude.

(3) Strong innovation ability.

Fourth, the recruitment plan design

The recruitment plan planned by the enterprise is shown in Table 2.

primary

Universities and colleges

time

location

Budget cost (unit: yuan)

enterprise management

65438+February 6th-65438+February 8th

School playground

Advertising fee: 1000

Materials and equipment: 1200

Labor cost: 2,600 yuan

Legal science

Advertising film

Biological Science

infinite

Verb (abbreviation of verb) carries out recruitment.

(A) the preparatory work for recruitment

1, communicate with the school in the early stage

2. Participate in the determination of recruiters

The participants in this campus recruitment are: general manager, principal responsible person of the employing department, HR step manager, recruiter, training specialist, salary specialist, person in charge of performance appraisal, and employees with alumni status.

3. Preparation of related materials

(1) corporate promotional materials.

(2) test preparation.

4. Booth layout

(1) Publicity slogan layout.

(2) Preparation of instruments and equipment.

Step 5 advertise

Alumni staff will distribute prepared corporate publicity materials to the graduates of our school, and do a good job in advertising in the early stage of recruitment.

(2) Recruitment implementation

When an enterprise enters the campus, it officially starts to recruit. The general process is as follows (see figure 1):

Before the recruitment work officially begins, the enterprise will broadcast information films prepared in advance to attract many students to watch. Then, the vice president of the enterprise usually introduces the general situation of the enterprise, which mainly includes the following aspects.

(1) Initial information of the enterprise.

(2) What the enterprise is mainly engaged in at present.

(3) The current development of the enterprise.

(4) Corporate culture.

(5) Employment policy.

Distribute promotional materials for job fairs.

The person in charge of recruitment answers the students' questions.

Business leaders introduce companies.

Show a feature film about recruitment.

Figure 1 Campus Recruitment Flowchart

When graduates submit resumes, corporate recruiters will also answer their questions. Recruiters will ask graduates some questions when they receive resumes, such as "who is your favorite person in history?" Why? " "Please talk about some major social practice activities during your college years and what you have learned?" Recruiters will conduct a preliminary resume screening according to the answers of graduates, and the first round of assessment is usually 30% of the planned recruitment.

(3) Written examination and interview

After a preliminary resume screening, the company will inform the candidates to take the first part of the assessment-written test within one week.

(1) The written test is arranged in the meeting room and training room of the enterprise for 60 minutes, which mainly tests the comprehensive quality of the candidates, covering six aspects: common sense, reasoning and judgment, problem analysis, imagination, leadership and professional knowledge test. See Table 3 for details.

(2) According to the written test results, the enterprise eliminated some personnel again, and those who passed the written test entered the next round of assessment-interview stage. The proportion entering the interview stage is 20% of the number of recruits, and the interview time is generally 45 minutes.

Table 3 List of Written Test Contents

Comprehensive ability test

The exam is divided into five parts, and the time limit is 45 minutes.

1. Basic knowledge (accounting for 5% of the test questions)

2. Inference and judgment questions (accounting for 20% of the questions)

3. Calculation questions (10% of the questions)

4. Problem analysis questions (accounting for 30% of the test questions)

5. Imagination test (accounting for 5% of the test questions)

Evaluation point

1. Efficiency

2. Flexibility of thinking

Leadership test

Time limit 15 minutes

Mainly open questions (accounting for 30% of the test questions)

Examine the leadership potential of candidates.

Professional skill test

As an independent part of the written examination, students with professional restrictions are given a separate examination.

Object: Candidates from technical R&D department, quality inspection department and other departments with professional restrictions.

Examination content: Applicants are required to make an academic report on a certain topic or discuss their graduation thesis with professionals, and senior researchers of the company are invited to review.

Investigate its professional level

The first round of interview is coordinated by the human resources manager, and the human resources manager and recruiter are the examiners.

Adopt a structured interview. Its steps are roughly divided into four stages.

(1) The foreshadowing of the previous atmosphere. The two sides introduce each other and create a good atmosphere.

② Enter the interview stage formally, and the interview questions mainly include the following contents.

A.what kind of books do you like in your spare time?

B: Please talk about one thing that impressed me most in my study life.

C. Tell me about one thing you did most satisfactorily?

D. it is inevitable that there will be friction during the four years of college. How did you solve it?

E. talk about your understanding of success. For student cadres, please talk about how to take the initiative in team activities, play the role of leaders, and finally get the desired results. )

F. a short evaluation of yourself.

At the right time, the interviewer will guide the interview to the end and let the candidates ask questions that they are interested in.

4 evaluation of the interview.

The interviewer marks the interview evaluation form according to the performance of the candidate (see Table 4).

Table 4 Interview Evaluation Form

(full name)

gender

age

career objective

Accessory function

Interview date

Evaluation content

opinion rating

Answer (not meeting the requirements of the enterprise)

B (general, basically the same)

C (good, above average)

very good

decorate

language

Flexible adaptability

personal influence

professional knowledge

comprehensive assessment

interviewers

Signature: Date: Year Month Day

The examiners in the second round of interviews are generally composed of senior leaders of enterprises, managers of employing departments and managers of human resources departments, and those who enter this stage account for 150% of the planned recruitment.

(d) Enterprises make employment decisions.

It takes about 20 days for candidates to attend the campus job fair and finally be informed of employment. According to the performance of several rounds of assessment, the enterprise finally makes the employment decision and goes through the entry procedures for the hired personnel.

Summary and evaluation of intransitive verbs recruitment

After the enterprise recruitment, the whole campus recruitment work will be summarized and evaluated. The main indicators of evaluation include: whether the number of recruiters reaches the planned target, whether the quality of recruiters meets the requirements of enterprises, and whether the recruitment expenses are controlled within the budget.