In corporate campus recruitment, what should you do to pass the corporate personality test?

In fact, campus recruitment is nothing new. It has been around for more than ten years. However, in the past, campus recruitment was mostly for large enterprises, and small and medium-sized enterprises were not interested in it. However, times have changed, and with the development of enterprises, more and more attention is paid to talents. Human resources managers can finally find some difficult things to do that can reflect their own value. For more than a thousand years, people have admired Zhuge Liang greatly during the Three Kingdoms era. He has simply become the embodiment of wisdom. However, there is one thing that has always been criticized by people and even himself, and that is the lack of training of reserve talents. Insufficient, so that in the later period of the Shu Han, "there were no generals in Shu, and Liao Hua became the vanguard", which fundamentally caused the decline of the Shu Han. This is true for a country, but why not also for a company? Therefore, don’t let Liao Hua be the pioneer, because this means that the company basically has no talent reserves! The procedures for campus recruitment are actually quite different from those for social recruitment, and the things you need to pay attention to are also very different. Since there are so many companies that have never done campus recruitment before but want to do so, here is a brief introduction to the procedures and precautions. The first step is to cooperate with the school to carry out campus publicity and promotion activities. At this time, do not think that you are superior to others because you are an employer. You must put down your arrogance and participate in this war for talents. You must know that all large and medium-sized enterprises What about those outstanding fresh graduates? Don’t you want them? A lot of companies are rushing to get it! The simplest way of publicity is to design some large posters to be posted in main locations on campus, and some medium-sized posters to be posted in living areas such as dining halls and dormitories. You can also design recruitment brochures or leaflets and distribute them to everyone as much as possible. In the hands of graduates, we can attract graduates to participate in our job fairs as much as possible. At this time, the ability of the human resources department manager is revealed: Only by being loud and eye-catching can we attract more outstanding graduates! The second step is to hold a campus recruitment briefing. This step is the key to attracting talents, so it must not be taken lightly! At this step, at least a director-level figure should appear to show that the company attaches importance to campus recruitment. Generally speaking, lectures have two major uses: one is to introduce various situations of one's own company to graduates, and the other is to set an example to demonstrate the quality of employees to graduates. Therefore, at this time, in addition to carefully preparing videos, PPT and other materials, you should also send out elite figures in the company to speak out (it is best to add a sentence such as "I can only be regarded as the bottom in the company" to show that The strong strength of the enterprise. As the saying goes, "Living with good people is like entering a house of orchids, and you will not smell their fragrance for a long time." If you stay with powerful people for a long time, you will be assimilated and become powerful yourself - graduates are not fools. Of course I think so. The third step is to receive and screen resumes. Generally speaking, the second step and the third step can be carried out overlappingly, but it is recommended to carry out the second step first and then the third step, because the graduates first listened to the briefing before applying. Your resume will be more targeted. If it is campus recruitment, there is no doubt that there will be a lot of resumes received. A better way is to cooperate with recruitment websites, let students apply online, and then use computers to screen resumes. In this way, operational efficiency can be greatly improved. The disadvantage is that, as a result, it is inevitable that some students who have insufficient screening conditions but are in fact very good students will have their names covered in dust - but don’t worry too much. Procter & Gamble uses computers to conduct preliminary screening of resumes every year. In order to To test its accuracy, they once conducted a "double-blind test", that is, they let some students whose resumes failed to pass the computer screening pass, then told these students and the interviewer that they had passed, and then tracked the interview results, and finally found None of these students who could pass the resume test passed the interview. It can be seen that the accuracy of computer resume screening is quite high. If you do not use computers to screen, but you want to reduce the workload, there is a method that is also very effective. No matter how many resumes you receive, put half of them on the shelf without looking at them. The reason is: Our company does not need to be lucky. Nice people! ——It’s just a joke, relax and don’t take it seriously. The fourth step is the written test. Generally speaking, if a company wants to conduct campus recruitment, they have already made it clear in their minds: it is unlikely that fresh graduates will be required to have much output in the first year. They are only required to adapt to the company as soon as possible. environment and being able to do the job competently in the future.

For this reason, the written test should focus more on students’ personality traits (there are many psychological personality tests that can be used for reference), basic abilities (such as language, writing, etc.), and other abilities (such as thinking). abilities, leadership skills, etc.) rather than on their professional abilities. Of course, if it is a department such as the R&D department or design department that requires very strong professional capabilities, that is another matter. Step 5: Interview As mentioned earlier, since campus recruitment focuses more on the potential of students, there should not be too many professional questions during the interview process (a moderate amount of professional questions is still necessary). Some companies will divide the interview into two rounds. The first round is checked by the human resources department for preliminary screening; the second round is the interview with the employing department to determine the final candidate; some companies do not, and it is done in one go and directly That is, the human resources department and the employing department conduct interviews together. But no matter which method is used, it must be clear that the interview must be conducted mainly by the employing department and the human resources department as a supplement, so as to avoid the strange phenomenon of "those who do not use people select people, and those who employ people do not select people". The interview process of campus recruitment is roughly the same as that of social recruitment, but there are some key points that need to be paid attention to: 1. Preparation before the interview is essential. The interviewer can prepare one or two jokes, or make some common jokes to facilitate both parties. In order to relax the atmosphere, students will not perform as well as they should. After all, it is possible and understandable for students to be nervous if they are just starting out. 2. Interview questions should be carefully designed. During the interview, you should not chat casually, but should ask targeted questions that better reflect the characteristics of the students. For example, Procter & Gamble, which does very well in campus recruitment, will prepare the following eight questions to examine the candidate's abilities in all aspects: (1) Please give a specific example of how you set a goal and then achieved it. . (2) Please give an example of how you took the initiative and acted as a leader in a team activity, ultimately achieving the results you hoped for. (3) Please describe a situation in which you had to search for relevant information, discover key issues and decide on your own what steps to follow to obtain the desired results. (4) Please give an example of how you fulfill your commitments to others through facts. (5) Please give an example of how you cooperated effectively with others when performing an important task. (6) Please give an example of a time when one of your creative suggestions played an important role in the success of a plan. (7) Please give a specific example of how you evaluate your environment and focus on the most important things to achieve the results you expect. (8) Please give a specific example of how you learned a technology and how you used it in actual work. Generally speaking, it is difficult to answer these questions well without actual experience. If the interviewer is not confident about this, he should ask for some details, which can prove its authenticity - after all, many detailed questions are unlikely to be compiled in advance. Whether the other party’s answer is true or just made up based on imagination, it has actually reflected some aspect of their ability: if it is true, it can reflect their own problem-solving ability; if it is made up, That shows that the other person is thoughtful, flexible, and imaginative. Of course, it depends on how the interviewer views this question. 3. Answer candidates’ questions should be realistic. Generally speaking, in the last part of the interview, candidates will ask questions. They will ask some questions that they care about. At this time, remember not to lie when answering the questions - if you lie, please tell a lie that cannot be falsified. This is because: first, the applicants are all highly educated, and they have a certain ability to identify authenticity; second, even if they are not identified on the spot, they will ask through some relationships; third, even if they do not know before joining the job, But you will definitely know it after joining the company. No matter which of these three links goes wrong, it will be a big blow to the company's image in the minds of job seekers. The sixth step, interview evaluation and recruitment. Generally speaking, the interview evaluation should be conducted at the end of the interview. If possible, a preliminary decision should be made on the same day whether to hire; if not, it must be decided within a day or two, otherwise it will take a long time. Failure to remember the details will affect the role the interview should play.

The interview assessment can be divided into several parts. Each company can design elements according to its own needs, such as language expression ability, thinking ability, organizational ability, leadership ability, problem-solving ability, affinity, perseverance, learning ability, etc., each of which is Design weights and scoring standards, and perform a weighted average at the end to get the total score. The total score should not be the only criterion for employment or rejection, but it must be the most important criterion. The employing department must fully consider the evaluation score when deciding whether to hire. The initial decision on whether to hire or not should be made jointly by the interviewer. In order to avoid one person's subjective factors from coming into play, all interviewers should vote when deciding whether to hire. Generally speaking, the voting rights of each interviewer should be the same, but in order to fully respect the opinions of the head of the hiring department , you can give the head of the employing department 2 voting rights or increase the weight appropriately. In any case, if a recent graduate cannot get more than 75% of the votes, he should not be admitted. Step 7, follow-up work. Follow-up work generally includes the following: 1. Issuing the employment notice, communicating with job seekers and schools, and signing an entry agreement. 2. Recruitment impression survey and post-service tracking. This includes a sample survey of the school, fresh graduates, and non-fresh graduates to confirm the overall impression of this campus recruitment for improvement in the next campus recruitment. 3. Tracking of recruitment results. Generally, it includes whether suitable talents are recruited, what is the proportion of hired fresh graduates who report for work, what is their work performance during the probation period, what is the conversion rate, what is the turnover rate during the contract period, etc. Tracking statistics should be carried out to facilitate work improvement. Although campus recruitment is an important way to reserve talents, you must not be superstitious about famous schools, because generally speaking, the overall quality of fresh graduates from famous schools will be relatively higher, but they also have more choices: going abroad, civil servants, starting a business, conditions More generous companies, etc. These factors should also be taken into consideration when conducting campus recruitment. We have reason to believe that as long as we grasp the above steps well, we will be able to leave a deep impression on the school and fresh graduates during campus recruitment, which will be conducive to the campus recruitment work and recruit talents that are suitable for the development of the company.