What aspects should be done well in campus recruitment of human resources management?

Good publicity is more than half of the success of school recruitment! After the announcement time and place are determined, the more conventional publicity means is to post posters in the school park (including other schools nearby); Contact the school employment office and post the recruitment information on the school website; Post on the school BBS, and arrange people to post every day; Publish information on professional websites; Hanging banners and large spray-painted backgrounds near the lecture room and on the spot ... Considering keeping pace with the times, we can also open a special recruitment Weibo, make a campus recruitment website and set up an independent mailbox to collect resumes.

There are several details that need special attention. First, it is best to recruit one or two campus ambassadors in the school to help complete the above work. They can make posters, top posts and other work get twice the result with half the effort, especially the BBS in some schools is only open to students of the school; Second, there must be a certain amount of publicity in advance, and at the same time, considering that the poster may be covered and torn, it is necessary to arrange the second and third rounds of repeated posting; If you go to multiple cities, it is best to arrange an interface person in each city. The tasks of the interface person include inspecting the presentation site and interview site in advance, confirming with the school whether banners and backgrounds can be hung, whether audio-visual equipment is available, and whether it is necessary to borrow cars and print materials for the working group.

Courseware and materials preparation

First of all, the presentation process needs an elaborate PPT, including the main information points that the enterprise wants to convey, such as the basic situation of the enterprise, the demand of this recruitment, the recruitment process and so on. It is very important for the host to play on the spot, but it should be carried out under a framework to avoid missing important information points and information distortion caused by voice transmission, especially in the case of preaching in many places.

Followed by a wonderful corporate promotional film. Conditional enterprises had better make a campus recruitment propaganda film. You can consider playing it to the students who are present first before the official start of the speech, or you can design it as the first link of the official start of the speech. Its content and PPT complement each other, and important information can be repeated in different ways, thus deepening the impression of the students present.

Third, materials needed for site layout and pre-publicity such as posters (outdoor posting), folding pages (on-site distribution), Yi Labao (on-site display), banners (outdoor publicity), background paintings (site layout), work permits (worn by staff) and so on. Usually, in an enterprise, the HR department can put forward requirements to the marketing department (or propaganda department), and the marketing department (or propaganda department) is responsible for formulating them.

Finally, interview the written test questions.

As for how to make promotional videos and materials, it is recommended to give them to professional companies. The human resources department and the marketing (publicity) department should strengthen information communication to ensure that the recruitment intention is consistent with the existing material selection of the enterprise.

A complete presentation courseware also includes: enterprise introduction, enrollment brochure, campus recruitment implementation manual, question and answer (standard version), resume selection criteria, structured interview question bank, structured interview scoring rules, writing test (subjective part) scoring principle, and leaderless group discussion (group face) question bank. Among them, the internal control standard of material selection is generally reflected in the resume deletion standard and the structured interview scoring rules.

Due to the differences in the enrollment direction and recruitment mode of each enterprise, the design of its propaganda means, presentation methods and testing links will inevitably vary widely, and what we are talking about here is likely to be leaked. What we mainly emphasize is consistency: consistency of recruitment demand and recruitment link design, consistency of personnel caliber and judgment standard.

On-site control of demonstration

The biggest risk point at the presentation site is "unpopular". Therefore, on the eve of the presentation, it is necessary to sort out the resumes of online investment and inform some students who meet the needs of enterprises to attend the presentation. If not many resumes are received, it is suggested to skip the resume screening and inform all students who submitted resumes. At the same time, people should be prepared to distribute a single page to teaching buildings, canteens and other places where people are concentrated one hour before the start of the presentation, so as to increase the popularity of the website.

Looking back on the previous work-when determining the venue of the presentation with the school, we must correctly measure the influence of the enterprise, the recruitment period, the number of unemployed people in the school and other factors, and we must not blindly pursue the style of the classroom. I would rather choose a classroom with 100 students 150 students than a classroom with 300 students with 200 students. The gas field has a great influence on the signing of the later interview.

The second risk point of the lecture is the temporary adjustment of the lecture hall, including the adjustment of time and place. The key to solve this problem is flexibility, and there is no fixed solution.

Facing the campus recruitment, the human resources department still has a lot of work to prepare. If you are a new employee, you should make up this piece.