Recruitment experience sample essay

Recruitment channels are not very extensive and are mostly on-site recruitment. Even if we go to other industrial zones for recruitment, the recruitment cannot be done day by day due to the protection and rejection psychology of various regions. At the same time, the conditions provided by our company do not have great advantages compared to other industrial zones, and its long-term employees are not very willing to change. workplace. Let me share with you my recruitment work experience. You are welcome to read it.

Recruitment work experience 1

According to the needs of enterprise development, the company plans to recruit 15 coal-mining college graduates from Changzhi Vocational and Technical College. Although this kind of activity is not new, because I have only participated in it once before and have not actually organized a similar activity, I need to study all the details as thoroughly as possible, at least not leaving organizational work for the teachers and students of the college. A messy impression. In order to facilitate similar work in the future, this work is summarized as follows:

1. First formulate a "Recruitment Work Plan"

At least the following information should be clarified: Establishment Organization, clarify the main organizer; determine the time and location; determine the recruitment assessment materials (interview and written test); determine the response time and notification method;

2. Develop a work process

Final A good process is: staff or applicants can understand all the work information without repeated questioning. After the first assessment information is completed, they will understand what the next information is and where to implement the new information. This process is:

1. The big process: (after the applicants and related personnel have arrived) meeting ---- (end of meeting) entering the interview process ---- (end of interview) dining -- --(End of meal) Recruitment team members exchange opinions, and relevant mine personnel will lead the candidates to visit----Exchange overall interview impressions to the person in charge of the applicant unit----Report the recruitment work situation to the mine manager---- The school and students will be notified of the final results or opinions.

2. Small process:

1. Meeting: ① Explain the basic situation of the company first ② Explain the purpose of this recruitment ③ Explain the (recruitment) interview procedures and precautions ④ Other information

(Note: The meeting is only an interlude of the recruitment work, so the total time and the time of each speaker should be limited.)

2. Interview: ① Register the individual first Information ②According to the arrangements of the "Personal Information Registration Office", go to the relevant interview points to participate in the interview ③After the interview at all interview points (or the interview points that need to be passed according to regulations), go to the written test center to take the written test ④End

( Note: This time we have set up three interview points with unified information. If conditions are ripe, each interview point can assess different information)

3. Implement the details. Details

1. You must be rigorous in formulating the plan, because whether the plan is thorough or not directly affects the quality of the entire event;

2. Choose the event venue, set the time, and relevant company personnel You must arrive on time and speak as concisely as possible, because when we select students, what we show is also the most direct basis for students to measure the strength and management of the company;

3. The entire Each link of the activity or activity must be completed from beginning to end: for example, ① the relevant location diagram of the entire activity, interview procedures and other information must be publicized at the first gathering point when students arrive at the mine; ② students must be informed after the personal information registration is completed What's the next step? ③ Before the official start of recruitment activities, relevant personnel should hold a coordination meeting to unify opinions, implement division of labor, and emphasize precautions, etc. ④ Text preparation: Before the activity starts, the recruitment office staff should actively prepare all text materials. After the activity, they should actively collect and organize all the materials for this activity, and then establish a basic file for each student. ⑤Based on the comprehensive review opinions and reported to the mine director for approval, the results will be notified to the school and myself as soon as possible. )

4. Others: Prepare banners and arrange camera personnel when convenient. (At least you can collect some material for the company's promotional activities.

)

4. Shortcomings and aspects that should be paid attention to in the future

1. Collect standardized recruitment work plans and work procedures to gradually standardize them;

2. Collect And understand the relevant questioning materials and the information you want to master through such questions, so as to improve the professional quality of the recruiters;

3. The venue layout must be gradually standardized;

4 . The organizational department should promptly formulate a complete guidance and assessment plan for the recruited students after the event;

5. Comprehensively evaluate the recruited candidates with a normal mentality.

6. If you are interested in recruiting, you should proactively contact the school.

Recruitment work experience 2

This school recruitment has come to an end. We have done everything we should do: contact the school, decide whether to participate, collect recruitment needs, make recruitment posters, Design the school recruitment brochure, arrange vehicles, food and accommodation, on-site recruitment (preliminary examination + re-examination), determine the number of admissions, contact and arrange for the admitted candidates to visit the company and return to school safely. This series of work lasted nearly two months, and they only had to wait until they graduated to start working in our company. At this moment, no one could estimate how many people would actually come after graduation, so we simply relaxed and said, "It depends on the person." In heaven".

At this moment, I just want to think about and summarize this journey. After all, this is my first time doing school recruitment, and I have learned a lot. I am grateful to my boss and boss for allowing me to participate in this job. . Next, I will sort it out one by one, from the beginning of preparation to this moment.

1. Contact the school: As early as March, we began to pay attention to the school’s job fair information, and continued to contact teachers from the other school through various channels. At the beginning of April, the school's job fair information was sent out, and we felt at ease after registering our names, because this is a quota, and if the quota is full, you will not be able to participate. This experience taught me to pay close attention to the start time of job fairs in relevant colleges and universities, and to take a proactive approach.

2. Decide whether to participate: Last year was the first year to participate, and nearly 20 people were successfully recruited, and many people left during this period. Many people will feel that the recruitment cost of this school is too high and the rewards are too little. The cost consumed is equivalent to our annual online recruitment costs. But is this worth it? In the short term, we don’t seem to see big returns. One year is almost here for nearly 20 people, and less than half are still there, and those who have been lost are still talents we think are good. , maybe we need to give these fresh graduates a little more space and understanding. There are many uncertainties in the first job after graduation. However, this does not deny that our move to recruit students in schools for targeted training is wrong. We recruit all undergraduate graduates from regular institutions in the same industry. This will play a great role in increasing the proportion of high-quality talents in the total number of our company, adding new talent to the company, and expanding the company's influence. , maybe the CEO values ??this and asks us to persevere no matter what difficulties we encounter.

3. Collect recruitment needs: This year’s demand is obviously much less than last year. Most hiring departments feel that the stability is relatively poor. Our company’s recruitment still tends to recruit those with relevant experience. It can be used ready-made. Last year's recruitment of fresh graduates was already considered a surprise move. Excellent fresh graduates were recruited for targeted training. In ordinary times, if they saw a blank sheet of college graduates, the employment department would rarely use it. We finally recruited them and trained them well, but just when the people we trained were working well, they left again, which made the hiring department and us feel very speechless. We spent so much energy on recruitment and training, but the result was nothing. It didn’t take long for me to change jobs. I helped train others in vain, and in such a short period of time, I basically didn’t help the company with any business.

4. Designing the school brochure: I made a lot of mistakes when designing the brochure. I made the manuscript, but I didn’t read it carefully when I was making it, and I was too weak and didn’t persist. One's own stance, this is also a very important point I learned in the workplace. You must stick to your own principles and stance, never back down, and be a stubborn donkey in the workplace.

5. Arrangement of vehicles, food and accommodation: I did not arrange this, but I guess it will be up to me if I go there next year.

For vehicles, check whether the company has a car, board and lodging, school hotel reservations, and ask about invoices and whether breakfast is included.

6. On-site recruitment: During the on-site recruitment, I found a more prominent problem. There were very few marketing majors applying. I seemed to only see 2, and these 2 were not considered. Okay, I didn’t even pass the retest. And our company has the strongest requirements for sales personnel. The main purpose of school recruitment is to recruit sales, but it is difficult for us to recruit students in the corresponding majors. Even if other majors, such as design, can be converted into sales, I think it is still very unreliable. If we can recruit students who graduated from sales majors, their stability will be much better. Because they are learning this, one party already has a certain understanding of the sales industry, and it is relatively easy to train them. On the other hand, they understand that being in sales is hard and tiring, and their psychological ability to endure this industry is much better than that of ordinary students, so their stability will be greatly improved. I learned through some channels that it’s not that there are no sales majors on that campus, it’s just that at our school job fair in April, most of the sales majors’ fresh graduates had already found jobs, so that means we The timing was not right, we went too late. Next, I will do some research to see if things are as I expected. If so, I will think of some measures to change this situation.

7. Determine the number of admitted students and notify them: After returning from the school job fair, we will finalize the list of candidates to be admitted. Next, we will call them to inform them that they have been admitted, and write down their QQ numbers for easy contact.

8. Determine the visit time: Call the other party’s time to determine the visit time.

9. Make a visit plan: List the various procedures of the visit in detail, including the time, location, things you may encounter, and who will be responsible for each link. It also ensured that our entire visit went smoothly.

Recruitment Work Experience 3

As a recruitment specialist in the Human Resources Department, there are many issues worthy of self-attention during the recruitment process.

First of all, the first step in the work process is employment application. Each department manager should submit the employment application to the human resources department before the 10th of each month. This will facilitate the recruitment specialist to make the recruitment plan for this month. , in order to complete the recruitment task as soon as possible in a timely manner.

Secondly, the interview process is divided into two parts. The first part is for the recruitment specialist to master the basic information of the applicant and observe and understand some external conditions of the applicant; the second part is It is the department manager who has a preliminary understanding of the applicant through communication to decide whether the employment standard is suitable for the position. The department manager needs to make a decisive decision whether to use it or not. The consequence of indecision is that we give candidates an unreliable image, and even cast doubt on the credibility of the entire company.

Thirdly, the human resources department is a department that integrates service and management. During the process of onboarding the manufacturer, the recruitment specialist needs to confirm whether the manufacturer's procedures are complete to avoid future troubles. Department managers are expected to communicate well with manufacturers and suppliers, assist the human resources department, and ultimately achieve a win-win relationship.

In future work, from your own perspective, you need to pay attention to the following aspects:

1. Respect every person who applies for a job, treat them equally, and explain patiently. And patiently consider the language of communication, and strive to speak with few mistakes and make the listener feel comfortable.

2. Have good communication with the department manager and check the number of people to be recruited and the number of people to be hired. Avoid situations where you can’t find someone after you’re on the job or the human resources department doesn’t understand that the person has already been on the job.

3. Be careful. There are many details in the recruitment process. If there are any mistakes, it will lead to errors in subsequent work. As the saying goes, one wrong step leads to a wrong step, so recruitment, as the first step in the work of the human resources department, requires me to be careful in future work. Take every detail seriously.

Recruitment work experience 4

Time flies by, and the probation period is coming to an end in the blink of an eye. First of all, I would like to thank the company leaders for giving me the opportunity to show myself and realize my own value. During this period, the company leaders and colleagues gave me enough support and help, which gave me a more systematic understanding of the recruitment work.

I have accumulated some valuable experience at work and gained a lot from it. At the same time, I am also touched and proud that I have the opportunity to be a part of __.

I remember that when I applied for the job, I was deeply moved by the harmonious, united and progressive atmosphere of the company. Looking back on the work in the past two months, although my contribution to the company was meager, I finally took the first step in development. step. I carefully studied the basic knowledge of the company's management system, organizational structure and other aspects, and basically completed the recruitment tasks assigned by the leader. This is inseparable from the guidance of the leader and the help of my colleagues. I will continue to work as always , spur yourself on with an honest, serious and humble attitude, and make the recruitment work more complete and meticulous. The following is the work data of the past two months and the work plan for 20__:

1. Recruitment work

1. Recruitment for front-line positions:

For daily recruitment Analyze the position, including: job information, qualifications, job sorting, etc. After analyzing the above entry conditions, select the corresponding group of people according to the job situation, so as to select the corresponding recruitment channels and find suitable personnel.

Due to geographical differences, the recruitment of front-line employees is far behind my expectations. After conducting surveys and visits to the human resources market, we have a basic understanding of the overall employment situation in the development zone and the flow time of migrant workers. November to December is the peak period for migrant workers to return home, which puts great pressure on our recruitment work. In response to the above situation, we have actively taken measures to adjust recruitment time and expand recruitment scope, and the effect is quite obvious.

2. Recruitment of staff members:

After understanding and analyzing the job description, the basic elements such as job responsibilities and competencies for each position were clarified. Combined with the job description and actual job requirements, targeted screening of resumes, interview precautions and problem dimensions are mastered, and experience in work practice must be explored while "preferring to lack rather than to waste".

From November to December, there are many staff vacancies in various departments. According to the situation of vacancies, we actively communicate with the employing department and fill up the posts in a timely manner to meet the employment needs of each department. Compared with front-line positions, the recruitment of clerks is relatively stable, and the main channel is still online recruitment.

3. School recruitment:

Be fully prepared and pay attention to every small detail. In December, *** participated in two large-scale double selection meetings, which impressed me deeply. The effect of recruitment is reflected in whether your "homework" is done properly. As a recruitment specialist, I am not only a broadcaster of the company's image and corporate culture, but also a highly responsible attitude towards candidates. What I advocate is professionalism, concentration and single-mindedness, which is what I will work hard for in the future. Target.

(1) During the double selection meeting of __ University on December 3, most students were familiar with our company and had a strong sense of identity, which undoubtedly proved the influence of our company. This *** received 40 resumes from fresh undergraduate students, including 26 in accounting and 14 in human resources management. After screening the resumes, 5 people (accounting majors) were notified to the company to take professional written examinations, and 3 people were finally hired as interns. 2 people have signed employment agreements.

(2) On December 23, we went to __ College to participate in the double selection meeting. The original plan was to recruit 8 people, but the actual situation far exceeded our expectations, and 16 people were recruited. There are 6 people majoring in polymer materials and engineering, 1 person majoring in fine chemical production technology, and 9 people majoring in biopharmaceutical technology. 16 people have signed agreements and have been notified to report to the company for internship on February 7, 20__.

2. Routine work of the department

1. Daily work: salary analysis report of some enterprises, summary of weekly and monthly recruitment data, detailed list of front-line position vacancies, 20__ year ( As of November 25) employment situation analysis, school recruitment list from October to December and other basic data statistics.

2. Temporary work arranged by the leader.

3. Aspects that need improvement

1. Improve my execution ability. While achieving results, it is undeniable that my execution ability is still lacking. In future work Establish a sense of crisis in the process, set a time period for yourself to do anything, and rush forward as much as possible to improve your execution and work efficiency.

2. Strengthen systematic and structured awareness.

Improve the recruitment process, make every link "detailed" and "accurate", give full play to your own advantages and improve your business level.

3. Strengthen communication with the employing department and employees to improve their service quality.

4. In-depth study of professional knowledge related to human resources, arm yourself with a solid theoretical foundation, enhance your ability to analyze and solve problems, and make it more professional.

IV. Work Plan for 20__

1. Recruitment for front-line positions:

It is estimated that there will be between 144 and 230 vacancies for front-line production workers in 20__ . Combined with this year's labor market scenario analysis, the recruitment situation next year will be even more severe. Make full preparations for the year before and gain time for front-line recruitment next year. These include: banners, billboards, posters and other promotional materials, and discussing cooperation matters with employment agencies in 20__.

February to early April is the peak period for migrant workers looking for jobs after the Spring Festival. Most of the annual recruitment work will be completed at this stage, so this stage is very critical. Publish information, select personnel, organize interviews, and proactively recruit through various channels every day. It also summarizes and analyzes recruitment data for the week, and makes timely adjustments and updates of recruitment information based on actual scenarios to maintain flexibility in work.

2. School recruitment:

(1) From mid-April to September, each institution will actively prepare for job fairs after the semester starts to ensure student employment and increase the employment rate. . In this regard, we should focus on the websites of major universities and master first-hand information to solve the personnel needs of various departments of the company.

(2) From October to December, a large number of fresh graduates from various institutions are looking for internships and jobs. Cooperation with various institutions on recruitment matters and publicity work can be increased. At this stage, various positions in the company will be completed Reserve talents, establish a talent echelon, and provide human resources support for the company's sustainable development.

3. Staff recruitment:

The recruitment of staff is relatively stable and is expected to be basically the same as in 20__. The main recruitment channel is still online recruitment. Resumes can be screened and invited for interviews according to the actual requirements of the employing department.

4. Follow-up work:

(1) Do a good job in receiving the 20__ graduates who come to our company to report for internship. Arrange in advance and have a dedicated person responsible for it. Fully embody the spirit of ownership and enhance the sense of belonging to the enterprise.

(2) Track the work situation of front-line employees, conduct employee satisfaction surveys, do our best to solve problems encountered by employees in work or life, and improve employees' sense of identification with the company.

5. Establish a talent pool:

Talent pool information mainly comes from two aspects. The first is the internal employee file information, including various training records that the employee has participated in, and those with excellent monthly assessment results are registered in the talent pool. For example, when a certain position is vacant, first research whether there are employees with the same or similar job functions in the talent pool. Candidates will be recommended if there are suitable candidates. The other is external job seekers, including resumes of outstanding personnel who have been submitted to our company (those who have not been hired due to limited positions in the company). Such talents can enter the talent pool. This measure has greatly shortened the recruitment cycle and recruitment costs. It also reflects our company's systematic and professional talent reserve and motivates employees to a greater extent. It is also in line with the principle of "educating people" in our corporate culture.

The above is my summary of the regularization work and the work plan for 20__. If there is anything inappropriate, please ask the leader to criticize and correct it.

Recruitment work experience 5

In the two months since I entered the company in mid-to-late August 20__, I have been responsible for the company’s personnel recruitment work. During the previous period, due to the company’s order The long holiday has led to the resignation of some employees, causing current employment difficulties for the company.

At present, due to the rapid increase in business volume of our company, the number of technical personnel required for jewelry processing has also increased. This requires recruiters to spare no effort to continuously introduce relevant technical personnel and reserve personnel.

In order to solve the company’s manpower gap, in the first two months of my work, I recruited personnel for the company through some recruitment channels designated by company leaders. Although some people were recruited, there were also some Those who have not completed the trial period or who have voluntarily resigned. And in the actual recruitment process, we encountered some problems, which made the recruitment results less than ideal.

The main reasons why recruitment is difficult are as follows:

1. Recruitment channels are not very wide, and most recruitment is on-site. Even if we go to other industrial zones for recruitment, the recruitment cannot be done day by day due to the protection and rejection psychology of various regions. At the same time, the conditions provided by our company do not have great advantages compared to other industrial zones, and its long-term employees are not very willing to change. Work location;

2. Most of the surrounding industries have the same situation as our company, and the types of work required are different. The salary and benefits provided also have certain advantages, which makes the competition for recruitment in the same industry high;

For example: The apprentices recruited by Yinding have a basic salary of 1,200 yuan, including food and accommodation. Although part of the employee's salary is deducted to the extent that food and accommodation are included, in comparison, our company's apprentices receive a basic salary of 1,000 yuan, and accommodation and food are included, so applicants prefer the former.

3. There is negative news spread within the company, which affects the company's image and has a lot of negative impact on the recruitment work;

4. Most skilled workers are expected to be outsiders. While getting the necessary remuneration, they also hope to work for a company that has a lot of room for development and can provide food and accommodation;

5. Due to the salary increase in the Pearl River Delta, many job seekers (including processing experts) hope that the company can Properly increase wages and benefits.

Of course, it does not rule out the problems of the recruiters themselves, because they do not have enough relevant recruitment experience, fail to provide more effective recruitment methods, lack work enthusiasm and initiative, etc. , both require recruiters to understand criticism and self-criticism.

In short, the above-mentioned reasons encountered during the recruitment process have made it difficult to recruit people at the moment. In order to do a good job in recruitment in the future and ensure that the company can complete orders normally, after repeated efforts Think about it and suggest that our company can make the following attempts in recruitment:

1. Post recruitment advertisements in densely populated areas, or conduct on-site recruitment;

2. Use internal recruitment methods Employee recommendation, if the recommended person can complete the probation period in the company, the corresponding introduction fee reward will be given;

3. Appropriately relax the ratio of men and women of recruitment age and the ratio of raw and experienced people, and first solve the problem of personnel shortage;

4. Properly increase employee benefits and basic salaries to retain existing employees;

5. Therefore, if there is a shortage of employees, you can use labor dispatch to go to regional talent markets, industry websites, You can also effectively recruit people by registering on professional websites, etc., or directly going to the regional talent market to get a seat at the on-site job fair.

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