College students' campus recruitment process

1. When choosing a school, you still need to know more about the students' employment intention and postgraduate status with the other employment teacher. At the same time, we also pay attention to the recruitment website of the school to understand the competition of school recruitment faced by enterprises in the school.

2. Make corresponding posters and brochures for different candidates (for example, one for junior college and one for undergraduate).

3. Enterprises that need to participate in on-site recruitment should contact the employment directors of each school 5-7 days before arriving at each school. On the one hand, introduce yourself to each other and reconfirm the registration time and recruitment time and place. On the other hand, ask the other party to help promote their own enterprises in these 5-7 days and help improve the publicity effect. At the same time, it is necessary to confirm whether the student's employment agreement has been issued.

4. Photos and descriptions of some college students in the enterprise internship training stage in previous years can be appropriately added to the publicity materials to improve students' interest in joining and trust in the enterprise. At the same time, it also answers students' curiosity and doubts about the internship period to a certain extent.

5. Recruitment implementation stage: It is normal to arrive at the next school one day in advance to report for work. After staying in a convenient hotel for the first time, the daily work to be done is as follows:

(1) Contact the teacher in charge of employment in this school immediately, tell him which company it is, how many people are coming, and which hotel to stay in, and let him know.

(2) The school that is recruiting specifically requires the other party to update the recruitment information of the enterprise again two days before the recruitment. (For example, put the recruitment information on the school employment website at the top, and then inform the students of the required major of the job fair information)

(3) On the day of arrival, go to school to prepare for the next day's recruitment. Contact the teacher to arrange someone to take it to the classroom; Prepare recruitment banners and posters, and hang them in a conspicuous position where the classroom site is located; A small announcement will be made on the professional needs and positions that need to be recruited in the school, and posted in eye-catching positions such as student dormitories and canteens, indicating the time and place of the job fair; Inform the teachers or students who assist in employment of the recruitment arrangements, and ask them to help arrange the interview and written examination places in advance, copy the examination papers and prepare the seal of the employment agreement school.

6. Recruitment demonstration stage: The presenter should be very familiar with the enterprise, express fluently and use rich words. Personal precautions for preaching are as follows:

(1) In the preparation stage before the presentation, students should be given brochures, corporate propaganda films and corporate periodicals. At the same time, you can learn the professional information of students.

(2) Be confident and natural when preaching. Very familiar with PPT materials and videos. During the speech, we should be able to extend publicity to enterprises. (For example, when introducing the company, highlight the rapid development of the enterprise and the simultaneous expansion of the employee growth space; When introducing products, we should explain that the market has strong competitiveness and broad development; When introducing the treatment of college students, we should explain in detail the issues that students care about, such as company insurance purchase, salary development, personal growth space, living and working conditions, etc., so as to reduce the waste of time for students to ask questions later. In the arrangement of college students' registration training practice, we should be illustrated and vivid, and emphasize what we can gain to enhance students' interest. )

(3) After the lecture, students' questions should be answered immediately. You must be fully prepared for all kinds of problems. Because you are answering to the public, you should pay special attention to euphemism and skills, answer smoothly and naturally, and always smile. In order to improve and cultivate students' interest and confidence in enterprises.

(4) Don't leave directly after giving lectures and answering questions, and immediately enter the interview stage or written test stage. (Interviews are generally appropriate) In order to get the most out of students when they are most interested in recruitment.

(5) When preaching, if possible, invite the employment teachers of the school to attend the lecture, and ask the teachers to comment in advance at the end of the lecture, which can effectively enhance students' recognition and trust.

(6) At the end of the presentation, we should explain to the students the arrangement of the recruitment process: the arrangement of the interview and written examination, the place and time of signing the contract, and remind the students to prepare the personal employment agreement in advance (especially the stamp and personal information should be filled in completely first).

7. Interview and written examination stage:

The choice and arrangement of interview and written examination generally depends on several factors:

(1) Whether the schedule is sufficient.

(2) The number and major of students who applied after the presentation.

(3) Post requirements assigned by our school.

(4) Competitive environment for recruitment Under normal circumstances, interviews are necessary and written tests are optional. When deciding to hire students, the interview situation should be the main factor, supplemented by the written test situation. For individual job requirements, you should pay attention to the answers to relevant questions in the written test, such as English corresponding to foreign trade.

8. The interview should be efficient and targeted, because there are often many candidates, so pay attention to balance when interviewing. In a normal interview, you need to know the following judgment information:

(1) Family information: household registration, family members, family work, etc. (You can learn about students' growth environment, personality development, degree of independence, personality status, etc. ).

(2) Transcripts: the results of specialized courses and auxiliary courses. It is important, but not absolute, to pay attention to different course scores for different positions.

(3) School and social practice. Understand students' initiative, personality, independence and personality ability.

(4) hobbies. (For students applying for sales, please pay attention to this block for details).

(5) Job hunting position and intention area (this is one of the basic benchmarks of employment, and it is also the source demand unit and position of comprehensive consideration index).

(6) Other quality inspection problems. (For example, views on work efficiency, personal career planning, etc. , you can examine the potential stability, psychological endurance, pressure resistance and other conditions)

(7) Understand the information problems of enterprises or posts that students are concerned about. It is better to answer in person during the interview than to put it forward in public when signing the contract.

(8) After the interview, each student should mark the interview impression score on his resume (which can be A, A-, B, C and other grades, as the final reference standard for screening and hiring).

9. After the interview, select qualified students according to the job requirements and impression points and notify them to take the written test. (Generally, the place and time of the written test the next day will be notified on the night of the interview. In the case of a large number of job-seeking students, 1.5-2 times the number of candidates can be screened out for the second round of written test).

10. Under normal circumstances, recruitment is mainly based on interview results. In the case of the same interview impression, the excellent written test will be selected. In the written test, we should pay attention to the answers to questions and answers. (In order to understand students' actual views on the enterprise and personal understanding of the post).