School recruitment refers to a common way for enterprises to recruit graduates in colleges and universities, which is an important part of the company's human resources strategy and one of the main channels for graduates to find employment. The school recruitment process refers to a series of steps and measures taken by enterprises in the process of school recruitment, which involves the planning, implementation and evaluation of school recruitment, and is the core content of school recruitment.
The specifics of the school recruitment process may vary depending on the nature, size, and needs of the business, but in general, the school recruitment process can be divided into the following stages:
- Preparation:This stage is the foundation and premise of the school recruitment process, which mainly includes the following aspects:
- Develop a school recruitment plan:Enterprises need to determine the objectives, scale, scope, time and budget of school recruitment, as well as the organizational structure and division of responsibilities of school recruitment, according to their own development strategy and human resource needs.
- Analyze the school recruitment marketEnterprises need to collect and analyze information about the school recruitment market, including the supply and demand of graduates, expectations and characteristics, as well as the dynamics and strategies of competitors, so as to formulate reasonable school recruitment strategies and plans.
- Design a school recruitment plan:Enterprises need to design school recruitment plans based on school recruitment plans and market analysis, including determining recruitment positions and requirements, recruitment channels and methods, recruitment processes and standards, recruitment publicity and promotion, etc.
- Prepare school application materialsEnterprises need to prepare all kinds of materials required for school recruitment, including recruitment brochures, recruitment posters, recruitment**, recruitment**, recruitment presentations, recruitment test questions, recruitment**, etc.
- Recruitment pitchesThis stage is the beginning and window of the school recruitment process, which mainly includes the following aspects:
- Post job postings:Enterprises need to publish recruitment information through various channels and methods, including publishing recruitment brochures in colleges and universities, career guidance centers, employment bulletin boards, etc., as well as publishing recruitment advertisements in social networking, recruitment**, job fairs, etc.
- Conduct recruitment presentationsEnterprises need to hold recruitment seminars in colleges and universities to introduce the company's profile, culture, development, benefits, etc., as well as the responsibilities, requirements, and treatment of the recruitment position, and at the same time answer the graduates' questions and doubts, so as to increase the graduates' understanding and interest.
- Establish recruitment contactsEnterprises need to establish recruitment contacts after the recruitment briefing, including collecting graduates' resumes, **, etc., as well as establishing recruitment WeChat groups, QQ groups, etc., so as to deliver recruitment information and communicate recruitment matters in a timely manner.
- Recruitment Screening:This stage is the core and key of the school recruitment process, which mainly includes the following aspects:
- Initial Screening:Enterprises need to conduct a preliminary screening of the resumes of graduates received, screen out qualified candidates according to the requirements of the recruitment position, and determine the priority and candidate list of candidates.
- Written examinationEnterprises need to conduct written test assessment on the preliminarily screened candidates, and design different written test questions according to the nature and difficulty of the recruitment position, including professional knowledge, basic ability, comprehensive quality, etc., as well as determine the time, place, method and scoring criteria of the written test.
- Interview assessmentEnterprises need to conduct interviews and assessments on candidates who have passed the written examination, and arrange different interview forms according to the characteristics and requirements of the recruitment position, including one-on-one interviews, group interviews, group interviews, etc., as well as determine the content, process, method and evaluation criteria of the interview.
- Comprehensive assessmentEnterprises need to conduct a comprehensive evaluation of the candidates who have passed the interview assessment, comprehensively consider the candidates' written test results, interview performance, resume information, etc., as well as the demand and competition of the recruitment position, etc., to determine the final ranking and employment list of the candidates.
- RecruitmentThis stage is the end and result of the school recruitment process, which mainly includes the following aspects:
- Issuance of offer lettersThe company needs to issue an offer notice to the hired candidate, including the offer letter, employment contract, entry guide, etc., as well as explain the conditions, deadline, process, etc.
- Sign an employment contract:The enterprise needs to sign an employment contract with the hired candidate, including determining the position, department, location, salary, benefits, etc., as well as agreeing on the validity period, probation period, security deposit, etc.
- Schedule onboarding:Enterprises need to arrange induction training for hired candidates, including the introduction of the company, regulations, procedures, etc., as well as the responsibilities, requirements, skills, etc., as well as provide guidance, coaching, assessment, etc.
- Track onboarding:Enterprises need to track the onboarding status of hired candidates, including confirming candidates' willingness to join, time, and location, as well as solving candidates' problems and difficulties, and collecting candidates' feedback and suggestions.
The school recruitment process is a complex and important job, which requires enterprises to invest a lot of time, energy and resources, and also needs to pay attention to the following aspects:
- Arrange the school recruitment time reasonablyEnterprises need to reasonably arrange the school recruitment time according to their own human resource needs and the employment time of colleges and universities, avoid conflicts with competitors or other activities, and also consider the employment intentions and choices of graduates, and try to advance or postpone the school recruitment time to increase the effect and influence of school recruitment.
- Make effective use of school recruitment channelsEnterprises need to make effective use of school recruitment channels, including online and offline channels, as well as formal and informal channels, according to their own characteristics and goals, to expand the coverage and depth of school recruitment. For example, enterprises can publish recruitment information and carry out recruitment publicity through formal offline channels such as employment**, career guidance centers, student unions, and clubs in colleges and universities, as well as formal online channels such as social networking**, recruitment**, and job fairs. At the same time, enterprises can also conduct recruitment recommendation and recruitment communication through informal offline channels such as alumni, teachers, and peers, as well as informal online channels such as WeChat, QQ, and Weibo.
- Pay attention to the school recruitment brandEnterprises need to pay attention to the construction and maintenance of the school recruitment brand, including the image, reputation, culture, etc., as well as the quality, efficiency and fairness of recruitment, so as to improve the attractiveness and trust of the school recruitment. For example, enterprises can demonstrate their strength and advantages by producing high-quality recruitment materials, holding professional recruitment presentations, and providing generous recruitment benefits. At the same time, enterprises can also establish corporate integrity and responsibility by complying with recruitment rules, respecting the rights and interests of graduates, and maintaining transparency and consistency in recruitment.
- Pay attention to school recruitment feedback:Enterprises need to pay attention to the collection and analysis of school recruitment feedback, including graduates' opinions, suggestions, evaluations, etc., as well as recruitment data, results, effects, etc., so as to adjust and improve school recruitment in a timely manner. For example, enterprises can collect feedback from graduates by setting up recruitment questionnaires, recruitment, recruitment mailboxes, etc., and analyze the recruitment situation by counting the delivery rate, participation rate, pass rate, and employment rate of recruitment. At the same time, enterprises can also evaluate the cost, benefit, and satisfaction of recruitment by comparing recruitment goals, plans, and programs.