What Is Off Campus Recruitment?

Campus recruitment is a special external recruitment channel. Refers to recruitment organizations (enterprises, etc.) directly recruiting various graduates at all levels from the school, and also refers to recruitment organizations (enterprises, etc.) recruiting various graduates at all levels through various methods.

Campus Recruiting

As a huge talent pool, colleges and universities can be described as "a pool of talented people, hiding their strengths". learn

Based on the characteristics of campus recruitment, campus recruitment has these requirements for recruitment:

Recognized the characteristics of campus recruitment, analyzed the misunderstanding of campus recruitment, if companies want to be on campus

Pre-preach publicity

Good publicity is more than half of the success of school recruitment! After the time and place of the presentation is determined, the more common publicity methods include posting posters on the campus (including other nearby schools); contacting the school employment office, posting recruitment information on the school website; posting on the school BBS, and arranging people to like each day Posts; posting information on professional websites; hanging banners, large inkjet backgrounds near and in the lecture room ... Considering keeping pace with the times, you can also open a dedicated Weibo for recruitment, create a campus recruitment page, and set up an independent mailbox to receive resumes, etc. .

There are several details that need special attention. First, it is best to recruit one or two campus ambassadors at the school to assist in the above work. They can make the work of posting posters and top posts more effective, especially the BBS of some schools is only open to students of the school; A certain amount of advance, taking into account the poster may be covered, torn, etc., it is necessary to make arrangements for the second and third rounds of repeated posting; if the preaching goes to more than one city, it is best to arrange an interface in each city people. The tasks of the interface person include inspecting the lecture site and interview site in advance, confirming with the school whether banners and inkjet backgrounds can be hung up, whether there are electronic educational equipment, and whether it is necessary to coordinate resources such as borrowing cars for the working group and printing materials.

Courseware and material preparation

The first is that the presentation process requires an elaborate PPT. The content should include the main information points that the company wants to convey, such as the basic situation of the company, the demand for this recruitment, and the recruitment process. The on-site performance of the speakers is very important, but it should be carried out in a framework so as to avoid missing important information points and the distortion of information caused by voice transmission, especially in the case of lectures in multiple locations. For the key.

Followed by a wonderful corporate promotional video. Qualified companies are best able to produce a promotional video for campus recruitment. It can be considered to be shown to the students who arrive first before the lecture is officially started. It can also be designed as the first part of the lecture. Its content is interactive with PPT. To supplement, important information can be repeated in different ways of presentation, so that students who are present can deepen their impressions.

Once again, the materials needed for on-site layout and pre-promotion, such as posters (outdoor posting), folding (on-site distribution), roll-ups (on-site display), banners (outdoor publicity), background printing (place layout), work permit ( Staff wear) and so on. Usually in the enterprise, the HR department can make demands to the marketing department (or publicity department), and the marketing department (or publicity department) is responsible for production.

Finally, the interview questions are written.

As for how to make the promotional videos and materials, it is recommended to leave it to a professional company. The HR department and marketing (publicity) department should strengthen information communication to ensure that the recruitment intentions are consistent with the company's choice of existing materials.

The necessary courseware for a complete lecture is: "Company Profile", "Admissions Brochure", "Campus Recruitment Implementation Manual", "Questions and Answers (Standard Edition)", "Resume Selection Criteria", "Structured Interview Question Bank", "Structured Interview Scoring Rules", "Writing Test Questions (Subjective) Scoring Principles", "No Leadership Group Discussion (Group)" Question Bank, "No Leadership Group Discussion Scoring Rules". Among them, the internal control standards for material selection are generally reflected in the "Resume Selection Criteria" and "Structured Interview Scoring Rules".

Due to the difference in the recruitment direction and recruitment mode of each enterprise, the design of its publicity means and the publicity and test links will also be very different. What we are talking about here is likely to be exhaustive. We mainly emphasize consistency: the consistency of recruitment requirements and the design of the recruitment process, the consistency of staff caliber and judgment standards.

On-site lecture control

The biggest risk point at the lecture site was "cold out." Therefore, on the eve of the lecture, the resumes submitted online should be sorted out, and some students who meet the needs of the enterprise should be notified to attend the lecture. If there are not many resumes received, it is recommended to skip screening resumes and notify all students who have submitted resumes. At the same time, people should be prepared to distribute leaflets to teaching buildings, cafeterias and other places where people are concentrated one hour before the start of the lecture to increase the popularity of the site.

Reviewing the previous work-when determining the lecture venue with the school, we must correctly estimate the influence of the company, the recruitment period, the number of unemployed people in the school, and so on. We must not blindly pursue the style of the classroom. I would rather choose a 100-person classroom filled with 150 people than a 300-person classroom with 200 people. The gas field has a great influence on the signing of the interview.

The second big risk point of the lecture was the temporary adjustment of the lecture room, including time adjustment and location adjustment. The key to solving this problem is to adapt. There is no fixed solution.

Pre-recruitment contact preparation stage

Different companies have different views on campus recruitment. Although campus recruitment has many advantages, not every company is suitable for campus recruitment. Blindly enthusiastically or categorically rejecting campus recruitment is not calm enough. Many of them have misunderstandings about campus recruitment or have problems with their own management. The specific misunderstandings are as follows:

Many small and medium-sized enterprises believe that "campus recruitment is a business for big companies, and we want experienced talents. They come to work immediately without training, and they can quickly produce results." It is especially common among small and medium-sized enterprises that are in the start-up stage and have not yet survived the crisis of crisis, and also have a certain degree of rationality. However, after the company has entered a period of rapid growth and stable development, the demand for employees has shifted from experienced talents to talents pursuing innovation, learning, and change. Fresh graduates because of their "strong plasticity" and "pioneering spirit", It coincides with the "growth together" that the enterprise hopes for. At this time, the use of campus recruitment can introduce "fresh blood" to maintain the vitality of the organization, and at the same time can increase the visibility of the enterprise and increase the development opportunities of the enterprise.

Of course, it is difficult to compete with well-known companies due to the inadequate training mechanism, uncompetitive compensation and benefits, and insufficient brand awareness. Therefore, in campus recruitment, in addition to emphasizing the good development prospects of the company and the huge number of employees In addition to the differentiated advantages such as growth space, more efforts must be made in the form and timing of recruitment to avoid "crashing" with large companies.

Because campus recruiting activities have the dual functions of recruitment and corporate brand marketing, some companies conveniently take advantage of this "two birds with one stone" opportunity, investing heavily and energy to publicize their own businesses, so that students feel that companies are just borrowing the name of recruitment The truth of the propaganda is to "make a show".

For this reason, the Ministry of Personnel also clearly stipulates that it is strictly forbidden for enterprises to "only recruit and not hire". Therefore, how to balance recruitment and marketing in the recruitment process and control the "degree" is another key to good campus recruitment. Otherwise, I am afraid that I will be defeated by wearing a "super liar" hat.