Campus recruitment under epidemic situation

Since graduation, I have been engaged in campus recruitment under the human resources module for more than ten years, and experienced the industry transformation from manufacturing industry to today's construction industry. Looking back on the first time I participated in campus recruitment in 2009, I always felt that recruitment was a beautiful job. Once the posters of large-scale job fairs were hung and the booth was seated, there were always people who could not screen out their resumes and chat. In the eyes of graduates, enterprise HR is always the existence of God level. With the continuous adjustment of the national industrial structure and the continuous rise of emerging industries, the demand for graduates, especially engineering graduates, from all walks of life is increasing day by day. Large enterprises such as state-owned enterprises, central enterprises and the top 500 have also organized special job fairs and lectures to major colleges and universities to bombard them in turn, snapping up a large number of excellent graduates. At this time, as a private enterprise HR, I no longer enjoy this beautiful job, but restart a new battle on the battlefield of recruitment, positioning direction, searching targets and seeking breakthroughs.

In 2020, COVID-19 suddenly cancelled or postponed its recruitment, and the company postponed spring recruitment. The campus recruitment plan was completely disrupted. The campus recruitment before the epidemic was very hard. In order to have more opportunities to collect resumes and recruit more suitable graduates to join the company. I need to spend a lot of time communicating with colleges and universities before recruitment, do targeted online and offline publicity, formulate travel plans, and then constantly travel to and from major colleges and universities to participate in on-site recruitment and organize campus publicity. An epidemic has made another sudden upgrade of the extremely difficult campus recruitment work, and it has become normal for online recruitment to replace the original offline recruitment mode. I can't have face-to-face interview and communication with graduates, the school recruitment information can't be accurately conveyed, the recruitment and selection methods can't be implemented normally, and the low conversion rate of online recruitment has become a new problem I need to face.

The epidemic situation in 2021 is gradually stable and controllable, but due to the input of foreign epidemic situations and the impact of individual epidemic situations in China, as a key area for epidemic prevention and control, the school continues to practice the principle of less or less gathering as far as possible to reduce and reduce offline recruitment activities. This October is the golden period of campus recruitment in the autumn of 2022. In addition to the daily online recruitment, I need to always pay attention to the epidemic control policies of various places and the corresponding school recruitment policies of various colleges and universities, communicate with the Employment Department of related colleges and universities, master the latest Campus recruitment policy trends, and be ready to adjust the admission time and personnel at any time. In view of the control of the scale and number of offline publicity of the school, I changed the original publicity mode based on the school to the multiple publicity mode of colleges or classes with high professional matching. While reducing the scale, although the number of organization sessions has been increased, more targeted campus publicity has been implemented. It not only cooperated with the recruitment policy of the school, but also gave play to my subjective initiative, and implemented offline recruitment activities with high standards.

In early November, the epidemic broke out in Changzhou, and the epidemic prevention policy was implemented just after I was recruited in Changzhou, cooperating with concentration and home isolation. The isolated life is boring and monotonous. Fortunately, the resume of the school recruitment in the early stage is still in the carry on luggage. Coupled with the online delivery of resume, the isolation period has become the recruitment interview period. In the process of digesting resumes one by one, I found that there were many candidates in the same school, the same major and the same class, the content of communication with each candidate was repeated, the interview workload was heavy and the efficiency was low. "So can you organize a small group of classmates to have multiple online interviews at the same time?" An idea came into being. In the process of resume selection, I choose graduates with strong organizational ability and excellent communication to communicate by telephone, and guide them to organize classmates or dormitory students to use their spare time in the evening to communicate with me face-to-face online through video software in the dormitory. In a relaxed and pleasant atmosphere, we successfully completed many links such as company publicity, student Q & A and online interview. This model innovation solves the problems of serious online diversion, incomplete information and inaccurate push. Online recruitment is implemented in a small range, high frequency and high standard, and the conversion rate of online recruitment is improved.

Challenges are accompanied by opportunities. The form of campus recruitment in the post epidemic era will be more and more severe. Although the epidemic has caused some obstacles to the campus recruitment process of enterprises, it has also opened up new campus recruitment channels for enterprises. While adapting to this new model, we should combine the actual situation and rely on the existing platform to break the inherent thinking and innovate ideas. In the future campus recruitment, I will fully tap the advantages of online and offline recruitment modes, integrate them, create the best recruitment means, and prepare for the company to win the battle of talent competition in the future. (Lu Jieting)