In March and April of every spring, it is the golden period for enterprises to recruit college graduates. However, due to the impact of the COVID-19 epidemic, schools have delayed the opening of schools, enterprises have delayed the resumption of work, offline information sessions have been suspended, and double selection sessions have been postponed. Many changes are taking place in the Spring enrollment of 2020.
In terms of talent demand, although business operation has been affected, the demand for talents will gradually recover with the destruction of the epidemic. Enterprises in need will not miss the recruitment war of the spring school recruitment, especially the original campus recruitment, the enrollment time of students is basically in July or even later, which makes the school recruitment of enterprises without the pressure of immediate recruitment like social recruitment. Can also be prepared for the operation of talent recruitment reserve effect. In terms of talent supply, about 8.74 million graduates will graduate in 2020, an increase of 400,000 year-on-year. In addition, due to the impact of the novel coronavirus epidemic, the employment situation of fresh graduates is more complicated and difficult, and the employment pressure is greater.
Faced with the huge number of graduates and the epidemic situation, five departments, including the Ministry of Education and the Ministry of Human Resources and Social Security, issued a joint document, calling for improved employment measures for college graduates, including suspending all kinds of on-site recruitment activities, making full use of national, local and college graduate employment networks to carry out the five blessings of employment, and encouraging colleges and employers to use the Internet to connect.
Under the epidemic situation, the common pain points and misunderstandings of enterprise spring move
Compared with the previous spring recruitment, due to the impact of the epidemic, the spring recruitment of enterprises in 2020 mainly includes information sessions, double selection meetings, interviews and other links that require face-to-face contact. Because the rhythm of traditional project management was disrupted, I lacked experience in designing part of the process after recruitment. The model of enterprises relying on on-site interviews to ensure the quality of recruitment has been broken, and other means are numerous and costly to try; Does the traditional funnel still work? In the industry that relies heavily on on-site recruitment, it is difficult to guarantee human resources and other pain points.
Based on the many pain points encountered in the spring recruitment of enterprises this year, a small number of enterprises choose the seemingly flexible and convenient "expedient", the recruitment work is divided into online double selection, remote interview, the rest of the way offline. On the surface, it solves the face to face pressure and difficulties, but in terms of the management and control of the whole process of recruitment, it is essentially a recruitment scheme with digital breakpoints without considering the whole process. However, enterprises with a certain digital recruitment foundation can still achieve high efficiency, high quality and uninterrupted online recruitment of the whole process with the help of remote and digital tools after comprehensively sorting out their spring recruitment needs.
Beisen NFTF school enrollment program, no contact, data without breakpoints
Beisen No Face To Face campus recruitment solution, covering from talent attraction publicity operation to evaluation selection, online examination, AI interview, remote video interview, online Offer management, remote collaborative induction scene digitalization, the whole process without contact, data without breakpoint, is not only "expedient", It is an efficient online recruitment model for enterprises.
Beisen's NFTF school recruitment plan can connect the whole scene data from recruitment demand, job management, resource attraction, talent assessment/examination, AI interview/remote interview, Offer and entry, and check the school's recruitment data from multiple angles to drive the comprehensive optimization of campus recruitment and truly realize the data without breakpoints.
Step P1: Online operation, from passive waiting to active attraction
Due to the impact of the epidemic, enterprises have canceled the traditional on-site information session and double selection session to attract talents for the spring recruitment in 2020. On the one hand, enterprises can strengthen the traditional online multi-channel parallel: Official voice on the official website, university push, university recruitment ambassador spread, internal and external push, display employer brand characteristics (anti-epidemic public welfare, etc.), on the other hand, can take the initiative to plan and operate the air information conference, actively participate in the online double selection conference with colleges and universities, through online lottery, bullet screen, game through other interactive ways that are acceptable to the post-1995 generation to attract, expand participation.
Step2: Technology help to quickly locate more excellent talents
Recently, in a survey for HR, "positioning high-quality candidates in advance with the help of data analysis and other technical methods" is an important way for HR to improve the quality of talent evaluation. More excellent talents can be quickly located through AI talent label, automated rule screening, AI intelligent screening based on machine learning HR screening behavior and other methods for massive resume screening in school recruitment. At the same time, automatic rules supporting automatic trigger assessment/scoring, automatic elimination/pass, batch adjustment phase state and other scenarios can also reduce a lot of physical work, so that the short cycle of batch school enrollment no longer "Alexander".
Step3: Scientific and objective evaluation to ensure the quality of talents
Remote online recruitment brings challenges to recruitment quality. With the help of scientific and objective assessment tools, a systematic assessment method is constructed to identify high potential talents, and the assessment is carried out from multiple aspects such as post quality matching, cognitive ability, grassroots competency and psychological risk, which is more important and urgent during the epidemic period. Beisen has accumulated more than 100 million person-times in the past 17 years, and helps 5 million person-times to complete the college recruitment every year, which makes the whole process of the recruitment system and the assessment data naturally integrate into the recruitment and testing integration scene, which has become its unique characteristics.
Step4: multi-question online examination, the whole process of monitoring and anti-cheating
After saying goodbye to the traditional on-site written test, the campus recruitment test center of Beisen has built in a variety of question types and methods to meet the diverse needs of the test, so that the test scene is more in line with the needs of customers. At the same time, convenient question bank management, controllable process monitoring, set answer time, centralized test opening, remote invigilator real-time view, nine anti-cheating system (witness comparison, online group monitoring, intelligent identification, restrictions out of the test) can be completely controlled.
Step5: AI interview + remote video interview, it is safer under the epidemic situation
Beisen's AI interview can screen a large number of candidates, greatly improving the recruitment efficiency without the participation of real people, and can conduct personalized investigation based on job quality model, resume, customized questions, etc., to achieve thousands of interviews. Without meeting the candidates in person and occupying the interviewer's time, we can quickly obtain the evaluation report of the candidates, and make multidimensional assessment of the abilities/qualities/risks. Meanwhile, we can make intelligent decision by reviewing the whole interview video. In addition, in campus recruitment for the post-1995 generation, the application of AI interview and other scientific and technological elements can also bring intelligent and trendy experience to candidates.
In addition, the remote video interview of Beisen can also cooperate efficiently with multiple parties to break the space limitation, namely, to meet immediately, real "see". There is no need to install the client, and it can be easily accessed through links. At the same time, it can support rich interview scenarios, 1-to-1, many-to-1, 1-to-many free selection. In the interview process can also realize document sharing, picture sharing, web page sharing, whiteboard sharing, code editor sharing, support technical interview, synchronous code writing, remote inspection programming ability.
Step6: Offer online management, remote coordination on entry
The whole-line centralized Offer management in Beisen's NFTF campus recruitment solution can customize the approval process according to the business situation of the enterprise, support Offer batch approval, batch sending, automatic batch transfer status, but also support Offer style (can insert pictures, etc.), content and Offer email style custom configuration. Before entry, I cooperated with the induction management system to inform prospective students to improve the induction information in advance, increase the interaction before entry, improve the induction stickiness, and completed online collection of students' induction information in advance, which greatly improved the induction efficiency.
Beisen campus recruitment solutions and free services help enterprises respond To the present, consider the future in the long term, quickly adjust strategies, and meet challenges with new technology and new ideas. Together with you, we will fight the battle of college recruitment!
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About Beisen
Beisen, an integrated talent management cloud platform, provides enterprises with integrated SaaS software and services covering the whole process of HR business, such as talent assessment, recruitment, organizational personnel, compensation, leave attendance, performance, succession, employee survey, On-boarding, etc., and meets the personalized and independent development needs of medium and large enterprises through its own PaaS platform. Every day, more than 6,000 medium and large enterprises, more than 150,000 HR employees and more than 20 million enterprise employees are using Beisen's innovative HR technology products and services. Since 2016, Beisen has ranked first in HR SaaS market share (IDC) in China for four consecutive years. For more information, please visit our website.
