Fresh recruitment of college students case

1, the project background

The past year to recruit fresh university students, always a branch of the Bank of China × × leadership headaches related to the matter. On the one hand, employment indicators are limited and can take care of human relationships is unlimited. The interests of all parties related to the "sliver" is the thick layer of a dozen children, who do not have to do with who » Leaders in the always difficult decision. On the other hand, how to use a series of scientific and professional personnel selection methods to recruit the necessary talent? » Although the bank is also very much hope that through scientific methods of hiring talent, but do not have the specialized human resources management echelon, nor a well-established professional personnel selection tools. The end of the day, many people come in each of the banks, can truly meet the development needs of the people are not many. This Tuo Renqing, and take relations, relatives, and other breeding rigid employment in the way that banks can not meet the selection aspects of the requirements of market economy, can not reflect a fair and just principles of open market economy, the Bank of China can not cope with this new global competition The form of personnel strategy.

2, the key issue

At present domestic enterprises in the recruitment of the widespread problem can be broadly divided into three aspects: First, the planning of the deficiencies and the other is the lack of scientific third is the gap between professional. Whether the issue is the planning or scientific nature of the problem, in essence, are also human resources and enterprise managers for the professionalism of the result of inadequate grasp.

3, solutions

Of easy human resources management consulting agencies, according to Bank of recent and future strategic personnel requirements, defines the xxxx session of the basic requirements for graduates, in the relevant institutions and posted on the website recruitment advertisements, collecting a large number of students this year's curriculum vitae. Bank consulting firm based on the specific requirements, design a rigorous recruitment programmes and procedures, including written tests, interviews and psychological evaluation of programmes and procedures. That is a candidate for college students speaking, in order to obtain bank of the tickets must be passed three customs: The first is a written clearance, followed by the Commissioner of interviews, the final assessment is heart related.

T questions designed a vocational aptitude test, test test students on the professional aptitude, it can effectively measure the exam-oriented in a career in the field of potential, contribute to exam-oriented bank forecast in its success in the field of occupational Possibility of effective screening in the profession did not succeed in the field of the possibility of exam-oriented people. Therefore written to ensure that banks tend to recruit more professional ability of talents.

Interviews designed with a well-structured, small deviation of the standardized interview programme - the structure of the interview: According to the evaluation of the development indicators, the use of specific problems, evaluation methods and evaluation standards and strictly follow specific procedures, Mian Shiguan through face-to-face with the candidates Verbal exchanges, the candidates to evaluate the standardization process.

Professional psychological assessment tools, students recruited through the psychological evaluation, selection and talent to help banks to help banks to the examination of hiring people to implement effective management, and planning for its establishment lay the foundation for his career.

4, operating results

Each participated in the recruitment of college students have carried out analysis and use of vivid graphics, visual display of students in each of the candidates and ranking results, and their respective characteristics, advantages and disadvantages, from a professional point of view, for each The students were candidates for the interview results to quantify, so that each of the candidates recruited results at a glance, the banks agreed to the Jiaokouchenzan. The interview results, leading to the bank's personnel policy to provide a scientific basis.

The recruitment process has greatly promoted the Bank of China branch in × × recruitment of human resources management improvements, for the banks to create an effective, scientific, and standardized employment mechanism laid the foundation for achieving the banks of the employment system reform mind , Is also × × branch of the Bank of China in human resources management innovation.