Jiashida was founded in 1984, formerly known as BenQ Computer (BenQ). Headquartered in Taiwan, it is a comprehensive electronic design foundry company spanning multiple fields. Product and technology areas include high-end and professional displays, optical precision electronic related products, industrial/commercial computer machines and peripheral equipment. In recent years, we have actively accelerated the expansion of the medical industry and developed intelligent solutions, hoping to move towards the blue ocean market with high value-added products. In addition, Qisda is a global leader in the manufacturing of LCD monitors and projectors.
In 1993, Qisda established its China manufacturing headquarters in Suzhou High-tech Zone, and successively established large-scale manufacturing bases and R&D centers. At present, the company has more than 10,000 employees and an annual turnover of more than 20 billion yuan.
01
Jiashida’s campus recruitment experience
Jiashida has always attached great importance to campus recruitment. hopes to continue to receive fresh blood and new generation ideas through campus recruitment, and enrich its talent circle. Having a new generation of talents means having a future. Jiashida also attaches great importance to the cultivation of talents and advocates the common development of enterprises and talents.
The following are the opinions of talents selected from school recruitment in the past on Jiashida:
In fact, society is not as complicated as you think. As long as you work hard with a sincere heart, every stage of life has its scenery. . Since joining Qisida, I have slowly grown independently and gained continuously. I hope I can always move forward side by side with Qisida!
—— Zhang, who graduated from Yangzhou University - Mechanical and Electronic Engineering,
left the elite campus and embarked on a complicated society. I used to think that I would encounter the plot in the TV series, but when I came to Jiashida, I received guidance from my seniors on work, care in life, and sympathy among my colleagues at the same time. Unknowingly, it has been more than a year since I came to the big family of Jiashida. During this year, there have been bitterness, tears, joy and sweetness, and I have also grown to a certain extent. I also hope that all my junior students can join the big family of Jiashida and grow together.
——Xu graduated from Changzhou Institute of Technology - Measurement and Control Technology and Instruments
The company has a complete newcomer training system, from team building activities to production line internships, as well as various online and offline courses with rich content , and having special Mentor guidance after entering the department can help us adapt to work and life quickly and better, and complete the change of roles. I think this is very important for us who have just stepped out of school and entered the workplace~
——Student Liu who graduated from Jiangsu University of Science and Technology -Information Management
From the above comments, we can see that the students who joined the Qisda family through campus recruitment are very satisfied with Qisda, and they are also I hope that my fellow students can also join Jiashida and seek better development.
02
Offline switched to online, Qisda used new tools
Affected by the epidemic this year, Qisida’s campus recruitment also had to move from offline to online. Regarding , Jiashida's HR has been looking for various ways and spent a lot of thought to ensure the normal progress of this year's spring recruitment of .
Jiashida’s HR realized that in order to do a good job in online cloud recruitment , it was necessary to break out of the “thinking box” and rethink the needs assessment, publicity channels, interview process, onboarding and signing, and the entire school recruitment process, and make new decisions based on the new situation. New environmental tools to reshape the school recruitment process. Among them, it is very important to have a useful video interview tool.
During the school recruitment season, thousands of resumes are submitted and interviews are invited one by one. This is a very large amount of work. The stability and ease of use of the channel are not only reflected at the operational level, but also affect the presentation and promotion of corporate culture, employer brand . Therefore, after repeated comparisons, Qisda's HR finally chose a tool that can conduct AI video interviews and online interviews - Kuayi Mian, which can relatively well support the needs of Qisda HR.
AI video interview
In the AI preliminary test stage, HR can customize the preliminary test questions, and fresh graduates can answer them by recording videos. and can perform field analysis through question answers, perform emotional analysis through facial expression and voice tone recognition, and finally generate the candidate's competency assessment results as an interview reference.
HR from Jiashida said: "This plays a key role in the first stage of "eliminating the bad" auditions: through AI, we can use the videos recorded by the candidates through interview preparation, language expression, and logical thinking. , employment intention and other dimensions for preliminary screening. ”
Online video interview
Jisda’s HR said that for candidates who pass the AI video interview, they will directly initiate an online interview for further assessment, and after passing the online video interview, they will directly initiate recruitment without the need for offline confirmation. , this way, it will be much easier and more convenient. Quick Interview supports 1-to-many, many-to-1, and many-to-many modes during the online interview stage, enabling efficient collaboration, saving time, effort, and costs.
Jiashida’s HR talked to us that and saved them costs and time. It not only made it convenient for themselves, but also brought convenience to fresh graduates. At the same time, fresh graduates will also feel that the company is more advanced with the times. , thereby increasing the favorability of the company.
At the same time, she also said that from traditional spring recruitment to "cloud spring recruitment", they also quickly learned and made breakthroughs in this sudden transformation, breaking their own thinking and behavioral habits in the process. This epidemic may completely change the form of recruitment, allowing more HRs to taste the benefits of new technologies such as cloud recruitment and AI video interviewing, making it an inevitable trend. , therefore, they will continue to use the tool Kuai Mian in the future and enter the era of high-efficiency recruitment.
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