How to write a recruitment letter?

1. To publish recruitment advertisements, you must first choose the appropriate media. The choice of advertising media depends on the type of job being advertised. Generally speaking, for low-level positions, you can choose local newspapers, or in your case, you can choose to post them on the facade. Recruitment advertisements should pay attention to attracting readers' attention and generating interest, thereby generating a desire to apply and taking actual application actions.

2. A complete recruitment advertisement should include the following content: work location, qualifications, salary, position, responsibility, company, relevant experience, personal qualities, job prospects, etc. Here is an advertisement for a company recruiting photographers. I hope it will be helpful to you. Recruitment position: Photographer (2 people) Working area: Beijing, Salary level: Negotiable, Contact person: Ms. Song, Tel: (010)84000***, Education requirement: no limit, work experience requirement: no limit, gender requirement : No limit, specific requirements: Should have good artistic accomplishment, keen observation and skilled photography skills.

First: Demand research, first determine what our recruitment positions are, how many people we need, and what kind of people we need. That is, positions, qualifications, and number of people. This is the most important thing and the goal of our actions. Therefore, the beginning of the plan should reflect our goal. No matter who gets this plan, he will know what the goal is. ?

Second: Members, who are the staff participating in this recruitment activity, and what is the division of labor for each person? In this way, our goals are broken down into tasks and divided into each member. ?

Third: Channels, how to choose channels, which positions can be quickly and accurately recruited through what channels, this requires examining our planners’ understanding of the entire human resources market, through recruitment channels Combinations to screen out suitable talents?

Fourth: Criteria for screening resumes. In the first part of the demand survey, we will describe the job requirements for each position, but when we receive a lot of resumes At this time, we must first have a standard to eliminate unqualified resumes, so at this time, we must set standards for screening resumes based on the company's corporate culture and general ability requirements, and quickly eliminate unqualified resumes through preliminary screening, and then Careful selection is made based on job requirements, with the purpose of saving staff time and completing work tasks efficiently. ?

Fifth: Interview methods and processes. The most important thing in a recruitment is the interview. How planners design appropriate interview methods and processes according to different positions will help with accurate screening. ?

Sixth: Expenses budget. The three armed forces should go ahead before using food and grass. Before executing the recruitment plan, the expenses for each link should be budgeted to reduce recruitment costs.