How to write a good job advertisement

Second, the whole job advertisement is full of "you must" of the candidate, but there is almost no "you will" of the candidate; Third, the stereotyped recruitment notice is difficult to reflect the company's personality. These serious injuries have affected the recruitment effect to varying degrees. However, most people have become accustomed to this safe writing method, and although the effect is not good, few people want to change it. Now let's take a look at a company's recruitment notice: I wonder what you think after reading this recruitment notice? In my opinion, this recruitment notice has three highlights: 1. It gives candidates a platform for future challenges and a desire to conquer; 2. Inform the applicant of those abilities that will be improved after entering the company; Don't be afraid of any hardships at work, because there will be a strong team behind you to help you. Such a notice is very appealing and makes people want to join. If I were looking for a job, I would be happy to join this company. From this job advertisement, we can see that a good job advertisement should have three characteristics: First, a good job advertisement should be as perfect as a love letter. Most people who have been in love have written love letters, so what are the characteristics of love letters? Love letters can only be directed at the person you love, so a good job advertisement should be the same. We should know that the company needs like-minded people who can "get married". Only a perfect job advertisement like a love letter can embody the company's personality and working atmosphere to the maximum extent, so that people who like the company can take the initiative to look for it, while those general job advertisements can only find ordinary "public lovers". In short, a good job advertisement should tell the applicant "Although we don't know each other yet, we know that you will like this job". Although not all job advertisements can be written as perfectly as love letters, it turns out that it is much easier and more effective than most people putting boring things together. Second, a good job advertisement does not have too many "you must" of the applicant, but more "you will" of the applicant. The right person is not looking for "you must", the right person is looking for "you will". However, we are used to the applicant's "you must", but seldom tell the applicant what you will get after joining the company and what to do after they encounter difficulties. Third, a good recruitment notice has strong flexibility. Enterprises are at different stages of development, and the emphasis of recruitment notice design will be different, but it will never be too sensational, making people feel that the company is like a chicken blood; It will not be dead, making people feel that the company has no passion. You know, passion is very important for any company. In addition, a good job advertisement does not need to be intoxicated with the aura of self. Knowing the characteristics of a good job advertisement, how can we write a good job advertisement? Personally, I have no experience in this field. Here I share the practice of an elder. In his view, the key to writing a good recruitment notice lies in clarifying the personality of the company, the personality of each position, the personality between departments, and the personality between departments and positions. To clarify these personalities, we need to take the following four steps: Step 1: Interview. People in the human resources department can find people who have worked in other companies to interview and analyze the differences between our company and other companies according to the interview results, so as to find out the company's personality; Step 2: Investigate. Designers' questionnaires allow employees to speak freely, and tell the reasons and deeds of the company, position, high performance and low performance that they like the most. Through this step, we can find out the personality of each position. The third step: watch the motorcycle on the spot. By observing the work of employees and the communication between employees, this paper analyzes the relationship between their mentality and the company. The fourth step: find out the people who left the company before and pay a return visit, so that they can tell the reasons and deeds that they like and dislike the company and the original position most after leaving the company; Make reasons and deeds for high performance and low performance. Through the above four steps, you have basically figured out the personality of the company, the personality of each position, the personality between departments, and the personality between departments and positions. To figure out these personalities, you will naturally think of what unique things are needed for this position when writing a job advertisement, rather than the set of cliches in the job description. You know, when people read the cliche, they just know-"Oh, what does this position do?" But they never know what the company wants. What is the required result of the position? What are the results required by the department? And this is the topic that candidates are most concerned about. The authorities are confused, and the bystanders are clear. Many times we HR are used to writing recruitment notices from the company's point of view, but rarely think about how attractive such recruitment notices can be to candidates from the applicant's point of view.