Model recruitment language

* * *, due to business needs, the following positions are urgently needed:

Waiter, number of recruits: several.

The requirements are as follows:

1, female, aged between 18-30, with good image and temperament.

2. Cheerful personality, enthusiasm, carefulness, strong organization and strong communication skills.

3. Team spirit, sense of responsibility and service.

4. Be practical, steady, pragmatic, diligent, active and diligent.

5. Working experience is preferred.

Salary can be negotiated or linked, and interested parties can consult our shop.

Tel: XXX

Contact: Mr. * *

Extended data

Matters needing attention

1, hasty recruitment

It is generally easy to lower the standard or ignore the negative factors of the candidates. Since recruitment usually takes 90 ~ 120 days, if a senior official suddenly resigns, he should immediately recruit his successor; If you want to create new jobs, you should recruit 3 ~ 4 months in advance.

2. Evaluate candidates by interview.

Commonly used interviews do not contribute much to improving the accuracy of recruitment, but only improve the accuracy of 2%. In other words, if we flip a coin, there is a 50% chance that it will be heads up. If you add the interview, the probability can only become 52%. Why is the interview so inefficient, but it is still a commonly used selection method? Experts put forward that

3. Use the best person, not the best person for that job.

Don't raise the position beyond the original requirements in order to meet the ability of candidates. In order to avoid hiring over-qualified talents who may eventually get bored or leave, employers need to make a practical requirement and use it as a model when recruiting.