How to write attractive recruitment content?

To show the bright spot of the enterprise, the bright spot of the enterprise has always been an important factor to attract job seekers to interview. If the company has a certain popularity, only the name and recruitment area can be put in the recruitment information. The job title should be clearly written so that the interviewer can understand the general direction of the position from the job title.

The job description should be clear. When describing, we should attract job seekers with corresponding abilities to apply for this position. Salary is very important, indicating good salary and attracting talents. If you can't see the salary in the recruitment content, most job seekers won't consider the position.

Extended data:

Standardize the recruitment process and establish a scientific and effective recruitment system. The quality of recruitment does not depend on cost, but on clear job requirements, suitable selection methods and standardized recruitment procedures. In order to prevent the phenomenon of camouflage in the recruitment process, recruiters must formulate recruitment processes and procedures, including determining recruitment needs, releasing recruitment information, informing recruitment results, and evaluating recruitment itself.

Recruiters should get more information about job seekers. Recruiters are required to actively collect information about job seekers, including interviews and psychological tests, in order to obtain hidden information of job seekers, such as personality, potential and personality. Recruiters can also verify the authenticity and ability evaluation of job seekers' materials through various channels, such as former employers, graduate schools of job seekers and headhunting companies.

Baidu Encyclopedia-Recruitment (human resource management terminology)