How should the recruitment information be written to attract a large number of talents to apply?

Job seekers are very busy now. They don't have much time and patience to read such long information.

Writing the recruitment information so long will not only annoy readers, but also drown out the core content you want to show with some useless information, which is really a thankless thing.

Therefore, we must write the recruitment information succinctly and clearly, which just reflects the core content.

What is the core content of recruitment information?

The core content of recruitment information is mainly recruitment position, job responsibilities, salary and treatment, contact information, etc.

I. Recruitment positions

Recruitment positions should be clear! It is best to describe it in detail, so that people can understand the general direction of the position from the title of the position. For example, the description of "senior conference lecturer" is more obvious than that of "beauty lecturer".

In the column of recruitment position, you should also write clearly the basic information of the company and highlight the highlights of the company. For example, a leading brand or N branches of an industry in a province, with a registered capital of RMB, etc. , can concisely express the company's highlights.

Second, the job responsibilities

Accurately describe the responsibilities of each position. What is the daily work of this position? How to integrate into the team? Why do job seekers want this job?

These all rely on HR for language organization, rather than simply copying and pasting company information.

Is it contradictory to be good at using terms instead of all terms when describing job responsibilities? Not really!

Job description should be good at using terms, that is, professional terms about what the job needs.

(for example, PS, PR, AE software to be learned later; 3D-MAX is needed for construction work. These technical terms must be clearly written, which can not only reflect the professionalism of the company, but also make job seekers see the requirements clearly.

Don't use all the terms in the job description, which means: use fewer terms in the job description and be more specific.

(For example, the main work of accounting includes: 1, fund revenue and expenditure and records, 2, transaction settlement, 3, wage accounting, 4, supervision of monetary fund revenue and expenditure; Instead of just using the word fund management to get the job description).

When describing each position, we should try our best to "sell" the position to the candidates and attract job seekers with corresponding abilities to apply for this position.

Third, salary and benefits.

In order to attract talents, salary and benefits are very important. Most job seekers will not submit their resumes for this position if they don't see the relevant information in the job advertisement.

Salary: It is best for the company to indicate a general range in the recruitment information, instead of writing specific values.

Because the specific value you write may only be for the consideration of job seekers, so you give a rough value, from less to more, job seekers are more likely to feel the opportunity.

Welfare: When we write the recruitment information, we must not exaggerate the treatment too much, and make appropriate changes according to the real situation of the company. (Afternoon tea, regular dinner, regular physical examination, regular travel, five insurances and one gold, etc. )

Salary and benefits written in the recruitment information also need to emphasize the cultural construction of the enterprise, pay attention to the internal training mechanism, promotion mechanism, good working environment and amateur cultural life in order to win the favor of job seekers.

These are all issues that job seekers care about.