How to write the recruitment information of machining?

In the recruitment process, the display time of recruitment information is a key factor. It directly affects the efficiency and cost of recruitment and the experience of job seekers. According to my years of recruitment experience, there is no fixed standard for the retention time of recruitment information, but it is determined according to various actual situations.

Generally speaking, the retention time of recruitment information can last for weeks to months from the date of publication. This time frame mainly depends on the following factors:

Urgency of the position: If a company urgently needs to fill a vacancy, the recruitment information is usually kept for a short time in order to attract suitable job seekers as soon as possible. On the contrary, if the job demand is not urgent, the company may choose to keep the recruitment information for a longer period of time in order to screen candidates more widely.

Difficulty in recruitment: It may take a long time for the company to find suitable candidates for some positions that are difficult to recruit, such as senior technical positions or special skills positions. Therefore, the recruitment information of these positions tends to be retained for a longer period of time.

Company recruitment strategy: Different companies have different recruitment strategies. Some companies may prefer to keep the recruitment information for a long time in order to build their own candidate pool and attract potential job seekers at any time. Other companies may pay more attention to the efficiency of recruitment, and once they find a suitable candidate, they will immediately close the recruitment information.

As for the job information posted on recruitment platforms such as 58 Tongcheng, whether it will be retained after recruiting people depends on the company's specific strategy. Some companies may immediately close the recruitment information after recruiting suitable candidates to prevent unnecessary candidates from continuing to submit resumes. However, some companies will choose to keep the recruitment information for a period of time in case of emergency. For example, if a new employee fails the probation period, the company may need to restart the recruitment process.

In addition, there are other factors that will affect the retention time of recruitment information, such as company size, industry characteristics, recruitment market competition and so on. Therefore, in practice, companies need to formulate reasonable recruitment information retention strategies according to their actual conditions and needs.

Generally speaking, the retention time of recruitment information is an elastic factor, which needs to be considered comprehensively according to various actual situations. Both enterprises and job seekers should pay close attention to the dynamic changes of recruitment information in order to adjust their strategies and actions in time. Only in this way can we ensure the smooth progress of the recruitment process and achieve a win-win situation for the company and job seekers.