How to write the company recruitment information to attract people?

What is the core content of recruitment information? The core content of employment information is mainly recruitment position, job responsibilities, salary and treatment, contact information, etc. Hope to adopt, thank you ~

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.

Job description should be good at using terms, which means: professional terms that need to be understood about the position (such as 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.

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 that there is an 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.

Fourth, contact information

Company address, contact telephone number, e-mail address, etc. All need to be completed.

Company address: it should include an accurate description of the company's location and the company's traffic guide.

Contact number: There is not only one phone number on it, but two or three, and the contact person must be written in front of the phone.

E-mail: Generally speaking, job seekers rarely communicate by telephone when they see the recruitment information, and most of them are delivered by e-mail, so e-mail is also necessary.

If you do the above four points, your recruitment information will be almost written, but if you can add some interest to the recruitment information, it will attract the attention of job seekers more.

In this fast-changing Internet era, conventional recruitment information has limited effect, and unique and interesting recruitment notices are often more likely to attract the attention of job seekers.

Especially for enterprises with strong creative requirements such as advertising and design, if job advertisements are interesting to read, it is easier to capture the hearts of job seekers.

In short, a good recruitment information should be concise and clear on the basis of pursuing professional description. Only in this way can we find the most suitable talents in the shortest time and put them in the most suitable positions.