How to write the most attractive human resources recruitment advertisement?

How to write the most attractive human resources recruitment advertisement? Let me give you my opinion. Many HR I know often complain that it is difficult to recruit people. Is the copy not attractive enough? Is hr not attractive enough? Is hr ability not strong enough? I don't think so. On the other hand, if you are a job seeker, what information do you want to see most on the recruitment website? 1, professional, professional counterparts, at a glance, job seekers know at a glance whether this professional position is in line with themselves, saving time. 2, salary, salary determines whether job seekers continue to click on the page to understand the position and understand the enterprise. 3. Now it is the page layout of the recruitment copy. How to design and introduce the job responsibilities, salary and welfare standards, working hours, clear details and enterprise strength determine whether the job seeker submits a resume. In recruitment, copywriting is never the most important, and job seekers are always concerned about salary, working hours, holidays and so on.

Then the title should be attractive. Secondly, the content should fit the current hot spots and vocabulary. Remember not to copy and paste directly from the Internet. Of course, online words can be used for reference. Then we should write a recruitment copy according to the situation of our company. To write the highlights of the position, Bing should be properly expressed in harmonious and humorous words, which will attract the attention of candidates. Remember to be wordy. Job seekers have no patience to read what you have written. Focus and be bright. Company profile, job content and application requirements must be true and simple.

Simply put, it is seeking truth from facts, writing something, not writing anything, and asking for clear writing. Let's talk about it from my personal experience. I have interviewed for many jobs, but most of them are official job descriptions. The gap between the interview and the job description is too big, which leads to my first impression of this company is not very good, so I will pass this position, even if I am fooled, I will leave during the probation period. Now, before choosing a company, most job seekers will check the company's evaluation, treatment and welfare online. To some extent, the evaluation of former employees will be more useful than the description in the recruitment documents. I can understand that HR recruitment has achievements, but please don't exaggerate the job description for your own achievements, which will waste many job seekers' interview time. It will also bring some negative job evaluations to enterprises and companies. The above is my answer, I hope it will help you.