How to make job introductions more attractive?

Do you pay attention to the introduction of the position during the process of contacting job seekers? Or more often than not, do you simply “read” the job description when introducing the job to job seekers? Job introduction is an important part for recruiters to promote the company and attract job seekers. Make a good job introduction to make your recruitment more attractive. Through the introduction of relevant positions by recruiters, first of all, the job seekers can understand the basic information of the company and the position, and then make them have a strong desire to join the company. This is the recruitment effect we hope to achieve, and it is also the purpose of our job introduction. Therefore, if this link is done well, the company's background, reputation, industry development prospects, personal development space, specific work content of the position, benefits, etc. must be introduced as key contents. What should be paid attention to in job introduction? 1. Job introduction should be targeted. The job introduction covers a wide range and contains a lot of content. In the process of communicating with the job seeker, it is not necessary to tell the job seeker all the information about the company and the position without being selective, and repeat it again and again, because this is very easy. It is difficult to attract the interest of job seekers. Therefore, during the introduction process, we need to make targeted introductions based on the actual situation of the job seekers in order to achieve the purpose of attracting job seekers. 2. Job introductions must follow the principles of objectivity and truthfulness. When introducing positions to job seekers, you must ensure that the content you introduce is true and objective. Fabricating facts and job descriptions that are seriously inconsistent with the facts can attract job seekers during recruitment, but when the job seekers find that the facts are completely different from what they initially knew, it can easily lead to the loss of personnel and waste corporate recruitment resources. 3. Face job seekers’ concerns honestly and do not avoid them. During the job introduction process, job seekers may ask certain sensitive questions, such as questioning the company's prospects and distrust of the position being offered, etc. When encountering these "embarrassing" problems, we should face them honestly instead of avoiding or blindly catering to them. Because when we choose to avoid questions or overly cater to job seekers, not only can we not solve the job seekers' concerns, but it can easily trigger their negative psychology, reduce their recognition of the position, and also create unstable factors for subsequent management. Therefore, when job seekers have concerns, we must establish a positive outlook on career choices and a correct work attitude for job seekers through candid communication, guidance, and appropriate education, so as to fundamentally solve the job seekers' problems and enable them to truly understand and accept the company's regulations and arrangements. How to conduct job introductions. To communicate with job seekers about job-related content, you must first let job seekers understand the relevant situation of the position, and then achieve the purpose of attracting job seekers and making them willing to work. So, how do you make a job introduction to better attract job seekers? In this regard, we can start from the following four aspects: 1. Industry specifically refers to the industry in which the enterprise is located, including the current status, development trends, and future development prospects of the industry. The introduction of the industry includes two parts: the basic overview of the industry and the development prospects of the industry. The basic overview of the industry includes the basic characteristics and current situation of the industry. The purpose of the introduction is to enable job seekers to have a basic understanding of our industry. Development prospects include the future development trends and development space of the industry, etc. The purpose of the introduction is to let job seekers understand that our industry has good development prospects and is worth choosing. In this process, we cannot just use empty rhetoric such as "the industry has good development prospects" or "very good", because this is basically not very convincing to job seekers. What we have to do is to clarify "why our industry has good development prospects" and introduce it to job seekers by combining some specific data and development examples. 2. Enterprise When we recognize job seekers, we naturally hope that job seekers will recognize our enterprise and hope that they will join our enterprise. So how do we introduce companies and make them have great confidence and interest in our company? For this part of the introduction, you can refer to the following methods: (1) Understand the concerns of job seekers and make targeted introductions based on the needs of job seekers. Due to the different needs of job seekers, the situation of the company they are interested in will also be different. For example, some job seekers focus on the size and popularity of the company, while others pay more attention to whether the company's management philosophy and culture are consistent with themselves, etc., so we It is necessary to grasp the needs of job seekers through communication, avoid minefields in a timely manner, and then introduce the company's situation in a targeted manner. (2) Exploit strengths and avoid weaknesses, and use the company’s strengths as the main introduction content.

Every enterprise has its own advantages, and we can grasp its own characteristics and display its advantages in multiple dimensions. For example, corporate advantages can also be divided into hardware advantages and software advantages. When the company's advantages in hardware conditions are not obvious enough, it can attract the other party with more software advantages, such as the development platform and promotion space that the company can provide to job seekers. . (3) Use data, examples, etc. to highlight the company’s advantages. Introduce the company's achievements, honors, awards, etc. to prove the company's strength with objective facts to achieve the purpose of attracting attention. 3. Position: The main contents of the position include: basic situation and development space. The basic information of the position includes: work content, working hours, and working location; the position development space includes space for ability improvement (training), promotion space, promotion channels, etc. The introduction of job-related content can be said to be the highlight of the job introduction. For job seekers, job-related information is one of the most important factors in deciding whether to choose a job. He needs to judge whether what he does every day is something he can do and whether he likes to do it through the job content. ; At the same time, you must also understand whether there is a lot of room for promotion in this job, whether your abilities can be improved, etc. In this section, you only need to tell the job seeker the information that is relevant to him or her. The following methods can be used as a reference when introducing job-related content: (1) Grasp the needs of job seekers and make targeted introductions based on the actual situation of the position. We need to understand the job seeker's past work experience, reasons for leaving, and other relevant information, know the other person's real thoughts, and grasp their different needs and expectations for the position, so that we can perform targeted interpretations of the position from different angles and arouse the enthusiasm of the job seeker. and recognition. (2) Strengthen the professionalism of the position and highlight the advantages and selling points of the position. After we understand the needs of job seekers, we can combine the jobs that job seekers "want" with what we "can provide" to find out the absolute advantages and strengthen them. At the same time, compared with what the job seekers want, the advantages we can provide are more Prominent and obvious. (3) Make an introduction based on the significance of the position and the job value of the job seeker. For example, the significance of recruitment work is to recruit suitable talents for the company. When the employees we recruit can play their value in their own positions and create benefits for the company, it is also the time to reflect our value. Arouse job seekers' recognition of the position by guiding them to recognize their highlighted value in the position. 4. Welfare benefits Generally speaking, corporate benefits include salary, five insurances and one fund (social insurance, etc.), food and accommodation, vacation time, working environment, incentives, etc. For everyone who works outside the home to make a living, the benefits provided by the company will naturally become an important consideration in choosing a job, especially the salary part, which is the focus of job seekers. Therefore, what we need to pay attention to in this part of the introduction is that although our purpose is to attract job seekers, we cannot simply use welfare benefits to attract job seekers. Therefore, during the introduction process, we cannot make over-promises just because we want to attract job seekers to come to the interview. . The following methods can be used as a reference when introducing content related to welfare benefits: (1) We need to know ourselves and the enemy, and understand the salary of the other party's past work and the current salary situation in the market, so that we can take the initiative in salary negotiation in our own hands. We don’t have to tell job seekers every time they mention their salary. We must determine that the job seeker can indeed meet the requirements of the position and has a certain willingness to work in the position, so as to avoid hiring salary-sensitive job seekers. (2) Introduce the company's relevant incentive measures to stimulate the enterprising spirit of job seekers. For example, the company's rules for performance bonuses, year-end bonuses, commissions, etc. can not only achieve an attractive effect, but also help job seekers establish a certain sense of positivity and dedication. (3) The company's advantages can be introduced with emphasis. For example, if the company's incentive measures are rich and user-friendly, such as the issuance of year-end bonuses, performance awards, etc., then this part of the content can be mainly introduced. (4) Guide job seekers to view welfare benefits positively and establish a positive and correct outlook on career choice and values. When we choose a job, we will pay attention to the benefits that the company can provide us, but this should not be the only criterion for us to choose a job. Just like when we choose a life partner, we will consider many factors such as personality and moral character. Use the other party's economic base as the only criterion. Three major problems in job introduction: 1. Lack of enthusiasm for job introduction, treating the process as a programmed action.

When we recruit for a certain position for a long time, sometimes it is inevitable that we will lack enthusiasm for the job introduction and regard this process as a programmed action. This will make it difficult for job seekers to become interested in the position. After all, even you are not enthusiastic about the position. How is it possible to infect the other person to become enthusiastic about the position? Therefore, we need to use effective interactive methods to trigger job seekers to ask questions and think, grasp the needs and psychology of the other party, and then adjust and combine the introduction modules according to the specific situation of the job seeker, and then convey it to the job seeker, so that the other party will have the desire to listen. desire, effectively improving the acceptance of job seekers. 2. The job description is too detailed or too brief. Some recruiters "divulge" all details such as position level, work complexity, and management responsibilities, making the job description too complex and intimidating to job seekers. Similarly, if the introduction is too brief and unclear, it will make job seekers feel that it is too simple and that there is no challenge, so they will give up. So what is the appropriate detailed approach? In one sentence, you just tell the job seeker what he cares about and wants to know. 3. Avoid answering the job seeker’s concerns. During the job introduction process, job seekers may ask some "embarrassing" questions for recruiters. At this time, what we need to do is to face them honestly and not avoid answering them.