How to write creative job advertisements?

In fact, the recruitment information is equivalent to the ancient recruitment list. Many recruitment companies are either too verbose when releasing recruitment information, or even if they write down the company name and recruitment position, job seekers can't get useful information and leave naturally. How to write attractive recruitment information? How to write creative job advertisements? First, how to write the recruitment information attractive

1. First of all, the enterprise HR should analyze the enterprise personnel demand, draw up a feasible personnel demand plan, define the specific recruitment target and choose the recruitment information distribution channel according to the enterprise development status. If it is based on on-site recruitment, Yi Labao design should pay attention to recruitment positions and welfare benefits; If online recruitment is the mainstay, it is very important to choose the appropriate media platform to publish recruitment information.

2. Secondly, it is necessary to clarify the work place, work experience, salary level, job title, job responsibilities, qualifications, company profile, contact information, etc. This is the most basic part of a comprehensive recruitment information. On the one hand, it is to let job seekers have a preliminary understanding of the company and position, on the other hand, it is convenient for interested job seekers to contact enterprise HR actively.

3. Furthermore, the specific content of the on-site recruitment poster information should not be too many words. It is necessary to highlight the advantages of the enterprise in concise and clear language, and don't let the job seekers lose interest because of the length. Online recruitment can be as detailed as possible because it is not limited by layout. No matter what recruitment method, expression of personality and creativity, and colorful expression, it is easier to attract the attention of job seekers.

4. Finally, the enterprise can emphasize the cultural construction of the enterprise in the recruitment information, and emphasize the internal training mechanism, promotion mechanism, good working environment and amateur cultural life in order to win the favor of job seekers.

Second, how to write creative job advertisements

1, recruitment slogan of Bohai Securities

If possible, can we stay in Tianjin together?

Don't go to the so-called north, Guangzhou and Shenzhen to work hard. Don't work in a foreign company with a shiny appearance.

Go to work at 8: 30 every day and get off work at 5: 00. It is closed on weekends.

Yoga, Tai Chi and belly dancing can be practiced in the company.

Be familiar with the name of each street.

Have many best friends or girlfriends.

Grow old with the people you love.

If possible, can we stay in Tianjin together?

2. Think about what you want.

Life after the holiday, if you want to work, come here!

A group of young and energetic sales teams earn a lot of money. High income+low risk+short frequency fast = ideal job.

Be a local tyrant? Not a dream. 20 16, whatever.

There are well-paid jobs here, and there are young and energetic teams here.

Have you ever appreciated the job advertisements posted by others to motivate you? How to write a job advertisement as attractive as 502 glue? If you are still confused, please continue reading!

Third, the characteristics of job advertisements

However, in the overwhelming job advertisements, how to design advertisements to catch the eye of job seekers, attract their attention, and then stimulate their desire to join the enterprise? There are different advertising forms in various channels, so we can't generalize. As far as online recruitment is concerned, more advertisements are in the form of words, and below-the-line is mostly illustrated with pictures and texts, but some principles that should be followed are the same, such as presentation and attraction.

1, Zhanli

Advertising is to advertise widely. In order to find suitable talents quickly and effectively through job advertisements, we must first let more job seekers see our advertisements. The factors that affect job seekers' attention include: release channel, release time, selection of advertising location, design of advertising layout, etc.

1) publishing channel: Does the enterprise choose to publish recruitment advertisements through channels that gather some target groups?

2) Release time: When is the best time to release the job advertisement? How long will it last? Choose to publish job advertisements continuously or in stages?

3) Advertising space design: Which advertising method can attract more attention, especially the eye of the target candidate, and can control the cost within a certain recruitment channel and release time range? This requires a certain behavioral analysis and prediction of candidates, and it is also very important to focus on analyzing the characteristics of advertising space in recruitment channels. Professional recruitment of business partners can often provide you with some practical suggestions.

4) Advertising layout design: Is the layout eye-catching? Does the overall design of color and layout meet the preferences of the target population? Does it conform to the overall image and corporate culture of the company?

Step 2 attract

Similar to commercial advertisements, the first purpose of job advertisements is to attract the target population-job seekers. When designing a job advertisement, besides making a good decision on the distribution channel, time and place, it is also very important to "match" the content of the job advertisement, so as to get twice the result with half the effort. A "job description" with clear responsibilities and clear job requirements is an attractive advertisement in itself, which not only reflects the recruitment sincerity of the enterprise and the professionalism of HR, but also shows the most distinctive features that are different from the same job information of other enterprises. As a basic work in human resource management, it affects the recruitment effect of enterprises to a great extent, on the contrary, it may be counterproductive-negative publicity of corporate image.

There is also the introduction of enterprises. Some people may think that job seekers only look at recruitment positions, salaries, etc. When looking for a job, but they don't pay attention to the introduction of the company, so they don't pay attention to this piece. It doesn't matter if they write casually. In fact, nowadays job seekers are concerned not only with the position itself and salary, but also with factors such as enterprise environment, team atmosphere and development prospects. The quality of enterprise profile will directly affect the image of the enterprise in the eyes of job seekers. So it is better to pack it properly. Of course, the packaging should be moderate, not too realistic or too grandiose, and it should be moderately packaged from the perspective of seeking truth from facts. You are too grandiose. If you attract job seekers, people will confess, but you can't stay, giving people a bad impression and feeling cheated.

Sometimes, job advertisements may not be able to attract suitable talents for enterprises quickly and effectively. It is better to take the initiative to collect resumes of job seekers and invite interviews as a recruitment method. Common ways for HR to obtain job resumes:

1, Zhilian, 58 and other large recruitment websites pay to download resumes.

2. Use the resources at hand to exchange resumes with HR.

3. spend money to find HR or headhunters to buy resumes.

4. Go to some resume exchange and resume download platforms, such as the original website to download the resume for free.