How to write a recruitment template

The recruitment information template template is as follows:

X Co., Ltd., established on xx, xx, 20xx, was jointly funded by X Investment Co., Ltd. and X Co., Ltd. Project X was approved by the Ministry of Foreign Trade and Economic Cooperation and registered by the Beijing Administration for Industry and Commerce with the authorization of the State Administration for Industry and Commerce, with 50% Chinese and 50% Korean. This enterprise is a Sino-foreign joint venture with a term of 30 years.

X is the first joint venture project in the field of automobile production approved by China after its accession to the World Trade Organization. This project has been strongly supported and highly valued by both China and South Korea, and has been identified as the leading project to revitalize Beijing X manufacturing industry.

The number of people in this recruitment plan is 3 1, of which:

There are 1 sales representatives. Requirements: Bachelor degree or above, under 35 years old.

2 assistant marketing managers, requirements: bachelor degree or above, under 30 years old.

3 administrative staff, requirements: college degree or above, female, under 30 years old.

5 business executives, requirements: master's degree, more than 5 years management experience, under 45 years old.

20 salespeople, requirements: college degree, under 45 years old.

Matters needing attention in recruitment

First, we should highlight key points and pay attention to skills in information release.

The format of all recruitment posters is almost the same, and the typesetting of each recruitment position is almost the same. In fact, this shows to some extent that the release of recruitment information has not been taken seriously.

Second, recruitment evaluation should be timely.

The focus of enterprise recruitment evaluation needs to pay attention to the process and results of recruitment activities. Because once the interval between performance evaluation and recruitment activities is too long, the incentive intensity of performance evaluation will show a decreasing trend, so the timeliness of recruitment evaluation is also a key point to be grasped in the whole recruitment process.

Third, the principle of individual differences.

The so-called "different from person to person" means that employees are selected according to the actual work needs and job vacancies, and personnel are selected according to the post's qualification requirements for on-the-job personnel.