What should I pay attention to when posting recruitment information on the job network?

Nowadays, online recruitment has become the main recruitment channel for many companies. So, what should we pay attention to when posting recruitment information on the job search network? The following five points are important:

1. Authenticity of information: For job seekers, what they want most is real and effective recruitment information, not hidden recruitment advertisements. Therefore, when the company publishes the recruitment information, it must ensure the authenticity of the information, so as to attract the attention of truly outstanding people.

2. Integrity of information: The recruitment information released by many companies is very simple, such as "recruiting cashier, requiring under 35 years old, with good image and temperament". This simplistic recruitment information, on the one hand, makes it difficult for job seekers to fully understand the recruitment position, on the other hand, it is also difficult to promote the authenticity of the information. Therefore, when publishing recruitment information, we should try our best to make the information complete, including recruitment positions, recruitment numbers, job responsibilities, job requirements, wages and salaries, work places and other information. The more complete the information, the more helpful it is to find the right candidate quickly, because job seekers will benchmark their actual situation when browsing the recruitment information, and then decide whether to submit their resumes.

3. Professionalism of information: The writing of recruitment information can well reflect the HR professionalism of a company. Many job seekers judge the quality of a company according to the professionalism of recruitment information. Therefore, in order to attract outstanding talents, it is necessary to professionalize the recruitment information and write it in a professional format and language.

4. Timeliness of information: This is something that many companies ignore. The so-called timeliness is to ensure that the recruitment information published online is effective. If the company has completed the recruitment, it is necessary to withdraw the online recruitment information in time to avoid inconvenience to job seekers. Or when the recruitment information is released, the time node is specified, which not only improves the work of HR, but also causes inconvenience to job seekers.

5. Choice of channels and platforms for publishing information: Different job search networks have their own advantages and characteristics. HR should have an in-depth understanding of different platforms and choose the platform that best matches the company's recruitment to publish information. For example, some recruitment platforms mainly focus on part-time recruitment, so if you are not recruiting part-time staff, you'd better not choose such a platform, because most platform users who focus on part-time recruitment must be looking for part-time job seekers, so you may not find a suitable candidate at all.

To sum up, online recruitment is the preferred recruitment channel for most companies today. Although this method is very convenient, if you want to find the right person through online recruitment, there are still many points to pay attention to, otherwise you will make a lot of efforts and may not reach your goal at all.