How to keep a recruitment log on the recruitment website?

Nice to see you again. This time I want to talk to you about how to write attractive recruitment information (the most comprehensive writing strategy for recruitment information). Dry goods carefully prepared for you, as well as content, in fact, this content is more important for beginners, because it involves more, if you look carefully, you will definitely gain something!

Job seekers are very busy now. They don't have much time and patience to read such long information.

Writing the recruitment information so long will not only annoy readers, but also drown out the core content you want to show with some useless information, which is really a thankless thing.

Therefore, we must write the recruitment information succinctly and clearly, which just reflects the core content.

What is the core content of recruitment information?

The core content of recruitment information is mainly recruitment position, job responsibilities, salary and treatment, contact information, etc.

I. Recruitment positions

Recruitment positions should be clear! It is best to describe it in detail, so that people can understand the general direction of the position from the title of the position. For example, the description of "senior conference lecturer" is more obvious than that of "beauty lecturer".

In the column of recruitment position, you should also write clearly the basic information of the company and highlight the highlights of the company. For example, a leading brand or N branches of an industry in a province, with a registered capital of RMB, etc. , can concisely express the company's highlights.

Second, the job responsibilities

Accurately describe the responsibilities of each position. What is the daily work of this position? How to integrate into the team? Why do job seekers want this job?

These all rely on HR for language organization, rather than simply copying and pasting company information.

Is it contradictory to be good at using terms instead of all terms when describing job responsibilities? Not really!

Job description should be good at using terms, which means: professional terms about what you need to know about the job.

(for example, PS, PR, AE software to be learned later; 3D-MAX is needed for construction work. These technical terms must be clearly written, which can not only reflect the professionalism of the company, but also make job seekers see the requirements clearly.

Don't use all the terms in the job description, which means: use fewer terms in the job description and be more specific.

(For example, the main work of accounting includes: 1, fund revenue and expenditure and records, 2, transaction settlement, 3, wage accounting, 4, supervision of monetary fund revenue and expenditure; Instead of just using the word fund management to get the job description).

When describing each position, we should try our best to "sell" the position to the candidates and attract job seekers with corresponding abilities to apply for this position.

Third, salary and benefits.

In order to attract talents, salary and benefits are very important. Most job seekers will not submit their resumes for this position if they don't see the relevant information in the job advertisement.

Salary: It is best for the company to indicate a general range in the recruitment information, instead of writing specific values.

Because the specific value you write may only be for the consideration of job seekers, you give a rough value from less to more, and job seekers are more likely to feel that they have an opportunity.

Welfare: When we write the recruitment information, we must not exaggerate the treatment too much, and make appropriate changes according to the real situation of the company. (Afternoon tea, regular dinner, regular physical examination, regular travel, five insurances and one gold, etc. )