How to write recruitment

Step 1: explain the employer, be professional and concise, and pay attention to the length of the content. Don't flatter the company to pieces, but start from the perspective of job seekers (such as working environment and room for growth). A good start gives a good impression, which is also a key step to enhance the image of the recruiting unit.

Step 2: Job requirements, job requirements must be stated as much as possible, which is convenient for all job seekers to make decisions and reduce their recruitment costs.

Job requirements can generally include the following contents (taking recruitment editors as an example):

1, major in Chinese, regardless of age or education, experience as a writer is preferred.

2, solid writing skills, strong writing skills, and experience in writing soft articles or related articles in the industry (proof of materials is required).

3. Be able to accept the writing tasks assigned by the responsible editor at any time and finish them on time and with good quality.

4. Have a strong sense of innovation, and can cooperate with the website to write different articles at any time.

The third step: job responsibilities, the clearest description of job responsibilities, directly tell the applicant what to do, so as to put forward clearer requirements for competent and suitable job seekers. If it is not suitable for candidates, it will naturally not be disturbed, and suitable candidates can make their own decisions. In this way, recruiters can also save more time and energy and avoid the hard work of finding a needle in a haystack.

The fourth step: treatment. Many job seekers want to have a clear salary concept, so that there is a clear lever, which can help job seekers make decisions faster and the recruitment company can also save recruitment costs.

Step 5: Contact information. At the job fair, many units will use the phrase "invite, don't call, don't visit". Because consultation and unannounced visits will have an unnecessary impact on the work procedures of the recruiter and affect work efficiency, specific contact information is usually not given. Moreover, online recruitment generally only leaves a mailbox.