How to write the copy of the recruitment assistant

How to write the recruitment assistant copy:

Our demand is what kind of employees do enterprises need to recruit? What are the job requirements and enterprise matching requirements?

Have you seriously considered what kind of talents we need before recruiting this position?

For example, when recruiting copywriters, do we need to recruit a creative copywriter, an executable copywriter or a copywriter who can provide strategies?

In addition, HR needs to know the workload of the post, detailed work content, team resource allocation and so on.

To understand, what kind of information do we need people to know?

The most basic enterprise information, salary and benefits are the must-see points for candidates.

In addition, there are job descriptions, according to which candidates need to judge whether they are competent for the job and make relevant preparations.

For example, we need to recruit copywriters.

Ok, candidates will know what kind of copy the company needs according to the recruitment information introduced by the company, so that they can be prepared before the interview.

Enterprises need more creative copywriting, and candidates can prepare more creative copywriting themselves; Enterprise demand is a copy with higher execution, so it shows a stronger attitude in the interview;

If enterprises need more strategic copywriting, they can prepare more logical and overall views in copywriting positions.

A good job advertisement is nothing more than attracting people and letting talents send you resumes or something.

Let's see how to write it.

0 1

How to write demand?

Communicate with the employing department! ! ! Don't scribble!

Without communication, what is written is not only unprofessional, but also may let the right person slip away.

Therefore, it is very important to write down the requirements, what kind of talents are needed, and what kind of authority to give candidates.

02

What's the salary?

Salary is a very sensitive issue, so it must be accurate enough.

For example, the price your company can accept for this position is 4k-6k (provided that the salary survey is done well), but you can't price 6k+ to attract talents, so it doesn't match.

Of course, it is obviously inaccurate for you to write 4k+ in the recruitment copy, so giving an interval is the most appropriate way.

It is best not to write negotiable. For candidates, negotiable means that the salary of the enterprise is either opaque and insincere, or as low as dust.

Daily visual version

(1) Give your dreams a chance to bloom!

(2) It will definitely make you fully paid ~

(3) Good positions are reserved only for those who are prepared.

(4) the hero stays! You are the one I am looking for!

(5) job hunting is expected, C debut!

Of course, no matter how fancy the recruitment copy is, it is only the first step. In the later recruitment, HR's professional knowledge and attitude are still needed to recruit more suitable talents for the enterprise.