How to write the foreign job advertisement?

Writing skills and matters needing attention under different recruitment methods

HR can use invitation SMS and video interview in the face of recruitment in different places, but generally speaking, the invitation of interview SMS and video interview often greatly affects whether candidates will come for an interview. Therefore, this interview invitation should not only reflect the professionalism of HR work, but also represent the first image of the whole enterprise to the interviewer. The following are the writing skills and precautions for interview invitation SMS and video interview for your reference:

First, SMS invitation

1. Pay attention to the name of the candidate.

Calling a candidate at the beginning of a text message is the most basic etiquette and respect. This is not only polite, but also clearly reminds the candidate that this message is for him and asks him to give the necessary reply: "Dear Mr./Ms. X", which not only reflects the company's attention to the interviewer, but also makes it easier to tell which interviewer it is when receiving the reply.

Step 2 introduce yourself directly

SMS can simply tell the identity of the other party, such as who is in charge of a business, and explain the reasons, giving the applicant a sense of trust.

3, the text is concise

The content of the short message should include the position of the recruitment, the time and place of the interview and what you need to bring for the interview. Just make these three points clear. HR can also edit the recruitment content according to the characteristics of the recruitment position to deepen the impression of the applicant on the enterprise, but all languages should not be flashy and formal enough to show the image of the enterprise.

4. Contact details

The important contents of time and place have been written, and the remaining important information is "contact information". It can be a phone call, or you can indicate your email address, QQ number and micro-signal, so that many people can choose.

Second, the video interview

For off-site recruitment, video interview is relatively direct and intuitive, but it is a good method. In this way, even in different places, we can communicate face to face, which is more conducive to our judgment of candidates in the interview process. Just a video interview, you need to pay attention to the following:

1, pay attention to the grasp of time, and the agreed time cannot be changed or cancelled at will, which is not conducive to establishing a good image of the enterprise.

2. Determine the security of the online interview, determine who the interviewer at the other end of the video is, and whether the interview video will be used to commit illegal acts.

3. The effectiveness of the online interview. Due to the limitations of the video, it is impossible to comprehensively observe the behavior of the candidates. Will the selected person be unsuitable for the recruitment position? Therefore, this requires HR to make full preparations before the interview, including conducting a preliminary investigation of the interviewer, making an adequate interview plan, and dispelling the concerns of the leaders.

In a word, HR has a long way to go before recruitment. In order to successfully complete off-site recruitment, it is necessary to make great efforts to carry out off-site recruitment.