How to write recruitment advertisements more attractively?

People looking for jobs nowadays are very busy. They don’t have so much time, nor the patience to read such long information.

Writing such a long recruitment information will not only bore readers, but also the core content you want to present will be drowned by some useless information. This is really a thankless task.

So when we write recruitment information, we must be concise and clear, and reflect the core content to make it more attractive.

First of all, we need to understand what is the core content of the recruitment information?

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

1. Recruitment positions

Be clear about the recruitment positions! It is best to have a specific description so that people can understand the general direction of the position from the position title. For example, the description "senior conference lecturer" is more clear than "beauty lecturer".

In the recruitment position column, you should also clearly write down the company’s basic information and highlight the company’s highlights. For example: the leading brand of a certain industry in a certain province or N branches, how much the registered capital is, etc. can express the highlights of the company in a concise and comprehensive manner.

2. Job Responsibilities

The description of the responsibilities of each position must be accurate. What are the day-to-day tasks of this position? How to integrate into the team? Why does the candidate want this job?

These all rely on HR for language organization, and are not simply copying and pasting company information.

The description of job responsibilities should be good at using jargon but not all jargon. Is this a contradiction in terms? Not really!

The description of job responsibilities should be good at using terminology, which means: professional terminology about the things that must be learned in the job position

(For example, PS, PR, AE software that you need to know in the later stage; architecture 3D-MAX required by the position, etc.). These professional terms must be written clearly, not only to show the company's professionalism, but also to allow job seekers to clearly understand the requirements.

Don’t use all jargon in the description of job responsibilities means: use less jargon in describing the job content and be more specific.

(For example, the main work content of an accountant is: 1. Fund receipts and expenditures and records, 2. Settlement transactions, 3. Salary accounting, 4. Supervision of monetary fund receipts and expenditures; rather than just using The job content can be described in four words: fund management).

When describing each position, try to "sell" the position to applicants and attract job seekers with corresponding abilities to apply for this position.

3. Salary and benefits

To attract talents, salary and benefits are very important. Most job seekers will not submit their resume to apply for this position if they do not see relevant information in the job advertisement.

Salary: It is best for the company to indicate a rough range in the recruitment information, rather than write a specific value.

Because the specific value you write may not be within the scope of the job seeker's consideration, it is easier for the job seeker to feel that there is an opportunity for negotiation if you give a rough value, ranging from low to high.

Welfare: When we write recruitment information, we must not exaggerate the benefits too much, and modify them appropriately based on the company's actual situation. (Afternoon tea, regular dinner parties, regular physical examinations, regular travel, five insurances and one housing fund, etc.)

Salary and benefits should be written in the recruitment information, and the company's cultural construction should also be emphasized, focusing on the company's internal training mechanism. , the company's job promotion mechanism, the company's good working environment, the company's amateur cultural life, etc. to win the favor of job seekers.

These are the concerns of job seekers.

4. Contact information

Company address, contact number, email, etc. need to be completed.

Business Address: This should include an accurate description of the company's location and transportation directions to the company.

Contact number: Not just one phone number, but two or three, and the contact person must be written in front of the phone.

E-mail: Generally speaking, when job seekers see recruitment information, they rarely communicate over the phone. Most of them communicate by mail, so the mailbox is also a must-have item.

After completing the above four points, your recruitment information is almost ready. However, if you can add some fun to the recruitment information, it will be more attractive to job seekers. .

In this ever-changing Internet era, conventional recruitment information has limited effect, while unique and interesting recruitment advertisements are often more likely to attract the attention of job seekers.

Especially for companies that require strong creativity such as advertising and design, if the recruitment advertisement is interesting and fun to read, it will be easier to capture the hearts of job seekers.

In short, a good recruitment information should strive to be concise and clear while pursuing professional description. Only in this way can we find the most suitable talents and place them in the most suitable positions in the shortest possible time.