How to calculate the recruitment and advertising expenses of enterprises?

1. If advertisements are made through the publicity media, they will be included in the subject of "Operating expenses-advertising expenses".

2. If the advertisement made by our company is included in the subject of "management fee-recruitment fee or other".

employment advertisement

Recruitment advertisers mainly refer to advertisements used to publish recruitment information, and should provide candidates with a source for obtaining more information. Talent recruitment advertisement is one of the important tools for enterprise staff recruitment, and its design directly affects the quality of candidates and the competitiveness of enterprises.

The main contents of 1 The main contents of traditional recruitment advertisements generally include: (1) Basic information of the company; (2) Whether it is approved by relevant parties; (3) Basic requirements for recruiters; (4) the method of registration; (5) Time and place of registration; (6) Documents and materials required for registration; (7) Other precautions. 2 Basic Requirements A suitable job advertisement has 10 Basic requirements:

1. Try to share the development history of the company with job seekers, not just list the job requirements.

2. The job description should include one day's work experience of the existing employees, because it is boring to just move out the job responsibilities.

The job advertisement should also point out what the career development space is for the employees who are qualified for this position.

We should use more friendly and creative sentences instead of such nonsense as "we urgently need talents in a certain field"

5. From the standpoint of job seekers, give the most attractive aspects of this position. It's good to have benefits including enterprise annuity, but no one will apply.

6. The published recruitment procedures should pay special attention to the time schedule and professional skills of job seekers.

7. Give an entrance to further understand the job information, such as official website Company, so that job seekers can learn more information and ask questions.

8. Pay is to be reflected. Can job seekers tolerate lengthy recruitment procedures without knowing whether the salary is within the acceptable range?

9. Job skills demand should attach importance to the creativity and potential of job seekers, and avoid using third-person statements, such as "qualified job seekers should have ..."

10. Finally, we should describe the corporate culture. Of course, it is not a "working in our company is very interesting, I can feel the vitality", but a story related to corporate culture. 3 design principle 1, objective and accurate. Recruitment information is an objective reflection of human resource demand, which must truthfully reflect the basic situation of enterprise's demand for human resources and reflect the present situation and development trend. You can't make promises that you can't keep to mislead your work. You should honestly list the opportunities, challenges and responsibilities for promotion, give people credibility and establish an honest corporate image. Once those exaggerated, exaggerated and ulterior motives are discovered, advertising companies will be notorious and will only get the evil consequences of drinking poison to quench their thirst. 2. attract attention. Design talent recruitment advertisements should be able to catch readers' eyes and urge them to read deeply. Attention is the primary factor to enhance the advertising effect. Attention is a characteristic of people's cognitive psychological activity process, and it is the direction and concentration of people's understanding of things. If the job advertisement wants people to understand, understand and form memories, it should not be clever and creative. Words should be concise, comely and easy to read, and avoid colorful, dazzling and unwilling to look closely. Titles should be scrutinized repeatedly, and prominent fonts should be used to stimulate readers' interest in reading advertisements carefully, arouse their eyes and deeply understand the contents of advertisements. 3. The content is detailed. 4. The conditions are clear. The concrete and vivid information in talent recruitment advertisements helps to enhance the confidence and determination of candidates. At present, the job advertisements in China rarely directly mention the conditions such as work remuneration and welfare, and these conditions are just a core issue in the job advertisements. Many people are concerned about salary, but most of our job advertisements are vague on this issue. The consequences are as follows: on the one hand, many excellent talents are unwilling to apply because they don't know how much they may get paid; On the other hand, many candidates are unwilling to be hired once they know the real salary of the enterprise, which wastes the time, energy and money of the enterprise and the candidates. Ambiguity in advertising has many shortcomings, but it has no advantages. 4 precautions 1. Discrimination. The problem of discrimination in job advertisements before the project is quite obvious. First, gender discrimination, in many types of jobs, shows what gender applicants are required to be. In fact, most types of jobs can be men and women. Second, age discrimination. Many advertisements indicate how many people under the age of one apply for jobs. On the one hand, this makes enterprises lose some talented but older talents, on the other hand, it also makes people of a certain age lose the opportunity of open competition. Third, academic discrimination, many advertisements blindly pursue high academic qualifications, leading to high consumption of talents. Even write the words "those with XX education are not allowed to talk or refuse to recruit" to highlight the recruitment level. Fourth, geographical and native discrimination, such as writing "Do not recruit people from XX province" in advertisements. We should pay attention to these problems when designing human resources advertisements, and regard "respect" as the basic principle of human resources development and management. 2, the door-to-door problem. Most job advertisements in our country also indicate: no door-to-door. This is another question worth discussing. On-site interview is an excellent opportunity to get to know the candidates. It is reasonable to have a special person to receive visitors. If you are worried about affecting the normal work of relevant departments, you can arrange a certain time to receive candidates. If you are worried about too many people going in and out of the enterprise, you can arrange a reception desk at the door; If you are worried about someone pestering you, it all depends on the level of the receptionist. In fact, the applicant's home visit is a great opportunity for the enterprise and the applicant to get to know each other. Therefore, enterprises can learn more about the candidates, publicize the purpose of the enterprise, establish the corporate image, seize the opportunity to carry out public relations, expand the visibility of the enterprise and select qualified talents. Why not? 3. Art combination. In the design of talent recruitment advertisements, we should make an overall combination according to six requirements, such as emphasis, conciseness, charm, unity, balance and skill, so as to make it a prominent, complete and beautiful advertising work. The key point is that the advertising recruitment theme is clear, so as to truly meet the enterprise goals; Conciseness means that the recruitment content is clean and tidy, and the job requirements and required qualifications are stated in fewer words to highlight the key points of the advertisement; Intensity refers to the attraction of advertisements to readers, which causes readers' feelings, thus leading to the stimulation of job hunting behavior; Unity means that the four principles of talent recruitment advertisement design should be organically linked, and the discriminatory content that is not closely related to the performance theme should be removed; Balance means that all elements of an advertisement should be correctly arranged on the layout, which makes people feel that the advertisement is perfect and harmonious. In the process of layout, it is necessary to have a master and a second time, carefully plan, unify and balance, and constantly modify the title, words, slogans and graphics of advertisements to meet the requirements of the best advertising layout. Skill means that the designed advertising samples should also have exquisite production skills in order to accurately and perfectly realize the design requirements. According to the requirements of talent recruitment advertising design, the art combination is arranged to make it an advertising work with strong artistic appeal.