Excellent expression: how to write recruitment copy

How to write creative recruitment copy? Every HR strives to write creative recruitment copywriting. Today, the editor of 138job has summarized several types of excellent creative recruitment copywriting examples and writing skills for your HR reference.

Creative recruitment copywriting examples

1. Humorous type

No one reads rigid recruitment notices anymore! Today’s young people are pursuing a more open environment , write recruitment advertisements in humorous language to attract the attention of young people.

2. Contemptuous type

This type of recruitment copywriting usually aims to "poach employees". They don't talk about how good they are first, but directly poke at the employees' pain points, making them want to change. The company even thought of changing cities. This type of recruitment copy can be very provocative, and of course it can also be quite irritating at times.

3. Eye-catching type

This type of copy mainly wins attention by highlighting some eye-catching words. When writing this type of copy, it is important to be concise and powerful. It is best to highlight one word, and the highlighted content must be distinctive.

How to write creative recruitment copy?

Use easy-to-understand job titles. “Creative” job titles—think “office ninja” for executive assistant, “brand pioneer” for social media specialist, etc.—are detrimental to searches and may turn off candidates who don’t understand what they mean.

Use a sincere conversational style. Many job ads have a title like "Job Overview," followed by two or three paragraphs of industry jargon. It was so drowsy. Instead, Brown recommends getting right to the point and asking, “Why join us?” and then answering that question in two or three sentences.

Similarly, some job ads may include a lengthy list of "job requirements" that implicitly mentions the job's shortcomings amidst the nonsense. This is wrong. “It’s important that job ads reflect reality,” says Brown. “If a job is going to be particularly hard or challenging for some reason, say that in the job ad as if you were meeting the candidate face-to-face. List it. Create a 'The Worst Side of the Job' subcategory."

For example, the company is growing so rapidly that many basic procedures are not yet fully developed and have to be improved as they go. If you also have such a problem, you can explain the situation directly. "Be objective about the role," Brown says. "You don't want a 'bad surprise' after the new hire arrives."

Promote your company's brand. 18,000 employees across various industries were surveyed to study what attracted them to a new job, and 56% said that the employer's brand in the job market was an important influencing factor. "People want to love where they work, so you have to explain why people love working with you," Brown says. Ditch the boring company history and use two or three sentences to explain why your company is where it is today. Inspiring.

Avoid clichés. Rather than using boring, standard phrases like “a good fit with our culture and aligned with our company values,” provide some specific information about the company’s culture—for example, why you want to come to work every morning.

Emphasis on the influence of the position. Many job ads will include vague job descriptions such as "Lead business units, drive change, and achieve performance goals." What does this description say? "It doesn't mean anything," Brown says. Try to be as detailed as possible about the specific role. Why is this position important, what do job seekers need to do after joining, what can they learn, etc.” The company’s survey of passive job seekers shows that if the new job gives the candidate the opportunity to make significant achievements, candidates who already have jobs will change jobs. most likely. If this is the case for your job opening, be sure to make it clear.

Succinct and clear. LinkedIn’s talent research shows that the candidate you’re interested in is 30% likely to read the job description on a mobile device, and the small screen of mobile devices means every word counts. You might consider embedding a video into the text that shows your team working, or a description of your team, company, and work.

In general, when writing creative recruitment copy, you should read more recruitment copy from advertising companies. The title should be attractive, such as solicitation order and wanted order. These words are easy to attract attention. Nowadays, there are also many Internet vocabulary It can also attract people. If you can, you can also use the roar body, but the problem is not to make it too sensational.