How to Write Attractive Recruitment How to Write Attractive Recruitment
How to write an attractive and short recruitment? Nowadays, it is difficult for everyone to discuss. The competition of enterprises is the competition of talents, which makes the recruitment work more and more difficult. Talent competition is fierce. HR should be prepared from the beginning, so how to write an attractive recruitment?
How to write an attractive recruitment 1
enterprise profile
The company profile is as important as the resume of the job seeker. Recruitment companies and job seekers are two-way choices, and both have their own rights. Therefore, the recruitment information needs to show the relevant information of the enterprise, such as development trend and main business scope. Through these descriptions, job seekers can judge for themselves whether they are willing to work in the enterprise. Although job seekers don't have high requirements for the company profile, if they don't have any information, they will leave a bad image, just like you don't care about yourself. Why should others care?
Second, a comprehensive job description
It is very important for job seekers to introduce the responsibilities and contents of the recruitment position. Therefore, in the recruitment content, we should try our best to "sell" the position, make a comprehensive introduction to the position, and clarify the specific content of the position. Job seekers can think according to whether their professional skills are in line with the enterprise. This can not only improve the accuracy of recruitment, but also facilitate job seekers to make decisions.
Three. Benefits and remuneration
As the saying goes, "birds eat birds and die", any job seeker wants to get a better material life by using his own skills. However, in order to attract talents, welfare pay is very important. Therefore, it is best to make an approximate position salary in the recruitment content. Like HR, I've been there before. When I was applying for a job, if the company explained that there was no general salary, I wouldn't waste my time thinking about it at all. In fact, in addition to fixed wages, welfare is also very attractive to job seekers. Such as skills training, team activities, regular business trips, talent competitions and other recruitment information. , are points.
Fourth, the format of the recruitment content is clear.
In the recruitment content, the format must be organized to make job seekers easy to read, and the key introductions can be bold to attract job seekers' attention. In short, the recruitment content is very important for enterprises, that is to say, whether the recruitment content can attract more outstanding talents to enter the enterprise. Therefore, in the recruitment content, we must choose the key points, such as briefly introducing the advantages of the enterprise, outstanding positions, generous salary and so on. So that job seekers can't forget themselves after reading it.
How to write attractive recruitment 2
First of all, understand the definition of job advertisement. What is a job advertisement? It means that when an enterprise recruits talents, it publishes its recruitment information in relevant recruitment media (including online recruitment, newspaper recruitment, on-site recruitment and store recruitment), which is also a kind of publicity for the enterprise.
Secondly, understand the elements of job advertisements, including: company name, enterprise profile, job title, recruitment quota, job description, job requirements, contact information, etc.
Finally, learn how to write job advertisements systematically:
1 First of all, we should know who the job advertisement is for and see if the content inside can impress the other party.
2. The second is the channel. It is very important to know what the media is, which channels can be sent out and which effects are good.
3. You can add some attractive conditions to the job advertisement, such as regular training of the company and how to promote talents.
4. Avoid unnecessary disputes. The content of advertising recruitment should not be biased by race, gender and age.
Recruitment is divided into online and offline, and offline generally refers to job fairs. Campus recruitment and so on. These all need some recruitment posters, which require prominent positions and clear treatment. Because the poster is limited in space, it requires concise enterprise advantages, highlights key points, shows the best highlights, and prevents job seekers from missing recruitment positions.
Online recruitment is generally online recruitment, because it is not limited by the number of words, it can introduce and describe the job responsibilities and requirements in detail, and can reflect salary, schedule and some welfare benefits.
How to write attractive recruitment 3
Creation = copy+transformation+combination.
Replication is the foundation of everything; Transformation is to refine logic and summarize laws; And combination is the formation of the final idea.
First of all, you need to see a lot, read a lot, record a lot, observe life a lot, and constantly accumulate your own "copywriting library".
You should stand on the shoulders of predecessors, transform these "copied" things, summarize their forms, refine their logic, summarize their laws, dig their essence, and turn them into things or methodologies that you can use.
Finally, we should combine with existing things, link a series of things with each other and reorganize them. For example, you can combine your products/services/users, or you can combine the new elements you found in the process of "copying". This is what is called: creativity is a new combination of old elements.
Our company was invited to attend the school job fair. What should we prepare? (Emergency) Stage 1:
In the preparation stage, the work to be done is to determine the position and the number of recruits; Set up a recruitment team; Contact the recruitment school; Prepare relevant information.
1. Determine positions and number of recruits: This is the premise of recruiting fresh graduates, that is, which positions to recruit and how many people to recruit. Only by clarifying these two points can we determine which schools and majors to recruit.
2. Establish a recruitment team: it is best for the recruitment team to be headed by the manager of the human resources department or even the vice president in charge of human resources. Don't think that it is relatively easy to recruit fresh graduates, but it is not. As mentioned above, if a recruiter who has just graduated for two or three years is in charge of the interview, the students will think that the enterprise does not attach importance to the recruitment work, and even think that the enterprise does not attach importance to talents and gives the enterprise a negative score. The main responsibilities of the recruitment team are to prepare pre-recruitment materials, formulate recruitment plans and policies, implement recruitment, interviews and so on.
3. Contact the recruitment school: the recruitment team selects the corresponding institutions according to the recruitment plan approved by the company, the graduates received by each school over the years, the students of each school this year and the performance of graduates in previous years in the enterprise. Before the recruitment work is implemented, the recruitment team will send the recruitment plan to the graduate distribution office of each college and keep in touch with the school.
4. Prepare relevant materials: including formulating recruitment policies (including the overall implementation of recruitment, recruitment discipline, recruitment funds, etc.). ), clarify the division of labor within the group, prepare interview related forms, and prepare corporate publicity materials.
The second stage: recruitment implementation stage, the work to be done is to release recruitment information; Collecting and screening application materials; Testing and interviewing; Hire.
1. Publish recruitment information: There are generally three ways to publish recruitment information for recruiters to choose from:
Post recruitment information on the company's website (including subsidiaries' websites) and campus online, introducing the needs, employment standards, recruitment procedures, human resources policies and application methods of this year's graduates.
Put up posters on campus to promote the enterprise.
Hold a recruitment promotion meeting on campus to strengthen graduates' perceptual knowledge of the company, establish a good company image and attract potential candidates (students). The materials used in the recruitment promotion meeting are formulated by the company in advance, and the speakers at the promotion meeting must be trained in advance.
2. Collecting and screening application materials: The preliminary examination and screening of application materials is an important link in the recruitment work, which can quickly exclude obviously unqualified candidates from the job seeker information database and improve the recruitment efficiency. At the same time, you can also record and archive all the job application materials, which will provide material for the later analysis of the human resources department. The information provided by fresh graduates themselves may contain false elements, and recruiters need to verify its authenticity through various channels, such as checking the scores and rewards of their departments.
3. Testing and interview:
The test should be accurate, effective, simple and cheap. The following test methods are recommended, which can be selected according to the specific situation:
Professional knowledge test. The recruitment team should prepare the examination papers of all majors before leaving.
Analytical ability test. Prepare some cases in advance and ask for answers in a few minutes.
There is no leading group discussion. This is a group interview for candidates. For many candidates, this method is the most suitable. Choose 5-7 people as a group at a time, and each group lasts for 20-30 minutes. By letting the candidates discuss the given questions equally and collectively, we can examine the comprehensive quality of each candidate, which mainly includes: oral expression ability, interpersonal skills, flexibility, adaptability, emotional control, self-confidence, cooperation spirit, personality characteristics and so on.
Interview: Some positions may be judged by tests, but most positions still need to be judged by interviews. Before the interview, it is necessary to prepare the interview investigation elements, interview topics, scoring standards and specific operation steps of each position, and conduct unified training for interviewers to improve the fairness of evaluation, so as to make the interview results more objective and reliable and make the evaluation results of different candidates comparable. As the fresh graduates have no work experience, the focus of the interview is to examine their basic qualities, that is, to examine their potential. For example, the first female classmate who greeted me was very flexible, while the last two male and female students were not flexible enough. From the first contact with the recruiter, they realized that they had entered the interview stage.
4. Employment: Those who pass the interview can be identified as candidates for employment, and an agreement will be signed according to the relevant regulations on the recruitment of fresh graduates. However, it is not all right to sign the agreement, and it is necessary to do post-tracking, because excellent fresh graduates are likely to be taken away by other enterprises, so they should be discouraged from finding another enterprise through post-tracking.
The third stage: the stage of receiving and tracking fresh graduates.
Admission of fresh graduates: the human resources department needs to inform graduates of the company location and bus route on the website or by other means; If possible, send someone to the station exit to set up a reception point. When you arrive at the enterprise, you should be warmly received and arrange accommodation. After all, they are not familiar with society. At the same time, arrange induction training as soon as possible, let them know about the enterprise and its operation, and let them integrate into society more quickly.
Follow-up stage: the human resources department should regularly understand the mentality of fresh graduates, listen to their voices and give timely help and guidance. Freshmen should not be regarded as social recruiters. They need more time to get familiar with the enterprise and their own work, and need more understanding and guidance. A question that enterprises should always think about is "how to make fresh graduates complete the transformation from school to enterprise in a short time?" Because the shorter the transition time, the lower the training cost paid by enterprises, and the faster the fresh graduates will create value for enterprises.