Promotion Effect of Huizhou Recruitment Network

Recruitment is at the front end of the value chain of human resource management, which means that if an enterprise makes a mistake in recruitment and selection, it will pay a huge price for this mistake in the later stage: salary, training fee, loss caused by poor work, communication cost, dismissal cost and opportunity cost of recruiting a more suitable employee. Improving the success rate of recruitment advertisements is of great benefit to enterprises to save recruitment costs. A good job advertisement should achieve at least two purposes: first, attract talents; The second is to publicize corporate values and image, so writing and publishing job advertisements should closely focus on these two purposes. How to use recruitment tools to find the right talents in the shortest time, we also need to master certain skills from the content and form of advertisements.

Start-Click on Quality Recruitment Service Provider

For those regular and well-known recruitment service providers, publishing recruitment information will require enterprises to show their business licenses and keep copies, which is the requirement of relevant national laws and also the protection of the interests of job seekers and recruitment enterprises. Therefore, when choosing a recruitment service provider, we should be careful of the "temptation" of intermediaries who publish advertisements for free at will.

Recruitment conditions-weakening discriminatory conditions

In the content of recruitment advertisements, enterprises should try their best to leave a good impression on candidates and let them feel the respect of enterprises for talents. In content, we should avoid the restrictions on people's natural attributes, that is, the requirements of age, gender, height and so on. First, gender discrimination, unless there is obvious demand for male and female positions, it is best not to indicate the gender of candidates, and job seekers should judge whether they are suitable for their own applications from their professional characteristics; Second, age discrimination, we should use work experience instead of over 38 years old, and young and energetic instead of under 28 years old. On the one hand, the age limit makes the enterprise 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 and losing some opportunities to attract talents without academic qualifications; Fourth, geographical discrimination, these hard and sensitive requirements can be expressed in a euphemistic way. There are also additional explanations such as declining calls and visits. If you don't leave relevant information, you can leave it blank.

Job description-clear and reasonable scale

Excellence is not necessarily appropriate. Enterprises need talents that match the job suitability. Therefore, job advertisements should clearly and reasonably explain the knowledge, skills and experience needed for the job, so as not to scare people away. Requirements should avoid being too general. For example, highlighting the foreign language level is too vague; Good social relations are not clearly defined; Extraordinary leadership skills are not described, which makes people confused. In addition, the explanation of interest can also reflect the humanization of enterprise employment, for example, the sporting goods industry emphasizes the love of sports, and the game software industry emphasizes creativity and love of games.