Job Fair Recruitment Poster-How to Write an Attractive Recruitment

Do posters belong to recruitment advertisements?

Posters can belong to recruitment advertisements, but not necessarily all. Generally speaking, posters are a medium used to promote certain information or products to the outside world. Therefore, if a poster is used to promote recruitment information, then it can be called an advertising recruitment poster. Advertising recruitment posters are usually posted at job fairs or public places to attract more job seekers to apply. But not all posters are used for recruitment, such as concert posters, movie posters, etc., which cannot be called advertising recruitment posters. How to write attractive words for recruitment

How to write attractive words for recruitment

How to write short and attractive words for recruitment? Nowadays, everyone discusses the difficulty. The competition of enterprises is the competition of talents, which makes recruitment Work is becoming more and more difficult to do, and the competition for talents is fierce. HR should be prepared from the beginning. So how to write attractive words in recruitment?

How to write attractive words in recruitment1

1. Introduction of the company

The introduction of the company is as important as the resume of the job seeker. Both the recruiting company and the job seeker are two-way choices and have their own rights. Therefore, recruitment information needs to display company-related information, such as development trends, main business scope, etc. Through these descriptions, job seekers can judge whether they are willing to work for the company. Although job seekers do not have high requirements for a company profile, if there is no information at all, it will leave a bad image, as if you don’t care about yourself, how can you make others care?

2. Comprehensive job description

The introduction of the responsibilities of the recruitment position is very important for job seekers. Therefore, in the recruitment content, we should try our best to "sell" the position, give a comprehensive introduction to the position, and clarify the specific content of the position. Job seekers can think based on whether their professional skills are consistent with the company. This will not only improve the accuracy of recruitment work, but also facilitate job seekers' decision-making.

3. Benefits and Salaries

As the saying goes, "birds perish for food", every job seeker wants to obtain a better material life by using their own skills. However, if you want to attract talents, benefits and compensation are crucial. Therefore, it is best to make a rough job salary in the recruitment content. For example, I have come from HR. When I was applying for a job, if the company stated that there was no approximate salary, I would not waste my time thinking about it. In fact, in addition to fixed salary, benefits are also very attractive to job seekers. For example, recruitment information that includes skills training, team activities, regular travel, talent competition, etc. is a bonus.

4. Clear format in recruitment content

In recruitment content, the format must be organized to make it easy for job seekers to read. Key introductions can be bolded to attract attention. Attention job seekers. In short, recruitment content is very important to a company, which means whether it can attract more outstanding candidates to enter the company through recruitment content. Therefore, the recruitment content must be focused on key points, such as a concise introduction to the company's advantages, outstanding positions, attractive salary packages, etc., so that job seekers cannot forget about it after reading it.

How to write attractive recruitment 2

First of all, understand the definition of recruitment advertising. What is a recruitment advertisement? It refers to the relevant recruitment media (including online recruitment and newspaper recruitment) when companies recruit talents. , on-site recruitment, store recruitment) publishing company recruitment information is also a kind of publicity for the company.

Secondly, understand the components of the recruitment advertisement, which mainly include: company name, company profile, job title, recruitment quota, job description, job requirements, contact information, etc.

Finally, let’s systematically learn how to write recruitment advertisements:

1. First of all, you must know who the recruitment 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 media the recruitment advertisements are released from, which channels can be distributed, and which ones are effective.

3. Some attractive conditions can be added to the recruitment advertisement, such as the company regularly organizing training and highlighting key points such as how to promote talents.

4. Avoid unnecessary disputes. The content of recruitment advertisements must not be biased against race, gender, or age.

Recruitment is divided into online and offline. Offline generally refers to job fairs. Campus recruitment, etc., these require certain recruitment posters. Recruitment posters require outstanding positions and clear remuneration. Because the poster has limited space, it requires a concise description of the company's advantages, focusing on the key points, and best displaying the highlights. Prevent job seekers from skimming through and missing out on job openings.

Online recruitment is generally online recruitment, because there is no word limit, the job responsibilities and requirements can be introduced and described in detail, and the salary, work and rest time and some benefits can be reflected.

How to write attractive recruitment 3

Creation = copy + transformation + combination.

Copying is the basis of everything; transformation is refining logic and summarizing rules; and combination is the formation of final creativity.

First of all, you need to watch a lot, read a lot, record a lot, observe a lot of life, and constantly accumulate your own "copy library".

You must stand on the shoulders of your predecessors to transform these "copied" things, summarize their forms, refine their logic, summarize the rules, explore their essence, and transform them into something you can use. thing or methodology.

Finally, it is about combining with existing things, connecting a series of things to each other, and reorganizing them. For example, you can combine it with your products/services/users, or you can combine it with new elements you discovered during the "copying" process. This is what is called: creativity, which is a new combination of old elements. The school job fair invites our company to participate, what should we prepare? (Urgent)

The first stage:

In the preparation stage, the tasks to be done include determining the recruitment positions and number of people; establishing a recruitment team; contacting the recruiting school; and preparing relevant materials.

1. Determine the recruitment positions and number of people: This is the prerequisite for recruiting fresh graduates, which is the reserve talents for which positions to be recruited and how many to recruit. Only by clarifying these two things can we determine which schools to recruit and which majors to recruit.

2. Set up a recruitment team: The recruitment team is best headed by the manager of the human resources department, or even the vice president in charge of human resources. Don't ignore it because it is relatively easy to recruit fresh graduates. In fact, it is not the case. As mentioned earlier, if a recruitment specialist who has just graduated two or three years is arranged to be responsible for interviews, students will think that the company does not pay attention to recruitment work, and may even think that the company does not pay attention to recruitment. They do not pay attention to talents and give negative marks to the company. The main responsibilities of the recruitment team are to prepare preliminary recruitment materials, formulate recruitment plans and policies, recruitment implementation, interviews, etc.

3. Contact the recruiting school: The recruitment team selects candidates based on the recruitment plan approved by the company, the number of graduates received by each school over the years, the current student status of each school, and the performance of each school’s graduates in the company in previous years. The corresponding universities are determined. Before the recruitment work is implemented, the recruitment team will send the recruitment plan to the graduate allocation office of each university and keep in touch with the school.

4. Prepare relevant materials: including formulating recruitment policies (including overall recruitment implementation, recruitment discipline, recruitment funds, etc.), clarifying the division of labor within the team, preparing interview-related forms, preparing corporate promotional materials, etc.

The second stage: the recruitment implementation stage. The tasks to be done include publishing recruitment information; collecting and screening application materials; testing and interviewing; and hiring.

1. Publish recruitment information: Usually, recruitment information is released in the following three ways for recruiters to choose from:

On the company website (including the websites of subsidiaries) and campus websites Publish recruitment information to introduce the company's needs for this year's graduates, employment standards, recruitment procedures, human resources policies and application methods, etc.

Post posters inside the campus to promote the company.

Hold recruitment promotion meetings on campus to enhance graduates’ perceptual understanding of the company, establish a good company image, and attract potential applicants (current students). The materials used in the recruitment promotion meeting must be formulated by the company in advance, and those who speak at the promotion meeting must be trained in advance.

2. Collect and screen application materials: Preliminary review and screening of applicants' information is an important part of the recruitment process. It can quickly exclude obviously unqualified candidates from the applicant information database and improve recruitment efficiency. At the same time, all job application materials can also be recorded and archived to provide material for the human resources department's post-analysis work. The information provided by fresh graduates themselves may be false, and recruiters need to verify its authenticity through multiple channels, such as going to their departments to verify scores and awards, etc.

3. Testing and interview:

Testing must be accurate and effective, but also simple and easy to implement. The following testing methods are recommended, which can be selected according to the specific situation:

< p>Professional knowledge test. The recruitment team needs to prepare test papers for each major before departure.

Analytical ability test. Prepare some cases in advance and ask to answer them within a few minutes.

Leaderless group discussion. This is a method of collective interviewing of candidates. For a large number of candidates, this method is most suitable. Choose a group of 5-7 people each time, and each group will last 20-30 minutes. By allowing candidates to collectively discuss given issues on an equal footing, each candidate's comprehensive qualities are examined, which mainly include: verbal expression skills, interpersonal skills, flexibility, adaptability, emotional control, self-confidence, cooperative spirit, and personality. Features etc.

Interview: Some positions may be judged through tests, but most positions still require interviews. Before the interview, it is necessary to prepare the interview factors, interview questions, scoring standards, specific operation steps, etc. for each position, and uniformly train the interviewers to improve the fairness of the evaluation, so as to make the interview results more objective and reliable, so that different candidates can The evaluation results are comparable. Since fresh graduates have no work experience, their interviews focus on examining basic qualities, that is, examining potential. For example, the first female student who greeted me was very flexible, but the next two male and female students were less flexible and did not realize that they had entered the interview stage from the first moment they contacted the recruiter.

4. Recruitment: Those who pass the interview can be identified as candidates for recruitment, and an agreement will be signed in accordance with the relevant regulations on recruitment of fresh graduates.

However, not everything will be fine after signing the agreement. You also need to follow up later, because outstanding fresh graduates are likely to be chosen by other companies, so you need to follow up later to dispel their thoughts of looking for other companies.

The third stage: the reception and tracking stage of fresh graduates

Reception of fresh graduates: The Human Resources Department needs to notify graduates of the company’s location and bus route on the web page or through other means; If possible, someone needs to be sent to set up a reception point at the station exit. After arriving at the company, you should warmly receive them and arrange their food and accommodation. After all, they are still unfamiliar with society. At the same time, induction training should be arranged as soon as possible to let them understand the company and its operations so that they can integrate into society faster.

Tracking stage: The human resources department should regularly understand the mentality of fresh graduates, listen to their voices, and provide timely help and guidance. Fresh graduates cannot be treated the same way as social recruiters. They need more time to familiarize themselves with the company and their jobs, and they need more understanding and guidance. One question that companies always have to think about is "How to enable fresh graduates to complete the transition from school to company in a short period of time?" Because the shorter the transition time, the lower the training cost paid by the company, and the faster the fresh graduates will work for the company. Create value.