how to write creative recruitment copy? Every HR is struggling to write creative recruitment copywriting. Today, 138job Xiaobian summarizes several excellent creative recruitment copywriting models and writing skills for your reference.

model essay on creative recruitment

1. The humorous

rigid recruitment notice has been ignored! Nowadays, young people are pursuing a more open environment, and writing job advertisements in humorous language can attract young people's attention.

2. Disdainful

This kind of recruitment copywriting usually aims at "poaching", not to mention how good they are, but to directly poke employees' pain points and make them think of changing companies or even cities. This kind of recruitment copy is very inflammatory, and of course it is sometimes irritating.

3. Blog-eye type

This kind of copywriting mainly wins attention by highlighting some eye-catching words. Writing this kind of copy should be concise and powerful, and it is best to highlight one word, and the highlighted content should have characteristics.

how to write creative recruitment copy?

use a job title that is easy to understand. Creative job titles-such as "office ninja" for administrative assistant and "brand pioneer" for social media specialist-are not conducive to search and may make job seekers who don't understand its meaning lose interest.

adopt a sincere conversational style. Many job advertisements have the title of "job overview", followed by two or three paragraphs of industry terms. It's really sleepy. Instead, Brown suggested coming straight to the point and asking "Why do you want to join us?" Then answer this question in two or three sentences.

Similarly, the long list of "job requirements" in some job advertisements may implicitly mention the shortcomings of the job in a pile of nonsense. This is wrong. Brown said: "It is very important that job advertisements reflect reality. If a job will be particularly hard or challenging for some reason, it should be said in the job advertisement, just like face-to-face communication with job seekers. You can list a' worst side of this job' subdirectory. "

For example, the company is growing so fast that many basic programs have not been fully developed and have to be perfected while doing. If you have such a problem, you can directly explain the situation. Brown said: "Introduce the position objectively. You certainly don't want newcomers to receive' unexpected joy' after joining the company. "

promote the company's brand. A survey was conducted on 18,111 employees in different industries to study the factors that attract them to accept new jobs. Among them, 56% said that the employer's brand in the job market is an important influencing factor. Brown said: "People want to fall in love with where they work, so you must explain clearly why people like to work with you." Get rid of those boring company history profiles and explain why your company is inspiring now in two or three sentences.

avoid cliches. Don't use boring standard terms, such as "in line with our culture and the company's values", but provide some specific information about the company's culture-for example, why you are willing to work here every morning.

emphasize the influence of the position. Many job advertisements will contain some vague job descriptions, such as "leading the business department, promoting reform and achieving performance goals." What does this description convey? Brown said: "This description doesn't make any sense. Try to explain in detail why this position is important for specific positions, what job seekers need to do after joining the job, and what they can learn. " The company's survey of passive job seekers shows that if the new job gives candidates a chance to make remarkable achievements, the candidates with existing jobs are most likely to quit. If this is also the case with your job opening, be sure to make it clear.

concise and clear. LinkedIn's talent research shows that your candidate is 31% likely to read job descriptions on mobile devices, and the small screen of mobile devices means that every word is important. You can consider embedding a video in the text to show the work of the team, or your description of the team, company and work.

Generally speaking, to write creative recruitment copywriting, we should read more recruitment copywriting of advertising companies, and the topics should be attractive, such as solicitation order and wanted order, which are easy to attract people's attention. Now there are also many online words that can attract people. If you can, you can use roar, but the problem is not to make it too sensational.