do posters belong to advertisement recruitment?

posters can belong to advertisement recruitment, but not necessarily. In general, a poster is a medium used to promote a certain information or product to the outside world. Therefore, if a poster is used to promote recruitment information, it can be called an advertising recruitment poster. Advertising posters are usually posted at job fairs or public places to attract more job seekers to apply. However, not all posters are used for recruitment, such as posters for concerts and movies, and they cannot be called advertising recruitment posters. How to write attractive recruitment

How to write attractive recruitment

How to write attractive recruitment briefly? 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. The competition of talents is fierce. HR should be prepared from the beginning, so how to write attractive recruitment?

how to write attractive recruitment 1

1. Brief introduction of the enterprise

The brief introduction of the enterprise is as important as the resume of the job seeker. Both the recruitment enterprise and the job seeker belong to a two-way choice and each has its own rights. Therefore, the recruitment information needs to show the relevant information of the enterprise, such as development trend, main business scope, etc. 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's profile, if they don't have any information, they will leave a bad image, just like you don't care about yourself, so why should others care?

Second, a comprehensive job description

It is very important for job seekers to introduce the duties 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.

III. Welfare and salary

As the saying goes, any job seeker wants to get a better material life by using his own skills. However, in order to attract talents, welfare compensation is crucial. Therefore, it is best to make a rough 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 salary, welfare is also very attractive to job seekers. For example, recruitment information such as skills training, team activities, regular travel, talent competition, etc., are all points.

Fourth, the format of the recruitment content is clear

In the recruitment content, the format must be organized, so that job seekers can read it easily, and the key introductions can be bold to attract the attention of job seekers. In short, the recruitment content is very important for enterprises, which means whether it can attract more outstanding talents to enter the enterprise through the recruitment content. Therefore, in the recruitment content, we must pick the key points, such as concise introduction of enterprise advantages, outstanding positions, beautiful salary and treatment, etc., so that job seekers can't forget themselves after reading it.

how to write attractive recruitment 2

first, understand the definition of recruitment advertisement. what is recruitment advertisement? It means that when an enterprise recruits talents, it publishes the recruitment information of the enterprise in the relevant recruitment media (including online recruitment, newspaper recruitment, on-site recruitment and store recruitment), and it is also a kind of publicity for the enterprise.

Secondly, understand the components of job advertisements, which mainly include company name, enterprise profile, job title, recruitment quota, job description, job requirements and contact information.

Finally, learn how to write job advertisements systematically:

1. First, know who the job advertisements are for and see if the contents can impress the other party.

2. Secondly, the channel. It is very important to know what the media of job advertisements are, which channels they can be sent from and which are effective.

3. Some attractive conditions can be added to the recruitment advertisement, such as the company's regular training and how to promote talents.

4. Avoid unnecessary disputes. The content of advertising recruitment should not be biased against race, gender and age.

Recruitment is divided into online and offline, and offline generally refers to job fairs. Campus recruitment, etc., these need some recruitment posters, which require prominent positions and clear treatment. Because the posters have limited space, they require concise enterprise advantages, focus on the key points, and show the best highlights to avoid job seekers from missing the recruitment positions.

Online recruitment is generally online recruitment, because it is not limited by the number of words, and the job responsibilities and requirements can be introduced and described in detail, and the salary, schedule and some benefits can be reflected.

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 watch a lot, read a lot, record a lot, observe a lot of life, and constantly accumulate your own "copy library".

You should stand on the shoulders of your predecessors, transform these "copied" things, summarize their forms, refine their logic, sum up their laws, dig out their essence, and turn them into something you can use or methodology.

finally, it is necessary to combine with existing things, connect a series of things with each other and reorganize. 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 the so-called: creativity is a new combination of old elements. Our company is invited to attend the school job fair. What should we prepare? (urgent)

The first stage:

The preparation stage, the work to be done is to determine the positions and the number of people to be recruited; Set up a recruitment team; Contact the recruitment school; Prepare relevant information.

1. Determine the positions and the number of people to be recruited: this is the premise of recruiting fresh graduates, that is, which positions to recruit 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: 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 earlier, if a recruiter who has just graduated for two or three years is in charge of the interview, 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 scored negative points for the enterprise. The main responsibilities of the recruitment team are to prepare pre-recruitment materials, formulate recruitment plans and policies, implement recruitment, interview and so on.

3. Contact the recruitment school: the recruitment team selects the corresponding colleges and universities according to the recruitment plan approved by the company, the graduates received by each school over the years, the student source of each school this year and the performance of the graduates of each school in the enterprise. Before the recruitment work is implemented, the recruitment team sends the recruitment plan to the graduate distribution office of each college and keeps in touch with the school.

4. Prepare relevant materials: including formulating recruitment policies (including overall recruitment implementation, recruitment discipline, recruitment funds, etc.), defining the division of labor within the group, preparing interview related forms, and preparing corporate publicity materials, etc.

the second stage: the recruitment implementation stage, the work to be done is to publish recruitment information; Collect and screen application materials; Testing and interview; Hire.

1. Publish recruitment information: Generally, there are three ways to publish recruitment information for recruiters to choose from:

Publish recruitment information on the company's website (including the websites of subsidiaries) and the campus website, introducing the needs of the company's fresh graduates this year, employment standards, recruitment procedures, human resources policies and application methods.

put up posters inside the 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 and promotion meeting shall be formulated by the company in advance, and the personnel who speak at the promotion meeting must be trained in advance.

2. Collecting and screening application materials: The preliminary examination and screening of candidates' materials is an important link in the recruitment work, which can quickly exclude those who are obviously unqualified from the job seeker information database and improve the recruitment efficiency. At the same time, you can also record and file all the job-hunting materials to provide material for the post-analysis work of the human resources department. The information provided by the fresh graduates themselves may contain false elements, and recruiters need to verify its authenticity through various channels, such as checking scores and rewards in their departments.

3. Test and interview:

The test should be accurate, effective, simple and cheap. The following test methods are suggested, which can be selected according to the specific situation:

Professional knowledge test. The recruitment team should prepare the test papers for each major before departure.

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

no leading group discussion. This is a group interview method for candidates. For many candidates, this method is most suitable. Each time, 5-7 people are selected as a group, and each group lasts for 21-31 minutes. By letting the candidates discuss the given questions equally and collectively, the comprehensive quality of each candidate is examined, 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, we should prepare the interview investigation elements, interview topics, grading standards and specific operation steps of each position, and train the interviewers uniformly to improve the fairness of the 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 their interview is to examine their basic qualities, that is, to examine their potential. For example, the first female student who greeted me was very flexible, while the last two male and female students were not flexible enough to realize that they had entered the interview stage from the first time they contacted the recruiter.

4. Employment: Those who pass the interview can be identified as the employment target, and an agreement can be signed according to the relevant regulations on the recruitment of fresh graduates. However, it is not all right after signing the agreement, but also need to do a good job of post-tracking, because excellent fresh graduates are likely to be taken by other enterprises, so it is necessary to dispel their idea of finding another enterprise through post-tracking.

Stage III: Receiving and tracking of fresh graduates

Receiving of fresh graduates: The human resources department needs to inform the 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 receive them warmly and arrange their accommodation. After all, they are still unfamiliar with society. At the same time, arrange induction training as soon as possible, so that they can understand the enterprise and its operation, so that they can integrate into society more quickly.

Follow-up stage: Human resources department should know the mentality of fresh graduates regularly, listen to their voices, and give timely help and guidance. Freshmen should not be treated like social recruiters. They need more time to get familiar with enterprises and their jobs, 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 transformation takes, the lower the training cost paid by the enterprise, and the faster the fresh graduates will create value for the enterprise.