A. Reflect the strength of the company through numbers

For example: the annual output value reaches XX million yuan; the company has won the XX title for X consecutive years; the company has served XX million customers;

market share X%... The company plans to have a total output value of XX million in 20XX; develop XX branches in the next 2 years, etc.

B. Pictures tell the truth

No matter how good the description is in words, it is not as intuitive as a picture. Many recruitment channels allow you to upload pictures, but many HRs do not take advantage of this.

HR can upload several photos of the company’s beautiful office environment, or photos of events, team building, and dinner parties to reflect the company’s atmosphere and enhance its attractiveness.

C. Don't make a long story, focus on the key points

Just briefly describe the company's major events, so that job seekers can understand the company's development history and key stages. Extended information

1. The job description is concise and clear, highlighting the core content

Job description ≠ job description. If there are too many words, few job seekers will have the patience to read it word for word. . Complete and detailed job responsibilities can be announced after employment. The job description only needs to highlight the job scope, responsibilities, and authorities.

It should be noted that you must communicate clearly with the employing department before writing! Without communication, what you write is not only unprofessional, but may also let the right candidates slip away.

2. Job posting skills

Many HR students are too conservative when posting positions: the company only recruits 1 position and the staffing requirement is 1 person. Truthfully.

In this case, several more similar positions can actually be posted, and the number of personnel required can also be increased appropriately. For example, if a company needs to recruit business personnel, we can post positions such as business elites, marketing directors, development specialists, sales directors, account managers, etc. The number of people required for each position can be set at around 5-10 people.