What Are the Different Types of Recruitment Advertising?

Recruitment advertisements mainly refer to advertisements used to announce recruitment information, which should provide candidates with a source of more information. Recruitment advertisements are one of the important tools for corporate employee recruitment. The quality of the design directly affects the quality of the candidates and the competition of the company.

Job advertisement

The main contents of traditional job advertisements generally include:

(1) Basic information of the enterprise;

(2) Whether it has been approved by relevant parties;

(3) Basic conditions for recruiting personnel;

(4) the way of registration;

(5) Registration time and place;

(6) Certificates and materials required for registration;

(7) Other matters needing attention.

There are 10 basic requirements for a suitable job advertisement:
1. Share the company's development history with job seekers as much as possible, not just list job requirements.
2. The job description should include the day-to-day work experience of the existing employees, because it is boring to simply move out of the job duties.
3. The job advertisement should also point out what the career development space is for employees who are qualified for this position.
4. We should use more kind and creative sentences instead of nonsense such as "We urgently need some talent."
5. To stand for job seekers, give the most attractive aspects of this position. Of course, the benefits include corporate annuity, but no one will apply for this.
6. Published recruitment procedures should demonstrate special respect for job seekers' schedules and their professional skills.
7. It is necessary to provide an entry for further understanding of job information, such as the company's official website, so that job seekers can learn more and ask questions.
8. Salary must be reflected. Can a job seeker tolerate lengthy hiring procedures without knowing if the pay is within acceptable limits?
9. Job skill needs should pay attention to the creativity and potential of job seekers, and avoid using third-person sentences, such as "Eligible job seekers should have ..."
10. Finally, you should describe the corporate culture. Of course, it is not a sentence like "Working in our company is fun and you can feel vitality", but you should tell a story related to corporate culture.

1. Objective and accurate. Recruitment information is an objective reflection of the demand for human resources. It must faithfully reflect the basic situation of human resources needs of the enterprise, and reflect the status quo and development trends. Can't make promises that you can't keep to mislead your work. Make an honest list of promotion opportunities, challenges, responsibilities, etc., give people credibility, and establish a corporate image of treating people with sincerity. Those exaggerated and exaggerated advertisements with ulterior motives will become infamous once they are seen through, and will only get the bad results of drinking and quenching thirst.

2. Striking. Design talent recruitment ads to capture the attention of readers and encourage them to read. Attention is the first factor to enhance the effectiveness of advertising. Attention is a characteristic of the process of people's cognitive psychological activities, which is the direction and concentration of people's awareness of things. Job ads should not be clever or creative if they want to make people understand and understand and form memories. The text should be concise, clear and easy to read, and it should be avoided from being dazzling and dazzling, and unwilling to read carefully. The title should be scrutinized repeatedly, and prominent fonts should be used to stimulate readers' interest in reading the advertisement, attract attention and understand the content of the advertisement.

3. Detailed content.

4. Conditions are clear. The concrete and distinctive information of recruitment advertisements helps to enhance the confidence and determination of candidates. At present, China's recruitment advertisements rarely mention conditions such as work remuneration and benefits, and these conditions happen to be a core issue in recruitment advertisements. Many people are very concerned about salary, and most of our job advertisements are vague on this issue. The consequences are: on the one hand, many outstanding talents are unwilling to apply for employment without knowing how much compensation may be obtained; on the other hand, many candidates are reluctant to be hired once they understand the true rewards of the enterprise, while wasting the time, energy and money of the company and the applicant . Vagueness in advertising is not without its disadvantages.

1. Discrimination. The problem of discrimination in talent recruitment advertisements is still quite obvious. The first is gender discrimination. In many types of work, the gender of the applicant is indicated. In fact, most of the types of work can be male or female. The second is age discrimination. Many advertisements indicate the number of people under the age to apply. On the one hand, companies lose some talented but older talents. On the other hand, people of a certain age lose open competition opportunity. The third is discrimination against education. Many advertisements blindly pursue high education and cause high consumption of talents. He even wrote the words "exempt from talks and refusal for those below XX degree" to highlight the level of recruitment. The fourth is discrimination based on region and place of origin, such as not recruiting people from XX province in advertisements. We should pay attention to these issues when designing human resource advertisements, and we should regard "respect" as the basic criterion for human resource development and management.

2. On-site questions. Most job advertisements in China also state: "Do not visit." This is another issue worth exploring. The front page talk is an excellent opportunity to know the candidates. It should be handled by a special person. If you are worried about affecting the normal work of the relevant department, you can arrange a certain time to receive the candidates. A reception desk is arranged at the entrance; if you worry that someone will be entangled, it all depends on the level of reception staff. In fact, the on-site application of candidates is a great opportunity for companies and candidates to understand each other. As a result, companies can learn more about the candidates, promote the purpose of the company, establish the image of the company, carry out public relations without losing time, expand the company's popularity Why not choose qualified personnel?

3. Art composition problem. In the design of recruitment advertisements, the overall combination of six requirements, including focus, simplicity, charm, unity, balance, and skills, should be adopted to make it a complete, beautiful and prominent advertising work. Focus means that the theme of advertising recruitment is clear, so that it truly meets the goals of the company; concise means that the recruitment content is clean and clear, with less writing to state the job requirements and required qualifications to highlight the focus of the advertisement; charm means that the advertising Readers are attractive and trigger their feelings, which stimulates the stimulus for job application. Unity means that the four principles of talent recruitment advertisement design should be organically linked, and those that are not closely related to the theme of expression and related discriminatory content should be removed. The balance means that the elements of the advertisement must be correctly arranged in the layout to make people feel that the performance of the advertisement is perfect and coordinated. In the process of layout, there should be major and subordinate planning, careful planning, balance under uniformity, and constant revision of the title, The text, slogans, graphics, in order to obtain the requirements of the best advertising layout; skills refer to the design of the advertising sample should also have superb production skills, in order to accurately and perfectly achieve the design requirements. According to the requirements of talent recruitment advertisement design, the composition of art is arranged to make it an advertising work with strong artistic appeal.