招聘廣告如何出彩？
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????強(qiáng)調(diào)職位的影響力。許多招聘廣告會(huì)包含一些模糊的職位描述，例如“領(lǐng)導(dǎo)業(yè)務(wù)部門(mén)，推動(dòng)改革，實(shí)現(xiàn)績(jī)效目標(biāo)?！边@種描述表達(dá)了什么內(nèi)容？布朗表示：“這樣的描述沒(méi)有任何意義。盡量針對(duì)具體職務(wù)詳細(xì)說(shuō)明這個(gè)職務(wù)為什么重要，求職者入職后需要做什么，能夠?qū)W到什么等?！盠inkedIn對(duì)被動(dòng)求職者的調(diào)查顯示，如果新工作讓候選人有機(jī)會(huì)做出顯著的成績(jī)，已有工作的候選人跳槽的可能性最大。如果你的職位空缺也是這種情況，一定要說(shuō)清楚。 ????簡(jiǎn)潔明了。LinkedIn的人才研究顯示，你相中的候選人有30%的可能性在移動(dòng)設(shè)備上閱讀職位說(shuō)明，而移動(dòng)設(shè)備的小屏幕意味著每一個(gè)詞都很重要。你可以考慮在文本當(dāng)中嵌入一則視頻，來(lái)展示團(tuán)隊(duì)的工作，或你對(duì)團(tuán)隊(duì)、公司和工作的描述。 ????在某種程度上，沒(méi)有之前的職務(wù)說(shuō)明可供參考反而是一種優(yōu)勢(shì)，因?yàn)檫@意味著你必須從零開(kāi)始。布朗認(rèn)為，對(duì)于大多數(shù)招聘經(jīng)理而言，要放棄傳統(tǒng)上枯燥無(wú)味的職位說(shuō)明，“需要轉(zhuǎn)變思維方式”?！暗跁r(shí)下人才供不應(yīng)求的就業(yè)市場(chǎng)中，為了讓公司脫穎而出所付出的任何努力，都是值得的。”（財(cái)富中文網(wǎng)） ????譯者：劉進(jìn)龍/汪皓 |
????Emphasize the impact of the job.Lots of job ads contain vague descriptions like “Lead the business and drive change to meet performance goals.” Say what? “Those phrases don’t mean anything to anyone,” notes Browne. “Try spelling out specifically why the role matters, what they’ll be doing, and what they’ll learn.” LinkedIn’s survey of passive job candidates showed that people who already have jobs are most likely to move if a new job offers a candidate the chance to make their own distinctive mark. If that’s the case with the job openings you’re trying to fill, make it clear. ????Be concise.The LinkedIn talent study showed there’s a 30% chance your ideal candidate will read your job description on a mobile device, where the smaller screen means each word has to count. You could also consider adding another dimension to the text by embedding a video that shows, say, some of your team’s work, or features you talking about the team, the company, and the job. ????In a way, the fact that there aren’t any old job descriptions around for you to use is an advantage, because it means you get to start fresh. For most hiring managers, “it takes a shift in mindset” to get away from the same old snooze-inducing job descriptions, says Browne. “But, in the current tight market for talent, it’s worth the effort to differentiate your company from the crowd.” |
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