In order to reduce the attraction or screening of game addicts in the recruitment process, it can be achieved by adjusting the wording of the recruitment information, job requirements and screening criteria. The following are specific suggestions： --- ### **1. Clarify the core requirements of the position and weaken the expression of "gamification”** -**Avoid suggesting a "gamified” work environment**： Delete expressions such as “we work like playing games” and “work is full of challenges and a sense of breaking through” that may attract game addicts, and use more professional descriptions (for example: “Focus on goal management and efficient execution”). -**Emphasize realistic responsibility**： Highlight actual work results in the job description (such as “project delivery needs to be completed independently” and “focus on long-term customer relationship maintenance”), rather than gamified analogies such as “instant feedback” and “rapid upgrade”. --- ### **2. Adjust the description of ”overtime" or “high intensity”** -**Avoid misleading statements**： Game addicts may be attracted by “24/7 combat state”, “hot-blooded team”, etc., It is recommended to change to “need to adapt to phased overtime” or “pay attention to work-life balance.” -**Clear time management requirements**： Add expressions such as “need to have the ability to plan priorities” and “refuse inefficient overtime” to indirectly screen out candidates who lack self-control. --- ### **3. Increase behavioral and psychological screening criteria** -**Add soft standards to job requirements**： - "Need to have healthy pressure regulation ability” - "Give priority to candidates with regular work and rest habits” -”Need to prove the ability to stay focused in long-term projects" (can be verified by past work experience). -**Question design**： Add behavioral questions to the application form (for example: “Please describe how you manage your spare time” or “Have you continued to invest in a certain non-recreational interest in the past six months?"). ”). --- ### **4. Optimize the design of the interview session** -**Reduce the ”instant response" test**： Avoid using quick answers or limited-time tasks similar to game breakthroughs, and use case studies and in-depth discussions instead. -**Focus on long-term behavior patterns**： Ask about time management habits during the interview (such as “How are you usually arranged on weekdays?"). ”) or self-regulation methods (such as “How to deal with temptations outside of work?"). ”). --- ### **5. Hidden signal: Company culture and values** -**Emphasize realistic results and teamwork**： Highlight keywords such as “result-oriented” and “customer value” in recruitment information, rather than expressions such as “young vitality” and “subverting tradition” that may attract escapist tendencies. -**Show cases of health culture**： For example: “We provide an annual health management plan” and "Encourage employees to develop non-work-related skills (such as sports and art)”. --- ### **6. Other precautions** -**Avoid the risk of discrimination**： Do not directly mention “game addiction” or "rejection of game lovers”, but filter out candidates who meet professional characteristics through positive expressions. -**Data verification**： The behavioral characteristics of efficient employees in the existing team can be analyzed, and the recruitment language can be optimized in reverse (for example: do they pay more attention to “career growth” or "immediate motivation”? ). --- Through the above adjustments, the recruitment information will naturally attract candidates who pay more attention to long-term career development and have self-control, rather than game addicts who are addicted to short-term stimulation. The key is to convey the emphasis on “responsibility”, “sustainability” and “mature mentality” through language design.