Reasonable adjustment of wording and screening criteria in recruitment information can effectively reduce the probability of attracting game addicts while avoiding legal risks. The following are step-by-step specific recommendations, combining strategy analysis with practical examples： --- ###**1. Clarify the core requirements of the position and indirectly screen the target population** **Strategic logic**: By emphasizing the characteristics required for the position (such as self-discipline, time management, and anti-interference ability), tacitly screen out people who do not meet the characteristics of game addiction. **Adjust the direction**： 1. **Highlight work intensity and concentration** -Example： - "This position needs to handle multiple tasks efficiently, adapt to a fast-paced work environment, and maintain a high degree of concentration before the deadline. " - "Give priority to talents who are good at time management and can plan their priorities independently. " 2. **Emphasize responsibility and stability** -Example： - "Candidates are required to have a strong sense of responsibility and be able to stably cope with repetitive work processes. " - "It is necessary to remain calm in high-pressure scenarios to ensure the accuracy and continuity of the task. " --- ###**2. Implanting company culture and team values** **Strategic logic**: Attract candidates who pay attention to healthy work habits through cultural orientation, and indirectly persuade potential addicts. **Adjust the direction**： 1. **Advocate for a healthy work-life balance** -Example： - "We encourage employees to develop diverse interests (such as sports and creative activities) outside of work and support physical and mental health management. " - "The team organizes offline collaborative meetings regularly and attaches importance to the efficiency of face-to-face communication. " 2. **Weaken game-related descriptions** -Avoid using words that are easy to associate with games, such as "hot-blooded team" and "customs clearance awareness"; change to "efficient collaboration" and "result-oriented". --- ###**3. Optimize the screening process and increase the hidden evaluation link** **Strategic logic**: Through behavioral testing and situational simulation, observe the candidate's self-discipline and priority management ability. **Adjust the direction**： 1. **Interview question design** -Examples of behavioral interview methods： - "Please give an example of how you can deal with an emergency mission that disrupts the original plan. " -"How do you usually allocate time after get off work? Do you have a long-term habit of self-improvement? " 2. **Scenario simulation test** -Set up simulation scenarios where tasks need to be quickly switched (such as sudden demand insertion), and observe concentration and anti-interference performance. 3. **Assisted by evaluation tools** - Use a psychological scale to assess self-regulation ability (such as the “due diligence” dimension in the Big Five personalities). --- ###**4. Legal compliance and ethical boundaries** **Key principles**: Avoid direct discriminatory expressions and focus on job-related abilities. -**Expressions to be avoided**： - "Those who refuse to indulge in games" (suspected of discrimination) -"Entertainment is prohibited during working hours" (too strict) -**Compliance alternatives**： - "This position needs to respond to customer needs around the clock, and it is recommended to have the adaptability to flexibly adjust work and rest. " --- ###**5. Long-term strategy: Establish a healthy workplace ecology** **Supplementary measures**： 1. Provide time management training and set up dedicated office hours (such as ”no meeting hours"). 2. Regularly monitor the root causes of team efficiency problems through anonymous research, rather than single attribution of game addiction. --- ###**Sample recruitment information fragment** ```plaintext 【Job responsibilities】 -Efficiently handle multi-threaded tasks such as data analysis and customer communication, and adapt to a fast-paced collaborative environment； -A high degree of focus needs to be maintained before the deadline to ensure zero error in delivery quality. 【Job requirements】 -Good at self-planning working hours, with excellent anti-interference ability； -Agree with the concept of healthy balance, and can adjust work pressure through exercise, reading, etc.； -Have experience in dealing with sudden tasks and can quickly adjust priorities. 【Team culture】 -Attach importance to in-depth collaboration, and regularly hold offline brainstorming and industry salons； - Provide a flexible work system, but ensure that the core hours (9:00-17:00) respond to demand in a timely manner. ``` --- Through the above adjustments, the recruitment information can implicitly convey the requirements of self-discipline and concentration of the position within the legal scope, and at the same time, combined with the interview design, systematically reduce the probability of hiring high-risk groups.