Here are some ideas, but it is important to note that when adjusting recruitment information, you must pay attention to the following: ① Recruitment standards should be strictly based on the objective requirements of the position for work ability, professional skills and work attitude, and avoid excluding specific lifestyles or health conditions (such as game addiction) based on subjective judgments or vague standards; ② Any screening measures need to comply with relevant laws and regulations to ensure that they do not constitute unfair discrimination against groups that may have certain psychological or behavioral problems; ③ If a certain behavior (such as excessive addiction to games) poses an objective risk to work performance and safety, it can be indirectly screened by clarifying the job requirements and assessment standards, rather than directly targeting the label of "game addiction" in the recruitment information. On this basis, the following adjustment ideas can be considered: 1. Clarify job requirements and job responsibilities • Highlight the key soft and hard skills required for this position in the recruitment information, such as high concentration, time management, teamwork and responsibility. • For example, you can state: "This position requires the ability to maintain sustained focus in a high-pressure, fast-paced work environment, and excellent self-management and planning skills." 2. Emphasize work discipline and performance standards • By describing work goals, assessment methods and performance requirements (such as strict project deadlines, timely feedback mechanisms and results orientation), focus on work ability, responsibility and results, rather than the candidate's personal interests. • For example, you can write: "We are looking for candidates who can proactively plan their work schedules and complete tasks efficiently within the specified time." 3. Introduce scenario descriptions or actual case studies • In the recruitment advertisement or subsequent screening process, you can state that the interview or assessment will focus on how the candidate copes with distractions, regulates stress and maintains focus at work. • This will not directly exclude a certain group in the recruitment information, but also allow those candidates who may have attention challenges to fully understand the requirements for self-control and concentration for this position. 4. Describe corporate culture and work environment • Emphasizing a corporate culture dominated by performance, career growth and high efficiency can attract candidates who identify with this culture and can self-discipline. • For example: "Our company focuses on efficient and focused work styles, encourages employees to be self-disciplined and continue to learn, and is committed to building a positive and energetic work team." In short, the main idea is to make recruitment information more focused on the work habits and behavior patterns required for the position, rather than directly targeting personal interests or lifestyles. This can reduce the risk of applicants' work attitudes not meeting the requirements, and reduce the legal and ethical risks caused by focusing too much on personal habits. Reminder: Before specific operations, it is recommended to review the modified content with human resources legal personnel to ensure that the adjusted recruitment information meets the needs of the company, as well as laws and regulations and the principle of equal employment.