To reduce the number of people who are addicted to gaming, you can make the following adjustments in your job postings: 1. **Clear job requirements**: Clearly list the professional skills and experience required in the job description, and emphasize professional backgrounds and abilities that are not related to gaming. For example, emphasize soft skills such as teamwork, project management, or communication skills. 2. **Highlight value match**: Emphasize the company's core values and culture, especially those related to work-life balance, career development, and social responsibility, to attract talents who focus on career development rather than gaming leisure. 3. **Strict screening questions**: Add screening questions for gaming addiction in application forms or interviews. For example, you can ask candidates how they arrange their free time and what hobbies they focus on. 4. **Set preference conditions**: Clearly state in the job requirements that you do not want to recruit people who like to play games in their free time, such as "Applicants are encouraged to have diverse hobbies, not limited to video games." 5. **Describe the nature of the job**: Emphasize the nature of the job, responsibilities, and goals of the position to ensure that potential candidates understand the energy and energy management required for the position. 6. **Psychological assessment tools**: Consider introducing psychological assessment tools into the recruitment process to help assess the interests and personality traits of candidates and identify potential gaming addiction tendencies. 7. **Diversify recruitment channels**: Recruit through multiple channels to attract talents with different backgrounds and interests, such as social media, professional forums, or industry seminars to expand the candidate pool. With these adjustments, you can more effectively screen out candidates who are more in line with the job requirements and are not prone to gaming addiction.