Skills of selecting resume

How to select the talents needed by enterprises from a large number of resumes is one of the basic skills of headhunters. Although we have never met, we can also "know people" from our resumes, especially from the superficial information on them. This paper analyzes the common information in job resumes and puts forward corresponding countermeasures:

1. Within a few minutes, send out two or more resumes in succession: cautious and not confident. If there is nothing special, it will not be considered.

2. Send the same resume continuously in recent days: Pay attention to this job and the company you are applying for, as long as the conditions meet the requirements of the position you are applying for, you can focus on it.

3. The specific name of the company is not written. For example, when working in a big company, personal privacy should be fully respected.

4. Write all the positions you applied for wrong, and send a letter to other companies: serious mistakes, "rushing to the hospital", and few career plans. It is unforgivable to deal with it, and you can delete your resume at will.

5, like to use forms: organized, some positions especially need such talents.

6. There are bullets, asterisks and other symbols in the resume to mark important contents: maybe some things should not be hidden, show the best to others, and maybe hide the shortcomings the deepest.

7. Commonly used figures indicate how many tens of thousands of losses are recovered: if the role of the team is not mentioned, be careful when recommending it to the employing department.

8, do not write the position, only write the department: dare not concretize, may be a villain, swollen face and fat man.

9. If the position is not specific, write "management" or "business" or list the vacant positions: avoid the important, dare not be specific, pay attention to the different work sequences of each enterprise, and be careful not to choose.

10, it can be clearly stated that writing credit information is the boss or boss of the company where he works: the performance of professional managers, who dare to face up to their own journey, can be valued for the time being.

1 1, no treatment: junior is still obedient and a little less confident.

12, the salary is not lower than the price: it is challenging, and such people can generally be paid.

13, the training content is miscellaneous: a typical panacea, perhaps because your career plan is not clear.

14. Since I started working, there has been no time interval between the units where I work: I don't have a second husband, at least I am riding a donkey to watch the horse, which is normal, but the reasons for quitting can be investigated.

15, in addition to writing your own height and weight, also write your own blood type and constellation: new and new human types, with unclear priorities, only suitable for some lower-level positions.

16, with a life motto: As long as it is not parrot-learned, persistence is right, but the team is becoming more and more important.

Resume analysis and screening points The resume of a job seeker should be screened from the following aspects:

First, check the objective content (combined with recruitment requirements)

It mainly includes personal information, education level, work experience and personal achievements. (Personal information includes name, gender, age, education, etc. ; Education level includes school experience and training experience; Work experience includes work unit, starting and ending time, work content, name of participating projects, etc. Personal achievements include various awards from schools and work units. )

1, personal information filtering

A. When selecting posts with strict requirements on hard indicators (gender, age, work experience and education), if one of them does not meet the post requirements, it will be quickly screened out;

B. When selecting positions that are not strict with rigid indicators, you can also refer to "people of different ages have different specific needs" in combination with the requirements of recruitment positions:

Before the age of 25, seek a good job; 26-30 years old, personal orientation and development; 3 1-35 years old, high-income job (salary, welfare, hidden income); 36-40 years old, seeking independent development opportunities and starting a business; 4 1 year, stable work.

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2. When looking at the school experience of job seekers, we should pay special attention to whether job seekers use some vague words, such as indicating the starting and ending time and category of university education; When looking at the training experience of job seekers, we should focus on professional training and various research trainings, mainly depending on whether the major (work major) meets the training content. (For reference, the main criteria for not doing resume screening)

3. Job seekers' work experience is the focus of watching and the viewpoint of evaluating job seekers' basic ability, which should be analyzed and screened from the following contents:

1) Working hours:

Mainly check the total working hours of job seekers, the frequency of job-hopping or job-hopping, the specific length of each job, the convergence of working hours, etc.

A, if job seekers frequently change jobs or posts during the total working hours, the specific time of each job will not be very long. At this time, it is necessary to analyze the stability of their positions according to the job requirements. If it can be judged that it is not suitable for the job requirements, it will be directly screened out.

B, check the convergence of job seekers' working hours (as a screening reference). If the job seeker works for a long time, he should make a record and remind the interviewer to pay more attention to the free time of the job seeker when arranging the interview.

2) Jobs:

It is not a reference for the key screening of resumes, but the most important thing is the work content.

3) Work content

A, mainly check the job seeker's major and degree of work. If the major is not right, you must check the length of his on-the-job time;

B, combined with the above working hours principle, investigate the depth and breadth of job seekers' professional work. If the short-term job of a job seeker involves deep content, it is necessary to consider whether there are any false elements in the resume. When arranging an interview, remind the interviewer to focus on it, especially the details.

C. Check the general background of the company where the job seeker once worked (especially the middle and high-level and special positions for reference).

4) According to the above contents, analyze whether the job seeker's work experience is true, whether there is false information (as a reference), and analyze the ratio of the job seeker's age to work experience. For example, a job seeker in his thirties used to be a lawyer and a doctor, but now he is a marketer. Is it possible to apply for a sales representative to sell building materials? Special attention should be paid to this situation. If it can be concluded that it is not in line with the actual situation, it will be directly screened out.

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4. Personal achievements:

Mainly check whether the personal achievements mentioned by job seekers are moderate and meet the job requirements (for reference only, not as the main criterion for resume screening).

Second, check the subjective content (including the evaluation of job seekers and descriptive content, such as self-evaluation, personal description, etc. )

Mainly check whether the self-evaluation or description of job seekers is appropriate and true, and find out the contradictions or inconsistencies between these descriptions and the description of work experience. If it can be judged that the subjective content described by the job seeker is untrue and there are many discrepancies, it can be directly filtered out at this time.

Initially judge whether the resume meets the job requirements.

1, to judge whether the professional qualifications and work experience of job seekers meet the job requirements. If it doesn't meet the requirements, just filter it out.

2. Analyze whether the orientation and development direction of job seekers are clear and consistent. (for reference)

3. Initially determine the suitability of the job seeker and the applied position. If it can be judged that the candidate is not suitable for the position, then this resume will be directly screened out.

Review the logic in your resume.

Mainly to review the job experience and personal achievements of job seekers, pay special attention to whether the description is coherent, logical, consistent in working hours, whether it reflects a person's level, whether there are contradictions, and find out related problems.

A, for example, when describing his work experience, a resume lists some famous companies and some senior positions, but he is applying for an ordinary position, which needs attention. If it can be concluded, the false elements in the resume can be directly filtered out.

B. If it can be judged that the resume of the job seeker is completely illogical, just filter it out.

Overall impression of resume

Mainly check whether the writing format of job seekers' resumes is standardized, neat and beautiful, and whether there are typos. What impression do you leave on yourself by reading your resume? (for reference)

Check the salary expectations of job seekers.

(If indicated, please check the approximate matching degree with the salary of the recruitment position for your reference).

Based on the above contents, it is finally determined whether the resume meets the job requirements.

If you can't judge whether you meet the job requirements according to the above, you can choose telephone screening; If you can judge that your resume is qualified, you can directly recommend it to the employing department. Read through your resume-how to get effective information through your resume. Generally speaking, resume is the first time for an enterprise to contact a candidate, and it is also the first time to screen a candidate.

How to get effective information from the resume, on the one hand, we should identify the false information in the resume, on the other hand, we should confirm the key content in the next interview to make the interview more targeted, which mainly depends on the interpretation of the applicant's resume.

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