Resume screening is only the first step of enterprise recruitment. But at present, most HR (headhunters) waste 70% of their time on mechanical operations such as "posting positions" and "screening resumes".

In other words, solving the problem of "resume selection" can release 70% of HR's mechanical working time. A journey of a thousand miles begins with a single step. From this point of view, the choice of work network based on work shows the thoughtful consideration of market application value.

2, artificial intelligence to help "know people":

Multi-channel real-time monitoring of the latest resume; One-click interpretation of job requirements of other websites and generation of skill maps; Automatically recommend resumes, and the matching rate between resumes and positions is as high as 70%; Through the promotion of these three dimensions, the efficiency of resume screening can be improved by 7 times.

Extended data:

There is still a lot of room for improvement in artificial intelligence recruitment:

Employee recommendation, which often leads to the resignation of underrepresented groups, still accounts for most of the company's recruitment. It is found that recruiters and hiring managers also have their own prejudices about this process, and they usually choose names that sound good and educational background.

Artificial intelligence is very successful in improving the level of human work and has been accepted. Every big enterprise has its own advantages and disadvantages in recruitment, but the real threat is bad employment.