This is mainly reflected in the job seeker's industry, position, performance, education, training background and so on. For example, recruiting a sales engineer, your company is engaged in the sales of large-scale engineering equipment, and its customers are mainly builders and engineers. This kind of sales belongs to project sales. Even if the job seeker does not need to have sales experience of similar products, at least the job seeker needs to have experience in project-based sales and dealing with large group customers. If the job seeker has been selling fast-moving consumer goods or through channels in the past, such a resume obviously does not meet the job requirements.

Another example is that you want to recruit an R&D engineer. Your company is engaged in R&D of a certain kind of software, which generally requires the applicant's previous R&D platform and programming language to be the same as your company. Perhaps, some HR will say, how can HR know these too professional things? This is also one of the fundamental reasons why I have always advocated that HR must understand the business. If you don't understand the nature of the company's business, it is difficult to do a good job in HR, which has been reflected in the process of selecting resumes. Of course, if you just entered the company and have no technical background, you can ask the R&D department to give you some technical keywords, which can be done in the short term, but in the long run, if you want to work in HR in such a highly professional enterprise, you must have a deep understanding of the business nature of the company.