1.HR The workload of reading resumes is very heavy. If you don't master the screening criteria and skills, it will affect the work efficiency and the quality of screening resumes. 2. Applicants should not only have the ability, but also have a well-written resume, otherwise they may be ignored by careless HR at any time. I simply divide the levels of resume screening into five levels, which are listed PASS follows: The first level: according to the standard screening requirements, I quickly scan my resume according to the company's job description to confirm my job hunting intention (including expected monthly salary, target location, residence, target function, etc. ) and basic information (including gender, education, work experience, educational background, qualification certificate, skill requirements, English and computer level, etc. ) on your resume. Quickly confirm your resume according to the key words of the position. For example, if a company needs to recruit a human resources supervisor, then when looking at the resume, it will pay special attention to whether there is the word "human resources supervisor" on the resume. Generally, when reading a resume, you will think of 3-5 keywords in advance to confirm. The second level: the requirements for being good at finding faults are as follows: resume typesetting and carefulness: some resumes are in a mess, and there are still many typos when introducing the situation. It can be preliminarily judged that this person has problems with logic and carefulness. Resume blank period: Is there a blank period between different workplaces? What did the applicant do during this blank period? This requires special attention. Job-hopping frequency: Is the job-hopping frequency too high? The average employee stays in the company for about 3 years, and it is more appropriate to change jobs. If he changes jobs once or even several times a year, it can be preliminarily judged that this person is unstable. If the job nature of the candidate changes greatly every time he changes jobs, it can be preliminarily judged that this person's job hunting intention is not clear. Job-hopping: If the nature of the applicant's job is gradually rising every time, it can be preliminarily judged that this person's career is on the rise and he is more self-motivated. If the job level of the candidate is basically the same every time and he has worked as an assistant for several years, it can be preliminarily judged that his level has not been improved. Symmetry between position and job content: companies now like to beautify job names. For example, sales are called managers or engineers. The human resources director of a small company is completely different from that of a big company. HR can be compared with the job content, number of subordinates, report to whom, job name, company size and work experience described in the resume, and its true level can be preliminarily judged. For example, if you see a position with the name of HR manager on the resume, but he just graduated for two years, the company size is only 10, and he is responsible for administration, handyman, social security, attendance and other things, and his subordinates have only one front desk, then you can preliminarily judge his real ability, that is, the level of HR assistant at most. One resume is submitted to many positions in the company: some candidates randomly submit resumes, and one resume is submitted to all positions in the company. Generally, such candidates have no clear career orientation and don't know what they want to do. Whether the resume is written according to the company's job requirements: Some candidates who are particularly interested in the company indicate that their work intention is the company, and they will write their work experience and job description according to the company's job requirements, indicating that the candidates have a strong purpose and are very interested in the company. Some candidates made it clear that their intention to apply for a job is a teacher, and they also applied for HR positions, indicating that this person's intention to apply for a job is not clear. The third level: let the right resume go to the right position. The requirements are as follows: when reading resumes, they should be classified and managed. If they feel inappropriate, they can't be passed immediately; Some outstanding talents who are not in contact for the time being need to be put into the talent pool for reserve, and reply to the email saying that they will contact later if there are suitable positions; Although some resumes are not suitable for the position he applied for, you can consider changing to other positions; Although some resumes do not meet the requirements of all the existing positions in the company, if they are competitors' candidates, the company can invite them for an interview to understand the industry situation; HR can recommend some resumes that they don't need for the time being to friends' companies, so as to become good friends, which can be regarded as resource sharing. Level 4: Prepare for the interview when reading your resume. The requirements are as follows: (1) When you see the problems in the appropriate resume or the unclear introduction, you should mark them and confirm them with the applicant during the interview; By looking at the resume, you can roughly locate the overall ability level of the applicant. Before the interview, you need to list the interview questions in your mind. If you are a novice HR, you can write down the questions you asked in the interview on paper and confirm with your supervisor before the interview. I rarely see resumes that describe personal work performance with data. In order to check the authenticity of candidates' resumes, HR can ask candidates more data questions during the interview, such as how much their sales volume, how much their KPI has been set, and how much their performance goals have been achieved. Level 5: The requirements for sharing teaching skills are as follows: If HR is a novice and sees the business nature of some positions with vague resumes or unfamiliar positions, you can write them down and find colleagues or leaders to understand the situation instead of generalizing, so that your skills will be improved; If HR has experience, you can share your experience in the resume screening process with HR friends or subordinates at any time. While helping others improve, your summing-up ability and learning ability will certainly improve accordingly. Honey, please don't just sit in the right place. If you really want to screen resumes quickly and well, the above actions must be done well. In addition, there are two points that you may overlook. Here is a reminder: 1. If it is found that the proportion of unsuitable resumes received is high, HR should immediately do the following actions: 1) Understand whether the screening criteria for resumes are consistent with job qualifications; 2) Check whether the company's recruitment advertisements are consistent with the job qualifications; 3) Whether the recruitment advertisement is improperly misleading; 4) Randomly select several inappropriate resumes to find out whether it is because of your investment in the sea or because of the company's job advertisement. I should not only screen resumes, but also write resumes. Many HR screens resumes every day. When I really went out to look for a job, my resume was completely out of control. This is also quite embarrassing. HR is also out looking for a job. While reading other people's resumes, you can also learn the advantages of others, and the resumes you make in the future can be considered worthy of your career. How to improve the success rate of telephone invitation and telephone interview skills? The orderly development of recruitment needs the mutual support of all links. In telephone invitation and telephone interview, we should pay attention to the following aspects: 1 Don't fight unprepared before telephone communication. Before the telephone number is about to be broadcast, you should first be familiar with the job requirements of the position, such as age level, education level, professional category, work experience and so on. These are obvious job requirements, which can be basically screened out by browsing the resume of job seekers for a few seconds. Secondly, you should have a basic understanding of the company's business information, such as the company's main business, work nature, work development channels, salary and benefits, etc. You should know that the job seeker you are about to face is an independent individual, and any "wonderful" problems may appear, so you should know yourself better! Key points of telephone interview 1. Never answer the phone with a bad face. If your supervisor just criticized your work mistakes and you feel depressed, please give yourself 2 minutes to adjust. Don't answer the phone right away. I believe that few people can make pleasant sounds when they are depressed. Candidates can judge your expression by voice. Before calling, try to raise your mouth and encourage yourself: maybe this is one of the candidates we have been waiting for for for a long time. 3. Always show your professionalism. Candidates will judge the standardization of the company through your answers or analysis before arriving at the company. Therefore, we can't abuse each other, and we can't make existing comments that are detrimental to the company's image. 4. Telephone interview is to judge whether it is necessary to make an appointment with the company for detailed discussion through a preliminary understanding of the candidates. Therefore, telephone communication needs to judge the following points: ① Is the interviewer's resume a sea investment or a targeted delivery? If it is a key position, such as a technical backbone, such personnel of Haitou will have a more rigorous telephone interview. If it is directed delivery, it is necessary to check whether the basic information is true by telephone interview and see if you can describe the work experience and important projects that are basically consistent with your resume in the temporary telephone interview. (2) Your current job status is whether you have left your job or are on the job. Out of basic courtesy, if you are still on the job, you should ask whether it is convenient to answer the phone now and whether you need to reschedule the interview. If the voice on the other end of the phone is very noisy, ask politely if you need to arrange another call time. ③ Simply understand the reasons for leaving. This can pave the way for the following interview, simply record the reasons for the applicant's resignation, and don't ask too many questions. In the later period when he went to the company for an interview, he should pay attention to the real reason of the job seeker's resignation and whether he deliberately concealed the reason for his resignation. (4) come and not be indecent. Since you have checked and understood the basic information of job seekers on the phone, you should also politely describe the basic situation of the position you are applying for to the other party; For example, the subordinate departments of the position, their direct leaders, direct subordinates, basic working hours, basic job requirements, basic salary and treatment, etc. ⑤ Control time and avoid telephone porridge. The telephone interview is not as long as possible. Recruiters need to pay attention to the rhythm in communication and improve work efficiency, otherwise they may be led by job seekers in the end. So after communicating the necessary information, they will send out an interview invitation and agree on a specific interview time. Thirdly, it is difficult to judge and evaluate a person's ability very accurately only by relying on voice communication and taking inviting visitors as the fundamental purpose. During the interview, some small details of the candidate can't be seen on the mobile phone, so you must supplement them through the interview. People in different positions will behave differently in the interview process, so ask questions with targeted words and logic. For example, many salespeople don't care about career development, so you can't communicate career development with them at the beginning, but you can talk about the salary they care about most, which will be more attractive. Fourth, the common recruitment work in telephone invitation is especially like telephone sales. We will often face the situation that we are refused to hang up. What shall we do? There is no shortcut. Keep calling. If you want to complete the recruitment plan, you must stick to it! I promised on the phone that it would be okay. What if I don't come during the interview? Don't be discouraged. At this time, we need to call back to find out why he didn't visit, and then determine whether it is necessary to make another appointment. V. Telephone invitation H: Hello! Excuse me, is this Mr. XXX or Ms. W: Yes, who is this? H: Hello, this is the human resources department of XXX Company. My last name is X. Is it convenient for you now? W: Oh, go ahead (if it's inconvenient, just say "Sorry to bother you, I'll call you later") H: We received your resume on XX Talent Network (or email), which is for XX position. Do you remember? W: Oh, I remember. H: We have read your resume carefully. We think the content of the resume you sent me meets the requirements of our current position. I want to make an appointment with you to have a face-to-face communication with our company, and at the same time, you can learn more about our company. Do you think you have time in X tomorrow? W: Oh, yes. H: The address of our company is XXXX. You can take a bus to XXX station. The interview time is x, please attend on time. If there is anything else, please call this number to communicate with us. If I am not in my position, please inform my colleagues. My colleagues will convey your information to me in time. Is it convenient for you to write down the address of our company? W: It's not convenient for me to take notes here. Can you send it to my email? H: Oh, yes, Mr. or Ms. XXX. I will send the company address to your email address later. (Please check it, thank you) W: OK, thank you. Then can you tell me how to take the bus? H: You can take the bus to XXX (if you come in the direction of XX, take the underground tunnel across the road after getting off, and our company is downstairs in XXX). If you take the subway, you can take the X-ray to XXX, or walk to the underground tunnel of XXX. You can also check other more convenient modes online. W: OK, thanks. H: No, I hope you can arrive at the company on time tomorrow. See you tomorrow. Goodbye! How to write an interview invitation, and what are the precautions? First, the necessity of interview invitation: A few days ago, in a QQ group of HR, a colleague lamented: "Hey, it is really difficult to recruit people now. I called to confirm that eight people would come for an interview, but on the day of the interview, the job seeker stood me up, and only three people actually attended the interview. The scene is really embarrassing. " I believe many people who have done recruitment have encountered this problem. As for where the problem lies, it is necessary to analyze the specific problems. But in fact, the confrontation between the company and job seekers began as early as the first telephone invitation, so a seemingly simple interview invitation is actually an important part of recruitment. Doing an interview invitation well can not only establish a good employer brand, but also increase job seekers' awareness of the company and enhance job seekers' understanding of the company. Second, how to write the interview invitation information? 1, format: unified interview invitation notice format, which is the external business card of the enterprise, so the company LOGO, image logo and so on can be reflected in the invitation letter as much as possible. 2. Address: use honorific words, such as "Mr./Ms./Ms.", or address them according to the position of their recent employer, such as General Manager Ma, Engineer Ma, Director Ma and Manager Ma. Respect begins with address. 3. Thank you: You need to express your gratitude to the person who actively applies for the job, and indicate the way you obtained the information, so that it is easy to close the communication distance. For those who take the initiative to call, you need to report yourself first. 4. Job information: the interview position should be clearly stated, and the job requirements and welfare benefits of the position can be attached to increase the attractiveness. 5. Time and place: The time needs to be clear so as to make arrangements in advance. It is best to refine the location of the interview to the specific office space of the company, and attach a concise and illustrated driving route map, which is more conducive to the candidate's itinerary. If the company can reimburse the interviewer's travel expenses, remember to remind the interviewer to take care of the air tickets. 6. Interview process: the interview schedule and interview contents should be indicated. If the interview time is 1, the general manager will interview. 7. Materials to be carried: such as ID card, academic certificate, professional qualification certificate, resignation certificate and other documents. 8. Contact information: This is very important. Many people who come to interview can't find the relevant reception staff when they arrive at the company, so the specific reception contact person should be written here.