For many years, when the technical team was short of people, I read more than 1000 resumes a day, screened them and submitted them to the technical department, and then made an appointment for an interview. Looking at resumes-interviewing for technology-looking at resumes-interviewing for technology, going back and forth, these eyes see through too much ~

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The title asks about the resume of the front-end development engineer, so the obvious attribute that distinguishes it from other resumes is the project experience of the front-end development.

After reading so many resumes, to sum up, there are two categories that I quickly passed because of my project experience:

Like this:

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It's really simple ~ but who knows what you did, what you made it with, what the result was, and how you did it. I can't get it out at all!

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Most of the resumes I read every day are like this. They just described the process and didn't see the concrete results, which puzzled HR.

There is another kind, which is relatively rare. In my opinion, it is like this:

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My old blood almost sprayed on the screen! In his resume, he described in detail what he started to do and then what he did. The whole article is full of technical terms and technical terms, just like the Yellow River flooding. Except for one sentence I don't understand (oh, no, I understand the first sentence), it's really hard for me to find what I want from such a small composition of more than 200 words! Very distressed!

Such a resume, I moved to the wastebasket with one click! (stomp ~)

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Therefore, as an HR who has been in the workplace for eight years, I want to say a heartfelt word to my little brothers and sisters who are developing in the front end:

Okay？ Look me in the eye and promise me that you will take out your notebook and write it down, okay?

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Next, let's talk about it first. HR doesn't understand front-end development, how to screen resumes?

First of all, when HR receives the demand from the employing department, it sometimes receives some hard conditions. For example, 2 1 1, graduated in 985, graduate degree, etc. So the first step of HR is to screen hard conditions.

Then the employing department may also talk to HR about some key skills of this position. For example, if you want to use React.js skillfully, then HR should search for the word React.js in your resume. If there is, keep reading. If you don't do it, you will pass.

The first two steps are faster and can screen out most job seekers. After reading these, HR began to examine the general quality of job seekers. For example, how about working ability? Logical thinking, okay? What is the professional quality? These are generally reflected in work experience and self-evaluation.

Know yourself and know yourself, and you will win every battle. Knowing this, we can take countermeasures one by one.

These hard conditions are generally about at least what education and at least how many years of work experience. Some children's shoes may find these hard conditions unreasonable. After all, there are many promising young people, although they have low academic qualifications and little work experience, but their work ability is quite strong. Although I quite agree, some first-line manufacturers have received too many resumes. If we put aside the hard conditions and look at all resumes together, the input-output ratio is too unreasonable.

So if you have any hard conditions worth mentioning, please say so, because if you can't guarantee any conditions, HR will shine at the moment.

And if not, we should seek truth from facts and not cheat. And don't be pessimistic. Every company has different conditions and standards, and not all enterprises have rigid requirements.

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The employing department will tell HR what key skills people in this position need. Then HR will search for the words of these key skills in the resume for quick screening, so be sure to write down all the skills you know clearly.

An early development engineer always knows a lot of professional skills and software. If you simply list them, they will be long and illogical, and their credibility will be greatly reduced. So we usually integrate the skills we have learned into project experience and personal evaluation, and then talk about them in detail in these two contents.

This content is my main spit at the beginning. The core is to advise you not to write too detailed or too simple.

Although HR doesn't understand front-end development, since it is necessary to recruit, everyone knows what front-end development engineers do and knows a few technical terms. So don't be too deliberate to cater to whether HR can understand it, it's too popular, but it can't just be too detailed and lengthy!

The best way is to use the star rule to write, and here I will also introduce you to the star rule.

Star rule is the abbreviation of situational task action result, which specifically means:

Situation: What is your work background?

Task: What am I responsible for?

Action: What did I do?

Result: What was the result?

The actual situation, if it is a work background with tight time and heavy tasks, must be written well. For example, in Zhuge Liang's "Model", "The first emperor did not start a business halfway, and the middle road collapsed. Today's three points make Yizhou tired, which is really dangerous. " You see, this work background is very strong, and giving Mr. Wolong 100 points is not afraid of his pride.

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And if not, don't pave the way for a long time, you can leave it out. Otherwise, it is not a bright spot but a burden, wasting paper and ink.

Task is relatively simple to write, that is, write your tasks and goals clearly in one sentence.

And this action, the skill mentioned before to integrate into the project experience, is written here. What skills you used and what you did in the process of completing the task can be listed one by one. In addition, if you have "independent development" and "leading completion" projects, you must put these two keywords out, and you will become a beacon in the eyes of HR.

The final result, in this result-oriented environment, must also be the key content. Quantify the results of energy and try to explain what cannot be quantified.

This is a complete project experience, you can refer to the following examples:

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Of course, a mature front-end development must have done many projects in his career. At this time, if every item is listed, it will be a bit of a running account. Just write the top 1-3 of his performance appraisal index, or 1-3 with the highest score. I have read a resume, which has more than a dozen pages. Large and small projects have been listed, and many of them are similar projects. There is no need for me to decisively pass them.

If you are still afraid of uncertainty, you can ask some friends who are HR and listen to their opinions, saving time, effort and worry.

And if you have short working experience, it is recommended to show it with project experience. As a technician of an internet company, it is normal for everyone to leave after completing the project, so you don't have to care too much.

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In my work experience, in addition to writing down the time, position and work content, I emphasize the company introduction.

Nowadays, when people write about their work experience, they will write a paragraph introducing their original company. This is good and convenient for HR to directly judge the matching degree of business types. But! Some people wrote the following:

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This is a complete paste of the company's recruitment notice, ok! Would you mind a little! This is equivalent to writing an article on personals. When introducing my past emotional experience, I attach my ex-girlfriend's self-introduction, saying that she is rich and beautiful, gentle and considerate, dignified and generous, virtuous in playing chess, calligraphy and painting, and loves you until the seas run dry and the rocks crumble. What do you want your next family to think? Since the ex-girlfriend is so nice, what are you going to do? Since your old company was so good, why did you quit?

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About the information of the last company, just a few words, which country, geographical distribution, establishment time, products and services, customer type. Do not write about welfare and corporate culture.

Technical posts should also pay attention to self-evaluation, and if some students evaluate themselves like this, you can assure me that Baidu will no longer evaluate itself casually! ! !

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Believe me, HR will turn over the next resume without blinking an eye when seeing such self-evaluation. Leave our poor HR alone. We're looking for a job, not a blind date.

A perfect self-introduction should basically be made clear in four dimensions: professional background, technical ability, coordination and cooperation, and personality hobby. Try to express each dimension with 1 sentence, otherwise it will become a 300-word essay.

In this part, I will focus on technical ability. As mentioned earlier, HR will search for key skills. Besides project experience, it can also be written here.

But here you don't have to do software to write skillfully and have no credibility. Just as the standard of most resumes is proficient in office operations, Excel does not automatically summarize the results. I suffered this loss when I was young HR. I invited a man who knows everything for an interview. As a result, the boss of the technical department found that the other party was not proficient in anything and asked him why he wrote so. The man only replied that the teacher taught him to write like this.

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So more and more HR students are very smart, and we only pay attention to the final result, not your description. For example, if you say your piano is good, I don't feel it. If you say your piano is 10, I will think your piano is good.

Well, that's all I can say.

Zhihu answered first, and now there are 262 likes and 585 collections.

How can I put it? I hope all the friends I like after reading can find high-paying and satisfactory jobs!