The outstanding performance is that there is no detailed demand analysis of the target position before writing the resume, and there is not enough understanding of the professional knowledge, general ability and personality characteristics required by the target position, so the key content to be displayed in the resume is usually not clear enough.

Question 2: Experience has not been refined and processed, and the matching relationship with job requirements is not clear.

Resume content highlights what to write, such as scientific research experience, internship experience, social work experience, without refining and processing. Why do you want to write about these experiences, which experiences are the key points, which experiences can be omitted, and what are your highlights in the experiences to be written? Therefore, it is not clear how to match the core competence reflected in experience with the job requirements.

Question 3: Experience elaboration focuses on experience itself, not core competence.

The experience highlighted in my resume is too concise and documentary, and more reflects the content of the experience. The focus is on what the project is and what the job is, not what I am. Although the resume is mainly about experience, its purpose is not to introduce the experience itself, but to show the core competence of the resume writer.

Question 4: The description of the event results is not enough, and the ability level is not fully reflected.

The outstanding performance in the resume is that the ability is reflected more by showing what has been done than what has been done and to what extent. The lack of description of the experience results leads to the lack of ability to show the level of events.

Question 5: I didn't look at resume writing from the perspective of enterprise employment needs.

Outstanding performance in resume writing, graduates only pay attention to what they have, and pay attention to what they have from the perspective of evaluating whether they are a good student or not. However, the angle of enterprise selection is not to choose a good student, but to choose a suitable employee, a good colleague and a good collaborator. If the evaluation angle changes, the evaluation dimension will also change.