Next, let's answer the first question in detail-why-HR doesn't accept your resume?
For job seekers, resume screening is a very important part of the recruitment process. If your resume fails, it means you have no chance at all.
Generally speaking, there are three main channels for recruitment companies to collect resumes. The first is the offline job fair; Second, the recruitment website; Third, direct mail. These three situations are described below.
Enterprises collect resumes through job fairs, mainly in the publicity link of campus recruitment. General enterprises can receive a large number of resumes, and it is impossible to take them all away, so recruiters may do some screening on the spot.
In addition to whether the school is well-known and the major is right, the interviewer may also look at the overall temperament of the job seeker, and then determine whether it is necessary to further review the resume through one or two simple questions. The common question is, why did you apply for this position? Have you had any relevant internship experience before?
In the process of job seekers' answers, interviewers will also scan their resumes quickly to find what they are interested in. For example, is the resume module reasonable? Is the personal information clear? Is your resume detailed and appropriate? Do experience and qualifications match the position? Is the content of the work digitally proved?
When the job seeker turned to leave, the interviewer had a preliminary idea about the "go or stay" of this resume. In addition to considering the matching degree between job requirements and job seekers' abilities, the interviewer's personal preference may have a great influence on the final result.
Therefore, job seekers must pay attention to the following three points when attending on-site job fairs:
First, pay attention to personal image temperament, giving people a good first impression.
Second, pay attention to the dialogue and expression with recruiters, which is logical and orderly.
Third, prepare a resume with beautiful layout (one page), prominent points, appropriate details and sufficient reasons (pictures and examples), which will be more attractive.
When a job seeker sends a resume by email, the format of the email is as important as the content of the resume. When the interviewer screens resumes for the first time, irregular email formats will basically be put into the "cold room", and recruiters will not even open such emails, so even if your resume is well written, there is no chance to appear in front of HR.
For example, the subject of some job seekers' emails is "application" and "my resume", which is not standardized. The standard writing should be in the form of "name+position+past shining experience", and fresh graduates can also use the form of "name+position+school+major+graduation time" to let HR know you in the shortest time.
For example, some job seekers attach attachments directly to their resumes, and the body of the email is blank, which is also irregular. The standard writing method should be to write a concise cover letter in an email, summarize the matching degree between the job seeker and the position in 3-5 sentences, and attract the interviewer to check your resume.
Taking recent graduates as an example, the following resumes will attract more interviewers:
First, the background of prestigious schools and counterpart institutions. Interviewers pay special attention to the institutions where job seekers graduated from undergraduate courses.
Second, the internship experience of related positions. Having relevant experience means that job seekers can directly start with job applications.
Third, the school's club experience, competition experience or entrepreneurial experience. This shows that job seekers may have exercised their communication skills, analytical skills and problem-solving skills in practice.
Fourth, special qualifications or certificates. Job seekers' experiences described in language in their resumes are often relatively watery, and the qualification certificates of some industries are more valuable, which can prove the practical ability of job seekers. Such as accounting qualification certificate, legal qualification certificate, etc.
Fifth, in the cover letter, explain your personal advantages in short language and prove that you are suitable for the position. In this way, the interviewer can make a preliminary judgment on the job seeker without looking at the resume content.
Generally speaking, the interviewer selects resumes through recruitment websites, mainly by machine screening and manual screening. HR can directly search for related keywords on the website, such as CET-6, 1 year or above working experience, business manager and Internet industry, and then get a large number of related resumes, and then manually screen them.
Therefore, job seekers can pay attention to the following three points when writing resumes:
First, set precise keywords so that resumes can be quickly screened by HR.
Second, from the title to the content, we should carefully prepare to attract HR to continue reading in a few seconds.
Third, resumes should be refreshed frequently, because recruitment websites will give priority to highly active resumes that are refreshed frequently.
For example, whether your resume can be searched by HR depends largely on whether the title is accurate. If it is not enough to just write "Zhang Moumou-applying for an administrative assistant" in the title of your resume, be sure to add your outstanding skills and highlights in the title. For example, "Zhang Moumou-applying for an administrative assistant-proficient in PPT production-having one year's working experience in a listed company" makes it easier for HR to see your resume when searching.