In order to improve the effectiveness of resume, we must first understand the recruitment process of the company, so as to design the resume content reasonably according to the problems and improve the recruitment interview opportunities. Most people think that job interview opportunities are obtained according to the following steps: according to the delivery of job interviewers->; HR initial screening-> recruiter approval-> enter the recruitment process. After understanding the recruitment process of the company, you will find that this understanding is not very good. The recruitment interview requirements of the company have been implemented by various departments. After each department has employment needs, it will collect resumes as follows: 1. The HR unit will give them; Second, insiders strongly recommend it; Third, enterprise website search; Fourth, headhunting companies strongly recommend it; Fifth, the recruitment platform search. This shows that the initiative of recruitment demand lies with the employer; There are several reasonable ways to bypass HR and send your resume to the employer immediately.

With the whole process of demand analysis, I believe you have also realized the qualities that the overall target candidates for enterprise recruitment must possess. Next, you need to combine your professional knowledge and advantages in the field of professional skills to conduct intensive training before the recruitment interview. For fresh graduates, the key to the company's recruitment interview lies in the comprehensive ability of grasping basic knowledge, communication and coordination, logical thinking and so on. The more you prepare in advance, the more scenarios you will simulate for the job interview, and the more advantages you will have in the real job interview communication. I have seen too many job interviewers unable to fully communicate because of anxiety and lack of interview skills, mainly showing their specific level.

In view of such things, high-quality recruiters will cooperate with each other as much as possible to recruit interviewers, adjust the atmosphere of recruitment interviews, and fully tap the potential literacy of recruitment interviewers. However, the pros and cons of the recruitment interview, the initiative is still on the applicant. Recruiters are not domestic nannies and have no responsibility to cooperate with you and create a natural environment for you to make full use of. HR's favorite resumes are those that just fit the "ruler" in their hands. Just like blind date, the person you are looking for is 180, graduated from junior college in 985 and has a house in a first-tier city. These three standards are equivalent to the "post competency model" and are the "rulers" in your hands. For each candidate, you should measure it with this ruler first.

If a candidate comes, it happens to be180,985 who graduated from university and has a house in a first-tier city, measure it with a ruler and meet the requirements, and you will naturally be happy! The most annoying thing is that twenty or thirty candidates came and measured them with a ruler, and found that none of them met these three criteria. Some people say that I really don't have some "job requirements". What should I do? Then "rely on it as much as possible", for example, people stipulate that "you have experience in the school student union", but you really don't, so what other student union activities do you want to participate in? What extracurricular activities have you participated in, and have you not? Write in detail if you have anything! If you really can't meet other people's rules, then your job interview pass rate will be very low. For example, people stipulate "985", but you are not "985", and the chances of success are extremely low! Because it didn't meet the "ruler" in HR's hand, it was brushed down at once.