The human resources department has a heavy workload in reviewing resumes. If you don't master the screening criteria and skills, it will affect the work efficiency and the quality of screening resumes. Applicants should not only be competent, but also have a good resume. It is impossible to be ignored by careless HR at any time. I simply divide the grades of screening resumes into five grades, which are listed as follows: Level 1: The requirements for screening according to the standard are as follows: Quickly scan resumes according to the company's job description, and confirm job hunting intentions (including expected monthly salary, target location, residence, target function, etc. ).

Basic information includes gender education, work experience, qualifications, skill requirements, English and computer skills. On your resume. Quickly confirm your resume according to job keywords. For example, companies need to recruit human resources supervisors, and when reading resumes, they will pay special attention to whether there is the word' human resources supervisor' in the resume. Generally, 3-5 keywords will be thought of in advance to confirm. Level 2: Good at finding faults. The requirements are as follows: resume typesetting and management: some resumes are messy and the introduction is illogical.

It can be preliminarily judged that this person's logic and carefulness are problematic. Resume blank period: Is there a blank period in different workplaces? Why do candidates go to this blank period? This requires special attention. Job-hopping frequency: Is the job-hopping frequency too high? It is more appropriate for employees to stay in the company for about 3 years before changing jobs. If he changes jobs once or even several times a year, it can be preliminarily judged that he is unstable. If job seekers change jobs every time, the nature of their jobs has changed greatly, and it can be preliminarily judged that job seekers' job hunting intentions are not clear.

If the job nature of each job-hopping person is gradually rising, it can be preliminarily judged that this person's career is on the rise and his self-motivation ability is strong; If each job seeker has basically the same level of work and has worked as an assistant for several years, it can be preliminarily judged that his level has not improved. Whether the position and job content are symmetrical: companies now like to beautify the position name. 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 preliminarily judge its real level, job content, number of subordinates and who to report to by comparing the job title, company size and work experience described in the resume.