As an HR with a high daily recruitment task, Erjie once screened nearly 1 0,000 resumes on the recruitment website every day. This time, I will mainly share with you how HR selected the resume he wanted from 1000 resumes.

Recruiting HR resumes basically only pays attention to three points: matching degree! Matching degree! Matching degree!

1. First of all, hardware requirements: education, working years, gender (non-discrimination means just an example), salary range and so on.

Each post has corresponding hardware requirements when it is released, such as college degree or above and more than five years. When you submit your resume, the unqualified resume will be erased in 0.005438+0 seconds;

2. So, do you have any experience in the same position?

The experience of peers in the same position means that it is possible to meet at least 60% of the matching degree. Therefore, I suggest that when writing a resume, I should try to write only the work experience related to the delivery position, and basically remove the irrelevant experience.

3. Work performance shows that

This is a plus item when screening resumes. Generally, for example, if you are a sales position, your performance may be a monthly performance ranking, exceeding the task requirements by 30%, and so on.

Generally speaking, the working time of an HR is 8 hours a day. Except for interviews and other chores, the remaining time for centralized resume screening may be 1-2 hours. Then when screening 1000 resumes, it only takes 5 seconds for each resume to determine whether it needs to be opened. If it is suitable at first sight, it will take 1 minute to open it to determine whether it meets the agreement.