The five questions in the resume are the easiest for HR to pay attention to. When submitting your resume, you can know which one of your resumes attracts HR's attention most. Frankly speaking, as an HR, I don't want to spend too much time reading the applicant's self-report when deleting and selecting my resume. Let's take a look at the five issues that most easily attract HR's attention in the resume.

The five questions in the resume are the easiest for HR to pay attention to. 1 first, salary. Generally speaking, when the salary level expected by the applicant is within the acceptable range of the employer, it is more conducive to the cooperation between the two parties. Otherwise, the recruiting unit will not consider candidates with high salary requirements. In order to complete the recruitment task, some HR lied that they could give the salary required by the candidate, but when the promise could not be fulfilled, there would be an embarrassing situation. Some candidates will work for a while, while others will resign. These things are not good for both sides, but they still happen from time to time. This is also a part of the low quality of HR, and it also reflects that some recruiting units want to retain talents, but they are not willing to spend some money.

Second, the photos on your resume. Photos give people the most direct and authentic impression, and photos are an important reference for the recruitment company to hire job seekers. First of all, the personality and mental state of the candidate can be roughly seen from the photos, which is helpful for HR to analyze the fit between the candidate and the corporate culture of the company. To some extent, this can avoid attracting employees who can't do their jobs well or don't work for a long time. The better the candidate, the more likely it is to happen.

Let's talk about the photo itself. Generally speaking, a standard bareheaded photo should be attached to the resume, and a few job seekers use mobile phones or videos to intercept their heads, which is not only unclear, but also rough. This can reflect two attitudes of job seekers, one is not serious and the other is irresponsible. Such a candidate's work attitude, ability and level are all questionable. Some senior candidates attach their photos taken in the workplace to their resumes, and the effect is better. HR will think that he is confident, calm and excellent. In fact, the importance of "appearance" is not handsome, but the quality, temperament and ability revealed in "appearance". After all, the purpose of the company is to recruit qualified employees. Those who are "flashy" are often rejected by their employers.

Third, major. Many jobs have strict professional requirements, especially those of science and engineering nature. Even some sales positions, because job seekers need to know about products, must also recruit people from medicine, chemistry, machinery and other related majors to sell pharmaceutical and chemical equipment products. But for administrators, comprehensive quality and ability are more important. Generally, it is required to have a serious and responsible attitude towards work, have affinity with people, be diligent and willing to work, and not shirk. This is especially true for secretaries and assistants. For human resources positions, the professional background and work experience of candidates are only one aspect, and their discipline, overall concept and "sophistication" in dealing with people and things are all factors that employers should consider.

Fourth, work experience. "Practice makes perfect", "Practice makes perfect" and "Remember the past and learn from the future" can all explain the value of working experience in the same industry or position. However, when there is an urgent need to recruit personnel and there is no very matching job seeker, the requirements for these aspects will be relaxed appropriately. For example, a job seeker's work experience or major can persist in a short position, or an excellent candidate can adapt to and be competent for a new job quickly, not to mention the previous work experience of the applicant can also play a certain auxiliary role in the new job.

5. age For some specific jobs, young candidates are generally required, because they are obedient and able to do things, and because they are young and lack work experience, the salary requirements will be lower. For job seekers with four or five years of work experience, low wages can't keep people. Of course, for important management positions, the age of candidates can often reflect their qualifications, and some positions need candidates of a certain age to match, so I won't go into details here.

After reading this, do you know how to fill out a resume and successfully pass the HR screening criteria? Of course, fill in the most important items perfectly. Only in this way can you get an interview.

The five questions in the resume are the easiest for HR to pay attention to. 2 resume of frequently asked questions.

Problem 1: lack of focus

An effective cover letter should focus on what the candidates can do, what their strengths are and what kind of position they want. Many candidates are very competitive, and they don't emphasize this when writing resumes. If a resume looks suitable for any unit and any position, it gives the impression that the applicant is not sure about his or her job goals. A human resources manager told me that if a job seeker is interested in two completely different positions at the same time, then he certainly can't do both jobs at the same time. Therefore, if you want to apply for multiple positions, you must prepare several different resumes.

Question 2: Lack of marketing strategy

Few job seekers regard job hunting as a marketing activity. People with marketing ideas will use various marketing methods to gain the trust of decision makers. Your cover letter is actually a marketing book designed to take you to the next interview. Think of your work experience as a sales tool, which means that when you write your resume, you should first consider the purchasing needs of readers. Every sentence in the cover letter should show that you can meet their needs: help them solve problems, save time and money, increase profits or improve customer relations.

Question 3: No realization statement.

It can be said that 90 out of every 100 resumes have no performance description. Past performance is the basis for employers to judge your future performance. Job performance can motivate employers to wait to call you in front of competitors. In order to achieve the maximum effect, performance must be quantified as money, percentage or quantity, and quantified performance is more reliable, specific and objective than vague performance description. Take time to think about your performance statement and increase the weight of salary negotiation.

Question 4: The resume format is improper.

Resume writing usually has three forms: time-based, functional and mixed.

Writing a resume in chronological order is the easiest thing. When you are applying for the same industry or job, or your recent work experience can best reflect your achievements, it is more appropriate to use a time-based resume. But a time-based resume can't show your plasticity well. If you want to change careers, you'd better go functional. Put your work experience at the beginning of your resume to show your adaptability and adaptability and leave a deep first impression on readers. However, if a functional resume is not properly designed, it will make people feel that you are deliberately hiding something. The solution to this problem is to use mixing, that is, to write time types and function types together. This is the most difficult to write, but it is also the best way to convey your brand information.