At present, it has become more and more common to find a job through the Internet. Job seekers can get a lot of recruitment information through the internet and submit resumes through the internet. There are two ways for banks to submit resumes online. One way is to send a prepared word electronic resume by email. This way of submitting resumes is relatively common, which is mainly suitable for irregular recruitment of some units or recruitment of small and medium-sized enterprises. The other is the online job search mode, that is, the recruitment unit designs an online job search page in advance, requiring job seekers to fill in their resumes online, select jobs and submit the results for screening. This kind of screening is suitable for the regular large-scale recruitment of large enterprises. The two online resume delivery methods have the same resume content, but the modes are different, so the screening methods are also different. Word resumes are selected in the same way as paper resumes, that is, HR selects qualified candidates to inform the written interview after reading resumes, but the online job selection process is unknown. So how is the online job application (hereinafter referred to as "online application") screened, and what are the reasons for the failure?

In fact, the resume screening of bank online application includes two parts: computer screening and manual screening. Computer screening, referred to as machine selection for short, is the most important part of online application resume screening, and it is also the key link to determine whether job seekers pass the screening. The manual screening here is only the review process of machine-selected screening results, which will have a certain impact on the screening results and even the final interview results. However, because the online application form is suitable for large-scale recruitment, the number of resumes is large, and labor is time-consuming and labor-intensive, so machine selection is the main reason for determining the screening results. Therefore, the fundamental reason for not passing the online application screening is that it has not passed the machine selection!

So, what is the reason for not passing the machine selection? To sum up, there are two main reasons:

First, the most "cheating" reason is that the basic information does not meet the requirements, or because of the wrong filling, the computer can not retrieve the matching keywords in the resume. Every enterprise has its own recruitment conditions, such as education, major, age and so on. When these basic information contents filled in the resume do not match the keywords to be retrieved in the computer program, the resume contents will be deemed as not meeting the requirements by default. Therefore, this requires job seekers to carefully read the recruitment announcements of job-seeking enterprises and fill in resumes to avoid some typos, inconsistent academic qualifications and conflicting identity information.

Second, the most common reason is that the comprehensive weight score of resume is too low, which is considered unqualified by computer. One of the most important tasks of robot selection is to "grade" the resumes of online candidates who meet the recruitment requirements. On the premise of meeting the recruitment requirements, job seekers have high or low academic qualifications, majors are related or irrelevant, and they have money or no money. Machine selection should screen out outstanding talents that meet the requirements of enterprises from the voluminous resumes. Therefore, if job seekers want their resumes to pass the screening smoothly, they must work hard on the contents of resumes and make them score high. The resume of online application usually has ten elements: basic information, educational experience, club experience, work internship experience, training experience, paper publication, professional skills, rewards, family background and open questions. Among the top ten factors, club experience and work practice experience have the greatest influence on the comprehensive weight score and have a greater chance of scoring. For example, in the content of work internship experience, if the internship unit is a well-known enterprise, the weight score is relatively high; The internship position is highly correlated with the job search position, and the weight score will increase accordingly; The heavier the responsibility, the better the weight score. Therefore, if you want to have an ideal result in the "grading" part of your resume, you not only need job seekers to carefully plan their experiences in college, but more importantly, reflect the highlights of their experiences in your resume during the writing process.

There is still a period of time before the autumn campus recruitment of 20 16 bank. Job seekers in various banks should count their experiences quickly, see if their resumes can get a good score, seriously think about what high scores their resumes still lack, and add them! Please see the next issue for more bank online application screening rules! !

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