It is not easy for senior headhunters in the workplace to choose a suitable person through their resumes, but some senior headhunters can screen out all kinds of talents from their resumes. Let's share how senior headhunters in the workplace choose candidates through resumes.
How senior headhunters in the workplace evaluate their resumes by choosing 1 headhunters can be roughly measured by the following nine dimensions:
Work experience. When is this person's working year? Three years, five years, eight years or more? What did he do in these years' work and what value did he create for the company?
Educational background. Although education is not everything, it is meaningful. Pay attention to high school, college and continuing education after graduation.
Family information. Where does this family come from and live? Whether he is married or not, this information will also affect a person's view and decision on things.
Company background. Previous service company background. Is the company you worked for a small company or a big company? Have you ever started a career? Different companies will cultivate this person's different temperament. His current years of service in the company. Will you change jobs after working for one month? Or are you going to jump ship for six months? There are still three years, five years. Different job-hopping time determines different stages of his career, so this is a good message.
Operating switching frequency. Job-hopping is not a good thing, but sometimes job-hopping is not so good. Some candidates said I was unlucky. The company I just joined went bankrupt. I was at a loss and had to change my job. I need all the information. The frequency of job-hopping in different industries is different.
Work failed. Can he handle mistakes? Is he naked? Does he not go out to work for half a year, one year or three years? Equally important, different mistakes may mean some changes in his life, or he has some choices. Then let's see if there are any faults.
I will say that everyone's temperament is different, so a resume can also show some temperament. I believe you and your friends will write different resumes. Some of them may be interesting. Some may be true and strict, some may be reasonable, and some may be unreasonable. Different resumes can also reflect the temperament of the people behind the resume.
Honor award. What kind of awards has he won, such as best employee, red flag. Others will describe the best performance of the annual party by recognizing others, including their own interests and trends, which is also a person's level.
Some resumes that HR department doesn't like very much:
1, super "simple": the general human resources department depends on the applicant's complete resume information and project experience, which is complete. Some candidates don't write complete resumes. Although some candidates work for well-known companies, they write company information and positions on their resumes. Other job responsibilities and project experience are not mentioned. Although your company is well-known, it is really undesirable and offensive.
2. Super "unprofessional": Either the terminology written is too special, or there is nothing valuable to waste. You should know that the resumes screened by enterprises are generally ordinary, and human resources are screened first and then recommended to departments appropriately. Usually, human resources are professional skills, especially technical posts, so it is impossible to understand human resources in depth. If your resume is not concise and focused, it is easy to be eliminated by human resources.
3. Frequent job-hopping: Any honest company doesn't like employees who frequently change jobs. In the case of basically finding the way forward, as long as it is not too bad and objective factors, at least when planning your career, your first job should be two years, not one year, and the time is a little longer. You also have some accumulation.
4. The work is too complicated: the work is too complicated, unprofessional and without depth. Now is an era of increasingly detailed division of labor. Enterprises often need more specialized talents. To some extent, there are in-depth research talents and teamwork to create a more professional team.
How do senior headhunters choose candidates through resumes in the workplace? 2 How to correctly grasp the "wind vane" of selecting and employing people?
First, tap the potential and talents. Horses can live, fields are not as good as cows, cars can carry them, and rivers are not as good as boats. Enterprises should not only have the spirit of "good horse", not only spare no effort to find talents, but also have the sense of responsibility of "microscopic observation of people". Managers should understand talents in their daily work, clearly understand talents, abilities, potentials and skills, and understand their own nature, personality characteristics and thinking concepts. Only by understanding the different characteristics of different employees and the different needs of different growth stages can enterprise managers realize the expectation of choosing jobs and adapting to local conditions. So as to achieve the integration of people and create good results.
The second is to cultivate reserve talents and build a high-quality talent team. As the saying goes, "a jade must be cut to make a tool" and "the blade is sharp and easy to use", the growth rate of employees is closely related to the fine-tuning of enterprises. For example, some talented members are pretentious and unruly. Managers of enterprises need to help him "fire" and help him maintain it for a long time, which has become a major task; Some employees are very innovative, but their own ideas are too heavy to do anything. Then managers need to help them unload their ideological burdens and give them the confidence to innovate. Only by cultivating talents, cultivating talents and motivating talents can enterprises ensure and cultivate talents.
Third, incorporate corporate culture into the development strategy. Corporate culture can provide cohesion and centripetal force. A good corporate culture has spiritual charm and can attract talents. With the continuous homogenization of products and services, human capital plays an increasingly important role. Without a good corporate culture environment and strong corporate culture construction, the development of enterprises is unimaginable. For an enterprise, without a good corporate culture, the enterprise can not operate well or its competitiveness is not strong; And a good culture cannot determine the success of an enterprise. Corporate culture can enhance the advantages of enterprises, but also reduce the impact of bad habits on enterprises. It can be said that a good corporate culture greatly enhances the ability of enterprises to resist risks and provides other benefits besides economic benefits-a happy spirit and a happy life. In addition, cultural incentives include creating an environment of fair competition, an efficient environment, more communication between senior managers and employees, establishing a good corporate image to make employees proud and enhancing their sense of participation.
Fourth, "emphasizing truth and effectiveness" has won the love of the masses. Man is a sentimental animal. After working in the enterprise for a long time, I will naturally feel nostalgic for the enterprise and my colleagues around me, which is of course based on a good atmosphere. Enterprise managers should not only design a reasonable salary system, but also have a long-term incentive mechanism. Generally speaking, the incentive system includes internal promotion system and option incentive system. Promotion system includes not only position promotion, but also non-leadership position promotion, that is, a generalized promotion system that can improve employees' status in enterprises or society.
Fifth, Yingkou gathers talents and promotes development support. At present, many enterprises are exhausted in recruiting people, but there is no progress in recruiting people, and even traditional rules cannot be followed. As time went on, people were distracted and their achievements were abandoned. Therefore, enterprise managers not only need to be good at inventing and hiring talents, but also need to be excellent. As the "logistics stewards" of enterprises, they need to create a good environment for progress and establish a good mechanism. They need to be Guan Yu, Liu Bei's brother, and sincerely discuss political issues. What's more, they need to be Xiao He's moon chasing Han Xin and boldly entrust the important task to talents. Only in this way can we have the ability to unite talents and promote the development of enterprises.