Maybe you can get the pleasure of interacting with students at the school recruitment seminar, but in the face of the subsequent influx of resumes, you can only fall into monotonous routine work. In order to highlight their own advantages, graduates will package their resumes as luxuriously as possible, and even submit multiple positions in order to increase interview opportunities. This can not only provide accurate reference for HR, but also interfere with judgment.
Generally speaking, HR should pay attention to these aspects in turn when screening resumes:
1、? Analyze the resume structure: the growth track, education background, internship experience and the authenticity of the resume of the applicant.
2、? Review the objective and subjective contents of resumes, with emphasis on objective contents.
3、? Preliminary judgment whether it meets the work requirements.
4、? Review the logic in your resume.
5、? Evaluate the overall impression of your resume.
However, for a large number of resumes and tight school recruitment arrangements, HR people often don't have enough time to browse each resume carefully, and often need to race against time to screen resumes, which inevitably leads to several difficulties.
Difficulty 1: How to find a specific target resume?
For example, if you want to find a few red beans in a pile of mung beans, it is better to just pick out the red beans than to remove the mung beans. The same is true for resume screening. It is usually more effective to catch key features to find them. However, in the process of resume screening, HR will not only pay attention to general information such as academic qualifications, graduation institutions and internship experience, but also have some other concerns.
For example, in school recruitment, many enterprises will give lectures on itinerant campuses in many cities across the country, or give online lectures in the form of live webcasts such as aerial lectures, and then receive resumes from students in different cities. After HR screens out the suitable candidates, it is necessary to carry out subsequent written tests and interview arrangements. At this time, which city the candidate can go to for an interview has become the most concerned information for HR.
However, whether it is the resume templates of major recruitment websites or the resumes produced by candidates themselves, the contents are quite different. It is difficult for HR to efficiently and uniformly query the concerned information in the resume, not to mention that there is no column of "cities that can participate in pen interviews" in the general resume template. This will cause HR to waste unnecessary precious time on manual confirmation.
HR inner OS: I have to arrange an interview before I find myself in big trouble. I can't send interview notices uniformly. I want to communicate one by one and ask, "Honey, where is it convenient for you to go for an interview?" Really can't afford to hurt!
solution
If the enterprise can customize some special fields for the resume template, and then query according to the focused information or customized fields, it can greatly improve the efficiency of HR resume screening and interview arrangement.
For example, the recruitment system in Yi Yun provides enterprises with this convenient "advanced query" function. In the operation of interview arrangement, enterprises can add "cities that can participate in interviews" to the resume template in advance through the campus online application platform provided by the freshman system. When students submit their resumes in official website, they should first improve the content in this field. After HR receives resumes, it can query according to the field of "city that can participate in the interview", quickly screen out all resumes that can participate in the interview in the same city, and then sort them out in batches, which greatly improves the efficiency of school recruitment.
On the contrary, the exclusion method can also be used to retrieve the conditions that must be excluded and filter out inappropriate resumes. And it is also very helpful for resume screening in the non-school recruitment stage. HR can find suitable talents more tenderly according to the portraits of candidates in mind. For example, enterprises in the financial industry can be used to examine whether candidates have work experience in a specific enterprise.
Difficulty 2: How to flexibly screen resumes?
With the development of the presentation, students will concentrate on submitting resumes. In order to catch up with the progress, HR people often need to screen resumes immediately, but at this time they may still be on a business trip and need to go to other places to give lectures, so the resume screening work has to be carried out halfway or in hotels. This will face a major difficulty: the network situation is difficult to guarantee. If you don't use a mobile network card, you need to use the hotel network. In addition, the number of resumes received by the school recruitment is very large, and there are many screening conditions to be considered. Combining these factors, it is not convenient to directly screen resumes in the recruitment system. Therefore, many HR think of the way is to export resumes from the system according to a certain format, and then carry out the follow-up process after screening.
This kind of resume screening can really avoid the influence of the network and have more time to work at will. However, another problem has arisen: it is easy to export resumes, but it is very difficult to import the filtered results, which means that these filtered resumes are not easy to find in the system, and the subsequent recruitment process will not be carried out through the system. Therefore, the recruitment system only plays the role of job posting and resume collection during the school recruitment period, and even the subsequent notification needs to be processed in batches with the help of other notification platforms. Moreover, if these resumes are not processed in the system in time, it will be more difficult to process more resumes entering the system in an orderly manner, which will not only seriously waste the functions of the system, but also increase a lot of inconvenience, making the already busy work worse during the school recruitment period.
HR inner OS: I just want to take the train to screen my resume, but I can't get it back, and the system can't help it. It takes longer than taking a bus. Is it easy for me?
solution
How can we simply feed back the exported resume screening results to the system? The key is to find the screened resume quickly. As long as each candidate's resume has a unique logo, no matter how the resume flows in the recruitment process, even after being filtered by the export system, it can still be found in batches in the system through its logo, and subsequent operations can naturally be carried out. The screened resumes can be successfully pushed to the next recruitment stage; Resumes that fail to pass the screening will not be confused with unfiltered resumes.
In fact, this function has been perfectly implemented in Dayi recruitment system, which helps HR to work in a more flexible and convenient way without worrying about the subsequent recruitment process.
Successful school recruitment can not be separated from the brand promotion of employers in front of the stage, but also needs to do a series of work behind the stage. More and more humanized recruitment system aims to help HR use limited energy in the most suitable place. Many times, it is not only the ability of HR, but also the tenacity of HR! What kind of difficulties have you encountered in the school recruitment? Leave me a message to chat!