Tell you how HR screens job resumes. There are many invisible rules in the workplace. Only by learning healthy competition can we open up a road for ourselves. Only by staying lonely can we blossom. Hygiene in the workplace is also commendable. Learn to tell you how HR screens job resumes. You are the only one who can find a job!
Tell you how HR screens job resumes. 1 1. Writing standard: scribbling and altering more than three places generally means that the person is careless (if it is a resume filled out on the spot).
2. Matching of age, level and treatment: Middle managers are generally over 25 years old, and senior managers are generally over 30 years old. Middle managers over 40 years old should seriously consider their development potential. The salary level can refer to the local salary situation. If it is not within a reasonable range, it is necessary to confirm it carefully or conduct a background investigation if possible.
3. Completeness of filling in: If there are more than two unfilled places and there is no need for confidential content, it is considered that this person's attitude towards job hunting is more casual.
4. Continuity of work experience: If the work experience is flawed, it is generally that individuals start their own businesses, are healthy or can't find a job. We need to know the reason and direction in detail.
5. Job stability: after working in an enterprise for 2 years (average worker 1 year), it can be regarded as stable after 3-5 years, and it can be regarded as poor stability or unqualified working ability after changing to an enterprise 1 year or more (or less).
6. Company background: If you have a position or income level from a well-known company to an unknown company, your ability level may be problematic. If you are from a well-known company to a well-known company, if there is a big promotion, there may be moisture and you need to check it carefully. If you work in a small non-standardized enterprise for more than 5 years, this level and level will not be too high.
7. Industry experience: If several jobs are cross-industry job-hopping, then this person's career planning and self-positioning are ambiguous.
8. Education background: Needless to say, management positions require professional training experience and certificates.
9. Family background: the overall level of this person can be further confirmed by combining academic qualifications. The professional and academic level of a spouse is very important.
10, salary requirement: you can judge this person's job hunting intention. If the salary requirement is significantly higher than the range provided by the position, it shows that the job seeker has a certain speculative psychology. If the requirements are too low, it may be that job seekers lack confidence in themselves.
1 1. reason for leaving: I can judge this person's value orientation and development desire.
12. Job responsibilities: If there is a major deviation in service ability, it may be a false experience.
Tell you how HR screens job resumes. 2 (1) Base:
It is simply an exaggeration to send resumes to non-technical grass-roots positions. It's really unrealistic to look at them one by one. Usually, employees in the HR department browse casually and then interview. The situation at the grassroots level with skills is similar, that is, when interviewing, you may find the supervisor of the relevant department for professional understanding.
Recruiting graduated programmers doesn't really care how hard it is. In fact, we know very well that the school's things are far from enough in practical application. In addition to having some relevant knowledge, they are more concerned about their own personality and attitude, because after entering the company, they should study very actively.
(2) Middle layer:
Once I wanted to recruit a department manager, and I submitted a lot of resumes. At first, I was willing to watch them one by one, but when I saw 10, I couldn't stand it. It's not that I don't respect candidates, but browsing resumes is really a time-consuming and painful thing. Then it was handed over to the HR department.
But as far as I know, they can't watch them one by one. In this case, I believe that resumes that have not been browsed are not necessarily unsuitable people. And the resumes you have browsed are often unqualified. Therefore, even if you browse your resume, it doesn't mean that HR has read it carefully; Even if you are eliminated after careful investigation, it does not necessarily mean that this person is not good. It is not excluded that people in the HR department really understand the skills needed for the position.
In this case, if you want your resume to be found, the first person to convince is the HR department, and your resume must have the luck to be opened. All I can see is the resume screened by the HR department. I believe many talents have been eliminated. The problem is that the right person HR thinks is not equal to the boss's meaning, and the person HR didn't find, even if the boss likes it, has no chance.
Therefore, a good HR is very important to the company, but even a good HR can't know the suitable candidates and majors in all departments. I mean, HR can't know both sales and accounting, programming and planning, and the company can't allocate corresponding HR for all kinds of talents, so some jobs are work-study programs or interns to help. However, do they really know who is suitable and who is not?
(3) Top management:
There are only three channels for high-level talents to give us: introduction, job hopping and headhunting recommendation; Unless the above channels can't find people, they will be published online, which is also a last resort. It is very confidential and sensitive for large companies to find executives, and online resumes HR will read them carefully.
We don't ask high-level talents to interview, we will talk face to face and get to know each other. Basically we will treat them as guests, and even BMW will meet them at the airport.
If a company recruits senior managers and asks you to fill in your resume, hold a group meeting and get a diploma, I personally think it's better not to go.
As far as I know, HR sometimes inserts resumes of relatives and friends he knows. At this time, other talents can only stand aside, because in this job interview, only HR talents are the best, and the resumes of better people will be slightly deleted by HR.
As for how not to be deleted, I personally think it is partly luck and partly HR's personal preference. The latter is elusive, just like guessing what kind of movies HR likes to watch. Unless you know him well, who knows.
Nowadays, many people are taught how to write a resume. There are many kinds of things on the Internet, which may have a general effect. However, I heard that "Langzhi Talent Assessment System" has a personalized resume service. Of course, how to package it depends on how you position yourself.
For example, I know the boss of a company who said the same thing. He has "three principles" in employing people: he must be capable; If you have no ability, you must work hard; Even if you don't work hard, at least you should be beautiful. None, then go home and stand on your own two feet. It may be a joke, but it also reflects some reality.
On the other hand, how we choose people depends on whether you are suitable or not. In short, the road to job hunting is very long, and you need to persist, persist and persist!