Facing thousands of resumes, how should HR choose resumes? Let me answer for you, I hope I can help you!

Screening resumes is a common thing in HR work, and there is no lack of relevant experience and skills on the Internet. Many people start to work in HR by screening resumes and arranging interviews, but I don't think anyone with two years' work experience is willing to admit that he can't screen resumes!

But in fact, the efficiency and achievements of the human resources department are not satisfactory, many of which are due to the failure to grasp the front end of the work. From the operational level, recruitment belongs to the front end of human resources work, and screening resumes is not only the first step of recruitment, but also directly affects the efficiency of recruitment.

Recommend an inappropriate resume to the employing department. If rejected, it will only delay the browsing time for a few seconds. But if you are selected, feedback, notice, arrange an interview, or even get a job, in the end, it will not only waste time.

When line managers look at resumes, they pay attention to candidates' majors and work items. As an HR, even if you can't judge the business matching, at least make sure there are no mistakes in other aspects. A clear-headed and sharp-eyed HR can not only see the authenticity of a resume, but also see the essence through the phenomenon (the superficial information on the resume)-the real situation behind the information.

Then the question comes: HR, do you really read your resume?

My friend's company has no independent HR department. Because of business expansion, I need to find a human resources manager and formally form a human resources work team. I entrusted the task of finding an object to me, so I took advantage of my position to help him find an object. In addition to entrusting insiders to introduce him, several well-known talent websites also posted information.

Over the past three days, hundreds of resumes have been received in the mailbox. I glanced at the resume titles, selected 50 titles that looked normal and reliable, and sent them to my two colleagues, asking them to choose 10 and send them to me.

Both colleagues have more than five years of experience in personnel work, and their work content has always been closely related to recruitment. They have received a lot of professional training, one of which is from a regular school. However, the answer they sent me back was a bit disappointing. At least, the resumes they chose seem to me to be problematic.

Two people sent back 10 resumes respectively, excluding five overlapping resumes, making a total of 15. I looked carefully bit by bit, and finally found that none of them were what I wanted. I have compiled the resumes of 15 people, and the questions are as follows:

First, there is a problem with job hunting intentions.

Some people used to basically serve the manufacturing industry, but they chose not only the manufacturing industry, but also the service industry and retail industry in their job hunting intentions, and the industry span was too large; Moreover, the position not only selects the personnel manager, but also selects the administrative manager, office director, general manager or special assistant to the chairman. -this is close, and some people even choose the positions of marketing manager and public relations director.

Although interlaced scanning may not be completely established, there are still many people who enjoy it after the bank, but we have to say that there are still great differences in some industries. The operation process of the factory is quite different from the general norms of the retail industry. If you choose four or five industries with clear boundaries at the same time, I have to doubt the confusion of your career orientation.

The personnel manager is not only very different from the office director, but also very different from the marketing manager. If you have had similar work experience before, it's easy to say. If not, your career planning is obviously problematic, or you have no plans for yourself at all. How can a person who has no clear career plan be qualified as a human resource manager?

Maybe you want to show that you have excellent ability, belong to all-round talents and want to try transformation, but I still advise you to calm down. Except those VIP talents who are hot and competitive, most people want to try new roles, which are basically achieved through job adjustment or job rotation within the organization. If they directly transfer from the last personnel manager to the next public relations director, the success rate is almost zero. If there is a boss who can directly help you achieve transformation, congratulations, he is as unreliable as you, and your dream of transformation will soon be shattered.

In the final analysis, the industry and job positioning are vague, and the goals are unclear. They are all unclear job hunting intentions, basically because of the following two reasons:

There is no clear career plan;

In a period of job burnout.

Inaccurate positioning, not knowing what you really want and what you can do-in essence, it is a manifestation of lack of introspection and planning awareness. As a human resource manager, it is impossible to do a good job without certain planning consciousness and ability.

Second, there is a problem with career pursuit.

When I met so many job seekers, what surprised me was not the newborn calves who applied for the positions of manager and director after working for one or two years, but the veterans who worked for seven, eight or even ten years, still chose to stick to the front-line posts, and they did not see that they had any plans to upgrade from soldiers to generals. Compared with this hatred of steel, it is even more incredible that some people choose from high to low: the original position is manager, and now they apply for a small supervisor or Commissioner, who has achieved the level of vice president, and now they apply for a personnel manager.

Do not rule out special circumstances, such as professional spies, or high-level small-scale companies, or want to decompress themselves and gain more private space by taking a position with less difficulty and less pay. In addition, there can only be one explanation: I feel insecure about my ability.

Third, there is something wrong with work experience.

Mainly manifested in the following three points:

1. worked in the same company for several years without promotion;

2. After working for more than ten or twenty years, I am still at the middle level;

3. Job-hopping is too frequent.

Under normal circumstances, if you have worked in a company for three consecutive years and performed well, you will get a little promotion. No matter how harsh the company is, the promotion exam is only five years, but if you have worked in a company for 67890 years, you have not been promoted. I have to doubt your character, emotional intelligence and business level.

Those who have worked for more than ten or twenty years but are just "wandering around" can be divided into two situations: one is that the development in the early years is ok, and then it stagnates; The other is always in the front line, and soon became a "middle reaches". The former is not desirable because he has lost the motivation to move forward, and the latter is not desirable because he stays in the low places for too long, and it is difficult to form the habit and mode of thinking from the high places.

Job hopping is the same as falling in love with a girl and getting married. Before you find the real prince, you will inevitably kiss a few frogs by mistake, so you can't kill yourself by jumping ship. From your personal point of view, unless you are one of the partners in the start-up period, you are heading for a big career. Otherwise, there is no reason to die in a company.

There is no question of loyalty. The relationship between employees and enterprises is employment rather than pledge. Those enterprises that refuse to pay for employees' salary increase and promotion under the banner of loyalty are tantamount to playing tricks on cows. The key is that different enterprises have different management models and cultural atmosphere, and the flow of personnel not only contributes to the growth of individuals, but also contributes to the fission of enterprises themselves. So, to sum up: job-hopping is legal.

However, everything must have a bottom line. I can totally accept a person who changes companies every two or three years on average, but if you have changed companies for more than ten years, I find it hard to believe that you will be practical and stable.

Fourth, there is something wrong with the job description

As a manager, it is at least a middle-level position. In the job description, we should not only list the daily work behaviors, but also pay attention to the results of the work. The job description is the same as the job description-do you think I am an amateur? Do you need to popularize the daily work of personnel managers for me?

What is even more frustrating is that the daily work listed by some people does not belong to the category of personnel managers at all. What is the job of publishing recruitment information, notifying interviews, evaluating statistics, overtime statistics, attendance summary and salary calculation? Excuse me, is this the job of the personnel manager? You are the only one in the personnel department of your company!

Dense, at first glance is full of slots.

Fifth, there is something wrong with cognition.

The personnel department is the department with the lowest technical content and the lowest threshold in the eyes of many people. I don't blame these people's prejudice, because the personnel work of many enterprises is really to receive resumes, make phone calls, make statements, and then run errands in the social security bureau, which basically does not require ability and quality. Literacy and computer skills are enough.

I still remember that when recruiting personnel assistants and personnel specialists, I received more than 1000 resumes in one day. Although the recruitment information clearly defines the qualifications such as academic qualifications, there are still many people from technical secondary schools, junior high schools and senior high schools who have submitted resumes, and quite a few of them come from front-line operators from all walks of life. Through this example, you can get a general understanding of the positioning of personnel work in people's eyes.

It must be stated that the above does not mean that I have academic qualifications or professional courses discrimination. In the traditional industrial era, the work content of the human resources department of an enterprise is mainly operational affairs. In fact, even in western developed countries, the discovery of the value of human resources is mostly limited to the theoretical research at this stage.

But this is an era of knowledge economy, and artificial intelligence will replace (in fact, partially replace) traditional operational affairs sooner or later. At present and in the future, the focus of human resources practitioners is to create the priority value of "human capital" for enterprises and make human resources an important or even core competitive advantage of enterprises. Such a role upgrade requires not only high quality and comprehensive ability, but also certain theoretical cognition.

Therefore, when I help my friend find a candidate for the post of personnel manager, I not only require him to have a college degree or above, but also to have certain professional and humanistic qualities.

Strangely, it is not that there are no resumes with this qualification, but that most resumes are a bit redundant. In fact, many resumes look tall at first glance, and there are many MBA/EMBA students from Fortune 500 and major business schools. But what puzzles me is a master's degree in human resource management from Renmin University of China (the first major in human resources in China). Why does the self-evaluation still say: serious and responsible, steady and down-to-earth, dedicated and loving their jobs?

A graduate student of human resources of the National People's Congress has a lot of practical work experience, so it is really unnecessary to put such things as college students, CET-4 certificates and driver's licenses in his resume. To tell you the truth, I value you very much, but I feel a little depressed when I see these. If you want to write, you must also have a certificate of CET-6 or above, or a national-level relevant qualification certificate, such as human resource manager and psychological counselor (at least level 2), or an internationally recognized certification like SPHR, otherwise it is better to keep it simple!

Many people directly write in the basic information that their education is a master's degree or an MBA, but when they pull into the column of specific education, they find problems. Some show that they study MBA immediately after graduating from junior college, and some start from vocational high school and go all the way to undergraduate. In fact, in reality, many people do take the self-study exam for undergraduates, but it is a bit difficult to take the secondary vocational exam for undergraduates. For those college graduates, it is even more nonsense to say that they have got an MBA. The starting point for most colleges to apply for MBA is limited to undergraduate courses. Many people actually just pay for a few classes and then become MBA/EMBA, let alone have a degree. I'm afraid I haven't even done systematic theoretical study.

To sum up: wise judgment, calm thinking and continuous efforts to improve their business level and cognition should be the self-requirement of every HR practitioner at present. However, the problem of many people lies not in their inability to think and analyze, but in their lack of a will to seek truth and facts. They are more willing to follow the rules and are used to drawing conclusions based on established experience. In this case, it is similar to a robot with low configuration. It will always follow the program as if it will never go wrong, but it will never automatically upgrade and will never bring substantial changes.

And what we are in and about to usher in is an era of subversion and innovation.

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