As an HR, you often receive a lot of job resumes, qualified, unqualified, nonsense and so on. Fill your mailbox. Therefore, at this time, you should think about how to improve the efficiency of resume screening.

To improve the efficiency of selecting resumes, you need to master certain skills, mainly focusing on what content and order. As for the content of concern, it is actually the standard of qualified resume mentioned above. When screening, the key is which part of the resume these contents will be reflected in, so I won't go into details here. Next, pay attention to the order.

First, the basic situation of job seekers, such as age, gender, education, major, etc.

Most of these contents are also the first contact parts after opening the resume. If some hard indicators of recruitment do not meet, there is no need to spend energy to look down. For example, some positions have clear gender requirements. If the gender does not match, there is definitely no need to continue reading. However, some indicators may be required by the employing department, such as academic qualifications. Personal experience has proved that even if the academic qualifications are not completely in line, such as undergraduate, the job seeker is a junior college, but he still has to continue studying for a long time.

Second, salary requirements.

Some job seekers will indicate their current salary and future salary requirements. Of course, there are quite a few job seekers who don't. If the salary is clearly indicated, focus on two aspects. First, the continuity between the current salary and the salary required in the future is normal if it is consistent or the gap is not big, otherwise it is problematic; Second, the matching degree between salary and recruitment position also depends on the size of the gap. If there is a big gap, the' effectiveness' of this resume is questionable.

Third, the industry of the company that has served.

Some job seekers will briefly introduce the company they used to work for in their resumes, which is ideal. Even if not, it can be roughly inferred from the company name that the resume template provided by the recruitment website will require job seekers to fill in the industry type of the company. Of course, there are also some senior HR who can make a general judgment based on their own experience. In addition to the company name, it is the position it once held. At this time, you don't have to look at the specific work content for the time being. First, you should know his work experience from beginning to end. If it is generally consistent, we must continue to look at the detailed work content, otherwise it will be filtered out. Of course, some companies or certain positions do not pay special attention to the matching of industries, but it is generally not a bad thing to have similar industry experience.

Fourth, the past work content

This part includes four main points. First, the matching degree between his past work content and the recruitment position, sometimes relying solely on the job title may not truly reflect the work content; The second is the relationship between superiors and subordinates, that is, the number of direct superiors and direct subordinates. The third is the frequency of job hopping; The fourth is the continuity of career.

Fifth, education and training background.

In addition to paying attention to whether the academic qualifications are consistent with the recruitment positions, the key point is to judge their professional orientation and the matching degree with the recruitment positions through their training background.

Sixth, the overall impression of the resume.

There are many contents in this part, such as the logic of written expression, whether the key points are prominent, whether it gives people a sense of intimacy, and whether there are obvious low-level mistakes in the resume.

Seventh, the further screening of resumes.

Through the above steps, a few resumes that meet the requirements are screened out from a large number of resumes. At this time, if it is a relatively ordinary position, it can be handed over to the employing department for review or directly arranged for an interview. If it is an important position, it is necessary to further screen resumes. A more effective way to link this is to search for companies where job seekers have worked through personal relationships or the Internet. In addition to the company official website, if possible, you can also pay attention to the online comments about the company, so as to further judge the matching degree between job seekers' past experience and recruitment positions. For example, if you are a manufacturing enterprise, your current engineering and technical ability is very low. You want to recruit a more advanced engineer to help improve the engineering ability and standardization level. This requires that the company where the job seeker once worked has strong engineering skills and standardized management. If the company he once worked for is not strong or even good, the incumbent in this environment will not talk about ability and may not even have basic consciousness. Generally speaking, such a resume does not meet the requirements.

In addition to getting to know the company and job seekers through personal relationship or network, it is also a very effective way to have a short telephone communication before the formal notice of the interview.

Through the above links, we can not only help to screen out basically qualified resumes from a large number of job-seeking resumes, but also find suspicious points in resumes to guide further investigation during the interview.

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