First of all, resume writing should be accurate, and there should be no typos and language errors. Resume writing needs to be concise, be able to accurately express one's education and work experience, and describe one's advantages concisely. Some false or exaggerated content may not only make hr look down on it, but also put yourself in an embarrassing situation.
Secondly, the layout and format of resume also need attention. Modern hr may read thousands of resumes every day, so when reading resumes, you can "sneak past" those that look neat but have no bright spots. Job seekers should make their resumes moderately eye-catching, insert some keywords and icons appropriately, and pay attention to the format and typesetting. But be careful not to be too flashy and dazzling, otherwise it may cause hr's disgust.
Of course, job seekers should not demand too much quality of their resumes. If they encounter an unfriendly hr like this incident, there is no need to be too depressed and regard it as a common problem in the job market. After all, not all hr are so unprofessional, and there will always be honest, fair and responsible hr who can provide you with opportunities.
In addition to the quality of job seekers' resumes, this incident also raised questions about the limitations of hr professionalism and employment mechanism. Job seekers who encounter unfriendly hr even said that these hr explained "sometimes it's not that I'm not good enough, but that you're too rogue" with practical actions.
In fact, such hr behavior is not only a mistake in resume review, but also reflects some limitations in the employment mechanism. For example, some hr have a "batch" thinking mode. They may scan their resumes quickly and only decide whether to interview candidates, but they can't get a deep understanding of the actual situation of each candidate. In addition, many hr will turn a blind eye to some "irregular" resumes, thinking that these resumes do not meet the recruitment requirements of the company and throw them aside directly.
These difficulties and limitations exist not only in job hunting, but also in employment. Many companies often work hard on the so-called "image impression" when recruiting, but fail to really understand the actual ability and potential of each job seeker, and there are many mistakes in team equipment. Sometimes, some excellent candidates may be eliminated because they don't have a gorgeous resume or make a slight mistake in interview performance, but they may be talents with practical abilities that meet the needs of enterprises.