Selecting, educating, hiring and retaining human resources workers is the first step. On the basis of enterprise organizational structure, post system and staged personnel planning, recruitment has become the primary task. Most recruitment starts with the selection of candidates' resumes, which can be regarded as the common sense work of human resources workers. The author of this paper mainly shares some personal experiences based on several years' recruitment experience, in addition to some common resume screening and analysis. First, judge the job stability of candidates through resume analysis. Generally speaking, we judge whether an applicant has good job stability, mainly by whether he has worked long enough for every job experience in history, or whether he has changed jobs frequently, such as changing jobs three times in five years, which shows that job stability is not good enough. This is a conventional judgment and correct, but there is still room for further excavation. 1, work stability is good, in addition to the length of each work experience, but also pay attention to the work category and content. For example, although this person only jumps once every two years or more, this time he is in sales, the next time he is in administration, and the third time he is doing something else ... In fact, this not only reflects the unclear career plan of this person, but also shows that this person's job stability is not good. Because he doesn't even know whether he has been doing this field, let alone how long he can be sure. 2. Some people did jump three or four times in five years, but each time they jumped for a long time, such as jumping for half a year in the first job, jumping for a year in the second job, jumping for two and a half years in the third job, and so on. Such people must not be eliminated directly because of poor job stability, but they can still be considered. Because in the early career, few people can make clear their future career direction and plan their career goals, so they cross the river by feeling the stones and gradually make it clear from the process. Every time they do it, at least it shows that the trend of this person's job stability is good. 3. What's more, the working hours before and after the two jobs are very long, that is, the working experience in the middle is very short. This situation also needs to be handled carefully, because there are many reasons for leaving the company, and sometimes it is because of the reasons of the company, such as the inadaptability of the corporate culture and the poor operating conditions of the company. Before joining the enterprise, employees still can't guarantee that they can understand the actual situation of the enterprise well. Second, judge the career development potential of candidates through resume analysis. This kind of analysis is not expected to be too high when the company screens candidates' resumes. I think it can still be done: 1, the development trend of positions and job responsibilities of candidates with various work experiences. Some people have a first job as a Commissioner, a second job as a supervisor and a third job as a department manager. The trend of their career experience is upward, which generally reflects their career development potential. Some people, on the contrary, the trend of professional experience has been declining, and the "mixed" year is not as good as one year. Such people must be carefully considered for use. Others have been stagnant, and it is estimated that the career development potential is relatively general, and the work can still be done, but don't expect too much from taking on higher-end job responsibilities in the future. 2. The scale of the enterprise that the applicant serves for each job. The logic of analysis is basically the same as above. Third, through resume analysis, judge the applicant's thinking and expression ability. Some people's resumes are very simple, and each piece of work experience and work content is only one or two sentences. This situation either shows that this person lacks the ability to summarize and express words, or that there is something wrong with his attitude and willingness to apply for a job. Some people have written a lot of resume words, but their ideas are unclear, which makes people feel very confused after reading them. These people are serious about job hunting, but they obviously lack systematic thinking. Some people's written expression is colloquial and there are many modal particles, which probably shows that this person's written expression ability is not good enough. If this position requires good copywriting skills, this person should not meet the requirements. Fourth, judge the salary expectation of the candidate through resume analysis. In an enterprise, the salary of employees actually reflects the value of employees, provided that the salary is reasonable. Therefore, the salary expectation of the candidate is actually a judgment of his personal value. There are two situations that deserve our attention. First, the salary expected by the applicant is much higher than the current salary, or even doubled. Here, we need to continue to analyze whether the current salary is low in the same position in the market, or whether it is a "lion's mouth". It just expresses its own good wishes, but it loses its objective judgment on personal value (except for post factors, such as it is not appropriate to apply for senior positions directly for too low positions). On the other hand, the candidate indicated in his resume that the current salary is relatively high, but the salary of the position he applied for has been greatly reduced. The biggest gap I have encountered is that the current salary of the applicant is 7000, and the salary expectation of the applicant is 2500. There are several possibilities, one is that there is no objective judgment on personal value at all, the other is that the current salary has "moisture", and the other is to find a job as soon as possible and lower your social status. The last one is more risky for enterprises, because it is not the true expectation of candidates for salary. If enterprises recruit people because they are "cheap", employees will gradually ask for a raise, or they will be passive because their wages are too low. Sometimes, we find that there are always some gaps between various work experiences in the resumes of some candidates. We know that there are probably several reasons for this situation: voluntary resignation, but no good home; Being dismissed or laid off by an enterprise; Deal with family/personal problems and resign; Personal entrepreneurship; Wait a minute. It can be understood occasionally, but it happens frequently and there is a problem.