When our job advertisements are sent out, they often attract a large number of resumes, whether electronic or handwritten, and we need to do a preliminary screening. This job is undoubtedly a manual job, and we often hear things like "I'm at a loss" and "I can't tell who is who after reading so much". Indeed, when a large number of resumes flood into our field of vision, what can we do to improve our work efficiency?

When we are faced with a large number of resumes to browse, we adopt a two-step approach to deal with them.

In the first screening, we eliminated those applicants who did not meet the minimum job requirements in terms of education, age and work experience, which we called rejection.

In the second screening, we compared the subtle differences between qualified candidates. Then list the most promising candidates. And indicate in these lists which are basic categories and which are key categories.

Therefore, our first step is to classify resumes through our preliminary screening: rejected, basic and important.

The second step is to check.

We think it's easy to choose the refusal category. For example, many organizations have very clear requirements for the entry of personnel, such as height, age, education and so on. , so that we can "pass" the refusal category without reading all the contents of the resume. So, how can we find out the basic and key categories among qualified candidates?

What should I read when I get my resume? In what order? What aspects should we pay attention to?

1. Overall appearance: Resume is the first time for the applicant to introduce himself. If he/she values this job, he/she should also pay attention to the writing of resume. So, is his/her resume neat enough? Writing norms? Really? Are there any grammatical mistakes? Is there a typo? A person whose resume is sloppy will not get things done well. If there is a typo, it means that he/she doesn't want to spend time proofreading. What we need is not employees who show careless and irresponsible personality characteristics.

2. Occupation structure: Is the consistency of the candidates' working time consistent?

3. Experience: Is the applicant's career course logical? Have you ever been a supervisor and entered the work unit just after graduation? What did he/she used to do? Completion/execution/management or participation/suggestion/familiarity?

4. Education and training: What are the educational standards? Have you obtained the professional certificate required for the post? Is there a correlation between his/her education and training and job requirements?

5. Participating organizations: Was his/her previous organization a professional organization?

6. Referee: Do you have a letter of recommendation attached to your resume? Is it subjective to provide details when filling out the work permit?