With the resumption of work years later, the major recruitment websites on the market are full of various couriers. The labor market is in a state of oversupply. As a job seeker, how should we keep an HR who reads hundreds of resumes every day on our resume? First of all, we must clarify two contradictions: 1, HR can't find suitable talents among many resumes, and 2, a resume of a job seeker has been thrown into the sea and has not found a suitable job for a long time. On the basis of this contradiction, don't just imagine that it is his KPI for HR to invite you for an interview. His KPI is the attendance rate of the recruitment position, but it must not be the attendance rate. The boss won't approve of things that only have actions without results. Therefore, when HR returns to work at the peak of job hunting at the beginning of the year, it will not invite people to interview at will. He didn't dare to waste the already tense time of his superiors or the employing department at the beginning of the year. Let's take a look at what kind of resume HR likes when recruiting based on job requirements, and what kind of people will be invited to interview. First of all, let's take a look at what your resume looks like in the boss's eyes (any screenshot of the boss, if there is any infringement, please let us know to delete it). The average resume that HR brushes every day is 80- 100 resumes for a position, and each resume stays for about 2-3 seconds to make a judgment. So how does HR filter the key information in the resume and make a preliminary judgment quickly? First: Many job seekers in Avatar think that the avatar is not important, and it doesn't matter whether it is uploaded or not. In fact, a beautiful and attractive avatar will leave a very good influence on HR. Most HR are women, and women have a common problem that they like good-looking things. I've met too many recruiters. Seeing other people's heads is very beautiful, or interesting. If the content of the resume is not timely, they will still initiate a chat, so that candidates can have an opportunity to communicate with HR, and there are also some artistic positions, and the avatar must be textured and personalized enough, such as photography positions or designer positions. Never use Xiu Xiu's beautiful pictures and cat's ear pendants as avatars. It's too fall in price. The head portrait of the human resources position should look professional and have a certain affinity, and it should not be too rigid, because this position is the most critical position for the company to deal with people. Financial positioning must be professional and steady. It is suggested that it is best to take professional photos in a place like Naive Orchid to create such an image photo (share a real person who was recruited by a flower idiot because of his outstanding avatar). Second, the basic information includes the age, working years and status on the online resume seen by HR. Here, we will focus on this status. Our manpower focus is still inclined to "resign-prepare for work". Because the positions we recruit generally take about half a month to recruit human resources, and one month is basically a higher-level position, we still hope to recruit people as soon as possible, and the on-the-job personnel may not wait that long, so we will put such personnel in the second consideration echelon, and we will consider arriving at the post at any time if it is really not feasible. Let me remind you that many people now start to submit resumes during their working life. At that time, the state was "considering opportunities on the job". After the departure time is determined, when the departure date is only one week away, we must remember to change the status to "leave-on duty at any time" to improve their reservation rate. Three. (Key) Personal introduction This section is the most important section for HR to quickly remember you and judge whether you are qualified for this position. Never write some useless information, focus on the key skills, key experience and key resources you expect to enter the post. For example, if you are HR, which one do you choose? Recruitment requirements: the company has just been established, and it wants to recruit 0- 1 experienced independent station FB to invest in clothing products, giving priority to investing in women's fashion brands. The first personal profile: 1, graduated from full-time undergraduate course, won the national scholarship for two consecutive years, and has strong learning ability. 2, engaged in cross-border independent station industry for more than 3 years working experience, leading a group, and has rich practical experience. 3. Self-motivated, strong sense of responsibility, won the honor of outstanding employees of the company. Personal profile: 1, graduated from business English, majoring in TEM-8, able to work in an all-English environment. 2. Engaged in the cross-border independent station industry for more than 3 years, one year of team management experience, and 0- 1 experience in optimization from station establishment to online, mainly in clothing, toys, 3C and other categories, and achieved good results. 3. Strong data analysis ability, good at capturing key data for accurate re-recording and optimizing delivery efficiency. It is obviously the same person, but we will choose the latter. The first introduction is too general, and it doesn't reflect the skills required for job hunting, past work achievements, etc. On the contrary, it over-introduces some personal honors unrelated to the post, wasting the golden position of the original word limit on this page. However, this profile is the current situation of many job seekers. From now on, you can modify your personal data. 4. Expected position information includes: expected working city, expected industry, expected position and expected salary. The first few have nothing to say. Everyone has their own clear work plan. I just want to talk briefly about how to choose the expected salary. You don't just fill in the salary you want. Before filling in, you need to collect more salary information of this position in the industry, and give a reasonable salary range by benchmarking your salary standard in your last company. Here are some reasonable salary survey methods: 1. Look at the salary range given by Party A, and pay attention to the salary that matches your position and ability first. 2. Look at the salary trend of last year in some official WeChat accounts, and you will have salary information of your own industry and position (usually in February-March). 3. Log in as an enterprise on some recruitment platforms. During the probation period, you can check the expected salary range of candidates with similar level to yourself. Ask your HR friends, headhunting consultants and friends who work in different companies in the same position to find out when the recruitment season is: First of all, understand that the word "recruitment season" is aimed at Party A, not at candidates. The recruitment season represents a large supply of workers in the labor market, and it is difficult for candidates to ask for excessive salary during this period because there are too many competitors. In order to get a higher salary, I suggest that the time to find a job should be July-August,11-65438+February. In the second half of the year, after the business is resumed in the first half of the year, many companies will start to lay out next year's projects or strategic plans, and often need some high-quality workers to take the lead in making projects and strategic plans-implementing plans, preparing resources in advance and laying a good foundation for preparation, so the company will give. (September-10 high flyers graduation season, there are more job seekers in the labor market) 5. Resume section (for human resources to grasp and judge quickly) 1. Fill in the work content by category, and it is best to have a subtitle in front of each section to extract the central content. 2. Write more results, mostly in digital form. 3. Evaluate the JD content requirements given by the company you want to go to, and organize and edit the resume work content reasonably. Improve the matching degree, such as: 1. 1 recruitment: a total of 12 people were recruited for the company in one year, including 3 executives, 1 person. The average recruitment time is 18 days and the employment rate is as high as 85%. 1.2 resignation management: the company's annual resignation rate is 6%, and the industry average resignation rate is10%; Handle 2 labor disputes, without causing economic losses or brand impact to the company, and the time limit for handling resignation handover is within 3 working days; 1.3 administration: responsible for the attendance and salary accounting of 1 12 people in the company, with an accuracy rate of 98% and only a few minor changes; Responsible for the online and offline file management of all personnel in the company, with an accuracy rate of100%; Responsible for the overall office environment and personnel welfare planning of the company, and the satisfaction of the annual questionnaire survey reached over 95%. Wait a minute. . . . 4. If the previous company had a good company (the founder's background was hard, the establishment time was long, the partner's background was hard, and the annual sales volume was large. ), you can introduce the company to a certain extent in your resume and build trust in your ability for HR. It's been a long time, but you've only worked in the company for one or two months (except summer vacation), so don't write it, or merge it into a job directly (don't but don't falsify your last two work experiences, because we sometimes do the opposite when recruiting. If these two companies leave their jobs in the last six months, it is best to state in their resumes the reasons why they have to leave their jobs for some objective reasons, such as the next two months, seven months and five months, and they can be merged into that five-month company, with a total work experience of one year and two months. 6. Fill in the academic qualifications and professional certificates truthfully. This is what a complete candidate's resume looks like in HR's eyes. We can only give 2-3 seconds to capture the key information in each resume, which is the basis for HR to quickly prepare and capture the effective information of your resume and be willing to communicate with you further. I hope it will help students who are looking for a job in the near future. I wish you all a good job in the Year of the Rabbit in the new year!