The common methods for professional HR to screen resumes play a very important role in the effectiveness of recruitment. Let's take a look at the common methods used by professional HR to screen resumes, hoping to help you.
Common methods for professional HR to screen resumes 1 (1) Analyze the resume structure.
The structure of resume largely reflects the organizational and communication skills of candidates. A reasonably structured resume is relatively concise, generally no more than two pages. Usually, in order to emphasize their recent work, candidates can use the time schedule from now to the past when writing their academic qualifications and work experience. Relevant experiences are often emphasized. There is no certain format for writing a resume, as long as it is easy to understand.
(2) Examine the objective content of the resume.
The content of resume can be roughly divided into two parts, subjective content and objective content. Pay attention to the objective content when choosing a resume. The objective content is mainly divided into four aspects: personal information, educational experience, work experience and personal achievement.
Personal information includes name, gender, nationality, age, education, etc. Educational experience includes school experience and training experience; Work experience includes work unit, starting and ending time, work content, name of participating projects, etc. Personal achievements include various awards from schools and work units. Subjective content mainly includes the applicant's description of himself, such as "I am cheerful and optimistic, diligent and studious" and other evaluative and descriptive content.
(three) to determine whether it meets the requirements of post technology and experience.
In terms of objective content, we should first pay attention to personal information and educational experience, and judge whether the professional qualifications and experiences of candidates are related to the vacant positions and meet the requirements. If it doesn't meet the requirements, there is no need to browse other content, and it can be directly filtered out. For example, in the educational experience, we should pay special attention to whether candidates use some vague words, such as not indicating the starting and ending time and category of university education, which is easy to confuse the difference between junior college and undergraduate course, and so on.
Review the logic in your resume.
In terms of work experience and personal achievements, we should pay attention to whether the description of resume is organized and logical. For example, when describing his work experience, a resume lists some famous companies and some senior positions, but he applied for an ordinary position, which needs attention.
For example, another resume says that he has made achievements in many fields and obtained many certificates, but judging from his work experience, it is difficult to have such conditions and opportunities, and such a resume should also attract attention. If you can conclude that there are false elements in your resume, you can directly eliminate such candidates.
(5) The overall impression of the resume
Ask yourself whether you have made a good impression by reading your resume. In addition, mark the untrustworthy and interesting places in your resume and ask the candidates during the interview.
Common methods for professional HR to screen resumes II. prepare
1, understand the post requirements: understand the specific work content, work difficulties and work priorities of this post; What kind of people are needed; To what extent; What to use to check the work results; What is the market situation (such as salary, talent supply and demand, etc.)? )
2, grasp the "job matching":
Matching with the company environment; Matching the management requirements and methods of the user department; Ability to match the company's welfare and similar personnel; Personality matches the habits and characteristics of the leaders of the employing department; Job skills or relevant experience match the job requirements.
3. Understand the needs of job seekers
About 22 -25 years old, in the early stage of career development, with impetuous mentality and high job-hopping rate.
I am 26-30 years old, which belongs to the period of stable development. At this stage, I am gradually defining my career orientation and proceeding according to my career plan.
At the peak of 3 1-35' s career, the career orientation was very clear, with rapid development and the pursuit of high salary and high position.
36-40 years old, seeking welfare development opportunities and starting a business.
After 4 1 year-old, they generally pursue career stability.
According to the needs of job seekers and the characteristics of career development, find a resume that suits the needs of enterprises.
Second, the primary election
1. View the basic information of your resume.
Personal information: age, gender, registered permanent residence and native place.
Education: Education, college, major.
Work experience: years of work, professional title, special professional skills and knowledge reserve.
Special requirements: distribution and reserve
2. According to the company's qualifications for this position, list the hardware requirements and software keywords, make clear which conditions are necessary, and then preliminarily screen resumes according to the hardware requirements and software keywords.
3. According to the requirements of software and hardware keywords, quickly eliminate some obviously unqualified resumes, and then separate qualified, suitable and matching resumes one by one through further refinement.
Third, check
1. Job-seeker's work experience: the nature and characteristics of the industry and the nature and characteristics of the enterprise.
2. Correspondence of job content: Correspondence between working hours and professional depth: If you find that the working hours in your resume are short and the actual content is profound, you need to focus on it during the interview.
3. Job-hopping frequency and reasons: Generally speaking, working for more than three years is stable. If 1 year is around several times, it can basically be judged that this person is unstable.
4. Length of working hours: If there is a long gap between the working hours of resumes, we should focus on the interview.
5. Does the post match the job content: If you are looking for a training lecturer, the previous focus is on training management, which may not meet the requirements of the post.
6. Industry span: Generally speaking, people with clear career orientation will be confined to a certain industry. If the resume industry spans a large span and is irrelevant, it can be seen that this person's career orientation is vague.
7. Work content, project experience and job responsibilities focus on a specific module or multiple modules.
8. What is the working time limit of a working module? Are you the owner or participant of the work module or project? Who is the target of the report?
9. Pay attention to whether the candidate's job intention salary requirements are consistent with the current position.
10, arrival time.