Simple and clear, in fact, simply put, the resume should not be too thick and too long. Usually, I can tolerate two pieces of A4 paper on my resume. The most disgusting thing is that there is a lot of content in the resume that has nothing to do with this position.

1, about job hunting intention

Be clear! Not only on your resume, but also on yourself.

Many students' resumes are prone to problems in this place.

Displayed as:

Your resume is excellent, but you can do both A and B jobs.

Or the resume shows that he is an excellent student, but not a suitable candidate for the job.

Students, this is called writing digression. No matter how well you write, you won't get high marks.

The same is true for job hunting.

The process of applying for a job is to prove to HR that you are suitable for this job and have the ability to do it well.

Therefore, in addition to personal information, academic qualifications and other objective basic information that employers need to know, other modules and contents on the resume should focus on personal job hunting intentions.

For example,

Classmate Xiao C University is excellent, and there are too many experiences, such as project experience, internship experience, campus experience and 1 page. So it is definitely not a good idea to complete every experience with 1 sentence.

Because there is no expanded argument, HR can't judge its gold content and the ability value of Xiao C in this experience, and these experiences may be full of invalid arguments such as outstanding league members and winning prizes in civilized dormitories.

A better approach should be to screen out the experiences that best meet the job hunting intention from these experiences and present them in reverse chronological order and in modules.

2. Description of each experience

Maybe everyone knows that a resume should highlight its core strengths. But in fact, it's really hard to see personal highlights in your resume, and I want to explore them, but I don't know where to start.

Pre-service bacteria list several problems that are easy to appear in the description of experience:

-The description is like post JD.

-The breakthrough point of the whole experience and the presentation of the results are not the key assessment points of the target position;

-the description is confusing, and it is impossible to see what the individual did, how he thought and how he acted during this experience.

……

First of all, I want to tell you that it is normal to have these problems, and even professionals who have worked for several years are prone to such problems.

Therefore, as a freshman, it is normal to feel puzzled about this.

But knowing this problem, we still have to find ways to adjust and optimize our resume, so as to stand out in the job-hunting war and improve the job-hunting efficiency ~

Under normal circumstances, the reason why freshmen have such problems is largely because they don't think enough in the actual operation of this experience, so they feel that they are all doing odd jobs and don't know how to carry out this experience.

To solve this problem, the best way is to make clear what the assessment criteria of leaders are and what the ultimate goal is before each experience.

Then around this goal, think about what kind of strategy \ action you should take. Then make an action plan and finally take back the action results.

If you can follow this idea in your work, you will have a lot to write about every work experience, and you can present your own thoughts-actions-highlights on your resume.

But if the experience is over, I don't think so much. It's all the tasks assigned by my superiors and I'll carry them out myself. Let's look back, what is the purpose of the superior to assign this task to himself? What kind of content is to be completed?

Try to re-examine your experiences and actions in this experience according to your superiors' thoughts and considerations, improve your position, and then write your resume, and you will get different results.

For example, a classmate's internship experience is to assist the personnel department in interviewing candidates. If you put it on your resume and invite candidates for an interview, it's nothing unusual.

So, if we follow the above ideas, let's analyze the work content first:

Superior order: invite candidates for an interview.

Assessment focus: interview arrival rate

Target: 65,438+000 candidates and 30 interview invitations.

Action plan:

Analyze the characteristics of candidates and prepare telephone invitations and candidates.

Frequently asked questions and answers;

100 what rhythm do candidates intend to use to complete the interview invitation?

How many people call every day? When will you call?

Besides making a phone call, is there any action of sending email+SMS \ WeChat? Do candidates who didn't get through in the first round still have a second round of calls?

Did the candidate reconfirm by phone the day before the interview?

Results: According to the above action plan, did you finally reach 30% of the interview invitation? If there is any extra place, it is the bright spot.

After analysis, when we form a resume, we can describe this experience according to the star rule:

Interview invitation: analyze the characteristics of candidates, prepare telephone invitation speeches and FAQ QA, telephone+email invitation 100 candidates, and confirm by telephone before interview. After the invitation, the telephone invitation SOP for XX post will be formed according to the overall situation.

3. About the composition of resume

Xiao M has heard many students think, "If everyone's resumes look the same and I want to attract HR, then I should find a very beautiful resume template to attract HR visually."

Indeed, details determine success or failure, and so does a resume! A beautiful and excellent resume can make you stand out among many resumes!

It is said that HR data feedback of several major recruitment platforms:

A resume can only get for 30 seconds' attention on average. If you don't impress HR during this time, I'm sorry, you will miss this position.

The content of your resume is of course important, which is related to whether you can be admitted, but what will HR see at first sight when faced with a pile of resumes with no typesetting design and a lot of words? It's not the content, it's not the photos, it's your whole resume style and typography.

With the upgrading of Office, WPS and other software and the continuous improvement of modern aesthetics, at least you should not choose a resume template that has been outdated many years ago. This basic aesthetic concept, I believe you and HR are the same.

With many years of personal experience in the industry, a qualified resume template only needs to meet the following three points:

Targeted, let HR and the interviewer associate your resume with the position;

Highlight the key points and highlight the content of your experience that is most closely related to the position you are applying for;

Easy to read, clear layout, reasonable layout, accurate words, people are interested in reading it again.

In addition, as for the specific template, as long as the colors are coordinated, simple or atmospheric, it depends on personal preference.