Current location - Education and Training Encyclopedia - Resume - How to resume talents
How to resume talents
First, check the basic information of your resume.

1, hard conditions: according to the company's qualifications for the position (gender, age, education, performance, relevant work experience, etc.). ), before screening resumes, it is necessary to make clear which conditions are necessary, and you can make a judgment within 10 seconds, and you can quickly pass the test if you don't meet the hard conditions.

2. Soft conditions: People of every age have different ideas. Generally speaking, people enter the society at the age of 22, and they are in the primary stage of development at the age of 22-25, with impetuous mentality and high job-hopping rate. 26-30 years old, you are in a stable development period. At this stage, you are gradually finding your own career orientation and proceeding according to your own career plan. At the peak of your career, your career orientation is very clear, developing at a high speed, and pursuing high treatment. 36-40 years old, seeking opportunities for independent development and entrepreneurship. After 4 1, they generally pursue career stability. You can compare the characteristics of this career development and find a resume that suits the needs of enterprises.

3. Other conditions. If it is difficult for the company to meet the salary requirements, such a resume can be passed directly. For example, the residence address of the applicant on the resume is far from the company, which is extremely inconvenient. For example, if you are in the northern suburbs, unless your company provides accommodation or the other party is willing to move near the company, try not to inform people living in the southern suburbs or other distant places to come for an interview.

Second, check the resume work content:

1, the correspondence of job content, and whether the job content of resume is consistent with the job content required by the enterprise.

2. Consistency 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. The frequency of job hopping. Check the job-hopping frequency in your resume. If you change jobs frequently, your job stability is poor. Generally speaking, a company has been stable for more than 3 years. If it appears several times around 1 year, you can basically judge that this person is unstable.

4. The length of the working time interval. If there is a long gap in the working time of the resume, it is necessary to focus on it during the interview.

5. Whether the position matches the job content. If you want to recruit a human resource manager, whose job is to do purely transactional work such as personnel files and buying social security, you should be careful whether the human resource manager of this company meets the requirements of your position.

6. The span of the industry to which the work belongs. Generally speaking, people with a clear career orientation will be confined to a certain industry. If the industry span on the resume is large and irrelevant, you can see that this person's career orientation is vague.

Third, distinguish the authenticity of resume.

1, matching of age and education. Once our company recruited an employee, and when I went to the interview, I saw that the employee's other qualifications were quite consistent. But his resume says that he graduated from college at the age of 20. I'm a little skeptical, so I asked him to show me his ID card. He said he left it at home. I even asked him a few questions about his major and courses, and he was tongue-tied. I can basically. This degree is fake.

2. Is there any contradiction in your resume?

3. Check your resume for moisture. For example, in an ordinary position in a low-profit industry, the applicant filled in a relatively high salary, indicating that the applicant is dishonest. If the candidate is the human resources supervisor of a large company, it is generally impossible to be responsible for the six modules of human resources and master everything. The company's strategic decision-making and strategic planning of human resources are generally impossible to complete independently. In addition, if there are some vague words in the resume, such as "very good, very successful." When you are vague, be careful at this time. Maybe he didn't actually achieve anything. Generally speaking, it is best to talk about the achievements in a resume with numbers. For example, a human resource manager can describe his achievements: reducing the brain drain rate of the company from 20% to 10%, increasing the matching rate between people and posts from 50% to 90%, and increasing the per capita output value from how much to how much through personnel adjustment. This can give people a sense of reality.

Fourth, how to look at candidates through resumes

1, there are many positions to apply for. If 1 person submits resumes to both the personnel assistant and the customer service clerk, it means that the position of the candidate is unclear and the job-seeking trend is vague.

2. If the job seeker changes jobs from a big company to a small company, and the position and salary have not changed, it can basically be judged that the employee is incompetent. On the contrary, if the job seekers and positions are constantly improving, and the scale of the company is larger than that of each company, it can be judged that the employee is highly motivated.

3. If you submit two or more resumes in a short time (1 day), you can basically know that this candidate is careless. I don't even remember the company I voted for that day. On the contrary, if you submit your resume at a long interval (more than a week), you can see that the applicant is particularly interested in this position in the company.

There are many typos in the resume, which can be judged as carelessness. If the resume is particularly hierarchical, logical and focused. It shows that the candidate has a clear head.

Basically, before the company meets the interviewer, all the information related to the applicant can only be obtained from the resume when doing the preliminary screening. Therefore, the selection of resumes should have certain skills. At the same time, the number of resumes submitted is huge, and such skills can also help HR complete tasks as soon as possible and improve work efficiency.