What are the specific indicators for enterprises to review resumes? The so-called index is the real point of view of the enterprise. Enterprises don't look at resumes as a whole at will, but consider them comprehensively with indicators. Although there are many indicators, it only takes ten seconds to really review. With its skillful auditing skills and super-fast speed, it can accurately grasp the overall situation of job seekers.
The first indicator is the quality of resume. If a person can't even meet the quality requirements, it can only show that the level of this person is too poor, but the quality is not measured by specific projects. It can only show that the quality of such a resume will be good after reading it. If you feel nothing after reading it, it means that it is too dull.
The second indicator is that there should be no omissions in the resume. If there are omissions, it means that you don't have the characteristics of a talent. Real people know how to check and fill gaps. They can make a complete thing accurate, instead of actively making omissions. These mistakes may be overlooked by job seekers during the inspection, such as missing a comma or turning a period into a space. In fact, it is not difficult to see such mistakes, especially those who read resumes or articles, as long as they browse once, they can see the problem. So don't question the details of the recruiter. You may be meticulous in content, so other details are not so important, but the scale of the recruiter is very comprehensive, with the same requirements not only in content but also in format.
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The third indicator is the embodiment of efficiency. Efficiency is the ability to prove with the least examples, certificates, words, etc. If many examples are used, but they are not reflected, this is a typical embodiment of inefficiency. If only one or two sentences can reflect several abilities, it can also be said that one-to-many mode is the best way to reflect abilities, but if there are too many, it will not reflect a typical incompetence.
The fourth indicator is the authenticity given to people. Care should be taken to avoid anything too magical here. If they're amazing, it's incredible. Bragging is also a flashy performance. Some people think it is ok to exaggerate themselves in their resumes, because they do have experience and a certain level in this field, but they don't know what recruiters will think of this behavior. A person with poor English level says that he is good at it, and a person who doesn't know English at all can say that he knows something, so there is no clear line between lying and bragging, and we can't really distinguish between them.