For candidates, what is more important when HR chooses resumes and interviews? Let me analyze these two links. First, choose a resume. Resume is equivalent to a person's face, which is the first impression of HR, so the production of resume should be standardized and no big mistakes can be made. HR is mainly selected from information such as job hunting intention, work experience and education background, which are relatively objective requirements.
Educational background. Meet the basic requirements, the higher the education, the better. For example, the position requires a bachelor degree or above, and you are a graduate student, and the interview is basically no problem. Professional matching degree. Attitude, for example, is there any typo in your resume? Is the typesetting confusing? Your resume is too long? Does your resume highlight the key points? These all reflect your future work attitude and quality, whether you will be perfunctory, not paying attention to details and so on. Work experience. Rich work experience and internship experience in big companies are your magic weapon to win. The specific and unique typesetting method can make HR shine, but it is counterproductive to use it with caution.
Interview Situational Interview and stress interview are usually used to test a candidate's ability, personality and values. Values of human resources in interview: work skills, ability to resist stress, communication ability, ability to resist stress, learning ability, etc. Different positions have different emphases. Loyalty, corporate culture recognition and personality defects are usually measured by talent evaluation technology. In fact, every HR likes excellent employees. As long as you are good enough, confident enough and willing to learn with an open mind, you don't have to worry.