When we publish a recruitment information, many candidates will send their resumes, whether in electronic or written form, which will make the recruitment company have a headache after reading it, and it will be silly to be confused. So how can we pick out what we want quickly and effectively?

When there are many resumes, it only takes two small steps to easily screen them.

In the first category, we exclude those applicants who do not meet the minimum job requirements in terms of education, age and work experience, which we call the rejection category.

In the second category, we compare the subtle differences between qualified candidates. Then list the most promising candidates. And indicate in these lists which are basic categories and which are key categories.

Therefore, our first step is to classify resumes through our preliminary screening: rejected, basic and important.

Step 2: Review again.

We think it's easy to choose the refusal category. For example, many organizations have very clear requirements for the entry of personnel, such as height, age, education and so on. , so that we can "pass" the refusal category without reading all the contents of the resume. So, how can we find out the basic and key categories among qualified candidates?

What should enterprises look at when reading resumes? In this order?

1. Overall appearance: Resume is the first time for the applicant to introduce himself. If he/she attaches importance to this job, he/she should also attach importance to the writing of resume. So, is his/her resume neat enough? Writing norms? Really? Are there any grammatical mistakes? Is there a typo? A person whose resume is sloppy will not get things done well. If there is a typo, it means that he/she doesn't want to spend time proofreading. What we need is not employees who show careless and irresponsible personality characteristics.

2. Occupation structure: Is the consistency of the candidates' working time consistent?

3. Experience: Is the applicant's career course logical? Have you ever been a supervisor and entered the work unit just after graduation? What did he/she used to do? Completion/execution/management or participation/suggestion/familiarity?

4. Education and training: What are the educational standards? Have you obtained the professional certificate required for the post? Is there a correlation between his/her education and training and job requirements?

5. Participating organizations: Was his/her previous organization a professional organization?

6. Referee: Do you have a letter of recommendation attached to your resume? Is it subjective to provide details when filling out the work permit?

The third step is to ask questions.

Since most applicants come to apply for our position, it is because they like and need this position, and his likes and needs will be transformed into his emphasis on resumes. Because he will make his resume look like that. Should I ask more questions in the process of reviewing my resume? Only in this way can we reduce the recruitment risk brought by "hello" resume. For example:

1, beware of lengthy resumes, because redundant explanations may indicate that things are not going well or be used to cover up the lack of basic efforts and experience.

2. Look carefully for content related to achievements.

3, too much introduction of academic qualifications, the candidate may have little work experience, and he knows very well that the organization needs the candidate to have work experience, so he describes his academic qualifications too much to cover up his lack of work experience.

4. The obvious blank in the background.

5. It's not normal for the applicant to mention only his own job and post, but nothing about the work result. Either his work is fruitless, or his resume may be "watered down". So what is the information that represents the results of the work? For example: salary orientation, stability or career orientation, and so on. We need to see if there are any descriptions of these aspects.

6. In any organization, we want to keep outstanding talents, and we are more willing to give them more opportunities. If he is excellent, is there any continuous career development in his resume?

7. Be consistent with the position of career goals, do one thing and love another, and what work is always closely linked with your career goals and this position. Candidates who have a high eye but a low hand are still unable to devote themselves wholeheartedly to the new unit.