1. In order to get the resume delivery data, don't waste the delivery opportunity and try to ensure efficiency under the background that it is not easy to find a job. Establish four quadrants with "Do you want to go" and "Don't deserve JD" as the axis. Take the position of "with JD but don't want to go" as the object of this test.

2. Select the tractor as the test channel and test the feedback for one week.

Purpose:

1. Verify that the optimization of resume is ok?

2. Can you find any valuable information from the test data?

In order to find out what basic data needs to be collected, it is necessary to understand the recruitment process and sort out the key points of shutdown in the process.

It is not difficult to see the process of combing the job search:

1. The judgment of HR and small boss (employing department) is the key point. Comparatively speaking, HR's judgment of "inappropriateness" means that the quality of resume itself is not high, and it is important to see whether there is a problem with the typesetting format; If the small boss forwards it through HR and is judged to be "inappropriate", it should be that the resume content does not meet the needs of the company and should start with the resume content.

2. There will be cases where HR does not handle resumes or small bosses do not handle them, so it is more important to clearly feedback "inappropriate" results.

A total of 60 posts were posted in a week, and the data was not much, so they were directly entered manually. The original data is not mapped.

Because it is manually entered data, it can be analyzed after simple sorting.

The process of data collation mainly adopts the most basic filtering method after applying the format. Few data use pivottables.

The sorted data are as follows:

1. As the delivery target is only one week away, there is no data directly judged as "inappropriate" by the small boss, so the HR forwarding rate is the most critical data, which is currently 32.69%.

2. As can be seen from the data, there is an obvious gap between the forwarding success rate of active delivery and passive delivery (HR invitation delivery).

3. The forwarding rate of different companies is basically the same, but there is a bad phenomenon of "high enough, low enough". Although the forwarding rate of companies with more than 2000 people is not bad, it will be more difficult to interview later.

1. Through communication with professionals, the forwarding rate of HR is generally 30%-40%, and the current resume data is within the normal range. There is no need to spend more energy on the style of your resume.

2. Resume delivery needs to have a goal, to withstand the temptation of HR, and taking chances is a waste of feelings.

3. Pay close attention to preparing for the interview to avoid the phenomenon of being too high to be low.

At present, because there is only one week's test data, only the analysis of resume delivery stage is done. When I have energy in the future, I will make up the data of the interview stage for my friends' reference. Friends who are looking for a job can leave a message about the conversion rate data for your reference.