First of all, according to the categories of candidates, determine the focus of viewing resumes. According to my years of work experience, I divide the candidates into several categories. Different types and characteristics of candidates have different emphasis on reading resumes.
1. Characteristics of newly graduated college graduates: College graduates have no work experience and are full of energy; They are a blank sheet of paper, and the information available to the interviewer is limited. Look at the key points of resume: first, look at the comprehensive ranking of grades and grades. As a student, learning is the most important thing. If a student has retaken the exam and never attended class, this resume will definitely be taken away by me? Shoot? Yes
Never excuse that my poor grades are because I concentrate on social work. That's no reason. You don't even know the priorities of student work. How can you expect to be independent and organized in the future? Secondly, look at the key points of future work requirements, such as recruiting foreign-related jobs and paying attention to foreign language proficiency; The recruitment of secretaries depends on the level of writing and so on. Finally, when looking at social workers, under the same conditions, the same grades and the same class ranking, priority should be given to those with social work experience, such as the president of the student union and the monitor.
2. Front-line operators The general education level of front-line operators is low (non-discrimination), and they mainly do practical work. So how to write a resume is not the point. The key point is to arrange workshops to do practical skills tests.
3. Characteristics of experienced general-purpose post personnel: Have many years of workplace experience, be basically familiar with the positions applied for, and be familiar with the responsibilities and core points of the positions; Generally have more than one work experience. Focus on resume: look at the degree of matching between work experience, past work content and the position you are recruiting. A unit recruits people with work experience and needs them to take up their posts immediately. What do you value about them? Are you familiar with it? . So when you get your resume, you should first look at your work experience and work content.
Reminder: don't be confused by the job title of the applicant. The job title setting of each company is different, depending on the job content of the candidate. The Asia-Pacific manager of a foreign company may actually be the CEO Asia-Pacific region; The assistant to the general manager may be a company executive in one enterprise, or a secretary and administrative assistant in another enterprise.
4. Characteristics of the core middle and senior policy managers: The core middle and senior managers are also experienced. As a separate type, this kind of position is far more important than other types of positions, and the interviews of such personnel are generally attended by the top management of the unit. Then HR attaches different importance to resume than general positions.
Focus on the resume: look at the industry status, scale, performance and reporting relationship of the applicant's unit in the resume. Many candidates for core middle and high-level policy management positions have strong natural self-confidence and strong personality because they have led the team to achieve excellent results in the past experience, and their resumes are relatively simple and disdainful of details. As HR, it is possible that the job candidate you are looking for is the object of your report in the future, and it is not suitable for forcing candidates to optimize their resumes.
Give me a personal experience: I once recruited a CEO in a company, and my reporting object was the CEO. A recommended resume of Mr. D is very simple, and all resumes are on a piece of A4 paper. Work unit: CEO of Asia-Pacific region of a certain group, job content: responsible for the work in Asia-Pacific region, responsible for the performance results in Asia-Pacific region, and reporting target: global CEO of a certain group.
I carefully inquired about the main industries, revenue and performance of this group, as well as the position of the Asia-Pacific region in this group, and found that this group is one of the top 500 in the world, and the business in the Asia-Pacific region is their key area. Although my resume is simple, I recommended Mr. D to the chairman. The chairman had a good talk with Mr. D. Three months later, Mr. D joined the company as CEO.
Second, some suggestions on resume According to my many years of interview experience, I put forward some suggestions, hoping to help candidates and HR.
1. Suggestions for candidates: First of all, the resume should be organized and clear, which can make HR look comfortable. In some large enterprises, the workload of HR interview is very heavy. If the resume is not organized, it will make people look particularly tired. HR is estimated to be useless at first sight. Don't blame HR for lack of vision and responsibility. A recruitment position receives hundreds of resumes, and the workload is really heavy. If you want to stand out from hundreds of resumes and win the favor of HR, you should put yourself in your shoes and think about how to make people who read your resume feel comfortable.
Secondly, the resume cannot be faked. A lie needs 10 lies to make up for it. If you are an HR major, you will definitely distinguish the content of your resume from your narrative during the interview. Moreover, the information in modern society is developed, so it is not difficult to verify the authenticity of your resume.
2. Suggestions for HR First, find out the inconsistencies between the resume and the interview narrative. This is crucial. A person can be incompetent, but cheating, right? Red line? Character is always greater than ability. Secondly, no matter how perfect your resume is, you should communicate face to face to determine whether it matches. Telephone communication and video interview can't replace face to face.
This happened in my former work unit. The HR manager received a resume, which showed a high degree of matching with the position to be recruited. Because the candidate is in other places, in order to save trouble, HR and the employing department adopted a video interview method, and finally the candidate successfully got the offer. As a result, the candidate was found to be a loser!
In conclusion, if you want to catch a fish, you must think like a fish. If you want HR to favor your resume, you should put yourself in the other's shoes. If you are HR, what kind of resume do you like? The shortlisting of resume is only the first step, and the face-to-face interview is the core.