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首頁 > 新聞資訊>>招聘中篩選簡歷的三大關鍵?
招聘中篩選簡歷的三大關鍵?
來源:http://www.mamalibro.com 發布人:shunxing 日期:2021-05-18
簡歷篩選是招聘工作展開的一個重要環節,同時也是一門技術活。篩選簡歷其實也是很大程度上也反映出招聘官個人能力的體現,若水平不夠高就很難發掘到匹配企業所需的人才。對此,獵頭公司總結以下簡歷甄選3大關鍵,供招聘官們參考。
Resume screening is not only an important part of recruitment, but also a technical activity. In fact, the selection of resumes also reflects the ability of recruiters to a large extent. If the level is not high enough, it is difficult to find the talents that match the needs of enterprises. In this regard, headhunting companies summarize the following three key resume selection for recruiters' reference.
一、查看簡歷基本條件
1、 Basic requirements for viewing resume
1.硬性條件:查看求職者的任職資格,這包括、年齡、性別、學歷、、經驗等方面,這些硬件條件應在3分鐘內作出判斷。
1. Hard conditions: check the qualification of the job seeker, including age, gender, education background, major, experience, etc. these hard conditions should be judged within 3 minutes.
2.軟性條件:軟性條件其實尤為重要,進入不同的年齡階段有不同的想法,職場人士22-25歲處于發展的初期,心態也比較浮躁,跳槽率較高,26—30歲,屬于發展穩定期,這個階段在逐步找準自己的職業定位,并按照自己的職業規劃進行,31---35事業的頂 峰期,職業定位非常明確,高速發展,追求高待遇,高職務。36—40歲,尋求獨立發展的機會、創業。40歲以后一般追求事業的穩定。因此企業HR可以根據這個職業發展的特點進行對照,找準適合企業需求的簡歷。
2. Soft conditions: in fact, soft conditions are particularly important. People at different ages have different ideas. Professionals aged 22-25 are in the early stage of development, with impetuous mentality and high job hopping rate. They are 26-30 years old and belong to the period of stable development. At this stage, they are gradually finding their own career orientation and following their own career planning. They are in the peak period of 31-35 career, Career orientation is very clear, rapid development, the pursuit of high pay, high position. 36-40 years old, seeking opportunities for independent development and entrepreneurship. After the age of 40, the general pursuit of career stability. Therefore, the enterprise HR can be compared according to the characteristics of this career development, and find out the resume suitable for the needs of the enterprise.
                  山東獵頭公司
3.其他條件。若求職者對待遇要求企業很難達到,這樣的簡歷企業HR也可以選擇PASS,應聘者的居住地址離公司較遠,很不方面,比如在上海工作,卻住在蘇州,在這種情況下,除非應聘者愿意搬到公司,否則也可以直接pass.
3. Other conditions. If it is difficult for an applicant to meet the salary requirements of an enterprise, HR of such a resume enterprise can also choose pass. The applicant's residential address is far away from the company, which is very difficult. For example, he works in Shanghai but lives in Suzhou. In this case, unless he is willing to move to the company, he can also pass directly
二、查看簡歷的工作內容:
2、 To view the work content of your resume:
1.工作內容的對口性,簡歷的工作內容是否與企業要求的工作內容吻合。
1. The relevance of the work content, whether the work content of the resume is consistent with the work content required by the enterprise.
2.工作時間長短與的深度的符合情況,如發現簡歷中工作時間短,而實踐的內容比較精深,需要在面試時重 點考察。
2. The length of working hours is consistent with the depth of the major. If you find that the working hours in the resume are short, but the practical content is more profound, you need to focus on the investigation during the interview.
3.跳槽的頻率。查看簡歷中跳槽的頻率,如果經常跳槽,則其工作的穩定性比較差。一般而言在一個公司3年以上為穩定,如果出現1年左右的次數有幾次,那么基本可以判斷這個人不穩定。
3. The frequency of job hopping. Check the frequency of job hopping in your resume. If you often change jobs, the stability of your job is poor. Generally speaking, it is stable in a company for more than three years. If there are several times in a year, it can be judged that the person is unstable.
4.工作時間的間距長短,如果簡歷工作時間中出現較長時間的空檔期,應該在面試時重 點關注。
4. The length of working hours, if there is a long gap in the resume working hours, we should focus on it in the interview.
5.職位與工作內容是否匹配。如果你要招一個人力資源經理,而這個人力資源經理工作內容是做人事檔案,買社保之類的純事務性的工作,你要當心,這個公司的人力資源經理是否符合你崗位所要求的人力資源經理條件了。
5. Whether the position matches the work content. If you want to recruit a human resource manager whose job content is to do personnel files, buy social security and other purely transactional work, you should be careful whether the human resource manager of this company meets the requirements of your position.
6.工作的所屬行業的跨度。一般而言,有明確的職業定位的人都會限定在某個行業內,如果簡歷上行業跨度大,不具有相關性,則可以看出此人職業定位模糊。
6. The span of work industry. Generally speaking, a person with a clear career orientation will be limited to a certain industry. If the industry span on the resume is large and not relevant, it can be seen that the person's career orientation is vague.
三、透過簡歷看應聘者
3、 Looking at candidates through resumes
1.應聘的崗位比較多的,如果1個人投簡歷既應聘人事助理,又應聘客服文員,說明該應聘者定位不明確,求職動向模糊。
1. There are many positions to be applied for. If one person applies for both HR assistant and customer service clerk, it means that the position of the candidate is not clear and the job trend is vague.
2.如果求職者從大公司跳槽到小公司,崗位也沒有什么變化,薪資也沒什么變化,基本可以判斷此員工能力不強。相反,如果求職者,崗位在不斷的晉升,公司的規模一家比一家大,可以判斷此員工上進心較強。
2. If a job seeker changes from a large company to a small company, there is no change in his position and salary. It can be judged that the employee is not competent. On the contrary, if the job seeker is constantly promoted and the scale of the company is bigger, it can be judged that the employee is more motivated.
3.如果在短時間內連續投2份或以上的簡歷,基本可以知道這個應聘者比較粗心。連當天投遞的企業都不記得。相反如果間隔時間較長又投簡歷的,可以看出應聘者對該公司的該崗位特別感興趣。
3. If you send 2 or more resumes in a short time, you can know that the candidate is careless. I don't even remember the company that delivered it that day. On the contrary, if you send your resume after a long interval, you can see that the candidate is particularly interested in the position of the company.
4.簡歷中錯別字較多,可以判斷出,人比較粗心。如果簡歷特別有層次感,邏輯性強,重 點突出。說明應聘者思維清晰。
4. There are many typos in the resume, so it can be judged that people are careless. If the resume has a strong sense of hierarchy, logic and emphasis. Explain that the candidate has a clear mind.
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