What nine human resources managers think about resumes

How nine human resources managers view resumes

Sending a resume is the first step for job seekers to find a job, and the resume becomes a stepping stone to job hunting. Whether you have a chance to participate in the next assessment and win a job depends entirely on whether this is a good stepping stone. How do major companies and enterprises screen resumes? What criteria do they use to measure resumes?

First look at the major and then choose the school background

Interviewee: Mr. Liu Lingxin, Senior Project Manager of the Human Resources Department of China Mobile Communications Corporation

China Mobile adopts a variety of methods For recruitment, job fairs, newspapers and magazines, headhunters, etc., online recruitment is most commonly used; at the same time, campus recruitment, social recruitment and internal competition are also conducted for recruitment projects. Mobile has outsourced a lot of work to professional talent websites, so it follows an established procedure and standard when screening resumes, written tests, and interviews.

An excellent talent applying for mobile needs to go through the following procedures: software system screening of resumes? Manual screening of resumes? First-round interview? Written test? Second-round interview. The automatic software system will select resumes by examining five aspects: school and major, academic performance, class ranking, English ability and project experience. These are the five major obstacles to your application for China Mobile. China Mobile prefers college students from key universities and majors, and backgrounds in prestigious schools, outstanding English skills, experience as monitors, student union cadres, and club organizers will all become bonus points when applying for China Mobile.

Concise and concise resumes are most popular

Interviewee: Ms. Tang Wei, Human Resources Manager of ABB (China) Co., Ltd.

ABB is based on the requirements of each position. The resumes are screened based on the job description and recruitment requirements. After that, the human resources manager sends the selected resumes to the corresponding business department for the second round of screening. After communication and negotiation between the business department manager and the human resources manager, an interview list is generated.

A clean, concise and concise resume is the most popular at ABB, and a length of 2 to 3 pages is more appropriate. The closer the personal information, work experience description, and job requirements are, the easier it is to win the opportunity to be shortlisted; the more beautiful or flashy resumes are not necessarily more popular. The actual content of the resume is the focus of the assessment.

For the resumes of fresh graduates, ABB will pay more attention to their relevant social experiences, such as what social activities they have participated in, whether they are student leaders, etc. When recruiting social workers, their work experience is the most important thing. ABB Group's sales staff also need strict professional education background and industry work experience.

Judge the thinking characteristics of job seekers from their resumes

Interviewee: Mr. Zhang Yucai, Chief of the Human Resources Section of Beijing Panasonic Electronic Components Co., Ltd.

For the swarm of people appearing in the market Section Chief Zhang expressed that he was neither inclined nor disapproved of the resumes that posted artistic photos and portrait photos. He emphasized that companies select employees based on job requirements and personal circumstances. No matter how beautiful the resume is, it will not play a decisive role, especially if Fresh graduates should not prepare their resume in this way.

When talking about the basis for screening resumes, Section Chief Zhang said that there will be different inspection focuses based on the needs of different positions. For example, when recruiting technical talents, when looking at the resumes of fresh graduates, more attention will be paid to their professional achievements and whether they have relevant works in school; if they are recruiting management talents, in addition to looking at their majors and academic performance, they will also pay attention to their Student union work held while at school, social activities participated in, etc. When looking at the resume of a social worker, in addition to the fact that the hardware must meet the requirements of the recruitment position, the main thing to look at is his work experience.

Section Chief Zhang believes that the information revealed in the resume is actually very important. The language used by the other party to express themselves, the way they write, and the level, logic, fluency, and focus of their resume writing can all reveal the author's thinking characteristics.

Detailed examination of professional integrity

Interviewee: Ms. Wu Yirong, Specialist of the Human Resources Department of Lucent Technologies (China) Co., Ltd.

Many people sent their resumes only saying I hope to come to Lucent, but I did not specify the position I am applying for. If the applicant can't even write a complete resume, I will think that either he has a problem with his ability or is too careless, which is not Lucent's first choice of talents. Also, the gender column of the resume does not write male or female, but uses chromosome xy to represent it, which makes people laugh or cry. It’s best if the resume layout is clean, standard, and clear. We usually don’t care about photos, but don’t be too simple.

Lucent is very concerned about professional ethics and professional integrity, and usually pays attention to the completeness and authenticity of the resume content, as well as the continuity and stability of the applicant's work. Lucent does not care if the applicant has other work experience, poor educational background and interrupted working hours, but concealment and deception will make the company doubt your personal integrity and professional ethics.

For this reason, HR will pay attention to whether the description of resume details conflicts. Lucent will save each resume submitted and create a resume file. Once I saw two resumes that were submitted at different times but had almost identical content. However, the former resume had work experience as a teacher, while the latter resume had completely sales experience. I guess he just wants to strengthen his experience and background in sales and increase the competitiveness of the position.

Many people regret not receiving a good college education, so they blur their educational background on their resumes. In fact, if he didn't write it, it would make people guess more. In addition, many applicants also know that companies pay great attention to career continuity. Some people may not work for a period of time, but will attribute the time to a certain period of work in their resumes. These will be found out during background checks.

Detailed examination of professional integrity/reflecting personal performance with numbers

Interviewee: Ms. Wu Yirong, Specialist of the Human Resources Department of Lucent Technologies (China) Co., Ltd.

Many The person who sent me his resume only expressed his desire to work at Lucent, but did not specify the position he was applying for. If the applicant can't even write a complete resume, I will think that either he has a problem with his ability or is too careless, which is not Lucent's first choice of talents. Also, the gender column of the resume does not write male or female, but uses chromosome xy to represent it, which makes people laugh or cry. It’s best if the resume layout is clean, standard, and clear. We usually don’t care about photos, but don’t be too simple.

Lucent is very concerned about professional ethics and professional integrity, and usually pays attention to the completeness and authenticity of the resume content, as well as the continuity and stability of the applicant's work. Lucent does not care if the applicant has other work experience, poor educational background and interrupted working hours, but concealment and deception will make the company doubt your personal integrity and professional ethics.

For this reason, HR will pay attention to whether the description of resume details conflicts. Lucent will save each resume submitted and create a resume file. Once I saw two resumes that were submitted at different times but had almost identical content. However, the former resume had work experience as a teacher, while the latter resume had completely sales experience. I guess he just wants to strengthen his experience and background in sales and increase the competitiveness of the position.

Many people regret not receiving a good college education, so they blur their educational background on their resumes. In fact, if he didn't write it, it would make people guess more. In addition, many applicants also know that companies pay great attention to career continuity. Some people may not work for a period of time, but will attribute the time to a certain period of work in their resumes. These will be found out during background checks.

When introducing work experience, the time spent working in a certain company should be accurate to months rather than years. It should include the full name of the company (you can also give a brief introduction to the company), the title of the position held and the name of the department, main job responsibilities, main work achievements, etc. You can also briefly introduce the relationship between superiors and subordinates, such as the position of your direct supervisor, the number of subordinates under your jurisdiction, etc.

We are more accustomed to speaking with numbers. Words such as "very outstanding" and "making great contributions" are inappropriate. It is best to change it to "How many sales have I completed and how many companies have I contacted?" If the number is too sensitive and inappropriate to express, you can express it as a percentage, or as a commendation from the company, and you can also write down the certificates you received.

Some departments that are not as easy to quantify as the sales department, such as the administrative department, can make explanations through the maintenance and procurement of office equipment, cost reduction, customer satisfaction, how to repair in time, etc.; the HR department can It is reflected through customer satisfaction, recruitment cycle, job matching, turnover rate, etc.

Three steps in selecting resumes at Robust

Interviewee: Mr. Tang Ling, Assistant Human Resources Manager of Robust (Guangdong) Bottled Water Development Co., Ltd.

Robust has its own unique and distinct talent selection philosophy - seeking common ground while reserving differences. The so-called seeking common ground means integrating with Robust's corporate culture, that is, an open mind, enthusiasm, affinity and trust, and a desire to develop together with Robust. The average time a recruiter spends browsing a resume for the first time is about 1 minute, and they mainly screen based on some hard indicators. Therefore, recruiters will not be interested in lengthy resumes. It is best to have a resume that is concise, well-organized, and has real content.

The first procedure is to quickly screen and eliminate hard indicators such as age, working years, academic qualifications, majors, related professional backgrounds, expected salary levels, selected work areas and other information, and at the same time classify them according to different positions. .

The second procedure is to transmit the preliminary selection information to the relevant employing department. The employing department will screen the candidates’ specific job experience, work content, and performance, determine those who can be interviewed, and list them. Submit it to the Human Resources Department for follow-up.

In the third step, the Human Resources Department issues an invitation to the interviewer for a written test, interview and practical operation. After these three steps of screening, the final candidates are determined. The Human Resources Department will work with the employing department to evaluate the candidates. The Human Resources Department has the right to make suggestions, and the final hiring right belongs to the employing department.

Robust prefers people who are good at learning. Resumes that are written in the form of a running account of their past study and work experience will generally not be considered by Robust. Robust values ??what the applicant has studied and done in the past, but more importantly, what he has actually mastered now and what achievements he has made in the past. It is hoped that the resume will have specific deeds to prove that the applicant has the characteristics, abilities or experience required to be qualified for the position. Therefore, when writing the resume, the applicant should focus on promoting his own advantages in a targeted manner, and it is best to mention his expectation to join the company. corporate reasons.

Robust is not superstitious about famous universities, but for positions with technical requirements, it is necessary to select from graduates of regular institutions.

In addition, they also value their on-the-job further study and training experience after graduation, and whether they have obtained relevant professional qualification certificates or higher academic qualifications. Robust needs talents with strong learning ability, absorptive ability and continuous learning enthusiasm.

Be beautiful both on the outside and on the inside

Interviewee: Mr. You Wenyong, Human Resources Manager of Capital Letter Co., Ltd.

Manager You said that a good resume should Reflect personal strength, so work experience, achievements, skills and knowledge, these contents should be marked in the most conspicuous position in the resume, and expressed in concise and smooth language. The format of the resume should be concise and clearly laid out so that people can understand it at a glance. Unique resumes also represent creativity and the spirit of breaking through the inertia of thinking, and companies do not object to this. But companies pay more attention to actual content than appearance. If you are applying for a position in public relations or etiquette, you can attach a photo. Manager You said that the content that can be reflected in a resume is very limited. When recruiting, companies should combine job requirements and focus on work-related content and learning experience. This is the more practical part of your resume. When the company recruits key personnel in the department, it hopes that they can take charge of their own affairs and achieve remarkable results. Therefore, their work experience and work results are the most important aspects of the interview. Starting from the results required by the position (contribution to the company), we will examine it from four aspects: knowledge structure, work skills, ability to deal with things, and ability to deal with people.

There are seven things to pay attention to when distinguishing true and false resumes

Interviewee: Vice Minister Huang Changlu of the Human Resources Department of China Metallurgical Corporation

Vice Minister Huang Changlu was interviewed by reporters He said that the job descriptions of the positions required by MCC Group are formulated based on the actual situation. The business department proposes job requirements for employees based on the standards of the job descriptions, and the group's human resources department standardizes the job descriptions. The Human Resources Department reviews various application forms filled out by applicants and eliminates those applicants who do not meet the requirements (the ratio is generally about 6:1). Regarding the accuracy of the information provided in the resume, Minister Huang summarized 7 aspects that require special attention:

1. The academic qualifications, experience and skill level are suitable for the job requirements.

2. The development trend of career mainly predicts the stability of the job seeker’s employment, for example, the frequency of changing jobs or changing jobs within a certain period of time.

3. The factual basis of the resume depends on whether it is written realistically and whether the content has the characteristics of behavioral description. For example, what was the situation? What is the task ahead? What action was taken? What was the result?

4. Moderate self-evaluation. Moderate evaluation can reflect the quality of job seekers and the objectivity of self-perception.

5. The qualification of the recommender and the factual basis for the content. It mainly depends on whether the recommender is reliable and objective, and whether the facts provided are convincing.

6. Standardize the writing format, which can reflect the basic training and quality of the job seeker. If necessary, you can ask for a handwritten resume or letter.

7. Contact information and freedom of job seekers. These requirements of job seekers should be respected.

Nortel Networks’ talent selection standards

Interviewee: Mr. Zhang Hongwei, Recruitment Manager of the Human Resources Department of Nortel Networks China Co., Ltd.

The communications industry is a development and change The fast-moving industry requires employees to have a good mentality of adapting to changes and even welcoming changes, and they must have continuous learning capabilities to ensure that they do not fall behind. Enterprises hope that employees can have strong work initiative and drive ability to complete set work goals. Integrity, conscientiousness, teamwork, and pioneering and innovation are all things that companies value very much.

Background from prestigious schools and companies is not very helpful

When recruiting at Nortel Networks, the main focus of resumes is job-related work experience, project experience, internship experience, etc. . If it is a research and development position, educational background is also very important. If it is a resume of a recent graduate, the first thing to look at is his educational background and professional background. The inspection content will focus more on professional background, performance ranking, social activities, etc. For the resumes of senior personnel, the entire content will be browsed before making an evaluation, and the content of the review will be more focused on actual work experience. The background of fresh graduates from famous schools and the background of senior staff from famous companies will definitely be an advantage. It will indeed be more conspicuous from the resume, but famous schools and famous companies will not be of much help during the interview.

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