How to screen applicants (employee recruitment)

Due to the large number of applicants, it is impossible for Ms. Yang to interview them one by one. She needs to screen the materials. Faced with numerous application materials, how to objectively screen them has become a big problem. If the screening criteria are not appropriate, some outstanding talents may be missed. But if the screening is too broad, it will increase interview time and recruitment burden. Here is what Ms. Yang did: First, she focused on the objective content. The objective content mainly includes four aspects: personal information, educational experience, work experience and personal achievements. Personal information includes name, gender, ethnicity, age, education, etc.; education experience includes schooling experience, training experience, etc.; work experience includes work unit, start and end time, work content, project name, etc.; personal achievements include school, work experience, etc. Various rewards for units, etc. Among them, she pays great attention to personal information and educational experience. If these two items do not meet the requirements, there is no need to browse other content and can be filtered out directly. In her education experience, she paid special attention to whether the applicant used some vague words, such as not indicating the start and end time and category of university education. This is likely to confuse the difference between junior college and undergraduate, or the difference between commissioned training, adult education, etc. In terms of work experience and personal achievements, she pays attention to whether the description on the resume is organized and logical. For example, if a resume lists some well-known companies and some senior positions when describing his work experience, but he comes to the company to apply for an ordinary position, this needs attention. Another resume stated that he had achieved achievements in many fields and obtained many certificates. However, based on the analysis of his work unit, it was difficult to have such conditions and opportunities. Such a resume also aroused Ms. Yang's special concern. Notice. Secondly, Ms. Yang judged that there were false elements in the resumes and directly screened them out. In addition, Ms. Yang pays great attention to whether the applicant has indicated the name of his past unit, whether his past work experience is consistent with the job he is applying for now, whether his work experience and educational background meet the application conditions, whether he often changes jobs, and this kind of Is there a reasonable reason for the transformation, etc.