I think recruitment is a challenging job, especially the selection of resumes. Is there any good resume selection method?

Hello, I'm glad to answer your question:

1, personal information filtering

A. When selecting posts with strict requirements on hard indicators (gender, age, work experience and education), if one of them does not meet the post requirements, it will be quickly screened out;

B. When choosing a position that is not strict with hard indicators, you can also combine the requirements of the recruitment position and refer to "people of different ages have different specific needs": before the age of 25, seek a good job; 26-30 years old, personal orientation and development; 3 1-35 years old, high-income job (salary, welfare, hidden income); 36-40 years old, seeking independent development opportunities and starting a business; 4 1 year, stable work.

2. Screening of educational experience

When looking up the school experience of job seekers, we should pay special attention to whether job seekers use some vague words, such as indicating the starting and ending time and category of university education; When looking at the training experience of job seekers, we should focus on professional training and various research trainings, mainly depending on whether the major (work major) meets the training content. (For reference, the main criteria for not doing resume screening)

3, work experience screening

1) working hours: mainly check the total working hours of job seekers, the frequency of job-hopping or job-hopping, the specific duration of each job, the convergence of working hours, etc.

A, if job seekers frequently change jobs or posts during the total working hours, the specific time of each job will not be very long. At this time, it is necessary to analyze the stability of their positions according to the job requirements. If it can be judged that it is not suitable for the job requirements, it will be directly screened out.

B, check the convergence of job seekers' working hours (as a screening reference). If the job seeker works for a long time, he should make a record and remind the interviewer to pay more attention to the free time of the job seeker when arranging the interview.

2) Job position: it is not used as a reference for the key screening of resumes, but the most important thing is the job content.

3) Work content

A, mainly check the job seeker's major and degree of work. If the major is not right, you must check the length of his on-the-job time;

B, combined with the above working hours principle, investigate the depth and breadth of job seekers' professional work. If the short-term job of a job seeker involves deep content, it is necessary to consider whether there are any false elements in the resume. When arranging an interview, remind the interviewer to focus on the investigation, especially the details.

C. Check the general background of the company where the job seeker once worked (especially the middle and high-level and special positions for reference).

4) According to the above contents, analyze whether the job seeker's work experience is true, whether there is false information (as a reference), and analyze the ratio of the job seeker's age to work experience. For example, a job seeker in his thirties used to be a lawyer and a doctor, but now he is a marketer. Is it possible to apply for a sales representative to sell building materials? Special attention should be paid to this situation. If it can be concluded that it is not in line with the actual situation, it will be directly screened out.

I hope the answer will help you!