Criteria for judging resumes of large companies

Criteria for judging resumes of large companies

In the workplace, companies with different corporate cultures will have their own criteria for selecting resumes when recruiting talents. For job seekers who want to find a good job, let's learn about the resume evaluation criteria of big companies!

The resume evaluation standard of large companies is 1. Enough information.

In order to carry out the recruitment work efficiently, an important criterion for us to screen resumes is to see how much effective content and gold content there are in resumes. Many students' resumes provide little information, so there is little information that can be filtered out.

When recruiting on campus, we will receive a large number of student resumes, many of which are informative and meticulous. Why can they write high-quality resumes? In the interview, we learned that many students have rich social work experience and off-campus part-time experience, and the work of monitor and student union cadres can better reflect their work ability and expertise. But because they don't understand the criteria for selecting candidates, they often think that these experiences are insignificant, disdainful or not good at digging out the highlights that attract us. Instead, they spend a lot of space listing bits and pieces of personal information.

Faced with such a student's resume, we have two choices: one is to "suspect" that he has too little work experience to prove his work ability, so he will be eliminated when screening resumes; The second is to give him an interview, but he needs to do his best to help him tap his potential in the interview. Obviously, most hiring managers who pursue high efficiency will choose the former to save time and energy for the company. Therefore, students should never leave the "digging" work to the hiring manager, which means that "the specific work in the future depends on your guidance at any time, and I am unable to complete it independently". Unless some students take part-time jobs in world-renowned enterprises or hold important positions in student organizations, we won't waste time to personally tap the potential of candidates.

A plain resume often shows that the candidate's writing skills are immature and his desire to promote himself is not strong. Such resumes lack the efficiency of communication. Compared with students' resumes, with the rich work experience and life experience, the resumes submitted by job seekers with work experience are relatively mature. However, the job resume often ignores the combing of information, and the information is complicated and lacks focus, which can't highlight the strengths of each job seeker and increase the workload for our screening. Of course, some job seekers who have worked for several years are still naive, and their resumes are not much different from those of students, and their descriptions of work experience are too simple. For example, I have seen some resumes that say "I worked in XX company from XX to XX". The whole article is such an "introduction". Words are sparse, and words are as expensive as gold. There is not even a "two-part allegorical saying" to illustrate the position. I didn't know what kind of responsibilities he had, whether he was a driver, a junior clerk, a middle-level cadre or a senior manager, and I didn't want to be inferior and couldn't be hired without exception, so I didn't include him in the interview list.

Through the resume, we can see whether the job seeker has worked in a regular company, whether he has received good business training, and whether he can communicate effectively with internal and customers in his future work.

Establish a professional image

Students' resumes are fancy and not professional. Many students are well versed in the recruitment characteristics of state-owned enterprises, and know that the main thing is to pay more attention to form and relationship rather than to examine the quality and content of resumes. So these students invest in state-owned enterprises, prepare job-hunting materials as thick as manuscripts (the binding fee for each book will not be less), collect copies of all certificates, letters, papers and even life photos, and send them to each enterprise. However, if job seekers go to foreign companies to apply for jobs with such job-seeking materials, it will be counterproductive. Usually when we see such materials, we don't invite their owners to the office for an interview, but put them directly into the "talent" library. In foreign companies, such job search materials are considered to lack communication efficiency and do not understand or agree with the culture of foreign companies. Such job seekers are just out of our choice.

In the eyes of many foreign companies, the information provided by the resumes of Kazakh businessmen is painstakingly excavated and carefully screened, concise and in line with the requirements of business norms. Job seekers will write down the selling point of a certain information, and will not waste pen and ink on information that has no obvious communication effect, has nothing to do with job hunting or is unnecessary to introduce in their resumes, saving a lot of time and energy for recruiters. 1998 or so, I saw for the first time that domestic graduates began to adopt the resume format of Harvard Business School graduates, which made me feel refreshed. I will definitely read such a resume from beginning to end, and we very much hope to meet this truly experienced job seeker. Because the job seekers who adopt this resume format have obviously understood the culture of foreign companies and are willing to accept it, such job seekers are the talents we "pursue".

In order to attract the attention of the hiring manager, some students deliberately do something unconventional, but because they have never worked in a formal commercial company environment, their grasp of "new" and "different" is not mature enough, and their resumes are far from the standard, or even far from it. As everyone knows, they think that the novel resume format has been used for a long time, and they have suffered from the failure of job hunting.

Job resume is more conservative than student resume in this respect, so it is acceptable in format and typesetting. Some job resumes are even very professional, but resumes with excellent quality and professional format are still rare.

The second criterion for judging the resume of a big company: look at the major first and then choose the school background.

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

China Mobile adopts various recruitment methods, such as job fairs, newspapers and magazines, headhunters, etc. , and the most used is online recruitment; At the same time, campus recruitment, social recruitment and internal competition are carried out for recruitment projects. Mobile has outsourced a lot of work to professional websites, so it follows an established procedure and standard when screening resumes, written tests and interviews. An excellent candidate needs to go through the following processes: software system screening resumes → manual screening resumes → first round interview → written test → second round interview. The automatic software system will screen your resume by examining the school and major, academic performance, class ranking, English ability and project experience, which will be the five obstacles for you to apply for China Mobile. China Mobile favors key universities and college students with professional counterparts. The background of famous universities, excellent English ability and experience as monitor, student union cadre and community organizer will be the highlights of applying for China Mobile.

A concise resume is the most popular.

Interviewer: Ms. Terry Tang, Human Resources Manager of ABB (China) Co., Ltd.

ABB screens resumes according to the job description and recruitment requirements of each position. After that, the HR manager will send the selected resumes to the corresponding business departments for the second round of screening. After communication and consultation between the business department manager and the human resources manager, an interview list is generated.

A clean and concise resume is most popular with ABB, and the length should be 2 to 3 pages. The closer the personal information and work experience description are to the requirements of the recruitment position, the easier it is to win the shortlist opportunity; The more beautiful or fancy resumes are, the more popular they are. The real content of the resume is the focus of the assessment.

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

Submitting resume is the first step for job seekers to find a job, and resume has become a stepping stone to job hunting. Whether you have a chance to take part in the next examination or win a job depends on whether this stepping stone is good or not. How do major companies and enterprises screen resumes? What are their criteria for measuring resumes?

Professional ethics of detail inspection

Lucent attaches great importance to professional ethics and ethics, and usually pays attention to the integrity and authenticity of resume content, as well as the continuity and stability of applicants' work. Lucent doesn't care about the applicant's other work experience, poor academic qualifications and interrupted working hours, but concealment and deception will make the company doubt your personal integrity and professional ethics.

To this end, HR will pay attention to whether the resume details conflict. Lucent will save each submitted resume and create a resume file. I once saw two resumes with different delivery times but almost the same content. However, the former includes teachers' work experience, while the latter is entirely sales experience. I guess he just wants to strengthen his experience and background in sales and increase his position competitiveness.

Many people feel sorry for not getting a good college education, so they will blur their educational background in their resumes. In fact, he doesn't write, but it makes people guess more. In addition, many candidates also know that the company is very concerned about career continuity. Some people may not have a job for the time being, but they will put the time they have been engaged in a certain job in their resumes, which will be found out when doing background checks.

Reflect personal performance with numbers

When introducing work experience, the working time in a company should be accurate to the month instead of the year. There is the full name of the company (or company profile), the name of the position and the name of the department, the main job responsibilities, the main work performance, etc. You can also briefly introduce the relationship between superiors and subordinates, such as the position of your direct boss and the number of subordinates under your jurisdiction.

We are more used to talking with numbers, and the words "excellent" and "great contribution" are not appropriate. It is better to change it to "How many sales achievements I have completed and how many companies I have contacted". If the number is too sensitive to express, it can be expressed as a percentage, or the recognition of the enterprise, or the certificate obtained can be written down.

Some departments that are not as easy to quantify as the sales department, such as the administration department, can be explained by maintaining and purchasing office equipment, reducing costs and customer satisfaction, and how to maintain it in time. HR department can be reflected by customer satisfaction, recruitment cycle, job matching and turnover rate.