What materials are needed for the application?

What materials are needed for the application?

What materials are needed for job hunting? In order to give yourself extra points and make a good impression, you should first bring all your personal information with you when interviewing, but the information also needs to be prepared well. So what materials do you need to prepare? Let's take a look together!

1 What materials are needed for the application? 1. Resume.

1, official resume;

2. Both electronic and text versions should be available (the text needs to be printed more);

3. Prepare an English resume (some units use it to judge your English level);

4. cover letter.

Second, the certificate.

Third, photos.

1, one-inch and two-inch ID photos are needed at any time for interviews, written examinations and other occasions;

2. One-inch ID photo electronic picture (for online form filling);

A 3.5-inch or 6-inch personal life photo, and the electronic version of the life photo is also ready (if necessary);

4. Handwritten and autographed electronic pictures (for electronic application forms).

Fourth, clothes.

Fifth, home appliances.

1, with a black briefcase (don't carry a schoolbag for students), and an ordinary computer bag is also acceptable;

2. Black signature pen and a notebook; (There must be a spare)

3. Black and blue pens and erasers;

4. Always answer the phone of the recruiting unit in time.

Sixth, understand the situation of the employer.

Have a preliminary impression of the recruiting unit and try to master detailed information, especially the position you are applying for. In the interview, you can use your own advantages to explain why you want to apply for this job, so that you can have a clear goal. Understand the basic situation of the employer, including:

1, recent basic situation;

2, the recent main products or business projects;

3. personnel composition;

4. Employing people and attaching importance to talents;

5. Historical and developmental background;

6. Nature, location, welfare, etc.

Seven, research topics.

During the interview, the recruiter will ask the job seeker many questions or a series of questions. For the problems that may be mentioned, job seekers should make preparations in advance and be aware of them.

What materials are needed to apply for 2 1 and determine the personnel requirements.

That is to say, it is clear why enterprises or team organizations should recruit people. Generally speaking, there are four main reasons. First, the job vacancy caused by the resignation of personnel needs to be supplemented by recruiters; Second, the elimination and replacement of personnel by teams or enterprises need to be supplemented by new people; Third, the team or enterprise business development, the shortage of human resources needs to increase personnel development related work; Fourth, the enterprise or team should consider the later development of the enterprise and reserve relevant personnel.

2. Know what kind of people to recruit.

That is to know what kind of talents are suitable and competent (the competence and conditions of personnel are certain). In this regard, it is necessary for personnel demanders to analyze what conditions the position to be recruited should have and determine the application conditions or competence for applying for the position. Generally speaking, application conditions and competence are divided into hardware conditions and software.

3. Choose the distribution channels for talent recruitment.

Specific actions are: 1. Determine the source of recruiters. Whether to recruit from within the company or from outside, such as from the society or from the school.

Second, the choice of recruitment channels. According to the source of recruiters, the choice of recruitment channels depends on the different needs of recruiters. At the same time, different recruitment channels have different characteristics and produce different recruitment effects, so the selection of recruitment channels needs to be flexibly adjusted according to needs. The details are provided in the table below.

Characteristics and functions of various recruitment channels

Third, publish job advertisements. Generally speaking, a complete job advertisement should include the following contents: company profile, job title, number of people, education, major, work place, job access conditions (job responsibilities and job requirements, etc. ), application delivery method, company address, contact information, etc. According to different recruitment channels, the prominent focus of its advertising content is different.

4. Formulate effective recruitment principles and standards.

Generally speaking, an effective recruitment, at the beginning of recruitment, many enterprises will determine the following two principles and a standard at the beginning of recruitment.

Principle 1: guide the situation according to the situation, know others and discuss the world. In other words, in the process of personnel recruitment, personnel should not be selected and evaluated according to personal preferences and their own understanding of things, but should be evaluated and selected separately and recruited according to the recruitment demand plan.

Principle 2: Fair competition and merit-based admission. That is to say, in the recruitment process, we should put an end to acts of favoritism and malpractice, not artificially create various unequal restrictions, treat everyone fairly, and recruit people according to the principle of competition and the requirements of strict screening and scientific selection.

A standard: the standard of quality rather than quantity. We should not hold the attitude of recruiting people for the sake of recruiting people, but should adhere to the standard of quality rather than quantity.

5. Establish standardized interview process, content and related test questions in the recruitment process.

That is, to establish standardized interview process, interview content or test questions, so as to avoid the problems of aimlessness and incomparable interview results caused by random questions from interviewers. To establish standardization, no matter who the interviewer is, the recruitment process should follow a consistent process, from the opening remarks, in-depth interviews to the end of the interview, the process and content should be as consistent as possible, so as to reduce the influence of different examiners' personal preferences and personal tests on information collection.

Specific actions: make a unified question interview form or use a unified test for the same position. Many large enterprises often conduct unified tests and written tests on candidates when selecting sales personnel. On the premise that the contents of the test and written test are reasonable and scientific, the test and written test can reflect the knowledge, intelligence, personality and ability of candidates more objectively and truly than the interview. The most common tests are intelligence test, ability test and personality test, while the written test is mainly comprehensive knowledge and professional knowledge.

6. Prepare relevant recruitment materials.

Specific actions: prepare company brochures and related promotional materials (exhibition stands, POP, etc. ), as well as business cards, application forms, test questions, pens and other materials needed in the recruitment process.

Tip: A good start is the first step to success, and successful recruitment requires good preparation.

What materials are needed for the application? 3 1. Print more resumes for emergencies. Resume should include personal information (including name, gender, graduation institution, email address, contact information and other necessary information); Job hunting intention (position, place of work, nature of work: full-time/part-time, etc.). ); Personal skills; Work experience; Project experience; Educational experience (if you are a fresh student looking for an internship or a classmate looking for an internship, you can also add the honor obtained at school); Self-evaluation, etc.

2. Proof materials, such as: original copies of resignation certificate, graduation certificate, degree certificate, ID card, project achievements, etc. If the interviewer asks to see some original documents during the interview, but the interviewer doesn't bring them, it is very embarrassing and impolite.

Bringing a briefcase when applying for a job will give people a professional impression. You don't need an expensive bag, but it should look elegant and large enough to put A4 paper flat, so that the items on it can be put into the briefcase.

4, notebook, which should record the time to participate in the job interview, company name, address, contact person and contact information, simply record the interview process, follow-up records, etc.

5. You can also use electronic organizer.

6. With regard to dress, banks, civil servants, teachers and other positions require formal attire, so one or two suitable suits should be prepared at ordinary times.

7. Other positions, such as technical development positions, can be dressed in a generous and neat manner, such as slippers, shorts, T-shirts, sports shoes, etc. Should be avoided, it will give people a casual feeling.