What do multinational HR want from resume?

What do multinational HR want from resume?

What do multinational HR want from resume? At Nokia, it doesn't pay attention to the resume of job seekers. Compared with other companies, they will examine the ability of job seekers in different ways. Let's take a closer look at what multinational HR wants to know from resume.

What multinational HR wants from resume 1 Xerox: to know how job seekers use their skills.

Interviewee: StephenCronin, executive director of human resources department of Marlowe xerox company in Britain.

Q: What changes have Xerox made in talent recruitment in recent years?

A: In the past two or three years, Xerox has made great changes in the way of talent recruitment. As our customers become more and more international,

The services they need are becoming more and more global, so our demand for talents with professional industry skills is also increasing. Successful job seekers will provide at least two skills documents, usually in two or three languages.

We strive to increase the number of women and college graduates in our company. Now, in our company's sales team, college graduates have accounted for 60%. The proportion of women has also increased from 5% in previous years to 25% now. The same is true of the increase in the number of women in management.

Q: What do you think should be paid attention to when writing a successful resume?

A: In our company, the kind of written resume submitted in person has been greatly reduced. Headhunters tell us that 60% to 65% of job applications are now delivered through the Internet. For the resume, we think there are three points worth noting:

The applicant's industry knowledge: for example, whether the applicant is competent in financial services or retail services. They may be engaged in other industries, but if they want to enter our company, they must have specialized industry knowledge.

The company where the applicant is working now: is it the top company with excellent skills in our opinion?

Proof of the applicant's personal skills.

We don't want to see a detailed list of work records, nor do we want to see how many people the applicant has worked with. What we want to make sure is what skills they can provide for our work.

The applicant's performance and contribution should be the main reference. Applicants should explain what they have achieved, not simply "what they have done, but how they have used their skills-these contents are the essence of company requirements."

Nokia: Understand the abilities and qualities of job seekers.

Respondent: Veli-PekkaNiitamo, Global Human Resources Manager of Nokia Networks, Finland.

Q: How does Nokia handle job seekers' resumes?

At Nokia, we don't pay attention to the resume of job seekers. Compared with other companies, we Nokia people have different views on job hunting and recruitment, and we examine the ability of job seekers in different ways.

Job seekers may be "smart" when writing resumes, but in interviews, we often find that they are not as described in resumes. This is also the reason why many graduates enter our company through online job hunting.

At present, we have established an online job-hunting system operating in Finland and northern Europe, and are gradually establishing an online job-hunting system that can be applied to other parts of the world.

Asking job seekers to fill in the questionnaire of our company can examine the ability of job seekers in a specific field of work. In addition, we attract top job seekers through online competition, donations, research and development programs and internship programs. Because of this, we can have a long time to evaluate their ability reliably.

We will ask candidates to provide resumes later in the job search process, especially before the interview. The function of resume is to help us quickly screen more suitable job seekers.

Resumes can help us make sure that job seekers are just bragging or have not applied for our positions through the Internet. Then, we evaluate and test job seekers.

After passing this test, the department manager of the job seeker's future work will carefully study the resume, self-evaluation, key abilities and the previous evaluation made by the interviewer. Only after going through all these procedures can job seekers get an interview with future managers.

Q: Do you think a cover letter is important?

A: When job seekers enter the final stage of the recruitment process, we will ask them to provide a cover letter. At this time, their cover letter and its writing effect have become our selection criteria.

A cover letter can reflect their work enthusiasm and personal interests. We did receive many job seekers who applied for jobs by e-mail.

Unfortunately, their emails are usually too complicated and their cover letters have not been carefully revised. We seldom associate their resumes with cover letters, which gives us the impression that they lack initiative.

In a word, a good resume and a good cover letter are very important. Job seekers should not be smart, but honest. Be careful when using common company words, because we can directly find the ability and quality of job seekers through these words.

Philips: Find out whether the job seeker is suitable for this job.

Interviewer: JoPieters Petes, an international human resource management consultant of Philips in the Netherlands, is responsible for coordinating global MBA recruitment.

Q: What are your main concerns in the resume of job seekers?

A: The transformation of ability is an important aspect of our concern. We want to know whether the job seeker's past work ability can be brought into full play in Philips. Philips is an industrial company, and its working experience is necessary for us.

We want to know whether the experience of job seekers can be used by our company and its business. If a job seeker's work experience is not directly related to our business, it depends on the project he is responsible for and whether the job seeker's ability can be transformed into the ability needed by our business.

We are not interested in the projects that job seekers participate in, but their contributions to these projects. What role did they play in the completion of the project?

If the job seeker has done anything, we will ask him to provide factual proof. Then we check whether his practice meets our required leadership standards. The next step is to provide him with an interview opportunity to examine his ability face to face.

Q: How should a job seeker write a resume?

We prefer a one-page resume. This is usually the standard version provided in the textbook of the School of Management. Job seekers need to explain their service ability directly and concisely. When job seekers come to our company campus, they usually bring more detailed materials.

Job seekers should improve their resumes submitted to the company. They should be able to put themselves in other's shoes and think about what kind of people we need, because we are neither investment bankers,

Not a consultant. The help and services they provide should be clear to readers in two minutes, which is the time we spend on each resume!

Q: Do job seekers often lie?

A: Most of our job seekers are smart and honest. They have done a lot of preparation when writing resumes and know our needs, so they don't have to lie.

They also know that if we lie, our professionals can find out. We will examine some questions carefully before the interview, so that we can judge whether there are lies in the candidate's statement. If this is the case, then everything will stop here.

Job seekers sometimes combine some facts to polish it to make it more attractive.

What do multinational HR want from resume? What elements does HR value in a resume?

It usually makes them shine. Resume will include the following three factors:

1, with rich work experience;

2. Have outstanding personal skills;

3. In the personal cover letter or introduction, job seekers will search for keywords that match the applied position again. Among these three points, the matching degree between job seekers and positions is more critical.

R&D companies, state-owned enterprises and schools pay more attention to the background of famous schools.

So, are famous students more likely to be favored by HR? Human resources netizens said, "Scientific research enterprises are more willing to recruit graduates from prestigious schools, especially working in R&D..

Because there are many resources in prestigious schools, many students begin to do national-level big projects with their tutors at school, and their hands-on ability is stronger than that of many people with work experience. For some transactional jobs and labor-intensive jobs, HR will pay more attention to relevant experience and will not have too great requirements for academic qualifications. "

HR netizen "light dust floating clouds" said: "Generally, large state-owned enterprises will have a' prestigious school complex'. Because many state-owned enterprises have' education salary', that is, the salary standard is determined according to education.

If it is a private enterprise, if the boss himself graduated from a prestigious school, the requirements for academic qualifications may be stricter.

Whether there are strict academic requirements or not varies from enterprise to enterprise, but there are still a few companies that are particularly strict with academic requirements. Generally, companies only require a bachelor's degree or above, and don't ask for a prestigious school, such as' 211engineering'. "

HR netizen "Light Dust Cloud" further pointed out: "Enterprises participating in campus recruitment, especially those recruiting management trainees, generally only need to come from prestigious schools, and most of them require postgraduate education or above.

Because these students are admitted to famous schools through your competition and selection, their learning ability is generally very strong, and there is a great chance of selecting talents to become elites.

Therefore, if you are a fresh graduate of a non-prestigious school and have poor professional employment prospects, you may wish to go to a small enterprise with potential to exercise first, and then jump ship. "

Private enterprises value ability, hard work and passion.

Mr. He, an HR netizen, said: "The prestigious school education and overseas work experience can really attract the favor of recruiters, but for many private enterprises,

As long as the candidates are bold, capable and capable of producing results, they will all get a job opportunity. It is more practical for private enterprises to come up with ideas and schemes that are helpful to the company's current situation.

I value these three points: passion (how long I can work in this company), awareness of doing things in a down-to-earth manner (quality and execution of professionals), and ability to produce results (vision, knowledge and ability). "