簡(jiǎn)歷篩選是招聘工作展開的個(gè)環(huán)節(jié)，同時(shí)也是一門技術(shù)活。篩選簡(jiǎn)歷其實(shí)也是很大程度上也反映出招聘官個(gè)人能力的體現(xiàn)，若水平不夠高就很難發(fā)掘到匹配企業(yè)所需的人才。對(duì)此，濟(jì)南獵頭公司總結(jié)以下簡(jiǎn)歷甄選3大關(guān)鍵，供招聘官們參考。

Resume screening is the first step in the recruitment process, and it is also a technical job. In fact, the selection of resumes also reflects the personal ability of recruiting officers to a large extent. If the level is not high enough, it is difficult to find the talents needed by matching enterprises. In this regard, Jinan Headhunting Company summarized the following three key points of resume selection for the reference of recruiters.

一、查看簡(jiǎn)歷基本條件

1、 View resume basic conditions

1.硬性條件：查看求職者的任職資格，這包括、年齡、性別、學(xué)歷、專門、經(jīng)驗(yàn)等方面，這些硬件條件應(yīng)在3分鐘內(nèi)作出判斷。

1. Hard conditions: check the job applicant's qualifications, including age, gender, education, specialty, experience, etc. These hard conditions should be judged within 3 minutes.

2.軟性條件：軟性條件其實(shí)尤為重要，進(jìn)入不同的年齡階段有不同的想法，企業(yè)HR可以根據(jù)這個(gè)職業(yè)發(fā)展的特點(diǎn)進(jìn)行對(duì)照，找準(zhǔn)適合企業(yè)需求的簡(jiǎn)歷。

2. Soft conditions: soft conditions are particularly important. When entering different age stages, there are different ideas. Enterprise HR can compare the characteristics of this career development to find the resume suitable for the enterprise's needs.

3.其他條件。若求職者對(duì)待遇要求企業(yè)很難達(dá)到，這樣的簡(jiǎn)歷企業(yè)HR也可以選擇PASS，應(yīng)聘者的居住地址離公司較遠(yuǎn)，不方面，比如在上海工作，卻住在蘇州，在這種情況下，除非應(yīng)聘者愿意搬到公司，否則也可以直接pass。

3. Other conditions. If it is difficult for the applicant to meet the salary requirements of the enterprise, such resume enterprise HR can also choose PASS. The applicant's residential address is far from the company. On the other hand, for example, he works in Shanghai, but lives in Suzhou. In this case, unless the applicant is willing to move to the company, he can also directly pass.

二、查看簡(jiǎn)歷的工作內(nèi)容：

2、 To view the work content of your resume:

1.工作內(nèi)容的對(duì)口性，簡(jiǎn)歷的工作內(nèi)容是否與企業(yè)要求的工作內(nèi)容吻合。

1. The correspondence of the work content, and whether the work content of the resume is consistent with the work content required by the enterprise.

2.工作時(shí)間長(zhǎng)短與專門的深度的符合情況，如發(fā)現(xiàn)簡(jiǎn)歷中工作時(shí)間短，而實(shí)踐的內(nèi)容比較精深，需要在面試時(shí)考察。

2. The conformity between the length of working hours and the depth of specialized work. If it is found that the working hours in the resume are short, but the practical content is relatively profound, it is necessary to focus on the investigation during the interview.

3.跳槽的頻率。查看簡(jiǎn)歷中跳槽的頻率，如果經(jīng)常跳槽，則其工作的穩(wěn)定性比較差。一般而言在一個(gè)公司3年以上為穩(wěn)定，如果出現(xiàn)1年左右的次數(shù)有幾次，那么基本可以判斷這個(gè)人不穩(wěn)定。

3. Frequency of job-hopping. Check the frequency of job-hopping in your resume. If you often job-hopping, the stability of your job is poor. Generally speaking, it is stable in a company for more than 3 years. If there are several times in a year or so, it can be basically judged that the person is unstable.

4.工作時(shí)間的間距長(zhǎng)短，如果簡(jiǎn)歷工作時(shí)間中出現(xiàn)較長(zhǎng)時(shí)間的空檔期，應(yīng)該在面試時(shí)關(guān)注。

4. The length of the working time interval. If there is a long gap in the working time of the resume, we should pay attention to it during the interview.

5.職位與工作內(nèi)容是否匹配。如果你要招一個(gè)人力資源經(jīng)理，而這個(gè)人力資源經(jīng)理工作內(nèi)容是做人事檔案，買社保之類的純事務(wù)性的工作，你要當(dāng)心，這個(gè)公司的人力資源經(jīng)理是否符合你崗位所要求的人力資源經(jīng)理?xiàng)l件了。

5. Whether the position matches the job content. If you want to recruit a human resource manager whose job content is to do personnel files, buy social security and other purely transactional work, you should be careful whether the company's human resource manager meets the requirements of your position as a human resource manager.

6.工作的所屬行業(yè)的跨度。一般而言，有明確的職業(yè)定位的人都會(huì)限定在某個(gè)行業(yè)內(nèi)，如果簡(jiǎn)歷上行業(yè)跨度大，不具有相關(guān)性，則可以看出此人職業(yè)定位模糊。

6. The span of work industry. Generally speaking, people with a clear career orientation will be limited to a certain industry. If the industry span on the resume is large and not relevant, it can be seen that this person's career orientation is vague.

三、透過簡(jiǎn)歷看應(yīng)聘者

3、 Look at candidates through resumes

1.應(yīng)聘的崗位比較多的，如果1個(gè)人投簡(jiǎn)歷既應(yīng)聘人事助理，又應(yīng)聘客服文員，說明該應(yīng)聘者定位不明確，求職動(dòng)向模糊。

1. There are many positions to apply for. If one person applies for a resume as both a personnel assistant and a customer service clerk, it means that the candidate's position is unclear and the job hunting trend is vague.

2.如果求職者從大公司跳槽到小公司，崗位也沒有什么變化，薪資也沒什么變化，基本可以判斷此員工能力不強(qiáng)。相反，如果求職者，崗位在不斷的晉升，公司的規(guī)模一家比一家大，可以判斷此員工上進(jìn)心較強(qiáng)。

2. If the job seeker changes from a large company to a small company, there is no change in the position and salary, so it can be basically judged that the employee is not competent. On the contrary, if the job seekers are continuously promoted and the size of the company is larger than each other, it can be judged that the employees are motivated.

3.如果在短時(shí)間內(nèi)連續(xù)投2份或以上的簡(jiǎn)歷，基本可以知道這個(gè)應(yīng)聘者比較粗心。連當(dāng)天投遞的企業(yè)都不記得。相反如果間隔時(shí)間較長(zhǎng)又投簡(jiǎn)歷的，可以看出應(yīng)聘者對(duì)該公司的該崗位特別感興趣。

3. If you submit 2 or more resumes in a short time, you can basically know that the candidate is careless. Even the enterprises that delivered the same day can't remember. On the contrary, if you submit your resume after a long interval, you can see that the candidate is particularly interested in the position of the company.

4.簡(jiǎn)歷中錯(cuò)別字較多，可以判斷出，人比較粗心。如果簡(jiǎn)歷特別有層次感，邏輯性強(qiáng)，突出。說明應(yīng)聘者思維清晰。

4. There are many typos in the resume, which can be judged to be careless. If the resume is particularly hierarchical, logical and focused. Explain that the candidate has clear thinking.

招聘中篩選簡(jiǎn)歷的三大關(guān)鍵相關(guān)講解就到這里了，您對(duì)此有怎樣的疑惑或者需求，可以隨時(shí)來我們網(wǎng)站http://merkfinz.com咨詢了解！

Here are the three key explanations for screening resumes in recruitment. If you have any doubts or needs, please come to our website at any time http://merkfinz.com Consult and understand!