招聘中篩選簡歷要注意什么？
一、查看簡歷基本條件
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、、經(jīng)驗等方面，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, major, experience, etc. these hardware conditions shall be judged within 3 minutes.
2.軟性條件：軟性條件其實尤為重要，進(jìn)入不同的年齡階段有不同的想法，職場人士22-25歲處于發(fā)展的初期，心態(tài)也比較浮躁，跳槽率較高，26—30歲，屬于發(fā)展穩(wěn)定期，這個階段在逐步找準(zhǔn)自己的職業(yè)定位，并按照自己的職業(yè)規(guī)劃進(jìn)行，31---35事業(yè)的頂峰期，職業(yè)定位非常明確，高速發(fā)展，追求高待遇，高職務(wù)。36—40歲，尋求獨立發(fā)展的機(jī)會、創(chuàng)業(yè)。40歲以后一般追求事業(yè)的穩(wěn)定。因此企業(yè)HR可以根據(jù)這個職業(yè)發(fā)展的特點進(jìn)行對照，找準(zhǔn)適合企業(yè)需求的簡歷。
2. Soft conditions: in fact, soft conditions are particularly important. When entering different age stages, they have different ideas. Professionals aged 22-25 are in the early stage of development, their mentality is relatively impetuous, and the job hopping rate is high. They are 26-30 years old, which belongs to the period of development and stability. At this stage, they are gradually finding out their career positioning and carrying out according to their own career planning. They are in the peak period of 31-35 career, Career positioning is very clear, rapid development, the pursuit of high treatment and high position. 36-40 years old, seeking opportunities for independent development and entrepreneurship. After the age of 40, they generally pursue career stability. Therefore, enterprise HR can compare the characteristics of this career development and find the resume suitable for the needs of the enterprise.
3.其他條件。若求職者對待遇要求企業(yè)很難達(dá)到，這樣的簡歷企業(yè)HR也可以選擇PASS，應(yīng)聘者的居住地址離公司較遠(yuǎn)，極不方面，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 treatment requirements of the enterprise, the HR of such resume enterprise can also choose pass. The applicant's residential address is far away from the company, which is very inconvenient. For example, working in Shanghai but living in Suzhou, in this case, unless the applicant is willing to move to the company, he can also pass directly
二、查看簡歷的工作內(nèi)容：
2、 To view the job content of your resume:
1.工作內(nèi)容的對口性，簡歷的工作內(nèi)容是否與企業(yè)要求的工作內(nèi)容吻合。
1. Counterpart of work content and whether the work content of resume is consistent with the work content required by the enterprise.
2.工作時間長短與的深度的符合情況，如發(fā)現(xiàn)簡歷中工作時間短，而實踐的內(nèi)容比較精深，需要在面試時考察。
2. The conformity between the length of working hours and the depth of specialty. If it is found that the working hours in the resume are short and the content of practice is relatively profound, it needs to be investigated during the interview.
3.跳槽的頻率。查看簡歷中跳槽的頻率，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人不穩(wěn)定。
3. Frequency of job hopping. Check the frequency of job hopping in your resume. If you often change jobs, your job stability 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 this person is unstable.
4.工作時間的間距長短，如果簡歷工作時間中出現(xiàn)較長時間的空檔期，應(yīng)該在面試時關(guān)注。
4. The length of working hours. If there is a long gap in the resume working hours, it should be paid attention to during the interview.
5.職位與工作內(nèi)容是否匹配。如果你要招一個人力資源經(jīng)理，而這個人力資源經(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)理條件了。
5. Whether the position matches the work content. If you want to recruit a human resource manager whose job content is to do purely transactional work such as personnel files and buy social security, you should be careful whether the human resource manager of the company meets the human resource manager conditions required by your position.
6.工作的所屬行業(yè)的跨度。一般而言，有明確的職業(yè)定位的人都會限定在某個行業(yè)內(nèi)，如果簡歷上行業(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 the industry to which the work belongs. 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、透過簡歷看應(yīng)聘者
3、 Looking at candidates through resumes
1.應(yīng)聘的崗位比較多的，如果1個人投簡歷既應(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，求職動向模糊。
1. If there are many positions applied for, if one person applies for both HR assistant and customer service clerk, it means that the candidate's positioning is unclear and the job search 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. It can be basically judged that the employee is not strong. On the contrary, if a job seeker is constantly promoted and the size of the company is larger than each other, it can be judged that the employee is highly motivated.
3.如果在短時間內(nèi)連續(xù)投2份或以上的簡歷，基本可以知道這個應(yīng)聘者比較粗心。連當(dāng)天投遞的企業(yè)都不記得。相反如果間隔時間較長又投簡歷的，可以看出應(yīng)聘者對該公司的該崗位特別感興趣。
3. If you submit two or more resumes in a short time, you can basically know that the candidate is careless. Even the enterprises that delivered the same day don'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.簡歷中錯別字較多，可以判斷出，人比較粗心。如果簡歷特別有層次感，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 that the person is careless. If the resume is particularly hierarchical, logical and focused. Explain that the candidate has clear thinking.
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