In the peak season of recruitment, recruitment HR needs to face hundreds of resumes and communication initiated by recruitment platforms every day, how can we job seekers improve the pass rate of resume screening, get more interview opportunities, and get more high-paying offers?
My peers have taught me a lot of very effective methods, such as: preparing multiple resumes and submitting them according to the needs of the position; After delivery, send a summary and emotional message to HR; Constantly initiate communication, submit resumes, continue to communicate, deliver, and continue after rejection; The more you submit your resume, the more interview invitations you will have; Spend money to find someone specifically to revise your resume, etc.
I have to say that these methods are very effective, but they are more expensive and laborious.
3 simple and effortless ways to easily improve the pass rate of resume screening and make our job search smoother.
1. When writing resumes, use the regular scale version, and on the premise of ensuring the authenticity of resumes, find common ground in positions and rely on job hunting positions.
First of all, find the most common template on ** or directly fill in the content according to the requirements on the recruitment** and then export the resume, HR generally has no special requirements for the resume template, as long as it is convenient for it to be screened quickly and accurately, and the resume template and content presentation form on the major recruitment platforms are the most familiar to HR, so that HR can find the information needed to match the job requirements most quickly.
Secondly, find the target position of 5 or 6 companies on a certain recruitment**, carefully look at their job responsibilities and job requirements, find out their common points and keywords with high frequency, and write personal job responsibilities in combination with their actual work content. If there are some job responsibilities that have less in common than previous work, you can write "Assist in Charge......"Participation ......"Make sure HR stays on our resume for a few more seconds by making sure they see what they want to see when they quickly glance at our resume; High-frequency keywords are not involved in previous work, so you can write and learn to master the content in the self-evaluation section to ensure that when HR screens resumes through job keywords, our resumes will appear in the list.
Finally, there is one biggest premise, and that is to ensure the authenticity of the resume. We can wrap and polish resumes, but we can't fake them. First, of course, there is the issue of integrity; Second, resume fraud will be easily identified during communication or interviews, wasting the time of both parties; Thirdly, and most seriously, the falsification of resumes may constitute fraud, fabricating one's work experience, violating the employee's obligation to truthfully explain, and the employer has the right to terminate the employment contract without compensation, and if the employer can provide relevant evidence, it can also pursue the corresponding economic losses caused thereby.
2. Internal referral is the first choice for application channels, with full coverage of multiple platforms and multiple HRs.
Internal referral is the fastest, most effective, and more inclusive channel for resume screening. Find more relatives and friends, former colleagues, and then ask them to help find their relatives, friends and colleagues, this is a large group. If you really can't do it, you can also go to find HR friends, former HR colleagues, pull us into the active major recruitment groups, there are a lot of HR in them, maybe you will brush up on the recruitment information they posted, directly add WeChat contact, or leave a message in the group, briefly introduce yourself: job search position (including region, industry), working years, education, etc., meet the "hook" HR plus WeChat, and privately send your resume to the other party.
When you meet a good company, after you submit it on one recruitment platform, you will also submit it on other platforms; After delivery, an HR feedback is not suitable, find other HRs of the company, and deliver it again; There is a deviation in the position, but you can also initiate communication and talk directly to HR to see if there is a more suitable position.
3. To the result, follow up the result of each action.
Submit resumes and initiate communication, HR is in an unread state, give up this HR.
If you initiate a communication, the hr has not been read, you can add another sentence, if it still can't be read, give up the HR.
After the respondent has sent a resume, if he does not reply to the read resume, he can directly ask: "If appropriate, what time do you see to facilitate communication or interview?" Or, "If it's not suitable, please let us know, thank you." "If you haven't read it, give up this HR.
*After communication, if the interview is not arranged in time, you can ask**, WeChat or recruitment platform: "After understanding through **communication, I am more interested in your company's position, what time do you think the company will arrange the interview?" "At this time, HR will generally arrange the interview directly, delay the interview time as a spare tire, or give direct feedback that it is not appropriate.
Many people think that the HR resume screening process is too complicated, and it takes a lot of time, energy and money in this link, but the results and returns are not satisfactory; There are also people who think too simply, do it casually, and miss a lot of opportunities. The above 3 simple, time-consuming and laborious methods are just right.
I wish you all a satisfactory offer as soon as possible.
The right way to submit your resume