Resume selection criteria

The evaluation of things has its own standards. Only by thoroughly understanding the resume evaluation standards of major Internet companies can you write resumes in a targeted manner.
2.1.1 About resume
1. What is a resume?
To write a resume, you must first know what a resume is. The literal explanation is easy to understand—a brief description of past experiences—the core element of a resume is to introduce what you have experienced. However, everyone has experienced thousands and thousands, how to condense it in just a few hundred words? Therefore, the key to preparing a resume is the two words "Jane" and "Requirement": on the one hand, you have selected things that must be important and can give you the position you seek to provide competitiveness; on the other hand, they are describing this. Things should be concise and concise, and the content must reach the itch of the reviewer. A few crosses can attract him to learn more about you.
So from a methodological point of view, a resume is first of all your own summary of the past. It lists all the strengths you think, and all the content you think can be described can be listed. This process should be quite cool. ; The second step of the pain is how to stand in the perspective of the bystander, further refine or simply delete the strengths you think, and finally form something that makes people look good and think you are awesome. This is a good one. Resume.
In one sentence, the resume is used to convey information, and it must convey effective and useful information concisely.
2. Who is looking at your resume.
There are two types of people that will determine your destiny: HR (human resources department, who specializes in this) and interviewers (or related positions, interviewers are often very busy). The difference between these two types of people is: HR often does not understand the gold content of resumes, and generally searches and filters based on keywords; while interviewers are more professional and may only consider one or two points. These two types of people have their own focus on screening scenarios. .
HR is generally the first filter of the resume. They are relatively more rational and standardized. They set keywords for key selection according to the selection criteria of each company. Therefore, the way to deal with them is to understand the points that each company values, and the resume content should be as high as possible. The interviewer's perspective will be more professional and detailed. They will have different requirements for the interviewer's resume according to their own needs. Therefore, the way to deal with them is to write more professionally. The resume is actually the beginning of the assessment, especially for the resumes for product positions.
3. Regarding the online application system and elimination mechanism.
In the annual recruitment process, large companies such as BAT face a huge number of resumes. It is not surprising that dozens or even hundreds of people have only one written test qualification (imagine, all of your class The cast may be annihilated). Faced with a huge job hunting force and a very low pass rate, it is absolutely unrealistic to use HR's manpower to look at tens of thousands of resumes, so the online application system came into being.
The online application system mainly plays two roles: one is to standardize the resume, and the generated resume format is uniform for easy measurement; the other is to set some keywords to automatically filter out certain resume content and calculate the weight.
Note that the filtering logic of each company is not the same, and it is difficult to really find out. There was a joke saying that the logic of a certain company is actually a random selection, saying that luck is also part of the strength.