From the perspective of "target position", how to make a resume can improve your chances of getting an offer.
1. "Hit rate" is the only criterion for testing resumes
Everyone often thinks that a resume is just a hymn to oneself, and all the beautiful adjectives are not enough. I am really outstanding [cover my face]!
However, in fact such a resume is not really good. Take the picture below as an example.
The first rookie, his resume looks like scum, and no one cares about Haitou's resume, so it is definitely not a good resume.
The second person, Xiao Hei, has a resume that looks like a copywriting, with layers of beautification on his profile picture. The resume he sent out was almost guaranteed to get a reply, but almost none of them passed. This is not a good resume either.
A really good resume is Xiaohong with a high hit rate. Although not all replies are made, the companies that have replied can always maintain a high interview pass rate, and use the least resources to find suitable jobs.
Speaking of it, some people will laugh at the money-swindling advertisements in the streets and alleys asking for a child. It must be something wrong with the brain. How can there be people calling such advertisements.
It may be that they have carried out statistical analysis and made user portraits. Once someone calls, there is a high probability of being hooked. People have pre-screened the crowd, so that the hit rate of the later link is higher and the cost of fraud is lower .
If the cheating advertisement is so realistic that no one will notice it until the last step of entering the password, then how much useless work will the scammer have to do to get away with it!
So among the following three people, Xiaobai is too scumbag, and Xiaohei is too...
It is said on the Internet that HR can screen a resume for up to 3 seconds. Some people say that they only need 1 second. Overall, I believe it is less than 1 second.
You may not know that the resume has a filter function. Today, I am recruiting a product manager and setting fields such as education, work experience, gender and other information to filter out all men with less than graduate students and less than 3 years of work experience. It is normal to sift through hundreds of letters in a few seconds.
Time is tight and pressure is high. According to Darwin's theory of evolution, recruiting HR has evolved a decision-making framework to screen candidates, such as:
Job seekers should cherish this limited attention, pack your resume in a concise and attractive way, and let HR see your characteristics at a glance. For HR COE (expert) positions, you should let your resume exude an expert style that is ready to come out. Son~ The recruiting manager must have the words of human resources planning and establishment, job analysis, and the training manager must have the words of leadership, teaching, and evaluation.
Accurate positioning : with a distinctive personality, you can be labeled as a manager, expert, or combatant at a glance.
Internal consistency : The content focuses on one goal, and there should be no separate or conflicting content.
Be concise : Stay on top of the point and don't let irrelevant content detract from the main idea.
2. Matching Analysis
Many people have a goal before job-hopping, such as the product manager of the goose factory, or the programmer of the dog family. Knowing in advance, knowing yourself and the enemy, has a high chance of success.
There are also people who cast a wide net, thinking that their abilities can go anywhere, and pull out the top companies in the industry, select a few target positions, and submit their resumes overseas.
Before submitting your resume, do a matching inventory in your mind to determine the odds of winning and know the key points of resume writing. Why do you still know the key points of your resume?
See the table below for the idea of inventory. To evaluate the actual matching degree, you only need to calculate it in your heart, and you don’t need a table.
The items marked with red asterisks are important items. The mismatch of important items will increase the difficulty of subsequent interviews. When writing resumes, we should focus on key items. Especially the final job responsibilities and the matching competencies (red letters) are the most important.
Job classification means whether your previous unit has done work with similar functions.
Work experience means whether your working hours, working environment, and work content match the target position.
Job responsibilities and competencies refer to whether you can take on the burden of the target position.
3. Resume Positioning
Resume positioning is to start to draw a picture of yourself and make a positioning according to the content related to the above job requirements, and the content of the resume is close to the positioning.
When interviewing human resources, you must thank your interpersonal skills, communication influence, innovative thinking and other abilities.
When interviewing for management positions, you must say that you are good at planning and coordination, as well as achievement motivation and influence ability.
All text must be service positioned, for example:
4. Structural writing
Work experience is the main body of a resume, and in all work resumes, project experience is a relatively important content, which can be placed in a higher position. Generally speaking: experience in charge of external consulting projects> experience in hosting internal projects > experience in participating in ordinary projects> No project experience . Therefore, the corresponding text proportion is also written in this order from large to small. Such as my resume:
Based on the deduction and induction of strategic analysis and job description, and according to the behavioral event interviews of key personnel, using the HayGroup quality dictionary as the index library, using questionnaire surveys and statistical analysis methods, and using the performance scale performance questionnaire and actual performance as the criterion, the establishment High performance-oriented company-level competency model
Combined with the competency model system, introduce psychological assessment tools and quality indicators in the selection of managers and employee recruitment, select assessment indicators, and form report interpretation templates
Use the balanced scorecard concept to systematically optimize performance appraisal, simplify indicators, strengthen communication, and implement semi-annual/annual performance appraisal, feedback and coaching
In addition, people often don't know how to write job responsibilities. Here, the clear method is as follows: According to the "job limit", through the "achievement method" to achieve the "task goal" .
For example, according to the company's human resource planning, formulate the company's human resource management regulations, guide and monitor the company's human and capital operations, organize the production of various talent inventory and analysis reports, and ensure that the energy efficiency ratio of human resources is improved.
Or: "Participate in/participate in/undertake the research/research/design practice of **** department **** project, pass ****, and achieve **** growth rate by * percentage points."
Also ask me how to write to make it appear that the position is not so low?
Then you summarize the project work or basic work you have done. Remember, the closer to the result, the less competitive it is. Only the closer to the source and the most basic logic can it appear more high-end. So, don't think about "what you are doing" now, but think about "what you can do", "what you should do" and "what you have done".
The following is my project and resume in a certain position. At that time, I really focused on system reform and innovation in my position, all of which were project experiences, and the job responsibilities were briefly mentioned.
Using statistical methods such as reliability and validity verification and correlation analysis, based on the empirical analysis of "performance correlation-benchmark gap", mining training needs from quality evaluation data, combined with interviews with line managers, to realize the application of evaluation results in training
According to the quality management plan of the group company, explore and construct the offset evaluation model ROT=∑△P*∑△Zcom%*rreg/C to realize the effect evaluation of training on the organizational performance level
Improve the training management system, formulate and implement the annual training plan and budget, and implement the construction of training resources
Five, packaging polish
Here are a few words:
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Write more recent work and less long-term work
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Write more about project experience and less about daily responsibilities
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More work-related, less personal attributes
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Write more about work methods and less about work achievements
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Write more objective content and less subjective vocabulary
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Write more text content, less format beautification
Therefore, for those who have graduated for more than 3 years, the school scholarship can be omitted.
Do not write personal evaluations such as "strong execution, innovative thinking, and service awareness", and don't even read HR.
Excessive packaging is not suitable for most positions. One is aesthetic fatigue and the other is that it will dilute professionalism. The resume still depends on the content.
Summarize
1. Spend more time on your resume. A good resume is the stepping stone to the interview. The resume represents you
2. Review your own resume, don't be blind
Talk about
Think about the editor who has worked in several companies since graduating in 2013, and found that most programmers have a common problem, that is, colleagues who usually look very good or work harder than you really want to change positions and strive for When it comes to more generous remuneration, it does hit a wall everywhere. Why this happens, there may be many reasons:
- 1. Lack of depth of knowledge : You may know how this thing is used, but what is the underlying logic of this thing? Only by understanding the underlying implementation logic of the technology can you use it better, and when there is a problem, you can find the problem through the source code in time. Moreover, the general interview of a big factory is to test your in-depth knowledge. He will repeatedly ponder a new question on a question. If you have not studied it carefully at this time, you may pass it.
- 2. There is no complete knowledge system : A complete knowledge system is the basic quality of a senior programmer. Only with a comprehensive understanding of the knowledge system, instead of only looking at a part when looking at a problem, the most intuitive thing is performance For optimization, you need to go deep into the native layer to see the problem. At this time, you need to have a broader knowledge system.
In 2023, the Android market is no longer what it was ten years ago, as long as you can write a demo, you can get an offer at will. With the influx of mobile developers over the past few years, many people have become anxious, are they about to lose their jobs? Those outside the circle are also wondering whether to enter or not, and they are all entangled like this.
In fact, I often think about this question, but if you often look at the recruitment needs, you will find that it is not that the market is saturated, but that the demand for talents from recruiters is getting higher and higher. On the one hand, developers cannot find good candidates. On the one hand, recruiters are struggling to find the talents they need. The future must be the world of senior talents, but if you want to advance to the advanced level, you need to have a complete knowledge system. The following is the growth roadmap and resources of mobile architects compiled by the editor over the years.
Finally: The complete [Android Development] video learning route and tutorials below have been sorted out and uploaded. Friends can get it for free if they need it [guaranteed 100% free]
