简历筛选是招聘工作展开的个环节，同时也是一门技术活。筛选简历其实也是很大程度上也反映出招聘官个人能力的体现，若水平不够高就很难发掘到匹配企业所需的人才。对此， 济南猎头公司总结以下简历甄选3大关键，供招聘官们参考。

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、查看简历基本条件

1、 View resume basic conditions

1.硬性条件：查看求职者的任职资格，这包括、年龄、性别、学历、专门、经验等方面，这些硬件条件应在3分钟内作出判断。

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.软性条件：软性条件其实尤为重要，进入不同的年龄阶段有不同的想法，企业HR可以根据这个职业发展的特点进行对照，找准适合企业需求的简历。

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.其他条件。若求职者对待遇要求企业很难达到，这样的简历企业HR也可以选择PASS，应聘者的居住地址离公司较远，不方面，比如在上海工作，却住在苏州，在这种情况下，除非应聘者愿意搬到公司，否则也可以直接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、查看简历的工作内容：

2、 To view the work content of your resume:

1.工作内容的对口性，简历的工作内容是否与企业要求的工作内容吻合。

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.工作时间长短与专门的深度的符合情况，如发现简历中工作时间短，而实践的内容比较精深，需要在面试时考察。

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.跳槽的频率。查看简历中跳槽的频率，如果经常跳槽，则其工作的稳定性比较差。一般而言在一个公司3年以上为稳定，如果出现1年左右的次数有几次，那么基本可以判断这个人不稳定。

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.工作时间的间距长短，如果简历工作时间中出现较长时间的空档期，应该在面试时关注。

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.职位与工作内容是否匹配。如果你要招一个人力资源经理，而这个人力资源经理工作内容是做人事档案，买社保之类的纯事务性的工作，你要当心，这个公司的人力资源经理是否符合你岗位所要求的人力资源经理条件了。

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.工作的所属行业的跨度。一般而言，有明确的职业定位的人都会限定在某个行业内，如果简历上行业跨度大，不具有相关性，则可以看出此人职业定位模糊。

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、透过简历看应聘者

3、 Look at candidates through resumes

1.应聘的岗位比较多的，如果1个人投简历既应聘人事助理，又应聘客服文员，说明该应聘者定位不明确，求职动向模糊。

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.如果求职者从大公司跳槽到小公司，岗位也没有什么变化，薪资也没什么变化，基本可以判断此员工能力不强。相反，如果求职者，岗位在不断的晋升，公司的规模一家比一家大，可以判断此员工上进心较强。

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.如果在短时间内连续投2份或以上的简历，基本可以知道这个应聘者比较粗心。连当天投递的企业都不记得。相反如果间隔时间较长又投简历的，可以看出应聘者对该公司的该岗位特别感兴趣。

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.简历中错别字较多，可以判断出，人比较粗心。如果简历特别有层次感，逻辑性强，突出。说明应聘者思维清晰。

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.

招聘中筛选简历的三大关键相关讲解就到这里了，您对此有怎样的疑惑或者需求，可以随时来我们网站 //www.diypinata.com咨询了解！

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 //www.diypinata.com Consult and understand!