一般来说，找工作在企业招聘和人才黄金期后期，在3月和四月，九月和十月秋天，所以有“四”悦在招聘市场的“金九银十”。对于HR来说，谁能先掌握更多的简历，就有更多的机会与的求职者联系，从而为企业快速找到合格的人才。

Generally speaking, job hunting is in the late golden period of enterprise recruitment and talent, in March and April, September and October autumn, so there are "four" Yue in the recruitment market, "nine gold and ten silver". For HR, who can master more resumes first, there are more opportunities to contact excellent job seekers, so as to quickly find qualified personnel for the enterprise.
在这个世界上，的办法就是不打破。招聘也是如此。他们在等什么？寻找简历！那么，找简历的方法有哪些呢？
In this world, the only way is not to break. Recruitment is also true. What are they waiting for? Looking for resumes! So, what are the ways to find a resume?
一、准备你的简历。
First, prepare your resume.
1、准确界定企业所需的“人才”
1, accurately define the "talents" needed by enterprises.
在人才定义上，企业需要考虑自身行业人才的竞争，企业的文化价值观，职位要求，理想的应聘者应具备的能力和技能，在工作岗位上，需要几年的工作经验？例如，一个职位需要7年以上的计算机编程经验，团队合作能力，以及与团队成员在高强度项目中的合作。

In the definition of talents, enterprises need to consider the competition of talents in their own industries, corporate cultural values, job requirements, ideal candidates should have the ability and skills, in the job, need several years of work experience? For example, a position requires more than seven years of computer programming experience, teamwork skills, and collaboration with team members on high-intensity projects.
2、把人才看作是一个营销过程，而不仅仅是招聘。
2, regard talent as a marketing process, not just recruitment.
独特的人才价值主张，使人力资源，市场营销，围绕一个主题紧密地联系在一起，公共关系和执行层，通过适当的雇主的设计、公关策略，校园招聘，网络营销，如营销，通过人才的价值主张的目标群体，占据主导地位的人才吸引战。
Unique value propositions for talent make human resources, marketing, closely linked around a theme, public relations and executives, through appropriate employer brand design, public relations strategies, campus recruitment, network marketing, such as marketing, through the target group of value propositions for talent, dominate Talent attraction war.
改善简历的有效方法。
Effective ways to improve your resume.
1、拓展多元化招聘渠道。
1, expand diversified recruitment channels.
许多招聘经理都只有两个招聘渠道：招聘网站，猎头公司，但实际上他们并没有在业务部门的人才需求问题。从收集到的简历数量来看，目前公司依靠外部招聘网站获取简历，招聘门户和内部建议的开发不足。然而，内部建议远高于旧的工作地点。
Many hiring managers have only two channels: recruitment websites and headhunters, but they don't actually address the need for talent in the business. Judging from the number of resumes collected, companies rely on external recruitment sites to obtain resumes, recruitment portals and internal recommendations are inadequately developed. However, the internal suggestion is much higher than the old one.
2、建立外部继承库。
2, establish an external inheritance library.
管理人员和关键技术岗位，通常是通过猎头招聘，但招聘成本高，招聘周期长。方法的问题是：建立外部继任库，在正常情况下，由专人负责外部继任图书馆创建和维护，明确了公司的关键岗位，通过搜索、朋友到工作的候选人，与候选人保持一臂的距离，并动态更新候选人的地位。
Senior managers and key technical positions are usually recruited through headhunting, but the recruitment costs are high and the recruitment cycle is long. The solution is to establish an external succession library, under normal circumstances, the external succession libraries are created and maintained by a dedicated person, identify key positions in the company, keep an arm's length from candidates by searching, friends to work candidates, and dynamically update the status of candidates.