First of all, the most popular resume doesn't mean that the exquisiteness of the resume has nothing to do with the personal ability of the applicant. Recruiters can get a general understanding of the candidates through their resumes and preliminarily judge whether it is necessary to arrange an interview. However, recruiters should try to avoid in-depth evaluation of candidates through resumes, and should not affect the interview because of resumes. Although we can't say that a candidate's resume must contain false elements, everyone has a desire to dress up, and everyone wants to write all his advantages (even exaggerations) on his resume, while hiding his shortcomings deeply.

Secondly, work experience is more important than education. For a person with work experience, work experience is far more important than his education. His previous working environment and previous work can best reflect his needs and abilities. Especially some R&D personnel engaged in high technology, if they have not worked in this field for two or three years, it is difficult to master advanced technology. In addition, the applicant's work experience can also reflect his values and value orientation, which are far more important than the information shown by his academic qualifications.

Third, don't ignore the personality characteristics of job hunting. Pay attention to the personality characteristics of qualified candidates.

First of all, we should examine whether his personality characteristics have development potential in this position. Some candidates may be suitable for the requirements of this position in knowledge, but his personality characteristics will limit his development in this position. For example, applicants who apply for technical research may have mastered the relevant knowledge, but they lack the ability of self-study and the spirit of research. Obviously, he is not suitable for this position. In addition, because a lot of work can't be done by one person, teamwork is needed. Therefore, the team spirit is paid more and more attention by the company. If the applicant is a very stubborn or extreme person, then be careful when recruiting.

Fourth, let candidates know more about the company's recruitment and job hunting, which is a two-way choice. Recruiters should not only know more about the candidates, but also let them know more about the company. It should be noted that in the initial contact between the applicant and the company, the applicant will generally overestimate the company because of the publicity materials of the company or the propaganda of the Commissioner, which forms a "spiritual contract" between the applicant and the company. One of the purposes of recruiters to let candidates know more about the company is to break this "spiritual contract" (rather than strengthen it). The higher the applicant's unrealistic expectations of the company, the greater the disappointment after entering the company. This situation may lead employees to be dissatisfied with the company and even resign. Therefore, it is very important for candidates to know more about the company when applying.

Fifth, give candidates more performance opportunities. Recruiters can't determine their knowledge of candidates only by the standard questions and answers in the interview. Recruiters should provide candidates with as many performance opportunities as possible. For example, when the applicant submits the application materials, he can be asked to provide more detailed materials that can prove his working ability. In addition, during the interview, the recruiter can ask some questions that can make the candidates give full play to their talents. What would you do if you were asked to do it? "In your previous job, which job were you most satisfied with?" Wait a minute.

Sixth, the interview arrangement should be thoughtful. In order to ensure the smooth progress of the interview, interview arrangement is very important. First of all, the time arrangement, the interview time should not only ensure the timely arrival of candidates, but also ensure that the relevant leaders of the company can be present; Secondly, the design of interview content, such as what questions need to be asked during the interview, what aspects of the applicant's quality need to be investigated and so on. All need to be prepared in advance. Finally, to do a good job in reception, there is a place for candidates to wait for an interview, and it is best to prepare some company publicity materials for candidates to read while waiting. The interview process is a two-stage communication process, and whether the interview is arranged well reflects the management quality and corporate image of a company.

Finally, pay attention to your image during the interview. Recruiters should also pay attention to their image during the interview. The interview process is a two-stage communication process, which is not only the company's choice of candidates, but also the candidate's choice of the company. Especially those senior talents. Recruiters should first pay attention to their appearance and manners, and pay attention to their conversation. When you ask questions to candidates, you should show your ability and accomplishment.