Resume screening is the first step for enterprises to contact candidates. Efficient and accurate filtering of candidates’ resumes can improve recruitment efficiency and reduce unnecessary costs. The purpose of this paper is to summarize a set of effective resume screening methods, so that even HR who do not have a deep understanding of professional technology can efficiently screen more suitable resumes.

The target candidates are candidates with the following potential characteristics:

  • Rank above P5
  • Have certain professional ability quality
  • Smart, disciplined
  • Have general programmer characteristics
  • Three views (not small pink, self-work 5, hot-blooded youth, etc.)

Of course, there are exceptions: problems with the candidate’s company, business, or team may affect the candidate’s work experience, but the characteristics of good people will always make them find ways to push the boundaries, and the company environment is not the determining factor for personal growth.

As a whole

format

Of course, it is possible that a candidate has put a lot of effort into creating a website (front-end career), but a careful candidate should consider how well the resume is viewed and experienced, such as providing a PDF download link on the website.

style

The best style is brief content, highlighting the key points and highlights, beautiful layout, length is not too long (less than 5 years of work experience an A4 paper is enough, more than 5 years is enough – 5 years of work experience before it is not necessary to write).

The basic information

  1. Inexperienced current or recent students, these candidates often lack internship experience, social experience and use outdated resume templates from the Internet
  2. 1-2 years of working experience, but in traditional state-owned enterprises or small and micro companies, there are only a few technical team members, they do not have much contact with the outside world, compared to the fresh graduates just a little more practical work experience
  3. 2 + years of work experience, no job changes, not good at resume hunting, or at least not diligent (unprofessional)
  • Name: If you include a common screen name, it may be because you are influential online or because you are narcissistic
  • Age or date of birth: The older you are, the higher your expectation of your technical ability should be. Otherwise, you may need to measure your potential for advancement and your ability to solve problems
  • Contact number: the person who has a heart will use the separation style, such as 186-1027-3721 and so on, convenient to read and record
  • Email: can be divided into three categories
    • On – Use a separate domain name
    • Medium – Use GMail
    • Next – use QQ, 163 and other mail
  • Personal website: The quality of the blog content is high, which indicates that the candidate is good at summarizing and recording, has the ability to learn and preach, and is generally more likely to be promoted to high P
    • Look at the personal website style, can understand the candidate’s aesthetic to a certain extent
    • Having a independently deployed personal website (blog), using a personal domain name, indicates that the candidate has some hands-on skills
    • Using blogging services such as Medium and GitHub shows that candidates are aware of and aware of newer technology platforms and trends
    • Other candidates using CSDN, OSChina or Blogpark blogging services may be less ambitious and have a more domestic technical horizon
  • Personal GitHub: Look at the number of stars of personal projects on the homepage to see how active they are recently
    • Look at individual projects and see if there is a complete README introduction that shows if the candidate is careful and pays attention to code documentation
    • Look at the commit history of individual projects, see if annotations are arbitrary, and so on
    • The presence of multiple GitHub Organizations on the home page, or more open source contributions, suggests that the candidate has at least basic open source collaboration concepts and practices

Work history

time

  1. Work is stable, has a long (more than 3 years) work (long time show to be able to do, and to the industry and job content is fully understand), but the time is too long (more than 5 years) is not good, because very few companies can post development faster than individual development requirements, a job a long time, is likely to be unable to change your job, Or a more comfortable working state
  2. I have worked for a short time for several times, which may be due to the candidate’s own problems or objective reasons (it should be emphasized in the interview that the working time in BAT company is less than one year).
  3. There is a gap in time, which is usually due to the candidate’s own reasons. It is likely that it is difficult to find a job because of the lack of professional ability, or the ability and expectation do not match, etc. Generally, candidates in this situation need to be more careful.

The corporate sector

The candidate’s recent (current) work experience is the most important, followed by the candidate’s track record:

  1. From a small company to a large one: it can be seen that the candidate is making continuous progress, has strong learning drive and has great potential in the future
  2. From large to small: The opposite is true, but a person who is moving up the ladder and has long experience with a small company also shows a strong general ability

Job Responsibility Information

The expression of the job information shows the candidate’s understanding of the occupation and their professional ability and quality, which is one of the important characteristics different from the new job. At the same time, the position of the candidate in the company can be seen from the relationship between the job content and the business, the degree of the candidate’s reuse in the company can also be seen from the side of the evaluation of the superior on the candidate.

It also depends on the career path, whether the candidate’s responsibilities within the company are gradually becoming more important, whether the candidate is moving from being a developer to a manager. Generally, after working for about 3 years, I will have the opportunity to lead a team or act as the project technical leader (main engineer), so THAT I can be independent in the project.

Project experience

  1. Project functionality, difficulty, and architectural techniques are also basically a reflection of the scale of the project business, from which we can see the technology stack that the candidate is familiar with
  2. A description of the project’s difficulties and challenges (which are important to understand) is a plus
  3. How involved is the candidate (is it architecting, just development, or development and optimization? Or is it primarily managing team development?

Difficulties and challenges in the project experience should be described in accordance with the STAR principles. A good template is:

  • Introduce project background, e.g. when and under what circumstances?
  • Describe the achievement requirements of the task. What are the objectives?
  • Describe how you completed the task, how long it took, what difficulties you encountered and how you solved them.
  • What is the end result? What was achieved? How does the superior evaluate?

Finally, the project experience of many candidates is too much about the product functions of the project and too little about the technical implementation and personal responsibilities. This kind of project description that is not focused is also marked down.

Professional skills

Keep an eye out for typos, misspellings, and capitalization. Candidates with these problems are usually either less technical or don’t pay too much attention to detail.

The list of technical expertise also reveals whether the candidate is following mainstream technology trends, such as at least some MVVM framework and ES2015 should be included in the resume now.

In addition, taken as a whole, professional skills combine with other resume items:

  • 3 years of work, but the skills are the same as this year, indicating that the candidate’s learning ability, enthusiasm for the career may have problems, the potential for growth is small
  • Combined with the project experience, the technical structure of the project is the same in several years, indicating that the candidate’s innovation ability and learning ability may be problematic

Personal works

A better candidate might include things like “know the source code of the XXX framework/library and mentioned PR for it”, “author of the XXX technical book or translated XXX book”, include the GitHub project address and have a number of stars, etc.

This section is where the candidate’s personal skills come into play, and the best candidates will use it to boost their resume.

There are several ways to distinguish between personal works that are watery:

  1. Looking at the code submission record, good projects are often polished
  2. Whether the categories of works are already bad, many students from IT training institutions have similar works with minor differences, such as imitating the implementation of a Meituan website, etc., while others are projects completed by following online MOOC videos
  3. Projects like XXX, Demo and so on don’t count

Personal interests and others

  1. A candidate who has interests that are good at showing that he is serious, smart, and focused will probably do the same at work
  2. Candidates’ interests and hobbies fit in well with the team and are easy to integrate into the team

conclusion

Finally, for the recruitment of HR, can not be too in-depth understanding of professional technology, but a little front-end technology is still necessary, I believe that experienced HR will also explore their own set of experience.