一般來(lái)說(shuō)，找工作在企業(yè)招聘和人才黃金期后期，在3月和四月，九月和十月秋天，所以有“四”悅在招聘市場(chǎng)的“金九銀十”。對(duì)于HR來(lái)說(shuō)，誰(shuí)能先掌握更多的簡(jiǎn)歷，就有更多的機(jī)會(huì)與優(yōu)秀的求職者聯(lián)系，從而為企業(yè)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.
在這個(gè)世界上，唯一的辦法就是不打破。招聘也是如此。他們?cè)诘仁裁?？尋找?jiǎn)歷！那么，找簡(jiǎn)歷的方法有哪些呢？
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、準(zhǔn)備你的簡(jiǎn)歷。
First, prepare your resume.
1、準(zhǔn)確界定企業(yè)所需的“人才”
1, accurately define the "talents" needed by enterprises.
在人才定義上，企業(yè)需要考慮自身行業(yè)人才的競(jìng)爭(zhēng)，企業(yè)的文化價(jià)值觀，職位要求，理想的應(yīng)聘者應(yīng)具備的能力和技能，在工作崗位上，需要幾年的工作經(jīng)驗(yàn)？例如，一個(gè)職位需要7年以上的計(jì)算機(jī)編程經(jīng)驗(yàn)，團(tuán)隊(duì)合作能力，以及與團(tuán)隊(duì)成員在高強(qiáng)度項(xiàng)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、把人才看作是一個(gè)營(yíng)銷(xiāo)過(guò)程，而不僅僅是招聘。
2, regard talent as a marketing process, not just recruitment.
獨(dú)特的人才價(jià)值主張，使人力資源，市場(chǎng)營(yíng)銷(xiāo)，圍繞一個(gè)主題緊密地聯(lián)系在一起，公共關(guān)系和執(zhí)行層，通過(guò)適當(dāng)?shù)墓椭髌放频脑O(shè)計(jì)、公關(guān)策略，校園招聘，網(wǎng)絡(luò)營(yíng)銷(xiāo)，如營(yíng)銷(xiāo)，通過(guò)人才的價(jià)值主張的目標(biāo)群體，占據(jù)主導(dǎo)地位的人才吸引戰(zhàn)。
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.
改善簡(jiǎn)歷的有效方法。
Effective ways to improve your resume.
1、拓展多元化招聘渠道。
1, expand diversified recruitment channels.
許多招聘經(jīng)理都只有兩個(gè)招聘渠道：招聘網(wǎng)站，獵頭公司，但實(shí)際上他們并沒(méi)有解決在業(yè)務(wù)部門(mén)的人才需求問(wèn)題。從收集到的簡(jiǎn)歷數(shù)量來(lái)看，目前公司依靠外部招聘網(wǎng)站獲取簡(jiǎn)歷，招聘門(mén)戶(hù)和內(nèi)部建議的開(kāi)發(fā)不足。然而，內(nèi)部建議遠(yuǎn)高于舊的工作地點(diǎn)。
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、建立外部繼承庫(kù)。
2, establish an external inheritance library.
高級(jí)管理人員和關(guān)鍵技術(shù)崗位，通常是通過(guò)獵頭招聘，但招聘成本高，招聘周期長(zhǎng)。解決方法的問(wèn)題是：建立外部繼任庫(kù)，在正常情況下，由專(zhuān)人負(fù)責(zé)外部繼任圖書(shū)館創(chuàng)建和維護(hù)，明確了公司的關(guān)鍵崗位，通過(guò)搜索、朋友到工作的候選人，與候選人保持一臂的距離，并動(dòng)態(tài)更新候選人的地位。
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.