2022 Recruitment Season | Understanding Job Search from the Recruiter's Perspective

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A few days ago, a classmate approached me to inquire about a job search. His undergraduate major is actually good, but he didn't find a good job for the first time, so he had to sign up for a training class at home, hoping that the road to social recruitment would be more stable. Before graduation, he was worried about the lack of employment guidance in the training course, and he also asked several external tutors to help. That includes me.

Those who are familiar with me know that I am more opposed to enrolling in training courses because:

1. Value for money is too low.
2. Very few people in the training class have actual combat experience, and most of them are just on paper.

This consultation basically confirmed my point of view. So I would like to share again, what is the situation of the recruiter, what are their needs, what should be paid attention to when preparing a resume, and what should be paid attention to when interviewing.

1 Enterprises want to recruit people

1.0 Generate Demand

One day, the boss wants to make a product. We assume that the company already has a reliable technical team and technical management. Then, the technical director will soon sort out the requirements and implement them into positions and individuals. If he finds that the current manpower cannot meet the needs, he will start recruitment.

1.1 Generate Job Description (JD)

Job description (JD for short), that is, what the job responsibilities are, what professional skills are required, work location and benefits, etc., are materials that must be prepared before recruitment.

The product is determined and the demand is determined, so the job requirements and job responsibilities are basically determined. At this time, the technical director will usually find the previous JD, change the responsibilities and requirements, and complete the new JD. Then ta will send the JD to the recruiter (mostly HR), upload it to the recruiting website, developer community, company recruiting library, etc.

Such as Code.fun to join us is a very typical JD.

1.2 Screening resumes

After a period of time, HR and technical directors will get a large number of resumes from various channels. So they have to quickly screen candidates who can meet the needs of the job from this pile of resumes.

How to filter it? Usually keywords. Take one of my work as an example. The Showman product I was in charge of developing at that time was a browser plug-in. The interface part used Vue and needed to be compatible with the Puppeteer API. Then when I recruit, I will attach great importance to the experience of candidates in these areas. Because the higher the match, the more likely he will be able to take over the job smoothly and get through the adaptation period quickly.

After finding the keywords, HR may accept the resume and forward it to the person in charge of the position, that is, the initial screening. The person in charge of the position will judge the reliability and gold content of these keywords based on the candidate's educational experience, professional experience, project experience, etc., and finally screen out some of the most suitable people to enter the interview process.

1.3 Interview

The recruiter has screened out a few candidates who "look" more suitable from hundreds of resumes. Next, they will make an appointment for an interview to see who is really suitable.

The interview process is actually the process of verifying the resume. Zhang San said in his resume that he had developed a browser plug-in, but how many users this plug-in has, how long it has been in operation, and how many problems have been solved during the development process, he did not write very detailed; There are relationships. Therefore, as an interviewer, I need to find out in the interview whether this professional experience is a plus or minus for him, or even a one-vote veto.

In addition to verifying the resume, the interview can also give the recruiter a preliminary understanding of the candidate's non-professional characteristics, such as communication ability, language generalization ability, ability to handle people, and so on. These things do not account for a small proportion of recruitment, but when the technical capabilities of many candidates cannot widen the gap, they will also be a necessary basis for judgment.

1.4 Multiple rounds of interviews

The time for a single interview is limited, and it is usually not possible to cover everything. So the interview is usually more than one round. Each interviewer focuses on different points. For example, A focuses on project experience, B focuses on code implementation capabilities, and C focuses on career planning. Ultimately ABC's views are aggregated and an overall rating is given to each candidate.

Next, when the interview progresses to a certain stage, and the number of people who pass the general evaluation accumulates to a certain number, the company will send offers to the better ones, and then they will be hired for trial and become regulars. Ignore them.

2 What should we do

2.1 Resume should be targeted

As mentioned above, companies receive a large number of resumes, and the pressure to screen resumes is also very high. Generally speaking, the person in charge of the recruiting party will spend a very short time on each resume, basically scan it once, and look at the necessary keywords more carefully, and throw them away directly.

Many students only make one set of resumes and apply for all positions in all companies. In this case, there is little hope: company A recruits data visualization, company B recruits small program development, and company C focuses on mobile terminals. The job requirements of the three companies are very different, and it is difficult for a set of resumes to cover the different needs of different companies.

Some students said that I can write all technical keywords in my resume? It is a pity that the recruiter is not a fool. Your working years do not match your project experience and technical expertise, and you cannot escape the fate of throwing it away. Or the resume is too long and the key points are not prominent. If you have to search hard for keywords, most of the recruiters will directly throw it away.

Of course, preparing a separate resume for each company is too expensive and impractical. Therefore, the recommended practice is:

1. Prepare a more general resume, not too long, write what you are best at, and the experience that best highlights your specialty, use it for sea investment and luck.
2. For companies that you like and value more, prepare a resume separately, highlight the knowledge, skills, project experience, etc. required for the company's recruitment position, and deliver it specially.
3. At the same time, it is not advisable to invest in too many companies to avoid crowded interviews and affect the preparation time.

2.1.1 Special skills

(I'll think about whether to write...)

2.2 Resumes should be as realistic as possible, and preparations should be made before the interview

As mentioned earlier, the interview is the process of verifying the resume. Being able to go to the interview step means that the recruiter believes that the candidate's resume can meet the job requirements. The next step is to verify the resume and judge the candidate's development potential and comprehensive ranking.

Therefore, the content in the resume can be moderately beautified, but must not be false. why? Interview time is limited, the interviewer will not review every item in the resume, but cross-examine the areas that he is concerned about and good at, that is, about 20% of the content is randomly checked, and the entire resume is scored.

If the candidate's resume is fake, and the interviewer finds out during the interview, the ta will not only deduct points for this one, but the entire resume is unreliable, and points will be deducted. Even if the rest of the part is true, it will not change the interviewer's judgment if it is not spot-checked. Even if you don't even ask two questions that don't meet your expectations, the interview may be suspended directly.

Prepare as much as possible before the interview. For example, you refer to the previous suggestion and optimize the content of your resume to highlight a previous project experience to match a specific keyword. Then it is best to review at this time, examine the advantages and disadvantages of the technical solution at that time, what is worth improving, what is commendable about your work, and so on. Then search for the current state of development in the field. Don't ask the interviewer. I can't remember this one and I don't know the other. Good bonus items are directly converted into minus items.

2.3 Project experience should be based on merit

Generally speaking, resumes should not be too long, because people who screen resumes will not have so much time to read them carefully. Some people say no more than one page, I don't think it needs to be so extreme, but three pages is definitely the limit. A short resume makes it easier to highlight key points and highlight strengths.

So generally speaking, we have to choose the project experience, do not list every project, even if it is an overseas resume, we must choose the project that will increase our competitive advantage and write it on the resume.

For example, in the resume of a classmate in a training class, he introduced a full-stack project he had done, using a mix of MySQL + MangoDB, koa2 + express. This is very strange. These two sets of technical products have conflicting positioning, and in actual production, they are almost never mixed. Therefore, such project experience can only be deducted. Also, I saw in the resumes of some classmates that they have been using easyui and jquery for projects in the past two years. Of course, I do not deny that these traditional frameworks can also meet product requirements, but if you write them on your resumes, don’t expect them to be successful. Can help you score.

If, in extreme cases, your project experience is very poor, then I suggest that you take the time to participate in some projects that can give you extra points, whether it is open source, commercial, or independent projects. worth the project, and then complain about not getting an interview.

2.4 Professional experience/project experience should allow the interviewer to perceive your advantages

Many students write their resumes about their professional experience and project experience, and they will write very straightforward, unfocused, and lacking key information. For example, if you have done an OA system, you should list all the modules that you are responsible for, or describe the process. Such information is meaningless to the interviewer: OA systems are used or understood by most people, and the workflow within the company is basically the same. Such a resume basically cannot escape the fate of throwing it away at a glance.

There are three ways to improve interviewer perception:

1. column numbers. For example: "I used the xx method to increase the speed of opening the home page by 40%", or "We achieved 100% test coverage", etc., let the interviewer form a specific understanding at once
2. Take a plan. There are some excellent solutions that have been formed, but it is not enough to set up a library. It is difficult to implement, so it is very suitable to write here. For example: application design patterns, distributed multithreading, grayscale increments, etc. If it can cooperate with the above "column number" method, the effect will be better
3. Quote other people's comments. Sometimes we want to write numbers, but we are helpless because we are not responsible for statistics, we can’t get the numbers, and we worry about being challenged by the interviewer. volume increase”

Remind everyone that if you want to use this method to attract the attention of the recruiter, you must make corresponding preparations to avoid stealing chickens. For example, if you want to write numbers, you need to know how the numbers are calculated; if you want to write a plan, you need to write a persuasive plan.

2.5 Look for opportunities to highlight your strengths during the interview

At present, the recruiter has the advantage and is a buyer's market. The recruiter will select the best candidates among the many candidates and issue an offer. Therefore, during the interview, we must not only prove that what is written on the resume is true and reliable, but also seize the opportunity to show our advantages. Otherwise, if you get a moderate score, it may be just a "chicken rib" in the eyes of the recruiter.

Other positions will not be mentioned, only technical development positions.

Generally speaking, technical research and development, in addition to resumes, usually need to show the main abilities in interviews:

1. Communication skills
2. business understanding
3. Active learning habits and abilities
4. Habits of Positive Thinking
5. Problem-solving resilience and motivation

These conditions may not be enough to create a pass/no, but they will affect your ranking among the same candidates, so try to perform well. In addition, different companies, ranks, and positions may also have different weights, so I will not explain them in detail.

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Summarize

When you are interviewing for a job, you should not only consider yourself, but also think from the perspective of the recruiter. How should you respond to the other party's environment, the other party's needs, and the other party's judgment method. What things can be left out of writing/speaking, what things should be emphasized, what things will add points, and what things will reduce points. Doing or not doing a thing, doing this or that, an article and a question and answer, whether we want to do it or not, can all be judged in this way.

I hope everyone can find a satisfactory job. If you have any ideas and opinions, please leave a message for discussion.

This article participated in the SegmentFault Sifu essay "How to "anti-kill" the interviewer?", you are welcome to join.

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