How can HR get rid of the mountain of paper resumes?

Most HR still do a time-consuming and laborious job every year, which is to screen paper resumes. In fact, it is not only time-consuming and laborious, but also brain-consuming and eye-consuming. Such scenes are endless.

What's more depressing is that HR spent a lot of time and energy to make himself dizzy and see stars, only to find that most of the screened resumes did not meet the requirements.

It's really not worth doing such a thing. There are efforts, but not much credit, and they will be laughed at by their peers. In fact, as long as HR grasps the following two points, it can be freed from this ineffective and outdated recruitment method.

Write the job description accurately and clearly in the recruitment announcement.

HR often finds some "wonderful" resumes when screening resumes. The reason why it is called a "wonderful resume" is because the basic conditions of the applicant have nothing to do with the requirements of the recruiting unit.

For example, there are requirements for a company to recruit a secretary, but many job seekers majoring in English, mathematics, physics, history and even technology submit resumes, obviously requiring a master's degree under 30, but the resumes they receive are mixed with application materials for a 35-year-old undergraduate degree.

The result is definitely a lot of resumes, but quite a few of them can't meet the requirements. There are many reasons for this result, the most important of which is:

The job requirements in the recruitment announcement are not specific and clear, such as using vague words such as "related major" and "younger"; There is also an expression that can often be seen, such as "for those who do not meet the recruitment conditions but have excellent ability, the conditions can be relaxed appropriately"; There is no emphasis on recruitment requirements, such as "those who do not meet the recruitment conditions will not be hired".

For applicants, a considerable part of them are self-reliant, and they think that they belong to those who are capable and qualified, and may not be restricted by basic conditions; There are still many people casting nets everywhere. These people just caught the loophole defined in the recruitment announcement and thought they might have a chance to fight for this unqualified position.

Actively and effectively use information technology in recruitment means.

The former suggestion is to alleviate the problem of too many paper resumes, especially those that do not meet the requirements. This suggestion is directed at the replacement of paper resumes.

Many HR people are used to reading paper materials because of their long-term habits or because they can't use computers when they are old. They think that if they don't have a paper resume, they miss something. In fact, this kind of thinking and practice is completely unnecessary.

In fact, it is more effective and simpler to process resumes with computers. It can receive, feed back, screen, query, mark papers, print and process resumes, with comprehensive functions, and can process a large number of resumes in a short time, with low error rate and low requirements for HR computer proficiency.

By receiving electronic resumes, storing them effectively and sorting them out at the same time, it can fully meet the needs of recruitment. If you really can't meet the requirements of "paper control", you can also choose some electronic resumes to print and read.

More effectively, qualified units can also develop or entrust the development of recruitment software platforms (websites) by themselves, and design basic information and requirements such as recruitment positions, recruitment conditions and recruitment resume templates in advance.

Job seekers only need to fill in the required information on the recruitment software platform (website) to register. In this way, on the one hand, the unit can effectively obtain the necessary information of candidates, on the other hand, it can also shut out unqualified candidates.