一般來說，找工作在企業招聘和人才黃金期後期，在3月和四月，九月和十月秋天，所以有“四”悅在招聘市場的“金九銀十”。對于HR來說，誰能先掌握更多的簡曆，就有更多的機會與的求職者聯系，從而爲企業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.
在這個世界上，的辦法就是(shì)不打破。招聘也是(shì)如此。他們在等什麽？尋找簡曆！那麽，找簡曆的方法有哪些呢？
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、準備你的簡曆。
First, prepare your resume.
1、準确界定企業所需的“人才”
1, accurately define the "talents" needed by enterprises.
在人才定義上，企業需要考慮自(zì)身行業人才的競争，企業的文化價值觀，職位要求，理想的應聘者應具備的能力和技能，在工作崗位上，需要幾年的工作經驗？例如，一個職位需要7年以上的計算機編程經驗，團隊合作能力，以及與團隊成員在高強度項目中的合作。

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(shì)一個營銷過程，而不僅僅是(shì)招聘。
2, regard talent as a marketing process, not just recruitment.
獨特的人才價值主張，使人力資源，市場營銷，圍繞一個主題緊密地聯系在一起，公共關系和執行層，通過适當的雇主的設計、公關策略，校園招聘，網絡營銷，如營銷，通過人才的價值主張的目标群體，占據主導地位的人才吸引戰。
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.
改善簡曆的有效方法。
Effective ways to improve your resume.
1、拓展多元化招聘渠道。
1, expand diversified recruitment channels.
許多招聘經理都隻有兩個招聘渠道：招聘網站，獵頭公司，但(dàn)實際上他們并沒有在業務部門的人才需求問題。從收集到的簡曆數量來看，目前公司依靠外部招聘網站獲取簡曆，招聘門戶和内部建議(yì)的開(kāi)發不足。然而，内部建議(yì)遠高于舊(jiù)的工作地點。
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。
2, establish an external inheritance library.
管理人員和關鍵技術崗位，通常是(shì)通過獵頭招聘，但(dàn)招聘成本高，招聘周期長。方法的問題是(shì)：建立外部繼任庫，在正常情況下(xià)，由專人負責外部繼任圖書(shū)館創建和維護，明确了公司的關鍵崗位，通過搜索、朋友(yǒu)到工作的候選人，與候選人保持一臂的距離(lí)，并動态更新候選人的地位。
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.