What do recruiters look for in a resumé at first glance?

招聘人員看簡歷第一眼究竟看什么？

When recruiters look through a stack of resumes for candidate screening, what is the vital information they focus on?

在招聘人員從一堆簡歷中篩選出面試候選人的過程中，什么信息是他們最為關注的？

Update 10/2015:For whatever reason, this answer has picked up a lot of traction. If you're a media outlet looking to post this in some way, please connect with me or Quora first, as it's marked "not for reproduction" to maintain some of its integrity. Responses to this answer over the last few years have been really fun, if not over-dramatic. My answer to this question was published last year onMashable, and as a result I got all types of feedback -- both negative and positive. Time has passed and I've changed some of my perspectives here and there or further explained the logic with more examples and practical application. It felt like a good time to update my answer to this question so I did! Thanks, friends. Carry on.

更新于2015年10月：不管由于什么原因，這篇回答已經帶來了很大的影響力。為了保證此文的完整性，我已標注“不可復制”，如果您是媒體方，并正打算以某種方式想要將此回答發表出去，請先聯系我或者知乎。不夸張的說，在過去的這幾年，大家對這篇回答的反應實在是很有趣。我對這個問題的回答去年已經發表在Mashable上，結果，我收到了各式各樣的反饋信息——有褒有貶。隨著時間的推移，我各個方面的觀念也有了些許改變，也或者，我可以用更多的案例和實際應用來深刻解釋其中的邏輯。是時候來更新我的答案了，所以我來了！謝謝，朋友們，跟上哦！

I think this varies from recruiter to recruiter and also depends on the role for which you're applying. For one, I don't look through stacks of resumes anymore. I hate paper. I do everything online.

我認為，看簡歷第一眼究竟看什么，各個招聘人也是不一而同，同時，這也取決于你究竟應聘什么崗位。于我來說，我不會去查看那一堆堆的簡歷，我討厭紙質的簡歷，我都是通過在線操作。

There has been for many decades, some mysterious "wizard of oz" type viewpoint of the recruiting world that I think is somewhat misappropriated. People seem to be truly fascinated by what goes on behind the curtain, when in reality, recruiters aren't running the covert operation many think we do. Our world is a lot simpler than you think. "Does this candidate seem like they stand a chance of being a good match for this role? If yes, proceed to next step. If no, reject." Each recruiter is different, so there's no one way to answer this question. But I'll highlight briefly (actually, not so briefly) how I personally absorb a resume. ?I should preface this by saying that currently I primarily recruit for senior-level software engineers. In my past life I recruited for PMs, MBAs, Finance, Sales, and pretty much all of it. Everything I'm about to say broadly applies to all of these fields. I also was a campus recruiter, and you read resumes of new grads a bit differently since experience is less meaty. So for non new grads, here's how it goes in my brain:

過去幾十年間，一些招聘企業在招聘的時候故弄玄虛，像耍魔術般有所隱藏，我認為現在這種方式有些不合時宜。人們總是被窗簾后的東西所吸引，很多人認為招聘方有暗箱操作，事實上他們并沒有。我們的世界要比你們認為的簡單得多。“這個應聘者是不是適合這個職位呢？如果是，那么開始進入下一環節，如果不適合，那就拒絕。”每個招聘者都是不同的，他們對于適合與否的判斷方式也不盡相同。但是我會簡潔地（事實上并不簡潔）劃下重點，我個人是如何挑選簡歷的。首先我想說，最近我重點招聘的是高級軟件工程師。在過去的職業生涯中，我招過項目經理、工商管理，財務人員、銷售等等，幾乎涵蓋所有職業。我接下來將要說的可以廣泛應用于所有這些領域。我同時也做大學應屆畢業生招聘，這類招聘有所不同，因為新畢業生的經驗比較少。以下是針對非應屆畢業生，我的所思所想。

Most recent role- I'm generally trying to figure out what this person's current status is, and why/if they might even be interested in a new role. Have they only been in their last position for 3 months? If so, probably not the best time for me to reach out, right? Unless they work for Zynga, or somewhere tragic like that (said with great respect for Farmville...the app that put Facebook apps on the map). If it's an incoming resume, I'm wondering why the candidate is looking now. Are they laid off? Did they get fired? Have they only been in their role for a few months and they're possibly hating it? But most importantly, is their most recent experience relevant to the position for which I'm hiring?

最近的幾個職位。我通常會考慮候選人們當下的職位是什么，為什么/是否他們會對一個新職位感興趣。他們是不是只在上個工作中才呆了3個月？如果是，那我招他們可能就不是最佳時機，對嗎？除非他們是在Zynga這樣的公司，或者其他跟這個一樣悲慘的公司（據說由于非常重視開心農場，這個app在地圖中使用了facebook社交軟件）。如果這個簡歷是投進來的，我就要思考為什么這個候選人現在要找工作？他們是下崗了嗎？還是被炒了的？他們是只呆了幾個月就討厭這個工作了？但是最重要的是，他們最近的工作經歷是否與我招聘的職位相關。

Company recognition- Not even gonna lie. I am a company snob. Now don't get all Judgy Mcjudgerson about my judgy-ness. Hear me out. It's not even that I think certain companies are better than others (although some most certainly are). It's purely a matter of how quickly can I assign a frame of reference. This is also known as "credibility." Oh you worked at Amazon? Then you're probably accustomed to working on projects at scale. You're at a well known crash and burn start up? You have probably worn many hats and have been running at a sprinter's pace. There are some pretty blatant if/then associations I can make simply by recognizing a company name. Because recruiters have generally been doing this job for awhile, we notice patterns and trends among candidates from certain companies and we formulate assumptions as a result. There are edge cases and our assumptions can fail us, but again, this is a resume review -- we're talking a less than 20-second analysis. Assigning frame of reference is often more difficult to do when a candidate has only worked for obscure companies I've never heard of. When I can't assign company recognition, it just means I have to read the resume a little deeper, which usually isn't an issue, unless it's poorly formatted, poorly written, uninformative and wrought with spelling errors, in which case...you might have lost my interest. See? That's tragic. Keep it tight, folks.

公司認可度。我不想撒謊，我就是個公司勢利眼。此刻不要妄下判斷，先聽我把話說完。這并不是我就認為某些公司比別的公司好（雖然確實很多時候是這樣），這僅僅單純就是我很快判斷的參照物，我也認為比較可靠。哇哦！你在亞馬遜工作過？那你可能習慣于做大規模項目。你在一個眾所周知的公司倒閉了，你想重新開始？那你可能做過很多工作，但像短跑運動員一樣虎頭蛇尾。僅僅通過認識一個公司名字，我就能公然產生很多聯想。因為招聘人員通常都從事工作很久，我們注意到從某些公司的出來的候選者們有他們的模式和趨向，所以也構成了我們的臆想推斷。當然在一些邊緣案例中，我們的臆想不正確，但是重申一下，這是審查簡歷——我們所討論的是20秒內分析。當候選者們只在一些我從未聽過的無名公司工作，參照物判斷便會更困難些。當我不能做出公司識別時，我僅僅需要稍加深入閱讀即可，這并不是問題，但出現以下情況就是問題了，排版不暢、寫作不佳、信息不全、拼寫錯誤，這樣我會失去興趣。知道了嗎？悲劇了吧。謹慎點，同志們！

Overall experience- Is there a career progression? Does the person have increasing levels of responsibility? Do the titles make sense? (You're a VP of Marketing for a 5 person company? Heck, I would be too.) Do the responsibilities listed therein match what I'm looking for?

綜合經驗。事業是否有進步？工作職責是否有所提高？職位確實名副其實嗎（你是一個僅有5人公司的市場副總？呵呵，那我也是副總了）？你所列出來的職責是不是與我想要的相符？

Keyword search- Does the person have the specific experience for the role I'm hiring for? There have been times when I command + F the crap out of resumes. Especially the long ones that are hard to follow. This isn't fool proof, but if I'm looking for an iOS Engineer, for example, and the words "iOS" or "Objective-C" don't even make a cameo appearance in someone's resume, I have to furrow my brow, read a little deeper and figure out what the heck is going on. Throughout my career supporting hiring for different profiles, I've done this on many occasions searching for things like Ruby on Rails, Mule, Javascript, and seriously, anything you can think of. Now if you're thinking you should "key word" it up on your resume, think again. Keep it authentic. And don't you dare think of putting your resume on the Internet and imbedding 250 completely irrelevant to your skill set key words at the bottom in 5pt white text so no one can see. I'm on to you. But I do think you should be vigilant to ensure that the actual important key words contained in the meat of your experience are represented on your resume.

關鍵詞搜索。應聘者在我所招職位上是否有具體經驗？我已經多次要求廢了那些廢話連篇的簡歷，特別是那些又長又難吸引人的。不是他們不會證明自己，而是舉個例子，如果我尋找的是ios工程師，他們的簡歷中沒有突出“ios”或者“擴充C語言”這樣的字眼，我就不得不皺起眉頭，再稍加深入的閱讀。搜索不同的簡歷貫穿了我的整個職業生涯，我已經多次搜索Ruby on Rails, Mule, Javascript，以及所有你能想象的關鍵字。讀到這里，你肯定在想著突出你簡歷中的關鍵字了吧，趕緊認真想想，關鍵字要真實。不要把你的簡歷放上網，還要在最后插入一些與你的技能關鍵詞毫無關聯的東西，文本那么長，沒有人看到的，我是為你好。但是，我也堅持認為你應該確保你經歷中的實際重要關鍵詞能夠顯示在你的簡歷中。

Gaps- I don't mind gaps so long as there's a sufficient explanation. Oh you took 3 years off to raise your children? Fine by me, and might I add: #respect. You tried your hand at starting your own company and failed miserably? Very impressive! Gap sufficiently explained. Whatever it is, just say it. It's the absence of an explanation that sometimes makes me wonder. Still, I understand that sometimes people feel uncomfortable sharing certain things in a professional context. If you had a gap, surely you were busy doing something during that time, right? Get creatively honest and just name that period of your life in a way that shows you acknowledge that it might raise an eyebrow.

工作中斷期。如果有充足的理由，我并不介意中斷時間很長。你空閑了三年照顧小孩？對我來說這是可以的，而且也很尊重。你竭盡全力的去創辦自己的公司但是遺憾的是失敗了？這經歷使人印象深刻。你的工作中斷要有充分的理由。不管是是什么理由，你要說出來。如果沒有說理由，我就會去想。當然，我也理解有時候人們不情愿在職業內容中分享某些事情。如果你有工作中斷，那么你肯定是在此期間忙于別的事情了，坦誠點，找個理由承認，這個理由還得是能讓人贊許的。

Personal online footprint-- This is not required. ?But if you have an online footprint, and you've bothered to include it in your resume, I'm gonna click. This includes personal domains, Quora profiles, Twitter handles, GitHub contributions, Dribbble accounts, or anything a candidate has chosen to list. Two out of three times, I almost always click through to a candidate's website or twitter account. It's one of my favorite parts of recruiting. You never know what you're gonna get.

個人網絡鏈接。這個不必須。但是如果你有在線的網絡鏈接，你又不知道是否該放進自己的簡歷中，我反正會點擊的。這個涵蓋了很多個性領域，知乎簡介，推文，代碼管理，在線作品，或者其他你想展示的東西。我幾乎有三分之二概率都會去點擊他們的網站或者個人推特賬戶。這是我招聘過程的樂趣之一，畢竟你也不知道你將從中獲得什么信息。

General logistics-- Location, Eligibility to work in the US -- I try to make some raw guesses here, but this is not a place of weeding someone out, more just trying to figure out their story.

綜合邏輯。位置，是否有權在美國工作，我總是試著想去猜他們的故事，但是畢竟公司不是用來開人的地方。

Overall organization-- This includes spelling, grammar, ease of use, ability to clearly present ideas. If you're in marketing and you've lost me in the first three bullets, I have concerns.

總體組織能力。包括拼寫，語法，簡易性，表達清晰度。如果你是在市場部工作，并且在前三點就讓我失望了，我會有顧慮。

Total time it takes me to do all of above: < 25 seconds*

25秒內完成以上所有工作。

Note: I will likely later read the resume far more in depth, but only if I already know I like the candidate. It takes me way less than a minute to fully digest a resume and flag that person for follow up. I read a resume pretty thoroughly once I know I will be speaking to that person on the phone or reaching out via email. But I will not thoroughly read a resume of someone who did not pass the above categories. Maybe that makes me a heartless corporate recruiter, but I'm just keeping it real, folks. Recruiters move quickly. I'm trying to remove the barrier for people who might struggle with getting their resume properly acknowledged.

備注：只有我已經知道我喜歡這個候選人，我才會想要更深入讀他的簡歷，我在一分鐘之內就會充分消化簡歷，如果需要繼續跟進這個人，我會做個標記。一旦我想要跟這個人通電話或者郵件聯系，我就會非常徹底的去閱讀他的簡歷。但是那些連以上項目都沒有通過的人，我是不會徹底認真的去看他們的簡歷的。可能我工作不夠用心，但這的確是真的。招聘人員瀏覽很快速，那些拼命想要讓招聘官看到自己簡歷的人，我正嘗試著幫你們驅除障礙。

Things I rarely pay as much attention to:

那些我極少關注的點：

Education --Believe it or not, this is more an after thought for me in a resume and certainly not the most relevant element by a long shot. There have been times in my career where I could go a month reviewing hundreds of resumes and not recall looking at that section evenonce.Peeps, our college career center counselors lied to us. However, I?will?say that as a university recruiter, I almost always looked at education first. But that's because experience is often lacking with new graduates. But if you are not a new graduate, experience is king, my friends. I can think of a few exceptions where perhaps a hiring manager wanted a certain pedigree (Wharton or HBS MBA, for example), but even that's being de-prioritized less and less I find. I will also add that this changes?drastically?by industry and company. I currently work in tech, but I've also worked in management consulting and education is huge in consulting. I'll also add that some tech companies care more about education than others -- for example, Facebook definitely more heavily favors engineering candidates who have demonstrated core CS fundamentals by obtaining a computer science degree. Some recruiters even narrow the field and look for candidates with computer science degrees from top 25 schools. Even still, Facebook employs many engineers who never finished college. Experience rules the school.

學歷。不管你信不信，對我來說，學歷是我最后所考慮的，而且肯定不是最重要的因素。有很多次我一個月看上百份簡歷，學歷部分都想不起來去看一眼。我們的大學就業指導老師騙我們。然而，當我應聘應屆畢業生時，我幾乎都是先看學歷，但那是因為畢業生們實在無經驗可談。不過如果你不是應屆畢業生，工作經驗是王道啊朋友們。我可以舉幾個例子，招聘方可能需要某些純正血統（例如沃頓或者哈佛商學院工商管理碩士），但即使是這些要求也變得越來越不那么重要了。另外，這個隨著行業和公司的不同，也有很大的差別。我目前從事科技工作，同時也做管理咨詢，學歷在咨詢工作中很重要。同時，有些高科技企業比其他的更加注重學歷——比如Facebook就非常重視那些獲得計算機科技學位，并且展現了核心電路交換基礎的工程學候選人們。還有一些招聘方甚至縮小領域，只要前25大學的計算機科學學位人士。但是，Facebook還是招了很多連大學都沒有畢業的工程師們。所以經驗打敗學歷。

Fancy Formatting-- There are exceptions here. I say this with the caveat that I LOVE a creatively formatted resume. LOVE. However, no amount of fancy formatting is going to make up for a lack of experience. So reign it in. Also, it's important to keep in mind that if you're applying to a position online, whether it's a PDF or not, many companies' applicant tracking systems parse your resume for information and convert it to pure text as the most immediate viewing format. Recruiters don't often see how awesome your resume is. The original file is usually there for us, but many recruiters aren't clicking through to that. If you're going to do something fun with your resume, I recommend keeping it PDF and also be sure it converts to text fairly cleanly so it doesn't come through our system looking wonky. Or just email it to an actual person.

花哨的格式。當然也有例外。我雖然非常喜歡簡歷富有創造性格式。我愛這樣。但是，沒有哪個花哨的格式是可以用來彌補經驗的不足的。所以放棄吧。還有重點記住，如果你是在線申請職位，不管你是不是用的PDF格式，許多公司的申請追蹤系統會分析你的簡歷內容，然后轉換成純文本格式，因為這是最快速的閱讀格式。招聘人員通常不會看到你的簡歷設計的多么好。雖然原文件就在那兒，但很多人根本不會去點開看的。如果你想在簡歷中做些有趣的東西，我建議你使用PDF格式，并確保轉換成文本格式之后也完全清晰可見，這樣透過我們的系統后，簡歷也不會變得亂七八糟。或者就直接把簡歷通過郵件發給具體某個人吧。

Uncomfortably personal details-- In Europe for example, I've noted that it's very common to list things like family status, citizenship, and sometimes even weight and height on CVs. Often it's common to even include a photo. The US is a bit different, and by different I meanvery litigious.Many employersare trying to avoid any type of discrimination, so often seeing that stuff on a resume can make recruiters feel uncomfortable. We just want to know about things that pertain to your work history. So please take your photo off your resume. If we want to see what you look like, recruiters can just stalk you on LinkedIn.

令人不適的個人信息。例如，我注意到在歐洲，簡歷中列舉自己的親屬關系、公民信息、身高體重，這種現象很普遍，附上個人照片也十分常見。但是美國有點不同，我所說的不同是非常好打官司。很多應聘者會盡量避免任何形式的歧視，所以當招聘人員看到以上信息的時候會有些不舒服。我們只想知道你的職業經歷，所以請把簡歷中的照片拿掉吧。如果我們想知道你長什么樣，我們會在領英上偷偷檢索你的。

Cover letters-- There is a debate on this, but I'm sorry, I don't read cover letters. I want to see the resume. Most of my recruiting colleagues agree, but I know there are still recruiters that do love and value cover letters. I find that a lot of candidates don't even send them anymore (Hallelujah). Cover letters are sort of a throwback to a different era - an era where you actually sent your resume snail mail. If you're going to send one, that puppy better be darn good. I'm of the mind that most companies that request cover letters only do so to weed out the people who haven't bothered to read the directions. But if you're in marketing or sales, etc., I can see the cover letter as a strong component of someone's potential candidacy. But seriously...ugh with cover letters.

求職信。關于這個是有爭議的，但是很抱歉，我個人不看求職信，我想看的是簡歷。我的很多同仁跟我一致，但是我知道還是有很多招聘人員喜歡并且很重視求職信。我甚至發現很多求職者甚至已經不再發送求職信了（謝天謝地）。求職信有幾分像是倒退到一個不同的時代——那個時代你的簡歷使用“蝸牛”郵寄送達。如果你真的要寄求職信，最好這封信贊到爆。我認為，絕大多數要求求職信的公司都是為了篩掉那些壓根沒心思看招聘說明的人。如果你是市場人員或者銷售等等，我會把求職信看做他是否有潛力的要素之一。但是說真的，求職信還是算了。

Things I wish more people would do:

我希望更多人能夠做到：

Bring personality into the resume-- We recruiters are staring at these missives all day long. Throw a joke in there somewhere for goodness' sake. Very few of us are curing cancer. We should lighten up a bit. Know your industry, of course. An easter egg buried in a resume may not go over well if you're in a very buttoned up industry. I think it's important to keep the work experience details as professional as possible, but trust me, there are ways to have fun with it. I love an easter egg buried in a resume. And I absolutely LIVE for creatively written LinkedIn profiles. For example,this guyis boss. I have emailed his LinkedIn profile around to dozens of friends and co-workers over the years. It's that epic. So well done and tells a great story. Best read starting from the very bottom and working your way up to the top. But he knows his industry. Probably not a good play to talk about marijuana in your LinkedIn profile if you're gunning for Director of Communications for Bank of America.

簡歷要有個性。我們招聘人員每天都要盯著那堆破簡歷，天哪，能不能寫點有趣的東西？我們中也沒人生病，我們確實是要了解你們的行業，但我們也想來點開心的啊！如果你在一個十分低調枯燥的行業里，你寫的簡歷卻好像埋著復活節彩蛋一樣充滿驚喜和歡樂，這肯定不太和諧。我認為，描述工作經歷細節的時候要盡可能地專業，但是相信我，肯定有辦法能把他們寫的有趣些。我還是很喜歡簡歷里面有彩蛋的，而且我完全就是靠著領英里面創造性的簡歷過活的。舉個例子，這個人是個老板，在過去這幾年，我已經把他的領英簡歷發給了數十個朋友和同事，他的簡歷寫得如史詩般壯麗，非常好，并且充滿故事性，最好要從最底下開始向上讀，同時他還很了解自己的行業。假如你正在應聘美國銀行聯絡處主管的職位，你在領英簡歷里面討論大麻就不太妥當了吧。

Include URLs for online footprints-- Nuff said. And within your comfortability of course. I get it. We've overshared our way to a more private society, but if you're looking to stand out, write some stuff on the Internet. Contribute to open source repositories. Demonstrate some level of domain expertise/interest outside of your 9-5.

在線網址。就是這個。當然你自己要能接受這點。我知道，我們已經對這個注重隱私的社會過分分享了自己，但是如果你想更突出，在網上寫點東西吧，向開放源代碼庫貢獻自己的知識，展現自己工作之外的主技能或者興趣水平。

List key personal projects-- I ask this in almost every phone interview I do. "What kind of stuff are you working on in your free time?" I am always inspired by this. Also shows me that you have passion for your industry.

列出你的個人項目。我幾乎在所有的電話面試中都提問到了這點。“你在空閑時間都做些什么？”我總是能夠通過這個問題獲得靈感，因為這向我展示了你對自己行業的熱情。

Things I wish people would stop doing:

我希望你們不要做的事：

Using MS Word's resume templates-- Period. Oh my gosh. Please, let's kill them all. Especially that one with the double horizontal lines above and beneath the candidate name.

使用微軟簡歷模板。是的，天哪，求你，把他們全斃了吧。特別是那些名字上下有雙下劃線的。

Writing resumes in first person-- Exceptions made for people who do it cleverly. If no one has ever told you you're clever, then you're probably not that clever. Don't do it. It reads oddly.

以第一人稱寫簡歷。除非你可以處理的很聰明。如果沒有人說過你很聰明，那你可能確實不聰明。不要這樣做，讀起來很奇怪。

Allowing their resume to be a ridiculous number of pages-- Unless you are a tenured college professor nobel laureate with multiple published works, you do not need an 8+ page resume. That is not impressive; that is obnoxious. Also, I do not care that you worked at Burger King in 1988. I mean, good for you, but no; not relevant.

簡歷張數太多。你又不是大學終生教授，諾貝爾獎獲得者，并擁有多個作品發表，你不需要8頁以上的簡歷。這不會讓我們對你有好印象，反而令人討厭。而且，我不關心你1988年在漢堡王工作過，當然這不錯，但是這并不重要啊。

Mixing up first person and third person or present tense and past tense-- Pick a voice, pick a tense, and then stick with it. I suggest third person and past tense. If I were you, I'd eliminate pronouns (e.g. My, I, She, He) from your resume altogether. Instead of writing "I helped increase overall sales by 300% by breeding rabbits in my garage," Simply eliminate the "I" in that sentence. So, "Helped increase overall sales...blah blah blah." Go through your resume and remove all the pronouns and rewrite the sentence to make it sound like a bullet point. By "past tense" I mean that your resume should always be voiced from the perspective of something you already did -- not something you're currently doing. So even if you're in your current position, you should still list those accomplishments in the past tense.

第一人稱和第三人稱混淆，或者現在時過去式弄錯。選一個人稱，選一個時態吧，然后就一直用著。我建議使用第三人稱和過去式。如果我是你，我會排除掉你簡歷中的所有代詞（例如我的，她，他）。不說“我通過在車庫養兔子提高了300%的總銷售額”，只要除去句中的“我”，而說“通過在車庫養兔子……等等”。檢查你的簡歷，把所有代詞全部拿掉，句子重寫后，聽上去就像畫重點一樣。我指的“過去式”，就是要從你已經做過這件事情的角度去闡述你的簡歷——而不是你此刻正在做的事情。所以，即使你還在職，你也應該用過去式列出你的成就。

Listing an objective at the top of the resume-- Dude, seriously? This isn't 1992.

簡歷開頭列明目的。親，不會吧？哪年的老皇歷。

Mailing, faxing, or hand-delivering paper resumes-- Immediate disqualification. Do not pass go. Go straight to jail. While I have your attention though, let's camp out on that last point for a moment: Hand-delivering paper resumes. Look, I get it. People are trying to stand out. It can be tough out there. And I completely respect the hustle. But in 2015, HR professionals are swamped, anxious, and jumpy. When a random stranger shows up unannounced asking to speak to someone in HR or recruiting, we're wondering if you have a gun and a vendetta, and we've probably alerted security. Seriously. It's really creepy. It's also not really how the corporate world works any more, and oftentimes it can place an undue burden on people to rearrange their schedule to make time to talk to you...which makes them grumpy...which doesn't exactly put you in a good spot as a potential candidate. So seriously, folks. Think long and hard before you decide to randomly show up at a company's headquarters with your resume. It might have a huge pay off, but it probably won't.

快遞、傳真，或者手遞紙質簡歷。立即不合格！過不了！直接進監獄！雖然你引起了我的注意，但在最后一課我還是會放棄你的手遞紙質簡歷。看吧，我知道了。人們急于突出自己，這本身很困難，我也完全尊重這種急切的心。但是2015年，人力資源部的人都忙得不可開交，焦慮無比，又提心吊膽。當一個未打招呼就這樣隨機出現的陌生人提出要見人力資源部的人或者提出要應聘，我們會想你是帶槍了還是跟我們有血海深仇，我們可能會叫保安。說真的，這挺讓人毛骨悚然的。這確實已經不是企業界工作的方式了，而且為了跟你談話需要重新安排他們的日程，給他們平添了多余的負擔，這也會讓他們變得暴躁，他們也不會把你列為有潛力的候選人。所以嚴肅點，同志們。決定帶著簡歷就這樣隨意地出現在公司領導人面前之前，先從長計議吧，這小有可能有巨大回報，但也可能不會。

Sending resumes addressed to the CEO that end up on some random recruiter's desk unopened- This is a gross generalization here and exceptions are made for smaller companies, but um, CEOs don't often read resumes -- not the first pass. Also see above re: paper resumes. P.S. We sometimes laugh at people who do this. (All of the above does not apply if you'reTristan Walkeror exude ridiculous amounts of awesomeness)

直接寄簡歷給老板，最后的結果就是被隨便扔到招聘人員的桌上，根本不會打開的。這里我說的是普遍情況，小公司除外。但是老板們通常不讀簡歷——畢竟不是第一次。有關紙質簡歷請再次參考以上內容。附言：我們有時候會嘲笑這么做的人（如果你是Tristan Walker或者渾身散發著令人令人敬畏的氣息，以上所有都不適用。）

Exaggerating titles and responsibilities-- Eventually the truth comes out.

夸大頭銜和職責。最終真想會浮出水面。

There you have it. Thirty seconds in the brain of one lowly recruiter. I hope this helps make someone better or more effective in their job search. If you take issue with anything I've said here, you're well within your right. Recruiters are paid to be judgmental sharp shooters. We fail often and we miss out on really good candidates. This is one recruiter's opinion. I am nothing if not honest.

Happy hunting.

就是這樣了，我這小小招聘員的30秒思考，希望我的回答可以讓你們做的更好，或者在找工作中效率更高。如果你對我說的有異議，你也可以保留自己的意見。給招聘員錢，他們就是審查神槍手，我們也常常失敗，也常常錯過優秀的候選人員。這只是我一家之言，只為坦誠交流。

招聘愉快！

文章來源：https://www.quora.com/What-do-recruiters-look-for-in-a-resum%C3%A9-at-first-glance

若有翻譯不當之處，敬請各位大神不吝賜教，小女子在此謝過，歡迎簡信！