Writing a CV is a job of “finding the right person”

Surely you have heard a lot about how candidates can do good CV, can interview satisfactory employers? But from the employer, how can we avoid being told by the candidate’s words or good intentions? ”
Share a few tips for you to know:
See CV for a brief review: is CV ntn job candidate okay?
Clear personal information (Full name, date of birth, phone number, email, home address, hometown …)
Information about education, qualifications & qualifications: a small assessment of competence (Normally, the economic, foreign trade, encyclopedia, countries with good thinking -> combine CVs for analysis; university bases of open, commercial, humanities … with dynamic & emotional -> matching CVs on public relations, services, services, …; pedagogical base, Hanoi University,. .. biased towards academics, translation …)
Information about experience: reflects the depth and depth of CVs that candidates have done, reflects the degree of attachment to the job, and reflects the suitability of the Company’s business fields.
Information about qualifications / certificates: reflects the level of learning of the candidate, the level of development of the candidate.
Presentation / layout of the CV + content described in the CV: reflects the seriousness of the candidate in choosing career opportunities (sketchy CV, through the speakers, you should definitely abandon the base of education can be very tall)
Bonus: if there are more photos of CV is a plus point. When you have interviewed many people, looking at the candidate’s general, you can predict a part of the candidate’s personality at that time.
2) Look at the candidate’s interaction and feedback during the interview schedule setup: to see how likely is the candidate coming for the interview? Enthusiastic candidates at what level? What is the responsible candidate?
3) Evaluate candidates in the interview:
STAR – STAR – STAR: Apply the STAR method throughout the candidate interview process to fully exploit the information the candidate provides; at the same time appraise the fake truth in the candidate’s share.
Prepare relevant questionnaires to exploit in depth relevant / relevant competencies to the position of candidate.
Observe to assess the behavior, gestures & part of the human candidate
4) Check Reference:
As a final step in evaluating candidates. Check out the candidate’s previous companies by contacting the candidate’s former company directly or checking from individual network sources to verify the candidate’s information (usually applied to candidates). keys, candidates for management positions, candidates often hold sensitive positions / hold a lot of important information in the enterprise)
The steps of negotiating wages, integrating, evaluating recruitment quality will be the following steps & have in-depth techniques on this. If you are interested in any topic, you can comment more for me to share.

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