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

招聘人员看简历第一眼究竟看什么？

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

在招聘人员从一堆简历中筛选出面试候选人的过程中，什么信息是他们最为关注的？

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，这篇回答已经带来了很大的影响力。为了保证此文的完整性，我已标注“不可复制”，如果您是媒体方，并正打算以某种方式想要将此回答发表出去，请先联系我或者知乎。不夸张的说，在过去的这几年，大家对这篇回答的反应实在是很有趣。我对这个问题的回答去年已经发表在Mashable上，结果，我收到了各式各样的反馈信息——有褒有贬。随着时间的推移，我各个方面的观念也有了些许改变，也或者，我可以用更多的案例和实际应用来深刻解释其中的逻辑。是时候来更新我的答案了，所以我来了！谢谢，朋友们，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.

我认为，看简历第一眼究竟看什么，各个招聘人也是不一而同，同时，这也取决于你究竟应聘什么岗位。于我来说，我不会去查看那一堆堆的简历，我讨厌纸质的简历，我都是通过在线操作。

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:

过去几十年间，一些招聘企业在招聘的时候故弄玄虚，像耍魔术般有所隐藏，我认为现在这种方式有些不合时宜。人们总是被窗帘后的东西所吸引，很多人认为招聘方有暗箱操作，事实上他们并没有。我们的世界要比你们认为的简单得多。“这个应聘者是不是适合这个职位呢？如果是，那么开始进入下一环节，如果不适合，那就拒绝。”每个招聘者都是不同的，他们对于适合与否的判断方式也不尽相同。但是我会简洁地（事实上并不简洁）划下重点，我个人是如何挑选简历的。首先我想说，最近我重点招聘的是高级软件工程师。在过去的职业生涯中，我招过项目经理、工商管理，财务人员、销售等等，几乎涵盖所有职业。我接下来将要说的可以广泛应用于所有这些领域。我同时也做大学应届毕业生招聘，这类招聘有所不同，因为新毕业生的经验比较少。以下是针对非应届毕业生，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?

最近的几个职位。我通常会考虑候选人们当下的职位是什么，为什么/是否他们会对一个新职位感兴趣。他们是不是只在上个工作中才呆了3个月？如果是，那我招他们可能就不是最佳时机，对吗？除非他们是在Zynga这样的公司，或者其他跟这个一样悲惨的公司（据说由于非常重视开心农场，这个app在地图中使用了facebook社交软件）。如果这个简历是投进来的，我就要思考为什么这个候选人现在要找工作？他们是下岗了吗？还是被炒了的？他们是只呆了几个月就讨厌这个工作了？但是最重要的是，他们最近的工作经历是否与我招聘的职位相关。

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.

公司认可度。我不想撒谎，我就是个公司势利眼。此刻不要妄下判断，先听我把话说完。这并不是我就认为某些公司比别的公司好（虽然确实很多时候是这样），这仅仅单纯就是我很快判断的参照物，我也认为比较可靠。哇哦！你在亚马逊工作过？那你可能习惯于做大规模项目。你在一个众所周知的公司倒闭了，你想重新开始？那你可能做过很多工作，但像短跑运动员一样虎头蛇尾。仅仅通过认识一个公司名字，我就能公然产生很多联想。因为招聘人员通常都从事工作很久，我们注意到从某些公司的出来的候选者们有他们的模式和趋向，所以也构成了我们的臆想推断。当然在一些边缘案例中，我们的臆想不正确，但是重申一下，这是审查简历——我们所讨论的是20秒内分析。当候选者们只在一些我从未听过的无名公司工作，参照物判断便会更困难些。当我不能做出公司识别时，我仅仅需要稍加深入阅读即可，这并不是问题，但出现以下情况就是问题了，排版不畅、写作不佳、信息不全、拼写错误，这样我会失去兴趣。知道了吗？悲剧了吧。谨慎点，同志们！

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?

综合经验。事业是否有进步？工作职责是否有所提高？职位确实名副其实吗（你是一个仅有5人公司的市场副总？呵呵，那我也是副总了）？你所列出来的职责是不是与我想要的相符？

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.

关键词搜索。应聘者在我所招职位上是否有具体经验？我已经多次要求废了那些废话连篇的简历，特别是那些又长又难吸引人的。不是他们不会证明自己，而是举个例子，如果我寻找的是ios工程师，他们的简历中没有突出“ios”或者“扩充C语言”这样的字眼，我就不得不皱起眉头，再稍加深入的阅读。搜索不同的简历贯穿了我的整个职业生涯，我已经多次搜索Ruby on Rails, Mule, Javascript，以及所有你能想象的关键字。读到这里，你肯定在想着突出你简历中的关键字了吧，赶紧认真想想，关键字要真实。不要把你的简历放上网，还要在最后插入一些与你的技能关键词毫无关联的东西，文本那么长，没有人看到的，我是为你好。但是，我也坚持认为你应该确保你经历中的实际重要关键词能够显示在你的简历中。

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.

工作中断期。如果有充足的理由，我并不介意中断时间很长。你空闲了三年照顾小孩？对我来说这是可以的，而且也很尊重。你竭尽全力的去创办自己的公司但是遗憾的是失败了？这经历使人印象深刻。你的工作中断要有充分的理由。不管是是什么理由，你要说出来。如果没有说理由，我就会去想。当然，我也理解有时候人们不情愿在职业内容中分享某些事情。如果你有工作中断，那么你肯定是在此期间忙于别的事情了，坦诚点，找个理由承认，这个理由还得是能让人赞许的。

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.

个人网络链接。这个不必须。但是如果你有在线的网络链接，你又不知道是否该放进自己的简历中，我反正会点击的。这个涵盖了很多个性领域，知乎简介，推文，代码管理，在线作品，或者其他你想展示的东西。我几乎有三分之二概率都会去点击他们的网站或者个人推特账户。这是我招聘过程的乐趣之一，毕竟你也不知道你将从中获得什么信息。

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.

综合逻辑。位置，是否有权在美国工作，我总是试着想去猜他们的故事，但是毕竟公司不是用来开人的地方。

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.

总体组织能力。包括拼写，语法，简易性，表达清晰度。如果你是在市场部工作，并且在前三点就让我失望了，我会有顾虑。

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

25秒内完成以上所有工作。

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.

备注：只有我已经知道我喜欢这个候选人，我才会想要更深入读他的简历，我在一分钟之内就会充分消化简历，如果需要继续跟进这个人，我会做个标记。一旦我想要跟这个人通电话或者邮件联系，我就会非常彻底的去阅读他的简历。但是那些连以上项目都没有通过的人，我是不会彻底认真的去看他们的简历的。可能我工作不够用心，但这的确是真的。招聘人员浏览很快速，那些拼命想要让招聘官看到自己简历的人，我正尝试着帮你们驱除障碍。

Things I rarely pay as much attention to:

那些我极少关注的点：

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.

学历。不管你信不信，对我来说，学历是我最后所考虑的，而且肯定不是最重要的因素。有很多次我一个月看上百份简历，学历部分都想不起来去看一眼。我们的大学就业指导老师骗我们。然而，当我应聘应届毕业生时，我几乎都是先看学历，但那是因为毕业生们实在无经验可谈。不过如果你不是应届毕业生，工作经验是王道啊朋友们。我可以举几个例子，招聘方可能需要某些纯正血统（例如沃顿或者哈佛商学院工商管理硕士），但即使是这些要求也变得越来越不那么重要了。另外，这个随着行业和公司的不同，也有很大的差别。我目前从事科技工作，同时也做管理咨询，学历在咨询工作中很重要。同时，有些高科技企业比其他的更加注重学历——比如Facebook就非常重视那些获得计算机科技学位，并且展现了核心电路交换基础的工程学候选人们。还有一些招聘方甚至缩小领域，只要前25大学的计算机科学学位人士。但是，Facebook还是招了很多连大学都没有毕业的工程师们。所以经验打败学历。

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。当然也有例外。我虽然非常喜欢简历富有创造性格式。我爱这样。但是，没有哪个花哨的格式是可以用来弥补经验的不足的。所以放弃吧。还有重点记住，如果你是在线申请职位，不管你是不是用的PDF格式，许多公司的申请追踪系统会分析你的简历内容，然后转换成纯文本格式，因为这是最快速的阅读格式。招聘人员通常不会看到你的简历设计的多么好。虽然原文件就在那儿，但很多人根本不会去点开看的。如果你想在简历中做些有趣的东西，我建议你使用PDF格式，并确保转换成文本格式之后也完全清晰可见，这样透过我们的系统后，简历也不会变得乱七八糟。或者就直接把简历通过邮件发给具体某个人吧。

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.

令人不适的个人信息。例如，我注意到在欧洲，简历中列举自己的亲属关系、公民信息、身高体重，这种现象很普遍，附上个人照片也十分常见。但是美国有点不同，我所说的不同是非常好打官司。很多应聘者会尽量避免任何形式的歧视，所以当招聘人员看到以上信息的时候会有些不舒服。我们只想知道你的职业经历，所以请把简历中的照片拿掉吧。如果我们想知道你长什么样，我们会在领英上偷偷检索你的。

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.

求职信。关于这个是有争议的，但是很抱歉，我个人不看求职信，我想看的是简历。我的很多同仁跟我一致，但是我知道还是有很多招聘人员喜欢并且很重视求职信。我甚至发现很多求职者甚至已经不再发送求职信了（谢天谢地）。求职信有几分像是倒退到一个不同的时代——那个时代你的简历使用“蜗牛”邮寄送达。如果你真的要寄求职信，最好这封信赞到爆。我认为，绝大多数要求求职信的公司都是为了筛掉那些压根没心思看招聘说明的人。如果你是市场人员或者销售等等，我会把求职信看做他是否有潜力的要素之一。但是说真的，求职信还是算了。

Things I wish more people would do:

我希望更多人能够做到：

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.

简历要有个性。我们招聘人员每天都要盯着那堆破简历，天哪，能不能写点有趣的东西？我们中也没人生病，我们确实是要了解你们的行业，但我们也想来点开心的啊！如果你在一个十分低调枯燥的行业里，你写的简历却好像埋着复活节彩蛋一样充满惊喜和欢乐，这肯定不太和谐。我认为，描述工作经历细节的时候要尽可能地专业，但是相信我，肯定有办法能把他们写的有趣些。我还是很喜欢简历里面有彩蛋的，而且我完全就是靠着领英里面创造性的简历过活的。举个例子，这个人是个老板，在过去这几年，我已经把他的领英简历发给了数十个朋友和同事，他的简历写得如史诗般壮丽，非常好，并且充满故事性，最好要从最底下开始向上读，同时他还很了解自己的行业。假如你正在应聘美国银行联络处主管的职位，你在领英简历里面讨论大麻就不太妥当了吧。

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.

在线网址。就是这个。当然你自己要能接受这点。我知道，我们已经对这个注重隐私的社会过分分享了自己，但是如果你想更突出，在网上写点东西吧，向开放源代码库贡献自己的知识，展现自己工作之外的主技能或者兴趣水平。

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.

列出你的个人项目。我几乎在所有的电话面试中都提问到了这点。“你在空闲时间都做些什么？”我总是能够通过这个问题获得灵感，因为这向我展示了你对自己行业的热情。

Things I wish people would stop doing:

我希望你们不要做的事：

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.

使用微软简历模板。是的，天哪，求你，把他们全毙了吧。特别是那些名字上下有双下划线的。

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.

以第一人称写简历。除非你可以处理的很聪明。如果没有人说过你很聪明，那你可能确实不聪明。不要这样做，读起来很奇怪。

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.

简历张数太多。你又不是大学终生教授，诺贝尔奖获得者，并拥有多个作品发表，你不需要8页以上的简历。这不会让我们对你有好印象，反而令人讨厌。而且，我不关心你1988年在汉堡王工作过，当然这不错，但是这并不重要啊。

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.

第一人称和第三人称混淆，或者现在时过去式弄错。选一个人称，选一个时态吧，然后就一直用着。我建议使用第三人称和过去式。如果我是你，我会排除掉你简历中的所有代词（例如我的，她，他）。不说“我通过在车库养兔子提高了300%的总销售额”，只要除去句中的“我”，而说“通过在车库养兔子……等等”。检查你的简历，把所有代词全部拿掉，句子重写后，听上去就像画重点一样。我指的“过去式”，就是要从你已经做过这件事情的角度去阐述你的简历——而不是你此刻正在做的事情。所以，即使你还在职，你也应该用过去式列出你的成就。

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

简历开头列明目的。亲，不会吧？哪年的老皇历。

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.

快递、传真，或者手递纸质简历。立即不合格！过不了！直接进监狱！虽然你引起了我的注意，但在最后一课我还是会放弃你的手递纸质简历。看吧，我知道了。人们急于突出自己，这本身很困难，我也完全尊重这种急切的心。但是2015年，人力资源部的人都忙得不可开交，焦虑无比，又提心吊胆。当一个未打招呼就这样随机出现的陌生人提出要见人力资源部的人或者提出要应聘，我们会想你是带枪了还是跟我们有血海深仇，我们可能会叫保安。说真的，这挺让人毛骨悚然的。这确实已经不是企业界工作的方式了，而且为了跟你谈话需要重新安排他们的日程，给他们平添了多余的负担，这也会让他们变得暴躁，他们也不会把你列为有潜力的候选人。所以严肃点，同志们。决定带着简历就这样随意地出现在公司领导人面前之前，先从长计议吧，这小有可能有巨大回报，但也可能不会。

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)

直接寄简历给老板，最后的结果就是被随便扔到招聘人员的桌上，根本不会打开的。这里我说的是普遍情况，小公司除外。但是老板们通常不读简历——毕竟不是第一次。有关纸质简历请再次参考以上内容。附言：我们有时候会嘲笑这么做的人（如果你是Tristan Walker或者浑身散发着令人令人敬畏的气息，以上所有都不适用。）

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

夸大头衔和职责。最终真想会浮出水面。

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.

就是这样了，我这小小招聘员的30秒思考，希望我的回答可以让你们做的更好，或者在找工作中效率更高。如果你对我说的有异议，你也可以保留自己的意见。给招聘员钱，他们就是审查神枪手，我们也常常失败，也常常错过优秀的候选人员。这只是我一家之言，只为坦诚交流。

招聘愉快！

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

若有翻译不当之处，敬请各位大神不吝赐教，小女子在此谢过，欢迎简信！