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提高英文簡(jiǎn)歷水平的7個(gè)妙招

　Fashion changes， and resume styles change， too. If you have solidskills and work experience but your resume isn’t getting any bites， you might need a resume makeover.

時(shí)尚改變了，的風(fēng)格也改變了。如果你有很強(qiáng)的實(shí)力，豐富的工作經(jīng)驗(yàn)，但是你的?簡(jiǎn)歷?沒(méi)有任何優(yōu)勢(shì)的話，你可能就需要裝飾裝飾你的?簡(jiǎn)歷?了。

Take a free resume test to see if your resume has what it takes to pass the 10-second scan and get results. And check out the "what’s in， what’s out" info below to help make your resume more cutting-edge.

做一下免費(fèi)的測(cè)試，看看你的簡(jiǎn)歷是否能夠通過(guò)10秒的瀏覽，并引起?面試?官的注意。并參照以下專家的幾條關(guān)于哪些是好的做法哪些是錯(cuò)誤的做法的建議，來(lái)幫你打造更具優(yōu)勢(shì)的簡(jiǎn)歷：

1. In： A professional summary at the top of your resume. This sells you like nothing else on your resume does.

正確的做法：在你的簡(jiǎn)歷頂部放上一段專業(yè)概要。簡(jiǎn)歷上沒(méi)有什么比這個(gè)更有賣點(diǎn)了。

Out：An objective statement at the top of your resume. Nothing says "outdated" like an objective.

錯(cuò)誤的做法：在簡(jiǎn)歷頂部放一段目標(biāo)宣言。沒(méi)有什么比目標(biāo)宣言更土了。

"Ditch it immediately，" advises Jack Williams， vice president of national sales and recruiting for Staffing Technologies， in Atlanta. Employers don’t care what a potential hire wants to do. "They care whether they can do what the employer needs them to do，" he says.

Jack Williams是亞特蘭大Staffing Technologies公司的國(guó)際銷售和?招聘?副總裁，他建議說(shuō)：“馬上刪除掉。雇主不會(huì)關(guān)心一位候選人想要做什么。他們關(guān)心的是該候選人能否按照他們的需求去做。”

2.In：Resumes that are easy on the eyes.

正確的做法：能夠輕易吸引人注意的簡(jiǎn)歷。

"I don’t have time to read through each resume and search for the important points. They need to jump out at me，" says Mike Earley， vice president of resource management at MyWire， a media aggregation site. Earley says hot resumes are organized with bullet points， not paragraphs， and have enough white space to look clean and visually interesting.

My Wire是一個(gè)綜合媒體網(wǎng)站，其人力資源副總Mike Earley說(shuō)：“我沒(méi)時(shí)間去看每一份簡(jiǎn)歷，然后找出其中的重點(diǎn)部分。它們需要馬上跳入我的眼簾。”Earley說(shuō)好的簡(jiǎn)歷都是非常有條理地列出要點(diǎn)，而不是一段一段，并且空出很多空白的地方看起來(lái)很干凈、有視覺(jué)沖擊效果。

Out：Resumes that are "grey，" with large chunks of unbroken text that require recruiters to slow down. Chances are they won’t take the time.

錯(cuò)誤的做法：不起眼的簡(jiǎn)歷，一大段文字還不分段，?招聘?人員要慢慢去看。很可能他們不會(huì)浪費(fèi)這個(gè)時(shí)間。

3.In：A customized resume. Tailor every resume you send out for the job you’re seeking.

好正確的做法：定制的簡(jiǎn)歷。為你應(yīng)聘的每個(gè)職位定制簡(jiǎn)歷。

Out：A cookie-cutter approach： same resume for every job. These were from the days before home computers， when changing a resume was a really big deal.

錯(cuò)誤的做法：一刀切的方法：每個(gè)職位發(fā)送的簡(jiǎn)歷都是一樣。這種是家庭計(jì)算機(jī)還沒(méi)有普及時(shí)候的做法，因?yàn)槟菚r(shí)候改簡(jiǎn)歷確實(shí)是非常麻煩的事情。

4.In：A two-to-three-page resume when you really need the space.

正確的做法：如果真的很有必要的話，兩三頁(yè)的簡(jiǎn)歷是可以的。

Out：A one-page resume when you really need two or three pages.

錯(cuò)誤的做法：在你非常需要兩三頁(yè)簡(jiǎn)歷說(shuō)明的時(shí)候壓縮成一頁(yè)。

7 Hints for Evaluating Your Resume

評(píng)估你簡(jiǎn)歷的7個(gè)提示

Fashion changes， and resume styles change， too. If you have solidskills and work experience but your resume isn’t getting any bites， you might need a resume makeover.

時(shí)尚改變了，簡(jiǎn)歷的風(fēng)格也改變了。如果你有很強(qiáng)的實(shí)力，豐富的工作經(jīng)驗(yàn)，但是你的簡(jiǎn)歷沒(méi)有任何優(yōu)勢(shì)的話，你可能就需要裝飾裝飾你的簡(jiǎn)歷了。

Take a free resume test to see if your resume has what it takes to pass the 10-second scan and get results. And check out the "what’s in， what’s out" info below to help make your resume more cutting-edge.

做一下免費(fèi)的測(cè)試，看看你的簡(jiǎn)歷是否能夠通過(guò)10秒的瀏覽，并引起?面試?官的注意。并參照以下專家的幾條關(guān)于哪些是好的做法哪些是錯(cuò)誤的做法的建議，來(lái)幫你打造更具優(yōu)勢(shì)的簡(jiǎn)歷：

1. In： A professional summary at the top of your resume. This sells you like nothing else on your resume does.

正確的做法：在你的簡(jiǎn)歷頂部放上一段專業(yè)概要。簡(jiǎn)歷上沒(méi)有什么比這個(gè)更有賣點(diǎn)了。

Out：An objective statement at the top of your resume. Nothing says "outdated" like an objective.

錯(cuò)誤的做法：在簡(jiǎn)歷頂部放一段目標(biāo)宣言。沒(méi)有什么比目標(biāo)宣言更土了。

"Ditch it immediately，" advises Jack Williams， vice president of national sales and recruiting for Staffing Technologies， in Atlanta. Employers don’t care what a potential hire wants to do. "They care whether they can do what the employer needs them to do，" he says.