In a typical week I spend on average 10% of my time screening resumes, interviewing or reviewing interview notes and offers for candidates we want to join the team. Talent management is a core pillar of our company strategy and one of my most important responsibilities. I have reviewed thousands of resumes over my career and built a system to categorize them into yes, no and the dreaded maybe buckets. The resumes that go into either the yes or the no piles are usually very easy to identify. But I often think about the maybes. These resumes get saved as a backup but in reality, never get a chance to be in the field of play.

在我比较典型的一个工作周里，我平均要花10%的时间筛选简历、面试、回顾面试笔记以及为那些我们团队需要的人才提供offer。人才管理是我们公司战略的核心支柱，也是我最重要的职责之一。在我整个职业生涯中浏览过成千上万份简历，我为此建立了一套分类体系，将它们分成“yes”、“no”和令人头疼的“maybe”三类。那些进入“yes”或“no”的简历非常容易处理，但我经常思考那些属于“maybe”的简历。那些简历会得到备份，但事实上，从来都没有机会真正进入我们的考虑范围。

I find there are three big mistakes that usually cause an otherwise great resume to be filtered out in a screening process:

我发现这三个大错误往往是导致那些很好的简历无法通过筛选系统的原因：

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