When you, as the company's personnel director, screen candidates from countries with low cost of living and low wage requirements, you can consider the following aspects： ### Education background 1. **Academic level and major** -**Degree of academic matching**: Ensure that the candidate's academic qualifications are consistent with the requirements of the position recruited by the company. For example, for the recruitment of technical research and development positions, priority should be given to candidates with a bachelor degree or above in related majors. For some positions with high theoretical knowledge requirements, focus on the comprehensive ranking of graduating colleges and the domestic or international recognition of the major. -**Professional relevance**: The professional background should closely revolve around the core needs of the position. For example, marketing positions tend to favor talents from related majors such as marketing and business administration; financial positions value candidates from majors such as accounting and financial management. 2. **Academic achievements and honors** -**Proof of achievement**: Candidates are required to provide detailed transcripts to check their overall academic performance during school, especially their performance in major-related courses. Excellent academic performance usually reflects that the candidate has a strong learning ability and knowledge reserve. -**Academic honors**: Pay attention to whether the candidate has won scholarships, academic competition awards or other honors. These honors are not only a manifestation of their learning ability and comprehensive quality, but also a reflection of their competitiveness among their peers. ### Work experience 1. **Working life and stability** -**Length of service requirements**: According to the complexity and skill requirements of the position, determine the appropriate length of service standards. For junior positions, 1-3 years of relevant work experience is generally required; for intermediate positions, 3-5 years may be required; and senior positions usually require more than 5 years of work experience in related fields. -**Stability check**: Understand the candidate's past work experience and check the length of time he has worked in each company. Frequent job changes may indicate that candidates have some unstable factors, such as difficulty adapting to the working environment and unclear career planning. Try to choose candidates who have worked for a certain length of time in their past jobs and have shown relative stability. 2. **Industry experience and project experience** -**Industry relevance**: Priority is given to candidates with work experience in the target industry or related industries. They have a deeper understanding of the industry's operating model, market dynamics and business processes, and can adapt to the company's working environment faster and get started. -**Project experience**: Candidates are required to describe in detail the important projects they have participated in, including project background, goals, roles and results achieved. Through the examination of project experience, the candidates' actual work ability, problem-solving ability, and teamwork ability can be evaluated. For example, for software development positions, understand whether candidates have participated in the development of large-scale software projects, and what experience they have in the whole process from requirements analysis, design, coding to testing. ### Skill level 1. **Professional skills** -**Key skills of the position**: Clarify the key professional skills required for the position, and focus on whether the candidates possess these skills during the screening process. For example, for a data analyst position, it is necessary to examine his mastery of data analysis tools (such as SQL, Python, R, etc.), as well as related skills such as data mining and statistical analysis. -**Skill certificate and training**: Check whether the candidate has a professional skill certificate related to the position, such as industry certification, language level certificate, etc. These certificates are an objective recognition of the candidate's skill level and can increase their competitive advantage. For example, fluency in English is very important for positions related to multinational business. You can check the candidate's IELTS, TOEFL score or other proof of English proficiency. 2. **General skills** -**Communication skills**: Assess the candidate's communication skills, including oral and written expression. Good communication skills help to communicate smoothly in team collaboration, customer communication, etc. The communication level of the candidate can be preliminarily judged by the expression of the candidate's resume, the clarity and logic of the answer during the interview. -**Teamwork ability**: Understand whether the candidate has teamwork experience in previous work or study, as well as his role and contribution in the team. For most positions, teamwork skills are essential, and candidates should have the ability to cooperate with others, share knowledge, and solve problems together. -**Learning ability**: In the era of rapid development, learning ability is essential. You can ask candidates about their learning methods and experience in the face of new knowledge and skills, to understand whether they have the awareness and ability to improve themselves, and whether they can quickly adapt to the company's changing business needs. ### Language ability 1. **Working language requirements** -**Clarify the job language**: Determine the required working language according to the company's business and job requirements. If the company's business involves international exchanges, English may be the main working language; if you have business dealings with a particular country, you may also need to master that country's language or other related foreign languages. -**Language proficiency standards**: Formulate corresponding language proficiency standards, such as how many IELTS points and TOEFL points are required for English, or have specific score requirements for other language proficiency tests. For some positions that require frequent communication with foreign customers or participation in international projects, a high language level