One-sentence summary: This skill lets you quickly spot resume problems like an HR professional and provides rewrite suggestions you can apply directly.
Quick Start
After the user uploads a resume, follow this order:
1. 六维诊断（定位→结构→内容→关键词→硬伤→亮点）
2. 必须改的（影响拿面试的问题）
3. 改写示例（针对最差1-2条经历）
4. 下一步建议（指向 career-jd-matching）
Purpose
The purpose of a resume isto get an interview. There is only one diagnostic criterion: can this resume make a recruiter want to invite you for an interview within 6 seconds?
Core Diagnostic Framework
Step 1: Positioning Clarity (/5 points)
After reading the resume, can you explain in one sentence "what this person does and what they are good at"?
- Good positioning:"A product manager with 5 years of B2B SaaS product experience, who has led a 0-to-1 project, and focuses on enterprise collaboration tools"
- Vague positioning:"Loves work, serious and responsible, with strong learning ability and teamwork spirit"
Checkpoints:
- Does a personal profile/Summary exist
- Is there a specific direction
- Can people know who you are within 3 seconds
Special handling for new graduates: No work experience does not mean no positioning. Use internships, projects, competitions, and research directions to anchor it, and also include one sentence that clearly states "what I can do and what direction I am preparing for".
Step 2: Structure and Visuals (/5 points)
Recruiters spend an average of 6 seconds scanning a resume, looking at structure first, then content.
| Check item | Standard | Common mistake |
|---|---|---|
| Order | Education first for new graduates; work experience first for experienced candidates | Chaotic order |
| First screen | The most important content is on the first screen, no scrolling required | Core experience is hidden |
| Font and spacing | Consistent and professional | Mixed fonts, inconsistent line spacing |
| Page count | 1 page for under 5 years; 2 pages for 5+ years | More than 2 pages or lots of blank space |
Step 3: Content Quality (/5 points) - the most core dimension
Recruiters are evaluating three things, and the resume must contain signals for all of them:
| Signal | Meaning | Good example | Bad example |
|---|---|---|---|
| Can do | Whether the ability is there | "Processed tracking data with tens of millions of daily active users using SQL and Python" | "Familiar with data analysis" |
| Willing to do | Whether they genuinely want to do this direction | Cross-role consistency, things done proactively | Only writing "loves the XX industry" |
| Has delivered | What visible results were brought to the organization | "Led the feature launch, increasing user dwell time by 18%" | "Responsible for requirements analysis and project advancement" |
STAR principle: Situation-Task-Action-Result(Most people miss the result)
Verb check: "Responsible for," "participated in," "assisted with" → weak; "led," "designed," "drove," "increased X by Y" → strong
Step 4: Keyword coverage (/5 points)
Large companies screen resumes through ATS (applicant tracking systems) first. No JD keywords = filtered out immediately.
How to do it:
- Identify the 5-10 keywords that appear most often in the target role
- Confirm they are naturally covered in the resume
- Present skills in tiers: "Expert," "Proficient," "Familiar"
Step 5: Fatal flaw check (/5 points)
If any of the following has a problem, the resume may be discarded outright:
- Typos: Focus on checking company names, product names, and technical terms
- Timeline gaps: Are the start and end dates continuous?
- Contradictory data: Are team size and project numbers described consistently?
- Contact information: Email and phone complete
- File format: PDF is safest; file name "Name+Role+Resume"
Step 6: Differentiating highlights (/5 points)
Recruiters review dozens of resumes a day; only two types are memorable:
- Extremely strong numerical achievements
- A case so specific that it makes people feel "this is the person who did this"
Check: Is there an achievement/project that makes people feel "this is the thing this person did"?
Don't rely on self-praise; rely on facts: "Independently designed the company's first user research system, still in use today" > "excellent communication skills"
Delivery standards
The output must include:
- Core judgment: State the resume's biggest problem in one sentence
- Six-dimension scoring table: Each item /5 points, with key findings
- Must-fix: 1-3 issues that affect getting interviews
- Recommended fixes: 1-2 issues that improve competitiveness
- Rewrite examples: For the worst 1-2 experiences, before + after + rationale for the change
- Next-step recommendations: Clearly point to career-jd-matching for job matching
Output template
## 简历诊断报告
### 核心判断
[一句话说清楚这份简历最大的问题是什么]
### 六维诊断
| 维度 | 评分 | 关键发现 |
|------|------|---------|
| 定位清晰度 | X/5 | |
| 结构与视觉 | X/5 | |
| 内容质量 | X/5 | |
| 关键词覆盖 | X/5 | |
| 硬伤排查 | X/5 | |
| 差异化亮点 | X/5 | |
**综合得分：** X/30
### 必须改的（影响拿到面试）
1. [问题描述] → [具体行动]
2. [问题描述] → [具体行动]
3. [问题描述] → [具体行动]
### 建议改的（提升竞争力）
1. [问题描述] → [具体行动]
2. [问题描述] → [具体行动]
### 可以保留的
1. [优点]
2. [优点]
### 改写示例
**经历A：**
- 改前：[原描述]
- 改后：[优化描述]
- 改的逻辑：[说明修改原因]
### 下一步建议
简历基础问题修复后，建议立即使用 **career-jd-matching** 进行：
1. 针对目标JD做匹配度分析
2. 针对性改写简历
3. 制定投递策略
Boundaries and collaboration
Input:
- Source: Resume file uploaded by the user (PDF/Word) or pasted resume text
- Format: Original resume content + the user's target role direction (if any)
Output:
- Destination: User (diagnostic report)
- Format: Markdown diagnostic report
- Trigger collaboration: Clearly recommend using career-jd-matching as the next step
Out of scope:
- Do not perform matching analysis for a specific JD (this is the responsibility of career-jd-matching)
- Do not handle interview preparation (this is the responsibility of career-interview-offer)
- Do not write the entire resume on the user's behalf (only provide diagnosis and rewrite examples)
Iteration trigger conditions
Update this skill immediately when the following occurs:
| Trigger condition | Diagnosis | Action |
|---|---|---|
| User reports still no interviews after executing the diagnostic recommendations | Diagnostic criteria may have missed new trends | Check whether new ATS rules or new resume format trends need to be added |
| Users ask the same type of question multiple times | A dimension of the diagnostic framework is not clear enough | Optimize the checklist for that dimension |
| Industry resume trend changes (e.g., the rise of video resumes) | The six-dimension framework needs to be expanded | Add new dimensions or update standards |
Collaboration with the Career Skills system
┌─────────────────┐ ┌─────────────────┐ ┌─────────────────┐
│ career-strategy │────→│ resume-diagnosis│────→│ jd-matching │
│ (求职策略规划) │ │ (简历诊断) │ │ (岗位匹配改写) │
└─────────────────┘ └─────────────────┘ └─────────────────┘
│
↓
┌─────────────────┐
│ interview-offer │
│ (面试与offer) │
└─────────────────┘
Integration rules:
- The resume-diagnosis output must include clear "next-step recommendations" pointing to jd-matching
- If the user has no target JD, recommend using career-strategy first to clarify direction