历史与学术背景
斯宾塞（1973）、Schmidt与Hunter（1998）、Cole等（2003）、Bertrand与Mullainathan（2004）、Kroft等（2013）、Eriksson与Rooth（2014）为代表。
要点
按时间倒序填写，遵循招聘格式。 ※ 法规、制度、签证要求与招聘惯例可能变化，请以官方公告、现行法规和实际招聘为准。
实务与检查要点
据称录用程序法限制索取与岗位无关的个人信息，请核对现行条文。
常见问题
- 必须放照片吗？
- 以招聘要求为准。
- 一页最好？
- 无固定规则。
来源核查日期：2026-10-26
参考文献
- Spence, M. (1973). Job market signaling. Quarterly Journal of Economics, 87(3), 355–374.
- Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology. Psychological Bulletin, 124(2), 262–274.
- Cole, M. S., Feild, H. S., & Giles, W. F. (2003). Using recruiter assessments of applicants' résumé content to predict applicant mental ability and Big Five personality dimensions. International Journal of Selection and Assessment, 11(1), 78–88.
- Bertrand, M., & Mullainathan, S. (2004). Are Emily and Greg more employable than Lakisha and Jamal? A field experiment on labor market discrimination. American Economic Review, 94(4), 991–1013.
- Kroft, K., Lange, F., & Notowidigdo, M. J. (2013). Duration dependence and labor market conditions: Evidence from a field experiment. Quarterly Journal of Economics, 128(3), 1123–1167.
- Eriksson, S., & Rooth, D.-O. (2014). Do employers use unemployment as a sorting criterion when hiring? Evidence from a field experiment. American Economic Review, 104(3), 1014–1039.
- 고용24(고용노동부). https://www.work24.go.kr
- 국가법령정보센터. https://www.law.go.kr