英文简历内容就是一切，所以一定要突出你的能力、成就以及过去的经验，使你的简历更出众。以下是社交媒体运营管理英文简历模板，欢迎阅览！
社交媒体运营管理英文简历模板
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Brown University | B.A. Music, honors candidate | 3.95/4.0 GPA | Providence, RI ▪ Class of 2013 |
Brown CareerLAB | Providence, RI ▪ September 2011 - present |
Provides career advice, workshops, planning, and coaching to Brown students. |
• | Developed long-term social media strategy for Twitter and Facebook. |
• | Analyzed success of Twitter engagement through follower counts and link-tracking to inform strategic decisions. |
• | Evaluated and reframed career content for students on Twitter, increasing follower count by 4% per month. |
• | Wrote and presented curriculum on using Twitter for job searches to students and professional career advisors. |
Digital Influence Group | Boston, MA ▪ May 2012 - August 2012 |
Full-service digital advertising agency with a focus on social media experiences. |
Clients Include: IBM, AkzoNobel, Hasbro, Harvard Pilgrim Health Care. |
• | Provided a variety of research, analysis, and copywriting services for clients and new business prospects. |
• | Analyzed digital & social media presence of AkzoNobel North American brands and made content recommendations for strategic improvement. |
• | Researched best practices for mobile calls-to-action and made recommendation to Harvard Pilgrim Health Care for 2013 campaign. |
• | Conducted competitive digital and social media brand analysis for four clients. |
• | Analyzed online conversations using Sysomos social listening software. |
• | Wrote and developed weekly Facebook and Twitter content for Harvard Pilgrim Health Care’s WellThen initiative. |
• | Wrote company blog post on best practices for advertising on music streaming services. |
Lazybones Laundry and Storage | Cambridge, MA ▪ June 2011 - August 2011 |
Startup laundry and storage service for college students with 5 locations nationwide. |
Franchise Marketing Intern |
• | Wrote comprehensive internal franchise marketing plan, including business strategy, target franchisee profiles, and competitive analysis. |
• | Developed customer segmentation, analyzed purchasing trends, and recommended future data collection plan. |
• | Evaluated website and database usability and advised web developer on user interface design. |
• | Researched techniques and strategies to optimize the Lazybones website through Search Engine Optimization (SEO) and recommended allocating more company resources to SEO efforts. |
WBRU-FM | Providence, RI ▪ September 2009 - present |
Startup laundry and storage service for college students with 5 locations nationwide. |
Production Director | January 2011 - December 2011 |
• | Oversaw production of approximately 7 custom on-air commercials per week to meet requirements of paying advertisers. |
• | Produced and mastered on-air commercials using ProTools professional audio editing software. |
• | Voiced over 20 on-air commercials for 20 clients including D’Angelo, University of Rhode Island, Rhode Island Lottery, Sleepworx Futon & Mattress Discount Center, and StyleWeek Providence. |
Events Manager | January 2010 - December 2010 |
• | Organized logistics for ~12 promotional events/month for Coors Light, Guinness, and other corporate clients. Responsibilities included scheduling staff, communicating goals of promotion, assembling promotional materials, preparing photo event recaps, contacting prize winners, and ensuring overall quality of events. |
• | Planned and executed 2 summer concerts with 1,500 combined attendees. Responsibilities included assigning tasks to 40 crew members, assembling promotional materials, and purchasing food for bands and VIP guests. |
Technical: Proficient in Digital Media, Social Media (Facebook, Twitter), Sysomos, Google Apps, Quicken, ProTools, AudioVault, and Computer/Technical troubleshooting |
Non-Technical: Trained vocalist, voiceover artist, speedy identification of most popular/alternative music |
投简历要结合自身条件
记者在采访中发现，HR经理最头疼的就是处理大量的无用简历，说其无用是因为其经历和专业与所报职位极其不符，完全是在撒大网撞运气。杨小姐说：“我们筛选简历的原则是与招聘职位要求基本相符。公司对所需人才的要求反映在了对招聘职位的描述中，其实这些描述可以反映一个公司企业文化内涵的某个方面。应聘者应注意这些内容，自身条件与公司对招聘职位的要求差得太远，就没有必要投简历了，即使投递了简历也是浪费双方的时间和精力。”她总结，得到面试机会的简历的共同点应该是：首先自身条件与招聘职位要求基本相符;其次是既有理论知识又有实践经验，即有工作经验的会优先考虑。
现在乱投简历这一现象已经逐渐好转，他认为，找自己符合的岗位要特别注意硬件条件，学历和经验都要符合公司要求，而对一些细节，如在大公司内担任管理职务等要求比较细的条件也不能忽视，以免做无用功。
不同人群侧重点不同
HR关注简历时候，也会因为招聘职位不同关注的侧重点也不同，如果你恰好属于其中一种人群，就要着重注意简历中的相关部分了。杨小姐介绍，因为不同的职位对人员的素质要求是不一样的。她说：“比如对专业技术方面的管理人员，我对其知识背景、管理背景、实践经验等都会关注，而对于一个普通的专业技术人员我可能更多关注的是他的实践经验，其次是他的知识背景。有些特殊职位还会特别关注应聘者的性格特点等。”
对大学生和有经验的人关注点也不同，大学生的成绩虽然不是重点，但也是HR考查学生是否有学习能力，对工作和学习的态度是否认真的重要依据。学历也是考查大学生的一个关键，而对于实习经验只要有就可以，不用多也不能杂，要做到适度。对于有经验的人来说，曾经工作的公司和从事的职务，包括工作业绩都是考查重点。
谨防小河沟里翻船一页纸简历受欢迎
细节反映态度，态度决定一切，一些不被注意的细节往往会直接断送求职者的前程。赵复成说，有些简历连性别和联系方式都没有，这虽然是一些小的细节，但反映了求职者的认真程度和做事情的专心程度。而一些错字和病句，虽然不是很重要，但起码在说明求职者不够重视的同时，也反映其文字能力不是很强。杨小姐表示有的应聘人员的简历对自己工作经历的时间编排无次序，反映了应聘者在日常工作中的条理性较差和工作不够细致。有的简历中时间上出现重复或交叉，这会让人对简历的真实性持怀疑态度，这些都有可能直接导致简历无法通过“海选”。
另外，简单明了的简历一般来说容易通过，能让读到它的人感觉清楚明了，不复杂不麻烦。赵复成认为一页纸的简历是HR最希望看到的，而最多再加上“英文版”达到两页纸。
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