Resume is the most commonly used personnel selection tool in organizations and enterprises. However, few studies have focused on the influence mechanism of resume information on personnel selection outcome variables, and more attention has been paid to the influence of resume content, while the importance of other information such as resume format has been ignored. In the current resume screening process, due to the increase of workload, recruiters often need to quickly review a large number of resumes in a short time. However, few studies have focused on the impact of time factors on resume screening. Therefore, the purpose of this study is to explore the influence and mechanism of resume information on recruitment recommendation, specifically explore the mediating effect of person-job fit and the moderating effect of time factor. 

This study includes three sub studies, one preliminary study and two quantitative studies. In the pre study, content analysis was used to encode resume information categories. Two quantitative studies were used to test the moderated mediation model. The first quantitative study focused on the exploration of hypothesis model, and the second one focused on verification. In the first study, 51 participants with HR experience were invited to evaluate 5 Real Resumes of a company's product manager, including educational background, academic performance, internship experience, campus activities, resume photos and resume layout, as well as the evaluation of person job fit and hiring recommendation. In the second study, participants were divided into two groups according to the time of reviewing each resume. One group took 15 seconds to review each resume, and the other group was 32 seconds. The number of participants in the two groups were 36 and 42 people respectively.

The results show that the resume information mainly includes personal basic information, educational background, academic performance, internship experience and campus activities, as well as resume format and other information. Education background and internship experience can positively predict person-job fit and hiring recommendation, and person-job fit plays an mediating role between the two and hiring recommendations. Academic performance can not predict person-job fit and hiring recommendations. Specifically, the influence of resume layout on hiring recommendation will be moderated by time factor, but it needs to be further verified. The effect of education background and internship experience on recruitment recommendation does not change with time.