How to attract interviewers to make an appointment * * *

How to attract interviewers to book ***2 articles?

How to attract interviewers?

Do you often encounter "stalemate" events of job seekers during the interview?

As far as we know, job seekers are often late for interviews and can't keep appointments. The worst time is11:2 (11has an appointment for only two people). When chatting with friends, I even heard the depressing experience of 25: 2. It seems that this is not an occasional problem for a company.

As an enterprise HR, apart from feeling "credit crisis", it is helpless in most cases. Is there really no way? In fact, let's analyze the possibility of several kinds of dishonesty first, and the method will naturally appear:

Reason 1: The job seeker did have something temporary, but he didn't know how to tell HR.

Reflection: As an HR, will you stay and look for your phone at any time?

Methods: It is suggested to leave a direct dial phone instead of an extension as the contact information. There is a big difference between the two! You can also provide your mobile phone number to job seekers if you don't mind. In short, we must ensure the timeliness of communication.

Reason 2: Job seekers receive interview notices from several companies at the same time, and make a choice after comparison. It is your company that has been eliminated.

Reflection: Is it possible that the candidate was eliminated because he didn't understand the advantages of the company and his own development channels? (The salary difference paid by different companies is not discussed here);

Methods: HR can conduct a simple telephone interview before the appointment to introduce the advantages and development prospects of the company to job seekers. Telephone interviews will make job seekers feel that the company's processes are more formal and rigorous, and it is worthwhile to spend a few minutes to win the favor of job seekers. You can also advertise for the company on the phone. The success of advertising will affect the efficiency of recruitment to a certain extent. Need to be reminded that this link should not be too long, five minutes and eight minutes is enough. The company itself is obviously weak, so we should try our best to screen candidates' resumes instead of competing with big companies. )

Reason 3: Job seekers are still employed, and their intention to apply for jobs is not strong. They hold the idea that it doesn't matter whether they have time or not.

Reflection: Is he (she) really the person you need at present?

Methods: HR can simply understand the intention of job seekers on the phone, including position and expected salary, and do homework from the perspective of job seekers' needs. Remember, after the telephone interview, it has been confirmed that the other party has no intention or the intention is not obvious, so HR does not need to conduct an interview again. Recruitment is like a blind date, and your love is the foundation. It is better to focus on candidates who apply in good faith.

Reason 4: Job seekers ask to check the enterprise website first, whether to apply or not, and then reply.

Reflection: This shows that it is a good thing for job seekers to pay more attention to their work and working environment.

Methods: HR agreed with job seekers on the time to reply after viewing the website as far as possible to avoid indefinite delay. If HR doesn't get feedback after the appointed time, you should take the initiative to call and ask for the result.

Reason 5: There is nothing serious about job seekers, but they didn't apply because they started too late and were lazy.

Reflection: How to avoid this situation? Are we still considering hiring such people?

Methods: Enthusiastic HR reminded him of the approximate length of the journey and would not set the interview time too early.

Job seekers who are late for the interview can tell that they are not the people we want to hire without special explanation. Is beyond the scope of discussion.

Reason 6: Job seekers found that the interview site was too far away afterwards and gave up voluntarily.

Reflection: Why did job seekers find this problem after receiving the notice?

Methods: HR should indicate the location of the company when releasing the recruitment information. If the home address is not indicated in the resume, you should ask clearly during the telephone interview. For job seekers who drive for more than an hour and a half, HR should take the initiative to ask "Is it convenient to come for an interview?" Whether or not to consider applying ",respect the choice of job seekers.

In addition, HR can also do the following detailed work:

First, listen: use your ears to judge each other's reaction when making an appointment by telephone.

After the phone call, HR should introduce himself. Don't rush to say the time and place of the interview, but say "we have received your resume and applied for XX position". When HR says this, he must pause and listen carefully to the reaction of the job seeker. (Downloaded resumes are not discussed here)

Response 1: "Sorry, I have invested in too many companies. Which one are you? Please tell me again. "

Practice 1: After repeating the company and job title, pause and judge the interview intention of the other party. Reference reactions 2 and 3.

Reaction 2: "I didn't send you a resume, did I?" "

Practice 2: this kind of person will generally submit a large number of resumes without carefully looking at qualifications. Under normal circumstances, candidates are too blind, but it still does not rule out the existence of candidates with personal ability and job matching. First of all, explain to the other party the specific date and time when he sent his resume (it is easy to find it in the resume receiving email). If the other party makes it clear that it is a mistake to submit a resume, stop making an appointment. Secondly, briefly explain the requirements of the position to the other party, and then make an appointment when you know that the other party has the intention to apply.

Reaction 3: "Oh, yes, I did submit my resume. Hello. "

Practice 3: A small number of job seekers will carefully choose new positions in the new company, and HR can make an appointment after explaining the questions raised by job hunting on the phone.

Q: Take the initiative to hunt for information and show respect to job seekers.

Question 1: If the address is not indicated on the resume, HR should ask clearly (the approximate location is enough, and there is no need to indicate the house number to avoid the job seeker's disgust). If it is far away from the company, HR should ask the job seeker whether to consider applying.

Question 2: If the expected salary is not indicated on the resume, HR should ask. When there is a big difference in the amount, ask the job seeker if it is acceptable. It is emphasized here that it is best to refer to the salary before tax, because everyone has a different understanding of "after tax", which is prone to ambiguity.

Question 3: The interview time should be notified at least one day in advance. The specific time can be decided by HR, or it can be chosen by job seekers and ask, "Is it convenient for you?" Or "When is convenient for you?" . Unless there are colleagues from other departments or leaders with higher positions in the interview examiner.

Third, as long as the questions asked by job seekers do not involve company and work secrets, try to explain them clearly, reflecting the patient, thoughtful and kind side of HR.

4. Confirmation: After the first three steps are completed, please ask the job seeker to confirm (non-HR).

Usually HR will repeat it after introducing the interview location and bus route to ensure that the job seeker's record is accurate. As a reminder, this link can be done in reverse. HR said, "Please repeat the location and I'll check it for you." We can make a judgment immediately according to the record: job seekers whose addresses are not remembered well or who have no intention of recording them at all can directly PASS down.

The above methods are suitable for job seekers in middle and low-end positions.

"Standing up" in recruitment is not a new topic. This situation is staged in different companies almost every day. Instead of finding faults and complaining about job seekers, HR should find reasons and find ways from its own perspective.

Take two minutes to read the submitted resume first. If it meets the basic requirements, it is called. You can talk about each other's situation according to the study background and work content written on the applicant's resume. If you don't think the applicant is so good after the other person's description, you can directly eliminate it. If you think it's good, you can affirm him on the phone and increase his confidence in coming for an interview. Remember to leave your bus and contact information, or ask him to repeat it to deepen his impression.

How to attract the interviewer's words Part II

Core Tip: The first step in the recruitment process is often to screen resumes and notify the interview. As an interviewer, why do candidates pay so little attention to the position and interview phone number? Why is the telephone invitation five years ago so different from today's? There are many skills that can be used to ensure effective two-way communication between the applicant and the interviewer in a simple phone call, and to ensure the maximum effect of this link.

The first step in the recruitment process is often to screen resumes and notify interviews. As an interviewer, why do candidates pay so little attention to the position and interview phone number? Why is the telephone invitation five years ago so different from today's? There are many skills that can be used to ensure effective two-way communication between the applicant and the interviewer in a simple phone call, and to ensure the maximum effect of this link.

Sales is a good move, but sales are difficult. Sales is a position that creates direct profits for enterprises, and it is often the most mobile position in enterprises. Recruiting a salesman, informing candidates to come for an interview, making countless phone calls, but the boss was not alone during the interview, wasting a lot of time-what went wrong?

The first step in the recruitment process is often to screen resumes and notify interviews. As an interviewer, why do candidates pay so little attention to the position and interview phone number? Why is the telephone invitation five years ago so different from today's? There are many skills that can be used to ensure effective two-way communication between the applicant and the interviewer in a simple phone call, and to ensure the maximum effect of this link. As before, the time when a few words can impress sales talents is gone forever.

1。 Preliminary judgment

Do a good job in the pre-planning of sales recruitment: judge the sales staff to be recruited according to the company's development, products and industries. What kind of people does the company need for sales, professional knowledge or strong expression skills? With goals and plans, you can get twice the result with half the effort by finding the right person.

2。 Screen resumes

With the popularity of online recruitment today, using appropriate recruitment tools can effectively simplify some steps and set up talent conditions more scientifically and reasonably. For example, when searching for talents at first, you can set the conditions relatively low, such as your current location, whether you have updated your resume recently, and whether you have a strong willingness to enter the industry. In addition, HR should not have too high expectations and grasp of resume screening. Resume is only a preliminary understanding of a person, and comprehensive judgment needs more tests.

3。 psychology

The interviewer's mentality plays a leading role in the whole interview process. The first thing that needs to be corrected is the condescending judge mentality. Nowadays, in the recruitment field, information is highly developed, job fairs, recruitment magazines and online recruitment information abound, and there are many job opportunities, not to mention sales positions. The interviewer is no longer the judge who dominates the fate of the candidate's position.

According to talented statistics. In various places, the dominant position in the major recruitment markets at present is sales. As soon as a resume with sales intention is released, all kinds of interview calls will follow, and the resume you think is suitable may have been browsed by countless companies. So, how does the interviewer make a good impression on the candidate through a phone call? First of all, the attitude of sincere communication is very important. You can't communicate with job seekers equally on the phone, or even put on a condescending posture, which can only make job seekers resist the interview invitation put forward by recruiters.

In addition, how to make candidates interested in the interview invitation put forward by the recruiter is a popular practice: "talent marketing". In the telephone invitation, the interviewer should "sell" his company through language, so that job seekers can recognize the working environment of the recruiter, which requires a brief package of the company on the phone. Without advantages and highlights, it is difficult for candidates to be interested in a company that sounds unknown.

4。 preface

"hello! I am the personnel manager of a company. Please come to our company for an interview at a certain time and place. " This is the simplest and most common telephone interview invitation. As mentioned above, when the applicant receives several calls, he will not pay special attention to similar calls. Therefore, expecting a polite response when the other party answers is often quite different from the actual invitation effect. Relevant persons have summarized the following points for reference only:

A) "hello! Is it XXX? " Confirm the identity of the other party and give the other party time to react.

B) "I'm from a department of a company." Tell me who you are.

C) "Are you looking for a sales job?" According to the job intention in the resume, reconfirm the other party's job demand in the shortest time. If the other person's job intention doesn't match the resume or the company's recruitment needs, you should end the call immediately.

D) Ask some questions at will, give the other person a chance to say three sentences in a row, and judge a person's language expression ability and thinking.

E) Examine the previous working ability of the other party.

F) Best performance in the past.

G) Average monthly income (whether it is in line with the company's situation, and the other party who is higher than ours should give up).

H) What kind of sales method do you like (judge whether you can accept the company's sales method).

I) Reasons for leaving the company (although few people are telling the truth, it depends on whether the other person can justify himself and re-judge his own expression ability).

5。 Time and place of notification

Interview time: Urban enterprises can arrange time according to the company's situation, and enterprises outside urban areas such as development zones should try to arrange it at 2 pm, so that individuals have enough time to take the bus.

Interview location: tell the detailed address down to the house number. It is best to provide a personal bus route, and the interviewer should also have a sense of service.

Last sentence: repeat the company name.

The whole telephone interview time should be controlled within 5 minutes.

6。 Interview appointment

After making so many phone calls, the final interview will finally be held. All the preparatory work before is to successfully meet the right person in the last link.

From the perspective of talent marketing, what the interviewer should do in the interview is to present the best things of the company to the individual. The best place is where the company attracts talents to stay. The interviewer must confidently convey the company's products, industry status and development prospects to the candidates, thus infecting the candidates.

The other most important thing is welfare. Some interviewers are afraid to talk about this problem. Looking for a job. Why? Change jobs. Why? Wage is more often the deciding factor. Recruitment and job hunting should meet each other's needs. Tell the basic salary directly, and emphasize the percentage of commission if there is no basic salary, so that candidates can clearly understand what kind of return they can get from hard work for one month, and convey an idea to candidates: hard work will pay off, and those who get the most return must be the hardest. In addition, complete welfare protection is also one of the focuses of individual job seekers, and it is also the embodiment of enterprise standardization, so it is a necessary factor to successfully recruit sales talents to convey this information to individual job seekers at an appropriate time.

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