HR reminds the interviewer of the matters needing attention. What does this mean?

HR reminds the interviewer that you failed the interview by 80%. Remind the interviewer that you have a problem during the interview.

What should HR pay attention to when informing candidates of the interview?

(1) When our HR preliminarily screens resumes and determines who can enter the interview, it is best to send the resumes of these candidates to the interviewers in the business department. On the one hand, it can be allowed to confirm the resume to avoid being accused by the business department of poor performance in the future, saying that HR has found an unreliable person; On the other hand, you can also let them know some information about the candidates in advance, and design the questions that need to be asked in advance to make the preparation before the interview more adequate.

(2) Organize the resumes of the candidates to be interviewed confirmed by the business department, and make a list of interviewers by using EXCEL tools, which only needs to list brief information such as name, gender, telephone number, on-the-job or not. Because under normal circumstances, you won't call the above number one resume at a time. After making the table, it is not only clear at a glance, but also improves the work efficiency. Moreover, after telephone communication, you can indicate in the form who can arrive on time and who can't arrive on time or don't attend the interview, so that their resumes can be removed from the interview list. After determining the interview list, you can organize a copy and send it to the relevant interviewers for backup reference.

③ Before making a phone call, we must first determine the best communication time. Generally speaking, for those who have indicated in their resumes that they are still working, it is best to contact after work. It may be inconvenient for others to talk to you for an interview during office hours. Generally, it is appropriate to take11:30-12: 30 or 18:00-20:00 in the afternoon. It is more flexible for people who are not on the job. This time is not absolute, it depends on your situation.

(4) If there are many candidates who need an interview that day, you should inform them of the wrong peak. Just don't inform the candidates to arrive at the same time, so as not to cause the candidates to wait too long at the scene, affecting the company's image, and even some extreme people will accuse HR of improper arrangements and leave directly. For example, you can arrange only two people in half an hour, and explain on the phone that because of the large number of applicants, the interview is staggered to prevent waiting, so candidates must arrive on time.

⑤ When making a phone call, you need to confirm the position you are applying for with the applicant; When confirming the interview arrival time, you can communicate with the candidates. If you can't attend the interview on time, you can contact the company, fulfill the notification procedures and arrange another interview time so that the interviewer can adjust it on the spot. For those who are not present and fail to perform the notification in accordance with this article, HR can privately put them on the list of dishonesty and no longer give them an interview opportunity.

⑥ For the matters that candidates may ask in telephone communication, HR should make a list in advance and unify the caliber and standards, such as salary, social security and welfare subsidies. You can't easily promise something you are not sure about, lest what you say in your mouth is inconsistent with what the business department interviewer said in the interview, which will lead to misunderstanding and misunderstanding among the candidates.

⑦ Generally, after the telephone communication is completed, according to the preferences of the candidates, it is necessary to send interview-related information by SMS or email, indicating the company name, the position applied for, the interview time and place, the materials to be brought, the contact person and the telephone number. If it's an email (there is a limit on the number of words in the short message, so you can't write so much), you can also add bus routes, traffic directions, interview procedures, etc. In this way, candidates will feel that the company's arrangement is very intimate, which invisibly increases the company's attractiveness and enhances the company's reputation and brand.