HR’s 11 tips for effectively inviting interviewees

Nowadays, almost everyone who works in HR will find that the candidate clearly promised to come for the interview, but in the end, he did not come. This not only loses HR’s interview time, but also reduces the success rate of the interview. This It is more effective when you need to call for an interview. So how does HR effectively invite interviewers?

First of all, pay a little more to have the top function on several recruitment websites. If you don’t want to invest this little money, then why recruit talents?

Second, when filling in your company profile, capture the highlights of your company and package it. Remember not to be too exaggerated, so as not to make it difficult for the interviewer to smooth things over.

Thirdly, when filling in the recruitment information, the five insurances and one housing fund, vacation system, and promotion system are emphasized. With these benefits, salary is not so important.

Fourth, try to leave a landline phone number in the contact information, so that job seekers will feel more at ease.

Fifth, when posting recruitment posts on other websites, try not to post in the sales category. Administration, back office, and management are areas that are more popular with job seekers.

Sixth, establish a recruitment email and emphasize the process of sending resumes. Even if the applicant calls directly to request an interview, please send a resume and state that the company needs to pass the preliminary review before sending interview information.

Seventh, HR should correct his or her attitude when making phone calls. It is an invitation, not a request, and the tone should not be too strong. For example: Hello Mr. or Ms. >

Eighth, during telephone communication, you should use simple and clear language to introduce the key advantages of the company or the position, that is, the conditions that can attract job seekers.

Ninth, don’t ignore the success rate of telephone communication for the sake of the number of calls. Successfully getting an interview in 15 minutes is much better than notifying 5 people in 15 minutes that none of them came.

Tenth, give candidates several available interview times. Some candidates may receive several interview notifications at the same time. If only one interview time is provided, the candidates will not be able to apply because they are busy with work or cannot attend multiple interviews at the same time.

Eleventh, remember to send text messages to remind candidates. If you do not have the applicant's email address, you can also send a text message to remind the applicant, which will greatly increase the interview attendance rate. The content of the text message includes: the specific address and time of the interview, information to be brought, bus route and other details. Let the applicant feel that your company is professional and respects the applicant.

Summary: Be more sincere and less routine, and talents will come to your bowl sooner or later.