Methods of successfully inviting job seekers to interview

Methods of successfully inviting job seekers to interview

The method of successfully inviting job seekers for an interview, many HR made a lot of phone calls when inviting job seekers for an interview, but few people came to the interview and wanted to know how to successfully invite job seekers. Next, I will show you more ways to successfully invite job seekers for an interview.

How to invite job seekers to interview successfully 1

1, the content of telephone communication is very important.

Telephone recruitment is like telephone sales. The product you sell is your company. This requires your company to have its own attractions for job seekers, such as corporate culture, welfare benefits, working hours, development space and so on. It can not only highlight the advantages of the company, but also become the focus of the interviewer.

Therefore, HR can make self-recommendation and communication with the interviewer through professional and neat recruitment language, increase trust, leave a good impression, and have greater interview opportunities.

2. Choose a reliable recruitment website.

Whether the recruitment website is authoritative, whether the scope is wide, and whether the resume delivery volume is large will affect the efficiency of the interview work. To find a reliable recruitment website, we must first judge the attention of users, as well as the geographical distribution, where people often go to which website to browse positions. Generally speaking, the recruitment of IT industry mainly uses a hook. Most graduates apply for jobs in street networks; Middle-and high-level personnel are recruited in Zhilian, and they will have no worries about finding jobs in the future.

3, a clear positioning of the enterprise itself

Different from the situation that a large company posts a post online and resumes flock to it, small and medium-sized enterprises buy a recruitment platform in order to search for resumes in the background and then take the initiative to call. For enterprises with low visibility and uncompetitive treatment, we must first make clear our position and choose the right job seekers. Some companies are small in scale, but they have the advantages of rich profits, broad prospects or ideal growth space, and can also attract outstanding talents to join.

4. Establish a "long-term vision" for recruitment.

HR should regard recruitment as a long-term thing. Record the information of candidates who may become company employees at any time, and keep appropriate contact with them. Therefore, when an enterprise wants to recruit, HR can look for potential candidates from its own talent pool without having to go to the recruitment website to learn how to identify good candidates.

Some candidates may not be suitable for the positions that HR is recruiting now, but they may be suitable for certain vacant positions in the future. Therefore, keeping proper contact with them can not only deepen our understanding and pave the way for future recruitment, but also form a good reputation and introduce people he thinks are suitable to help you recruit.

In short, to successfully invite job seekers to the company for an interview, it is necessary to be familiar with the * * * nature of these people in advance and conduct an all-round investigation of the ability and background of the candidates. At the same time, we should understand each other's personality and ideals, and combine them with the company's goals and corporate culture to achieve a win-win result.

Methods of successfully inviting job seekers for an interview II. Several things you need to know when inviting an interview by telephone.

1. Get ready before the invitation.

Before making a telephone invitation, you should make preparations in advance and make different invitation plans according to the differences of job seekers. So you should prepare the basic information of the candidate (such as name, contact information, work, education and other related information) and the necessary paper and pen for recording. Adequate preparation is not the whole of success, but it is the foundation of success.

2, a comprehensive understanding of the basic situation of job seekers

For example, the industry, the previous work content, what kind of unit you are looking for at present, and the requirements for distance, will you mind if you are far away? At present, family situation, especially in sales, often requires business trips, and family situation is very important.

3. Choose a suitable time.

Don't call when the other party is resting, and it is not appropriate to call the candidate after 6 pm or before 9 am; In addition, try to avoid the time of the other party's regular meeting, such as the morning meeting.

4. Politely ask if the other person has time to answer the phone.

Talking about the purpose of calling after ensuring that the candidate has time to listen to the phone is the minimum respect for the candidate and an effective way to leave a good impression on the other party.

5. Introduce yourself clearly.

After greeting the candidate, introduce yourself and let him know who called him. When introducing, speak slowly so that the candidates can hear clearly.

6. Pay attention to pronunciation, intonation, speaking speed and tone when inviting.

A firm and enthusiastic voice is the transmission of self-confidence and the expression of positive emotions, so you must have passion when inviting. You should have a clear voice, a soft tone, a moderate speed and a firm tone, and invite with a cheerful, enthusiastic and energetic voice.

7. Don't be afraid of rejection.

Excellent job seekers may be disgusted by receiving too many calls from recruiters, and even refuse them rudely. If we are rejected too many times, the enthusiasm of recruiters will be hit, so we should be prepared for rejection and keep a stable mood.

What to do after the call:

Send a text message or email to the other party after the call, and send an email or email to inform the other party of the interview time, place, driving route, company name and contact person. Including the company profile, job title and related information, and leave a telephone number, so that the notified object can call for consultation if there is any ambiguity. Having a formal invitation will make the candidate feel valued.

The attitude of HR on the phone can largely determine whether the job seeker will come for an interview in the end, and these key points and details can better reflect the professionalism and professionalism of HR, which will make the candidates feel happy and rewarding in communication, and will certainly be a successful HR self-marketing process.