How does the interviewer handle the situation that the candidate stands up?

Now many candidates often break their appointments after they have made an appointment. You know, an interviewer who has not been stood up by a candidate is not a good interviewer! Only by reflecting and summarizing from failure, taking effective measures and getting practical promotion is king!

Common phenomena of candidates' violation of agreements

First, the applicant is still at work, and his intention to apply for a job is not strong. This is an indifferent attitude.

Second, the applicant forgot the interview, or left too late and gave up halfway.

Third, the interview place is far away from the candidates, and time is very tight. The applicant felt inconvenient and voluntarily gave up.

Fourth, candidates receive interview notices from other companies at the same time, and there are conflicts in time.

5. The day of the interview was affected by force majeure such as heavy rain and traffic accidents.

Can the interviewer really do nothing but feel the "credibility crisis"? Not exactly. The following tips are shared with you.

How does the interviewer handle the situation that the candidate stands up?

First, telephone invitation

Invite by phone when you invite. Some companies just send emails and text messages. The partners of these practices all say that they generally don't go, thinking that the company is stingy and doesn't even call!

Second, practice critical vision.

Be sharp-eyed and quickly identify job seekers who are unwilling to apply for a job. For example, they have delivered several jobs at the same time, and their personal information such as work experience has not been updated in time. They are still on the sidelines and know nothing about the company and work through telephone communication. This kind of job seeker is more likely to come forward.

Third, effective communication.

Try to communicate with the company and the position when communicating by telephone, and try to meet the requirements of the other party during the interview. In addition, we usually arrange interviews at the wrong peak. The interview time interval of each job seeker is about 20 minutes, and when you call, you will be clearly told not to be late.

Fourth, can you come many times?

On the day when the interview time is arranged, remember to add the candidate's personal WeChat, which is convenient for sending the company address and bus route information. If you don't add WeChat, remember to send a text message to remind you. On the day of the interview, I will call an hour in advance to see where he is, whether the route is unclear or something.

Fifth, the interview location should be written in detail.

Indicate how long it will take from the applicant to the employer, or even find a bus route and tell him whether it is convenient to take the bus or the subway. In addition, be sure to check the weather of the day. If it rains, be sure to remind the applicant to bring an umbrella, so that the applicant can feel your concern for him.

Sixth, talent pool.

After each interview, the human resources department will review the comprehensive situation of job seekers together with the employing department and make a decision on whether to hire them. For the approved job seekers who are better than those who have not decided to hire, they will be reserved in the company's talent pool for future use.

How to improve the interview rate of candidates?

First, send interview notices through multiple channels.

HR should make sure that every job seeker can receive your interview notice. Now, on the Internet, a mass short message has notified dozens or even hundreds of people. Although it's easy, the fact tells us that most people can't receive your message. Therefore, through multi-channel notification, you can ensure that every job seeker can receive your notification, thus avoiding the lack of review caused by missing the notification.

Second, respect every job seeker.

Respect is the most fundamental premise. Selection is a two-way selection process, especially in the current situation that the market is in short supply. We should change the condescending attitude of employers in the past and respect every job seeker.

Third, the job description should be easy to understand.

It is very time-consuming for job seekers to pick out the positions they can and want to do from the massive job information. Then, a clear job description will get twice the result with half the effort.

Fourth, when calling for an interview, talk more.

Don't let people come for an interview as soon as you come up. This tough attitude is not very good. After all, HR is now asking job seekers for an interview. It is suggested to give job seekers more time to get to know the employer, such as briefly introducing the company's business and asking if the other person lives far away.

In a word, HR is a window to show the company. When inviting candidates for an interview, we should know that we are also being selected when selecting candidates. Therefore, the interviewer should be considerate, flexible and efficient when completing the recruitment task and recruiting suitable talents for the enterprise!