How to effectively invite interviews

1. Have a comprehensive understanding of the invitee’s resume

Determine the basic information of the resume received, including the position applied for, employment status, and the last two to three periods of work experience. Also pay attention to age, family situation and location. This information is convenient for HR to judge the career continuity, professional application level, personal development after work, and education status of the invitee. A lot of information can be read from the resume to preliminarily verify the company's concerns during the interview. Whether the content is true and a preliminary understanding of whether the invitee will adapt to certain arrangements or cultural atmosphere of the company if he takes a job in the company.

During a phone interview, if the HR can promptly and accurately tell the information on the invitee's resume and ask questions appropriately, the invitee will feel valued, thereby increasing the success rate of the invitation.

For example:

When I invited a marketing planning position, the recruitment specialist was unable to make an appointment. I contacted the applicant again. Since I learned that the applicant had HR experience, I decided not to discuss it personally. Communicate on planning and development and career positioning, discover the applicant's intention, and introduce the specific work content of the position in detail, so that the applicant can easily accept the appointment.

2. Master the timing of telephone communication

Personally, it is recommended to do it after dinner or on the weekend. This is more suitable for invitees who are still working, so as not to delay work or delay the invitation. It is not convenient for the applicant to arrange an interview during working hours. In addition, having a telephone interview with the invitee during non-working hours puts the invitee in a relatively relaxed state, which is helpful to further understand the invitee's basic situation, including family and work, as well as employment preferences and other information.

If the invitee’s current status is marked as available for work at any time, then you can probably consider inviting him during HR working hours.

When looking at resumes, pay special attention to the update date of the resume. When HR searches for resumes, they mainly screen invitees from recent resumes.

Call duration: The call should not be too long. While ensuring that the information to be expressed is complete, the rhythm of the call must be grasped. It should not be delayed for too long. For topics that HR is not familiar with, give a short reply or Record it and inform the invitees accurately during the interview. Do not mislead the invitees.

For example:

In the early days of recruitment, I always called applicants during working hours. I found that many of them were inconvenient to talk to, or they could not talk in depth and just spoke briefly. intention and left the address, but the effect of this invitation was not ideal, and many people failed to make appointments; after changing the time, I found that I had more time to communicate with the applicants during the invitation process, and found out the basic situation and personal information of the applicants in a timely manner. development planning.

3 Pay attention to the tone of the invitee

When making a phone invitation, HR should communicate with the invitee in a calm attitude and tone, and should not be condescending or overly demanding. If you are thirsty, you should use polite address and professional language, and express the relevant matters of the invitation accurately and clearly.

Generally, invitees are divided into two situations, one is the invitee who actively submits a resume, and the other is the invitee who is queried by HR using the search function. In the first sentence of the phone invitation, you should take the initiative to clearly explain how HR got the invitee's phone number, and eliminate the invitee's alertness as soon as possible. If the invitee shows an indifferent attitude, then the possibility of being able to come to the company for an interview is very small. If the invitee can proactively make inquiries, it means that the invitee is interested in the invitation, and HR should do more Communicate more and introduce more about the company and the position.

4. Take the initiative to introduce your identity and purpose

Depending on the level and urgency of the position that the invitee is applying for, HR should also respond to the invitation according to its own position level, which will make the invitee The inviter feels that the company attaches great importance to it; some companies only have the recruitment specialist or supervisor to make the invitation alone during recruitment. Then, after the initial intention is reached, the higher-level HR will intervene in the invitation work to show the high regard for the invitee. Pay attention to.

Introducing the company: Be sure to state the full name of the company clearly and at an appropriate speed, because the invitee may not pay attention to the name of the company when submitting his resume, or may have submitted several resumes and the impression is not very clear. HR should promptly remind invitees of the company’s basic information. Especially when the invitees’ responses are unclear, it is necessary to add a brief introduction to the company.

When stating the purpose, the invitee must be clearly informed of how the company obtained the invitee's resume based on the source of the resume, and the position of the invitation must be clearly stated, as well as the basic situation of the position. , it is not recommended to tell everything at the first time, but to slowly release information in a conditional and step-by-step manner, especially the salary standards. It is impossible to give accurate figures. Each position has a salary range, and HR must emphasize it when describing it. Salaries will be matched based on abilities, and specific salary standards will be determined after interviews.

For example:

When talking about the company's abbreviation, especially for companies that are not well-known, applicants often cannot mention it because they do not understand the company. If you are interested in further communication, you may want to go back and check the information online. At this time, you should briefly introduce your company's main business and basic overview.

5. Eliminate the concerns and questions of the invitees in a timely manner

If you can respond to the questions raised by the invitees in a timely manner, do not delay it until the interview or after the interview, but respond as soon as possible. Concerns and questions should be resolved so that the invitees can participate in the interview with a positive attitude, including the company's basic benefits, work and rest system, transportation convenience, etc. HR should also check the resume information of the invitees to further verify the accuracy of the information. Strengthen the symmetry of information between both parties. Especially for invitees who are far away and working, they want to know more about the company over the phone and determine in the shortest time whether they need to know more about the company and whether they need to go to the company for an interview. This also puts forward higher requirements for HR. HR must be familiar with the company's basic system, career development, corporate culture, welfare policies, etc.

For example:

Some applicants will raise questions and find negative news or negative reviews about the company on the Internet. HR should give a positive response in a timely manner to eliminate the applicants' doubts. Concerns, such as whether there are wages in arrears, no overtime pay, poor benefits, the cost of employees leaving, etc.

6. Time confirmation before the interview

When inviting, take the initiative to ask the invitee’s location, inform them of the specific time and bus route of the interview, and accurately understand the invitee’s arrival at the company method, whether by car or self-driving, etc. Obvious landmarks must be described clearly, and general traffic conditions must be informed in a timely manner. At the same time, it is also appropriate to send information such as the interview time and address to the invitees via text message. practice.

Before the formal interview, call again to confirm whether the invitee is on the way and how long it will take to arrive. Especially for management positions, if you have made an appointment with the company's chief interviewer, you must ensure the status of the invitees and accurately grasp the interview progress so that you can make timely adjustments when emergencies arise.

For example:

On the premise that the invitee has agreed to come to the company for an interview, as HR, when the interview officially begins but the applicant has not yet appeared at the company, Call in time to confirm the applicant's status, whether he is on the way or not ready for the interview at all, and find abnormalities in time, especially for key positions. When the interviewer, especially the senior leader, already knows that the applicant is coming for the interview, pay special attention .

Another example: I called the person who was applying for the R&D engineer job 30 minutes before the interview started, and found that he was about to give up the interview because the company was difficult to find, but he had indeed arrived near the company, so I asked him to The team sent a car to pick them up to ensure that the interview went smoothly. It should also be emphasized here that qualified companies can take the initiative to send a car to pick up candidates after they arrive at a location closer to the company. This can also leave a good impression on the candidates, especially those in key positions.

7 Post-interview communication

Post-interview communication is the best way to evaluate the success rate of interview invitations. It can understand the invitees’ satisfaction with the invitation and verify the communication information. Match the interview expectations of the invitees and correctly evaluate whether HR's communication method is appropriate, thereby providing accurate information to improve the success rate of interview invitations.

For example:

Before the end of the interview, there will be a link where the candidates are asked to ask questions. At this time, some candidates will mention questions that they did not understand during the phone invitation. At this time, HR will compare this question with the answers given during the invitation, and evaluate what areas can be improved upon during the invitation.

Interview techniques for invitations

1. Preparation in advance:

Prepare the content of the phone communication, and you need to understand the job seeker’s problems, etc.;

2. Self-introduction:

Introduce yourself first to avoid being treated as a harassing or sales call;

3. Understand the basic situation and abilities of the job seeker:

Bring it to the job seeker for understanding that is not reflected in the resume and needs further understanding based on the recruitment position;

4. Understand the suitability of the job seeker:

Match the job seeker's situation with the job position and analyze the suitability;

5. Recommend the company and position:

Introduce the company's basic situation and position to the job seeker Situation;

6. Conclusion:

End the conversation politely;

7. Analysis, judgment and screening:

Based on the situation of the telephone interview Carry out analysis, judgment and screening.

After the telephone interview, as mentioned in Article 7, the situation of the telephone interview must be analyzed and judged, and job applicants who do not meet the job requirements shall be eliminated.