How can human resources solve the problem of job seekers being late for an interview and breaking an appointment?

There is a joke circulating in the circle of friends, which tells all kinds of reasons given by modern job seekers after they stood me up in an interview, such as "I got lost", "I got up late", "I just accepted an offer last night", "My mother \ girlfriend \ roommate wouldn't let me go", "I forgot", "I can't come back from other places" and "I suddenly had a stomachache this morning".

For the company, it took HR several days to book the conference room in advance and make an appointment to interview the leaders. As a result, job seekers are late for the interview or simply stand up, which is very harmful to organizational efficiency. Moreover, all companies are engaged in the strategy of grabbing people, and the low interview rate will naturally affect the company's talent attraction rate. Finding excellent and suitable talents as soon as possible, attracting them to enter the company and putting them in suitable positions to give full play to their abilities are the greatest contributions of HR engaged in recruitment to the company. How to solve the problem of job seekers being late for an interview and breaking an appointment? My advice to my HR friends is:

1. Try to be talented when choosing your resume &; Precise matching of mechanisms.

A candidate whose resume looks tall, if you just invite him for an interview for an ordinary position, of course others will stand me up. Before inviting candidates, we must thoroughly study the job responsibilities and the abilities needed for the job. The education background, major, age, gender, working years, work experience, etc. of the candidates who match the job must be accurately judged in advance. When selecting resumes, we should screen out those candidates with extremely low interview rate. 2. When inviting an interview, remember to show the strength of the company and the quality of the personnel, and leave a good first impression on the interviewer.

Recruiters are the first contact window between the company and future employees. The words and tone of the recruiter on the phone, the subsequent email and the grasp of the whole interview process all show the professionalism of the company's employees. If the candidate's first impression of the recruiter is good, it will further expand into a good impression of the company. In addition, it is very important that if the company has something higher than its peers or other companies, such as salary level, welfare treatment, working environment, etc. When inviting an interview by telephone, you can briefly introduce it and tell its general scope, so as to attract candidates and improve the interview rate.

3. After the telephone interview invitation, send the key information by SMS again, and remind it the day before the interview.

The recruiter first communicates with the applicant by telephone to confirm the interview time, and at the same time tells the applicant the interview time and place, general process, dress code and other information in detail. At the same time, key information will be sent to candidates by SMS and email. The day before the interview, if possible, you can confirm it by phone again, or send a text message to remind you of the interview, and leave the name and phone number of the relevant personnel in the company so that you can contact the applicant at any time when the situation changes.

4. When the candidate is late or fails to keep the appointment, you can find out the reason by phone, adjust the recruitment process in time or arrange another interview time.

The recruiter of this company must call back to the interview on the same day to find out the real reason for canceling the interview. If possible, you can arrange another interview. On the one hand, there are indeed some candidates who can't be present for objective reasons, and one more return visit will increase the chances of improving the interview rate of the company. On the other hand, knowing the real reason for breaking the contract will help improve the invitation method for the next interview, and even improve the company's shortcomings in some aspects, thus helping the company attract more talents. HR is a job that needs strong inner support. We should not only have excellent professionalism, but also have tolerance. I wish you all the best and help the company hunt the most suitable talents in the shortest time.

The answer is: Zhang Zhizhong.

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