What's the telephone invitation?

Telephone communication is a purposeful activity, and its scenes and speech skills are very different for different goals. The following is some information I have compiled about how to say telephone invitation for your reference.

Telephone invitation skills 1 telephone opportunity

When did HR choose to communicate with the applicant by telephone?

For the unemployed, this time is relatively broad, but you should communicate in the company when you go to work, unless there is an agreement with the applicant.

On-the-job personnel are busy on Monday morning, but their minds are off work on Friday afternoon, and their state is not good. It is recommended to avoid these points. Many people are still here before nine o'clock every day? Wake up? State, using state means meeting and catching up with tasks. Therefore, the effective communication time is generally suggested to be 10:00 to 1 1:00 and 4:00 to 5:00 pm.

Of course, before the formal conversation, please ask: Is it convenient for you to talk now? Do you need to make another appointment? This is a respect for the candidates and can also improve the communication effect.

Telephone communication is a purposeful activity, and its scenes and speech skills are very different for different goals.

Telephone invitation skill 2 job introduction

When HR makes a strange call (CC) or the candidate is unfamiliar with the company and position, it is the first step to promote the content of the company and position.

It is obviously not vivid to read the speech according to the paper with a microphone. Besides, a minute ago we were strangers. At this time, the tone should be soft and firm, and softness is to harmonize relations and eliminate strangeness; Firmness reflects the professionalism and credibility of the recruiter.

In the process of introduction, pay attention to the candidate's reaction and connect the content with the factors that the candidate is familiar with and touched. The purpose of promotion is to understand the job content, and it is fundamental to generate interest and decide the interview.

Telephone invitation skill 3 preliminarily judge the status of job seekers by telephone.

A successful telephone interview is as simple as making a phone call and talking to both parties. What is the decisive factor? The voice of the caller and the content of the call.

Phonetics affects the attractiveness of content, and the value of content determines the effect of telephone communication. When the voice and content are of high value, the communication effect is the best, that is, when they are in position A in the first quadrant, it is a successful telephone interview. HR always hopes that on the other end of the phone, the candidate is as energetic, enthusiastic and polite as himself, and speaks appropriately. Of course, this is an ideal candidate. In reality, we have two ears and one mouth, which tells us that in telephone communication, we should listen more and practice the ability to distinguish people by sound.

A listless telephone connection

? Hey! ? The voice is vague, as if I didn't wake up. After HR introduced my purpose: Well, what do you say? Still sleepwalking, I guess I still talk with my eyes closed. A similar situation always gives the caller the balls? Take it. I can't wait to end the call early. At this point, it is really necessary to end the call. HR can say:? Can't you talk now? If it's inconvenient, we can make another appointment. ? The reaction of a slightly professional person is: adjust the state quickly and raise the volume and say: no, you go ahead, I'm listening. ? Or:? Ok, I'll call you. Is your phone a straight line? Wait, the answer is yes.

If you still don't get in when you meet, calm down? :? Okay, then. . Well, I hope you hang up and find your next target.

Avoidance word pattern

When the phone is connected, the candidate is full of energy, but he seems to be used to it? Cat? When you ask a question, the other person should answer it like this? Well, this is ~ ~ ~, and that is ~ ~ ~? Or:? Because ~ ~, so it's ~ ~? , or evasive, seemingly logical or cautious answer, in fact, too vigilant, too thick mask, can not open up.

For such candidates, there is only one countermeasure: give up.

Arrogant extreme type

As soon as the phone is connected, you can feel the arrogance of the candidate coming through the radio waves. What happened? ,? What does this position do? ,? What is the salary? Wait a minute. Words surprise you. Where did his confidence and courage come from? Even the tone of voice makes you a mess.

I once met an atypical candidate. When asked about his work orientation, he flew into a rage: Well, that's what I do. The higher the salary, the better! ? It won't be chaotic at this time.

For this type, it is a bad mentality and needs to be honed. If it is really a talent match, I suggest to contact you later.

Overexcited type

When the phone is connected, as soon as the other party hears the company name or realizes your purpose, such as activating the excitement button, no matter what you say, they will say: OK, OK? , or: No problem? Words will be full of yearning and joy.

Such candidates are easy to communicate and have strong intentions. Don't be too happy at this time. Remember to confirm the main points you said. Do candidates already know? You can ask:

? Mr. so-and-so, can you repeat the time and bus route I just said?

? Excuse me, are you sure you know the requirements of this position? Can you tell me something about our communication?

Calm down the candidate, which may be the key information you need, and make sure you need the information he knows. As for the real talent, just wait and meet.

Trained type

When the phone rings, the candidate is full of energy, has a gentle voice and speaks appropriately, which makes you feel very professional. There is no denying that as an HR, I can meet such people in countless telephone interviews, and I feel much better and refreshed.

In the face of such well-trained candidates, we can reduce the foreshadowing and greeting, and appropriately add the ability selection element in communication.

Are you interested in having a relationship with the company after confirming that the candidate knows something about the company and the position? Intimate contact? At that time, HR also entered the preliminary selection stage. Let me give you a hint. After introducing yourself, you can ask the candidates at will:

? Mr. XX, you recently applied for a position in our company. What's the location?

If the candidate can answer immediately, it means that he attaches great importance to the company, or the intended position he chooses is clear. If you want to further identify, you can ask the applicant about the job content and job requirements. This step can also be answered accurately, which can give extra points to such candidates. Because there are not many candidates who can answer the first question. Since it is a preliminary selection, it focuses on the candidates' professional values, job-seeking willingness and personal factors, and the investigation of professional skills and potential is FTF's inspection project.

The atmosphere of telephone selection should be relaxed and comfortable, and the quality of candidates should be investigated through chat. At this time, HR should pay attention to the guidance of the topic. Some candidates are very talkative. You can talk about the UN General Assembly from the perspective of table safety. HR should bring the topic back to the topic. Some candidates are rather stiff. Ask and answer, and HR can quickly find his interest and open the topic. Without the display of content, the investigation will be without rice. If the goal of calling is to make an appointment for an interview, it is necessary to be concise, determine the will and time, and tell the applicant about the relevant matters, which is generally controlled within three minutes. After determining the interview items, it is best to inform the interview location, time and matters needing attention by email or SMS. Another effective experience is that on the day of the interview, HR reminded candidates of the interview by phone, reminding them of safety and so on. Little tricks? , can greatly improve the interview rate. Don't believe it? Give it a try.