How to make a good phone call for interview invitation

How to make a good phone call for interview invitation

As the first spokesperson of corporate image, HR has to make dozens or even hundreds of phone calls every day. So how can HR improve the success rate of telephone invitation in this daily repeated telephone communication?

First, the preliminary preparation of the invitation letter

Do a good job in resume screening

First of all, HR should do a good job in resume screening, just like looking for a blind date. If your own conditions, taste choices and family backgrounds are really too different, the possibility of the other party deciding to come on a blind date will be very low.

Is the candidate working? Is the economic distance far? Is it an unsolicited resume? Whether the salary requirement is higher than the company and so on will affect whether the job seeker really shows up in the end.

For example, it is difficult for a company to meet the treatment requirements, and such a resume can be passed directly; The applicant's residence address on the resume is far from the company, which is extremely inconvenient. At this time, HR also needs careful consideration.

Make basic preparations before making a phone call.

Don't fight an unprepared war. Otherwise, I didn't know what to ask at that time, or I didn't talk about what I wanted after chatting. These are all failed phone invitations, so we need to try again.

Before calling for an invitation, you can find a small notebook and record the information you need:

1. Use the questions in your resume to confirm the information point.

2. The applicant's current working status: leaving or working.

3. What are the current career needs of the candidates and what opportunities are they considering?

4. Are you interested in an interview?

5. Salary level

These are the most basic information you need to know. If the invitee has enough time or sounds interested in you, you can dig deeper into some other information about the job.

What is even more taboo is that as soon as the other party's phone is connected, tell them the time to come for an interview directly. This will make the other person feel that your decision is hasty and doesn't take care of his feelings. The other party may not know your company.

Second, a formal telephone invitation.

Formal telephone invitation is the interviewer's first impression of HR and even the company. Therefore, in this process, we should pay great attention to communication time, communication mentality and communication tone:

0 1. communication time

If the candidate is on the job, it is generally appropriate to communicate near lunch time (1 1) and after work time (after 5: 00). At this time, there are usually not many meetings and the state is relatively relaxed. During lunch break, candidates are usually reluctant to answer the phone. After work or on weekends, either.

Whenever you communicate by phone, you need to ask the candidate whether it is convenient to talk now. If it's inconvenient, make another appointment.

02. Communication mentality

The mentality of equality and respect is necessary. Our job is to introduce a platform suitable for candidates and recruit suitable talents for enterprises. Enterprises and applicants are choosing each other and then finding the right talents and platforms. So, don't pull hard, let alone weaken either side.

It is necessary to fully show the advantages of the enterprise and the possible development opportunities of the individual to the candidates through communication, so that the candidates can better understand the enterprise and the post, and then judge whether it is a suitable platform for them; Sometimes recruitment is like sales, and the advantages of the enterprise need to be fully told to the candidates through language.

Excellent recruiters are also excellent salespeople. But he/she won't brag, and will truly and attractively show the company to the candidate. At the same time, in communication, HR needs to constantly judge whether the candidate meets the corporate culture and job requirements.

If this position is not suitable, maybe other positions are suitable; If the current position is not suitable, there may be new positions suitable in the future; If there is no suitable one in this enterprise, maybe other enterprises do, or they can provide suitable other opportunities for candidates through their own channels. Don't put on a pull-down posture just because the candidate is not suitable. Keep in touch and create opportunities for each other.

03. Communication tones

In telephone communication, tone is very important. Mentality determines the tone. When we face the candidates with respect and sincerity, they can feel it.

When we are not sure about a candidate's question, our tone is also uncertain. "We may be like this. . . "I'm not sure about this, I have to ask" and "Our company may have been established in 2005". When we say this, the candidate is also uncertain.

When our tone is too written and stylized, candidates can understand. Many times we receive some sales calls, which are stylized like tape recorders, and have a cold feeling. Candidates are most receptive when they communicate in a cordial, professional, firm and enthusiastic tone.

Third, a formal telephone invitation to give a speech.

The following are some sops that may be used in formal telephone invitations for your reference:

1. Confirm whether the other party is himself or not.

Full name+title, respect each other, give a good impression. "Hello, is this Mr. Li from Li Si?" Kind voice, positive attitude and moderate volume. Try not to give the other person the feeling of being silent and afraid to speak.

introduce oneself

Say your company, position and name confidently. As a recruiter, you must first have confidence in your company. This is very similar to sales. Only what you approve can be better sold to others.

No matter how small the company is, you need to introduce it to each other confidently. This determines his attitude towards you later. From your description, is it beautiful or boring? Look at yourself.

Please keep smiling when you are talking. The movement of facial muscles will affect your speech state, especially your smile. Please also believe that the other party will feel it.

"I'm HR xxx from XXX company."

3. Ask the other party if it is convenient to answer the phone

It is not convenient to answer the phone, usually for on-the-job personnel, or the applicant's environment is noisy, which is not conducive to answering the phone. It's normal not to answer at this time.

But remember, if the other person is inconvenient, you need to make an appointment with the other person. HR can say, "I want to communicate with you. I don't know if it is convenient now? " "What time is convenient for you? I'll contact you then? " "Ok, then I'll call you at x o'clock in the afternoon, ok?" After the specified time, be sure to contact each other on time at the appointed time.

I still remember receiving a phone invitation, but I was traveling on the subway and the surrounding environment was very noisy. But the HR on the other end of the phone didn't seem to hear this, so keep asking questions. After constantly asking the other party to speak louder, I finally put forward to make an appointment by hanging up, because it is not convenient now. As you can imagine, when I answered this call, my heart collapsed.

4. When introducing the company: highlight the highlights and be concise and clear.

"Hello, the full name of our company is xxx, mainly engaged in xxx. At present, the largest market share in this field in China is xxx, and the scale of employees is xxx, which has obtained xx financing ... The company is currently recruiting xxx positions, and would like to talk to you about whether there are cooperation opportunities? "

It should be noted that the introduction of the company does need some packaging, but it is not cheating. You can tell the applicant about the well-known customers your company has worked with, but please try to be objective and consistent.

5. Understand and tap the needs of candidates

In this session, it is suggested to listen to each other's needs first, such as what are the plus and minus items of the applicant's current job, what he is good at, what he still lacks, what opportunities he is considering now, what kind of growth he wants to get, and so on. And then collect and analyze this information to extract the matching points and selling points with the position.

If you meet an applicant who is interested in internet catering, the pharmaceutical company HR will brag on the phone and talk about the company's position in the pharmaceutical industry. Maybe the other person is not cold. That would be embarrassing, too

For example, "excuse me, are you looking for a job?" What fields do you want to develop? ... have you considered xxx? "

6. Determine the interview time or put it in the talent pool.

After communicating the requirements and job information with the other party, if there is an interview intention, HR needs to make an appointment with the applicant, and get the commitment from the other party, telling the other party that it will send an email to confirm. If you feel uncomfortable after the chat, you can cancel the appointment temporarily, record the relevant communication records and put them into the talent pool for the follow-up operation of talents.

After reading these, you will find that they all ask questions from the perspective of candidates, then sell themselves and try to leave a good impression on each other.

Fourth, the work to be done after the phone 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.

Generally speaking, to do a good job of telephone invitation, foreplay should be done well, and the back will be smoother, simpler and more efficient, and the interview break rate will be lower.

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