How to make an interview invitation for HR

How to make a good interview invitation in July

In fact, July is no longer a special recruitment period, but many HR babies still say that recruitment is difficult. The caller didn't come, the person who sent the email didn't come, and the person who added WeChat didn't come. No, no, no, you're talking about people not coming, not nobody. Well, that may be because your interview invitation was not done well. Would you like to follow me to see how to do the interview invitation in July? The following questions can be rhetorical and introspective.

How does HR make an interview invitation? 1 1. Did you contact the candidate in time?

Good candidates are like hot potatoes, and there are many greedy companies. Did you contact the candidate in time after the candidate updated his resume or when the candidate sent you his resume?

Contact the candidate in time, email+phone +QQ+ WeChat, and contact in any way. Don't just sit and wait for the candidate to call you back because no one answers the phone once. There is no such thing as daydreaming.

2. Have you introduced yourself and the company?

Generally speaking, when the candidate connects to the HR phone, he will make a judgment on whether to continue communication according to HR's self-introduction and company introduction.

When HR introduces itself, it's best to be brief, "Hello, I'm from a company, and I recently saw you looking for a job on a platform (I received your resume on a platform)".

When introducing the company, we should pay attention to its position in the industry and its future development direction. If it is a small startup, you can talk about what projects you have done recently and what kind of development you have.

Do you have enough confidence in the company?

When making an invitation call, the easiest thing to know is whether the candidate is interested, and the easiest thing for HR to expose is its confidence in the company.

In the telephone invitation, the applicant asked which aspect of the company is better, what advantages it has compared with other companies in the same industry, and so on. You look puzzled, and then slowly reply, "Everything is fine."

If you dare to ask such an answer, you can't even convince yourself. How do you persuade the candidate?

HR should keep enough confidence in the company and let the candidates know how excellent the company they want to join is. (There are many HR who are crying and saying that they are doing recruitment while submitting their resignation applications. What should I do? Ask what persuaded you to join this company in the first place and why people still stay in this company.

Fourth, do you understand the needs of candidates?

Now there are more and more requirements for candidates, not only salary, but also dreams, freedom and recognition.

Find out the needs of the candidates, and then we can talk to the candidates according to their needs. If you don't understand the needs of candidates, it is easy for candidates to have a rebellious attitude towards the company.

If the applicant wants a free working environment, but you tell the applicant that our company's system is harsh and inhuman, how to communicate next?

If the candidate wants to be recognized, but you tell the candidate that our company is a wolf culture and advocates criticizing the results, how to communicate next?

Have you communicated the salary range with the candidate?

Salary range must be accurate.

Don't say on the phone that the salary range is 6k+. At the end of the interview, it is said that the salary budget cost is only less than 4 K. Is this a cheating interview? For candidates, they will be even more disgusted with such enterprises.

You can try to make an appointment with a candidate whose ideal salary is higher than the salary offered by the company, but make clear the salary gap during the interview.

6. Have you finished the compilation of candidate questions?

Before making a phone call, prepare answers to questions that candidates may ask. For example, what is the salary range? What is the overtime frequency of the company? What is the development direction of post value-added? Wait a minute. problem

Only when the questions are compiled and the answers are done, the candidates will not be in a hurry to think about the answers when they ask.

How does HR make an interview invitation? Now almost all people who do recruitment will find this. Sometimes, they will call the applicants and tell them that they promised well in the interview, and then they will not come back on the scheduled interview day. This requires telephone notification to be more effective in the interview. Arrange time and communicate by phone.

Identify yourself first and ask if it is convenient.

First identify yourself, and then confirm whether the candidate is available or convenient to answer the phone now. Indicate the company and channel that obtained the resume, that is, the source of the resume phone number (such as the submitted resume, friend recommendation, etc.). ).

Second, clearly inform the responsibilities of the position.

If the applicant has clearly instructed the position he is applying for, then the personnel only need to inform their responsibilities and can move on to the next step.

If the candidate doesn't remember, it means that he has cast a wide net. At this time, after explaining the interview position and responsibilities, you must ask him if he is interested in this position. If you are interested, you can say goodbye directly, if you are not interested! Understand the applicant's self-will.

Third, appoint an interview time.

Don't set the interview time too rigidly, for example, it must be 10 or what time. You can tell the interviewer an approximate time. If he has other interview arrangements, such time won't let you miss the applicant.

Especially if you need to lead a team for an interview during the second interview, you should arrange the interviewer, place and time in advance and reconfirm with the candidates.

Fourth, answer the examinee's questions rationally.

If the applicant asks for some specific information about the company, and it is not easy to explain it clearly on the phone, he should send a copy to the applicant in the form of email, and then continue to confirm after the applicant has read the reply.

Five, SMS company address and other information

After the appointed time, tell him that he will send a text message to his mobile phone after the call, without looking for a pen to record the company address. It is best to attach the transportation route required by the company address to your resume.

6. Ask if there is anything else to ask.

Before you hang up, ask the candidate if he has any other questions and answer them as far as you can. If it is difficult to answer, be sure to tell him. Someone will tell him during the interview.

Seven, record and hang up the phone.

Record the appointment time of the interview and the performance of the candidate in the telephone notice. These records can be used to thank the candidate in the subsequent interview process until he hangs up.