Interview skills of telephone invitation for human resources

How to make an interview invitation call during the recruitment season? What should HR do in telephone interview to maximize the success rate? Below I have compiled the skills of interview offer for you, welcome to read the reference!

Preparation of invitation letter

1, 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.

2. Make basic preparations before calling.

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.

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 speech speed, expression, narrative logic and volume:

Gentle attitude, not aggressive. Show respect at the beginning of the call. Ask the other party if it is convenient to answer the phone. Let the other party start this phone invitation in a good state.

The tone is soothing and friendly. If an announcer called you on the phone, would you feel very comfortable and beautiful? In this case, candidates will have a stronger willingness to continue communication. At the same time, HR needs to keep listening and respond appropriately.

Speak with emphasis and rhythm. Highlight the key points, achieve the best cadence effect, and ensure that the meaning is conveyed in place.

Pay attention to the logic of your speech. You should have thought of this in the early preparation. What to ask in each link, and prepare the answers to the questions that candidates may ask.

Ensure the volume of your speech. Don't be too far away from your mobile phone. If you start talking quietly, your impression of the candidate may be reduced. After all, the other person may need you to repeat what you said at the beginning. The voice is too low, and the other party is also very uncomfortable.

Formal telephone invitation SOP

Xiao Wage summarizes some SOPs that may be used in formal telephone invitations for 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? Kind voice, positive attitude and moderate volume. Try not to give the other person the feeling of being silent and afraid to speak.

Step 2 introduce yourself

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 am the HR minor salary of 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 wonder if it's convenient now? What time is convenient for you? I'll contact you then. Ok, I'll call you at x pm, 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 domestic market share in this field is the largest, and the personnel scale is xxx. The company has obtained xx financing, and the company is currently recruiting xxx positions, so I want to talk to you about whether there are opportunities for cooperation.

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 the other party's needs first, such as what the candidate's current job has, what he is good at, what he 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, refine the matching points and selling points with the position, and communicate them one by one.

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.

After the phone invitation

After the invitation is successful, you need to send a carefully prepared professional email to the successful candidate.

Don't underestimate this action. As an important supplement to telephone communication, email is not only the embodiment of thoughtfulness, but also the carrier of telephone communication commitment with the other party, and it is also a good opportunity for enterprises and positions to accurately market.

So this step can be as careful as possible.

1. Improve the opening rate of interview invitation emails.

This has been done in telephone communication. What needs to be clear with the other party is that after the phone call is over, an interview invitation email will be sent to the mailbox in the other party's resume, informing the components of the email, and the time point for email feedback will be agreed with the applicant.

You can put company links, internal employee activity video links, boss interview video links, mainstream media public reports, etc. In the mail, let others give you a platform.

2. Key points, especially the places that candidates pay attention to.

Job seekers in different positions have different concerns. Technical talents will focus on whether there are universities, salaries and benefits, and project prospects. Sales talents will pay attention to product information, salary structure and promotion space.

Senior talents will attach importance to the boss's work style, post authorization and medium-and long-term strategic planning of the enterprise, so it is necessary to customize the content for the post, imagine the work scene and focus from the other side's point of view, and present it emphatically.

3. Pay attention to the details of the email, mostly for the consideration of candidates.

Use a template and title suitable for everyone, and then add the name directly, giving people a careless feeling.

I clearly communicated with the other party on the phone, but I still said it in the email. Mr./Ms. xx? ; The font size and color comfort of mail typesetting will have an impact. If possible, ask the company's design colleagues to help design it, at least to ensure that you look comfortable.

In addition, if your company address is not easy to find, please remember to ensure that candidates can find you smoothly.

The specific direction and route is the most basic, and you can even attach some guiding building pictures on the road to the body of the email. Think about how grateful you will be to those applicants who come to your company for the first time and find that they don't know the way at all by relying on the map.

To put it bluntly, inviting an interview is like meeting someone. Even if you do the above, there is no guarantee that the person who receives the call will be caught. After all, it is also important factors such as the company's industry, the way to get money, and the degree of job matching that decide whether to go for an interview.

As HR, if you can be thoughtful, professional and confident in this process, you are responsible for this job and also for the applicant.

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