hr telephone interview invitation skills

HR telephone interview invitation skills

One step that needs to be carried out after the resume screening is the telephone invitation interview. I compiled a reverie composition about the moon, I hope you all like it.

1. Timing of phone calls

When should HR choose a more appropriate time to communicate with candidates on the phone?

For professionals For personnel, this time is relatively broad, but communication must be conducted during company working hours, unless you and the candidate have an agreement.

For working people, Monday morning is relatively busy, and Friday afternoon is when the mind is no longer on work and the state is not good. It is recommended to avoid these times. Before 9:00 every day, many people are still in the "awakening" state. When they are in the state, they have meetings and catch up on tasks. Therefore, the effective communication time is generally between 10:00 and 11:00, and between 4:00 and 5:00 in the afternoon. good.

Of course, before the formal conversation, ask: "Is it convenient for you to speak now? Do you need to make another appointment?" This is a sign of respect for the candidate and can also improve the effectiveness of communication.

Telephone communication is a highly targeted activity. For different goals, the scenarios and speech techniques are quite different.

2. Job Promotion

When HR makes a cold call or the candidate is not familiar with the company or position, promoting the company and position content is the first step.

Holding the receiver and repeating what is written on paper is obviously not very vivid, and besides, they were strangers to each other a minute ago. At this time, the tone should be soft but firm. Softness is to harmonize the relationship and eliminate unfamiliarity; firmness is to reflect the professionalism and credibility of the recruiter.

During the introduction process, pay attention to the candidate’s reaction and connect the content with factors that the candidate is familiar with and feels about. For the purpose of promotion, understanding the job content is the foundation, generating interest and deciding to interview is the foundation.

3. How to initially judge the status of job seekers over the phone

The main factors that affect telephone communication are the caller’s voice and the content of the call. The sound affects the attractiveness of the content, and the value of the content determines the effectiveness of telephone communication. When the voice and content are at high values, the communication effect is the best, that is, when it is in position A of the first quadrant, it is a successful phone interview.

HR always hopes that the candidates on the other side of the phone will be as energetic, enthusiastic, polite, and well-spoken as themselves. Of course this is what an ideal candidate looks like. In reality, we have two ears and one mouth, which tells us that when communicating on the phone, we must listen more and develop the ability to identify people by listening to their voices.

1. Listless type

The call was answered:

"Hello!" The voice was vague, as if he had not woken up

HR introduced the purpose of the visit After:

"Well, you said" You are still sleepwalking, and you probably still said it with your eyes closed.

Similar situations always make the HR on the phone feel like "holding it in" and wish to end the call as soon as possible. At this point, you really need to end the call.

HR can say: "Is it inconvenient for you to speak now? If not, we can make an appointment at another time." a

The reaction of a person with a little professionalism is: adjust quickly status, raise your voice and say: "No, please speak, I will listen." Or say: "Okay, I will call you at such and such a time. Is your phone number a direct line?" and other positive replies.

If you meet the other person and you are still confused, "calm down": "Well, that's okay." I hope you hang up the phone quickly and look for your next target.

2. Flash the word type

When the call was connected, the candidate was very energetic, but seemed to be used to "catching cats". When you asked a question, the other party asked Answer like "Well, this is ~~~~, that is ~~~~~" or "Because ~~~, therefore it is ~~~", or it is evasive, and on the surface it seems to be logical or cautious. The answer is actually that I am too guarded, my mask is too thick, and I am unable to open my heart.

For such a candidate, there is only one solution: give up.

3. Arrogant and extreme type

When the phone is connected, you can feel the candidate’s scornful aura coming across the airwaves, “What’s the matter?”, “This position is for you. What does he do?", "How much is the salary?" and other words make you surprised where does his confidence and courage come from? Even his tone of voice makes you confused.

I once met an atypical candidate. When asked about his job position, he jumped up and said: "Well, this is what I do. Of course, the higher the salary, the better!" At this time, it was no longer messy. .

For this type, the mentality is not good and the character needs to be sharpened. If there is really a match in talent, it is recommended that you contact us after a while.

4. Over-excited type

When the call is connected, as soon as the other party hears the name of the company or realizes your intention, if the excitement button is activated, no matter what you say, they will say: "Okay "It's good", or "No problem", and the words will often be filled with yearning and joy.

Such candidates are easy to communicate with and their strong intentions are already obvious. Don't be too happy at this time. Remember to confirm the key points you mentioned and whether the candidates already know them. You can ask like this:

"Mr. So-and-so, could you please tell me about the time and bus ride I just mentioned? Can you please retell the route?"

"Excuse me, are you sure you know the requirements of this position? Can you tell us about it so we can communicate?"

Let the candidates Calm down, and maybe confirm the key information you need, and confirm the information points you need him to know. As for real skills, just wait until you see him face to face.

5. Well-trained type

When the phone rings, the candidate is full of energy, his voice is gentle and low, and his conversation is appropriate, making you feel very professional. It is undeniable that as an HR, I can meet such people in countless phone interviews, which makes me feel much better and my spirits are lifted.

Faced with such well-trained candidates, the preparation and pleasantries can be reduced, and an appropriate amount of ability selection elements can be added to the communication.

4. Preliminary Selection

After confirming that the candidate has understood the company and the position, and is interested in having "close contact" with the company, HR will enter the preliminary selection stage. . Here is a little tip. After you have introduced yourself, you can ask the candidate seemingly casually: "Mr. XX, you have recently applied for a position in our company. What position is it for?" If the candidate can answer immediately, , indicating that he pays more attention to the company, or that his intended position is relatively clear.

If you want further identification, you can ask the candidate about his or her understanding of the job content and job requirements of this position. If you can answer this step accurately, you can give 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, career choice and personal factors. Professional skills inspection and potential inspection are the inspection items in the FTF link. The atmosphere of the telephone selection process should be relaxed and comfortable, and the candidate's qualities should be examined through chatting.

At this time, HR should pay attention to the guidance of the topic. Some candidates are talkative and can talk about the United Nations General Assembly from the safety of the dining table. HR should bring the topic back to the topic; some candidates are more reserved and will ask and answer questions. , HR must be able to quickly find their points of interest and open topics. Without the presentation of content, the inspection is useless.

5. Make an appointment for an interview

If the purpose of the phone call is to make an appointment for an interview, it should be brief and clear, confirm the willingness and time, and tell the candidate relevant matters. Generally, it should be controlled within three minutes. . After determining the interview matters, it will be more effective to inform the interviewer of the location, time, precautions, etc. via email or text message.

Another effective experience is that on the day of the interview, HR reminds candidates by phone to remind them to pay attention to safety, etc. Such a "small action" can greatly improve the interview acceptance rate. Don’t believe it? Just try it. ;