Ways to improve the interview attendance of candidates

Ways to improve the interview attendance of candidates

Nowadays, many people say it is difficult to find a job, but it is also difficult for many companies to recruit people. It is said that many companies are often stood up by interviewers when recruiting people. Let me share the ways to improve the interview attendance of candidates?

Methods to improve the interview attendance of candidates 1 1. Do a good job in resume screening.

It is very important to screen resumes in the early stage. Through the job description provided by the position, it conforms to all dimensions of the candidate, including education, age, work experience, salary, living distance, job hunting intention, etc., thus further improving the interview attendance rate of the candidate.

2. The recruitment copy should be attractive.

The company introduction should be as complete as possible, so that candidates feel that the company is very big and attractive; Write more about company benefits, so that candidates feel that the benefits are good. If not, don't exaggerate them falsely. You can attract them with some conditions such as career development potential and company cultural atmosphere. The most important thing is that the job introduction information should be detailed and clear.

3, to reflect the professionalism of HR.

Whether a job seeker calls to apply for a job on his own initiative or HR is calling the candidate, we should make the following points clear:

A. who am I HR should introduce itself to XX from the Human Resources Department of XX Company.

B. ask the other party if it is convenient to answer the phone. Is it convenient for you to answer the phone now? If it is convenient for the other party to answer, continue the call; If it's inconvenient, make an appointment for the next call.

C. ask if the other person has left his job or found a job. Some candidates have found jobs. HR don't hang up directly. Maybe he is not satisfied with his present job. At this time, he can seize the opportunity to promote his company and recruitment positions.

D. ask the candidate whether to submit the position in our company. In order to get more interview opportunities, some job seekers often submit resumes, but in the end they don't know which one to vote for and need further confirmation. If the other party doesn't submit a resume, ask if the other party is interested in the recruitment position in our company.

4. Telephone communication should be in place.

Talk to candidates as much as possible on the phone and exchange their previous work experience. On the one hand, you can get a general understanding of his information, on the other hand, you can make the applicant feel that your company is very formal, either by answering a phone call or by "informing you to interview somewhere tomorrow afternoon".

When the target person spent 10- 15 minutes communicating with you, then I think it is very likely to come for an interview. If you just hang up in a hurry after a few simple words, the possibility of coming over is relatively small.

5. Leave a phone number to cope with the change.

After communicating with the applicant by telephone, HR had better leave his mobile phone number and tell the interviewer that if his interview time changes, he can contact you in time, so many interviewers will send us text messages, if it is too late or not, or come back another day. But if we ask them to call, many people may be unhappy, and we are afraid to ask why they didn't come on the phone.

6. Make an interview invitation record.

Inform the interviewer's name, telephone number, email address, communication results, whether to participate in the interview, input and other aspects of statistics, pay a return visit to those who did not participate in the interview, ask the reasons, and analyze the interviewer's data regularly. After a long time, you can find some doorways and explore some experiences, so as to improve the success rate and work efficiency of interview invitation and try to avoid doing some useless work.

Ways to improve the attendance rate of candidates in interviews II. An analysis of the phenomenon of candidates' dishonesty.

1, most reasons are excuses, not reasons.

"I have found a job", "It's too hot or raining", "My friend is lovelorn", "I can't go because I have a cold" and "Didn't you get the mail?" Applicants "stand up" for various reasons. Even HR, a company, said: "I have been paying attention to the weather since I started to recruit, fearing the wind, rain, exposure and dust. I am afraid that candidates will not come to the interview because of the weather. As soon as the weather changes, I will worry. "

Does it often happen that candidates miss appointments in interviews, just because of bad weather or other objective unexpected factors? Many HR think that such reasons can only be used as "excuses", not as real reasons.

2. Some applicants only pay attention to "Haitou" and lack "sense of responsibility"

Now online recruitment is very common, and the cost of finding a job online is relatively small. Therefore, candidates generally choose "Haitou Resume", thinking that one more resume means one more hope. Many candidates only look at salary or title before submitting their resumes, not at the specific requirements of the position. After submitting their resumes, they don't even know which companies and positions they have invested in.

Such a "sea investment" has formed a quantity accumulation, but the applicant himself has not formed a corresponding "sense of responsibility". When you receive an interview invitation, it doesn't matter whether you agree or not, and you have never thought about what loss it will cause others to stand up rashly. This is a lack of "responsibility".

3. There are some problems in the efficiency of enterprise human resources information transmission.

For employers, while condemning the dishonesty of candidates, they should also reflect on why candidates "stand" in front of enterprises. When interview opportunities overlap, candidates first consider the enterprise with high salary and good welfare, so being stood up shows that the enterprise is relatively unattractive to candidates.

Sometimes, it's not that the company is really unattractive, but that when the company sends out an interview invitation, it doesn't provide enough information to the interviewer, and the applicant lacks understanding of the strength or job prospects of the company, which makes the attractiveness of the company greatly reduced. Insufficient information can also easily lead candidates to mistakenly submit resumes. When the candidates received the interview invitation and got to know the company carefully, they found that they were not satisfied with the salary and work place, which was also one of the reasons for the phenomenon of "waiting in line". Miss Deng, an applicant in Xing 'an, Guilin, said that she would take the initiative to ask questions she cared about when she received an interview invitation from a company. "Sometimes the employer's answer is evasive and she feels insincere, so she may not go to the interview. "

As for why the information conveyed is not sufficient, enterprises may need to improve their internal work, strengthen the information communication between human resources departments and employers, fully understand the needs and job requirements of employers, and strive to directly inform candidates of their competitiveness and job information in order to enhance their attractiveness to candidates.

How to improve interview attendance

1, please "invite by phone" when inviting. Some companies just send emails and text messages. The friends who do these things say that they generally don't think the company is stingy and don't even call!

2. When calling for an invitation, you must be good-natured, friendly, soft and sweet, have a strong sense of service and speak politely. It is best to add "You can call this number directly if you have any questions!" This sentence is better!

3. Pay attention to communication skills when calling the interviewer, lower your body and communicate with the candidates on an equal footing, understand their ideas, try to let the candidates know more about the company, tell each other their job responsibilities and requirements, and make the candidates feel respected.

4. If the telephone invitation is good, you must send an email or text message to the interviewer, and send the company's detailed address, bus route and contact information. Send it to the applicant's email address (don't send it by mobile phone, it seems irregular.

5. When sending an email, the content layout should be neat, comfortable and beautiful. Finally, it's best to simply write the company profile, benefits or add the company LOGo to attract them to the interview!

6. About one hour before the scheduled time (depending on the specific route), confirm the route with the candidates, take a bus, etc. ), if some interviewers are out of date, you can ask one or two matching candidates and know why they don't come!

7. Try to make an appointment with someone who has recently updated his resume. This kind of people will be more anxious to find a job. If the company and the position are suitable, they will generally not break the appointment.

8. When choosing your resume, you should be careful, not lacking. For some basic positions, there is no need to inform so many people to come for an interview. Because there are too many notices, you don't remember much about the applicant. If you ask the other person again, others will think that you don't pay attention to him at all. Ask for some resumes.

9. Inform the interviewer about some basic information about the recruitment position, and don't ask the interviewer all the questions.