Why can't I make an appointment with the interviewer?

Why can't I make an appointment with the interviewer?

Why can't I make an appointment with the interviewer? During the interview, HR often meets some job seekers who don't come to the interview without prior notice. They are depressed, but don't know why they can't make an appointment with the interviewer. Let's talk about why HR can't make an appointment with the interviewer.

Why can't I make an appointment with the interviewer 1? First, the company is not well-known.

You must know that the interviewer will not only receive an interview call, but will definitely "shop around" and finally choose a well-known enterprise.

The popularity of an enterprise can not be expanded overnight, but also gradually. For example, the official website of the enterprise should be updated regularly, what honors the company has won recently, and what league building activities have been carried out by various departments can all be publicized in the enterprise official website. If you want the interviewer to know about your company, it is very necessary to own a business official website.

Second, the salary and benefits of enterprises are not competitive.

Before releasing the recruitment information, HR must know the salary market of the recruitment position in advance, so as to have the confidence to talk with the interviewer about salary. Otherwise, people will listen to your salary level and even have no chance to interview.

If the enterprise really can't give the interviewer the salary, it may as well make more efforts on welfare, such as five insurances and one gold, double salary, travel and year-end dividend to attract them.

Third, the geographical location of the enterprise is too remote.

The company's geographical location is remote, and there is no direct subway. It takes the interviewer more than three hours to commute. HR needs to take the initiative to ask "Is it convenient to come for an interview?" If people care about distance, you can show understanding and respect for their choices.

Fourth, the recruitment information is unattractive.

Insufficient recruitment information can easily cause job seekers to mistakenly submit resumes. When the applicant received the interview invitation and got to know the company carefully, he found that he was not satisfied with the salary and work place, so he canceled the interview.

Therefore, it is necessary to improve the recruitment information and attract more talents to submit resumes.

First, don't make a long introduction to the company, try to choose attractive ones, such as the annual output value of tens of thousands, what are the characteristics of the company's corporate culture, how big the enterprise is, and you can also put some photos of the office;

B, the company's welfare is relatively complete, which makes candidates feel that the company's welfare is good and there are ways to attract and retain talents.

C. If the salary is competitive in the market, it can be announced in the recruitment information, so that more people will submit resumes.

D, refresh the recruitment information every day, at noon on Saturday and Sunday, let the recruitment information rank first.

Fifth, irresistible factors, such as too hot weather and heavy rain.

If the weather is too hot, don't invite the interview time too early, usually from 4 pm to 4: 30 pm; In case of sudden rainstorm, HR can call the job seeker in advance and change the interview time to the next day by the way to avoid the failure of the job seeker.

Sixth, is the way to call for an interview correct?

HR in the telephone notification, the speech speed should be moderate, and the tone should be peaceful without losing enthusiasm, so that the other party can feel that you are smiling.

At the same time, we should take the candidates' questions seriously. The more questions we ask, the more interested we are in your company. As long as it doesn't involve the business secrets of the company, it should be explained in detail as far as possible. Don't be impatient, hang up in a hurry.

Also respect the interviewer and use polite language. Some interviewers are still working or busy when submitting resumes. If you call him rashly, it may bring inconvenience to the other party: "Is it convenient for you to answer the phone now?" ? This is the minimum respect for each other.

Avoidance method of interviewer's breaking an appointment

1, make a good backup of personnel.

Don't stop updating the recruitment information even if multiple people have been informed of the interview, so as to have a backup candidate.

2. Do a good job in follow-up.

For job seekers who have not come to the interview and can't be contacted by phone, you can make notes on your resume to avoid repeated contact in the future;

3. Adjust the recruitment standards appropriately.

If you can't recruit suitable talents for a long time, HR needs to communicate with the employing department in time and adjust the recruitment standards appropriately.

Why can't I make an appointment with the interviewer? We should first analyze why they didn't come, see how many ingredients are caused by the interviewer and how many are caused by HR's own work, and then take targeted countermeasures.

Why can't I make an appointment with Interviewer 2? How do you solve the problem of breaking the interview?

To solve the problem of candidates breaking an appointment in an interview, we must first understand the reasons for candidates breaking an appointment in an interview.

Case: Wang Fang joined a health care product company as a recruitment supervisor. After joining the company, she started to work soon, but she was very depressed in the face of the development of her work. About 60 people came for an interview in a month, and finally only five people came for an interview, and these five people succeeded for various reasons. Finally, in the first month of his employment, she didn't recruit anyone for the company, which was particularly depressing.

Analysis: Wang Fang met the problem of breaking an appointment in an interview. This question is more difficult. If we want to solve it, we should not only find the reason, but also find a suitable way to deal with it.

Dig deep into the reasons why candidates stand in line in the interview.

1. The applicant received interview notices from several companies at the same time, and your company was eliminated.

When faced with this situation of being eliminated, HR needs to reflect. If it's not because the salary gap is too big, will it be because the candidates don't know much about the company's advantages and future development opportunities?

2. The applicant is still working, and his job hunting intention is not strong.

HR can simply understand the job hunting intention of the applicant on the phone, including the position and expected salary, and do their homework from the perspective of demand. Remember, after the telephone interview, if you confirm that the other person has no intention or the intention is not obvious, you don't need to interview him again, but focus on the candidate who applied in good faith.

3. The applicant indicates that he wants to know about the enterprise before replying whether to apply.

HR also needs to agree with the applicant on the time to reply after viewing the website to avoid indefinite delay; If you still don't get feedback after the appointed time, HR should take the initiative to call for the result to show the sincerity of recruiting people and respect for each other, and at the same time increase the chances of interview.

Candidates will apply in the future only because they can't catch up with the time or forget the time.

If the candidate doesn't come to the interview for this reason, then HR also needs to think carefully: are we still considering hiring this kind of person?

5. The applicant found that the interview site was too far away afterwards and gave up voluntarily.

If you want to avoid this situation, you need to indicate the location of the company when publishing the recruitment information. If the applicant's resume does not indicate the home address, you can ask during the telephone interview. For candidates who commute for more than one and a half hours, HR should take the initiative to ask, "Is it convenient to come for an interview?

Are you still considering applying? If the candidate cares about distance, you should understand and respect his choice.

6. "Ask questions while listening" to eliminate interview failure in the cradle.

The above analysis of the six reasons for the interviewer to stand up, and gives some corresponding solutions. Let's further discuss how to eliminate interview failure in the cradle by telephone communication in advance. The author summarizes the four skills of "listening, asking, explaining and being accurate".

1. Listen: judge the other person's reaction with your ears.

After calling HR to introduce yourself, don't tell the applicant the time and place of the interview, but say "We have received your resume and applied for a position" (HR actively searches for the downloaded resume, which is not discussed here). There must be a pause here to listen carefully to the candidates' answers.

Response 1: "Sorry, I have invested in too many companies. Which one are you? Please tell me again. "

Practice 1: After repeating the company and job title, pause and judge the interview intention of the other party. Reference reactions 2 and 3.

Reaction 2: "I didn't send you a resume, did I?"

Practice 2: This kind of person usually submits a large number of resumes, without carefully looking at their qualifications, and simply can't remember the names of every company they have invested in. Under normal circumstances, the blindness of candidates is too great, but it still does not rule out the existence of candidates with personal abilities and job matching.

First of all, explain to the other party the specific date and time when he sent his resume (it is easy to find it in the resume receiving email). If the other person makes it clear that he has submitted his resume by mistake, he will not make another appointment. Secondly, briefly explain the requirements of the position to the other party, and then make an appointment when you know that the other party has the intention to apply.

Reaction 3: "Oh, yes, I did submit my resume. Hello! "

Practice 3: A small number of candidates will carefully choose a new company and a new position, which is often the most ideal for HR. In the face of such job seekers, HR can make an appointment after explaining their problems on the phone.

2. Q: Take the initiative to seek information to show your interest and respect for the applicant.

Some of the most basic information in the submitted resume is often incomplete. At this time, HR must take the initiative to obtain this information through telephone interview before making further decisions.

If the address is not indicated on the resume, the human resources department should ask. Just ask about the general location, such as what area and what road. If you are far away from the company, you should ask the candidate, "Is the transportation convenient? Have you considered coming to apply?" If necessary, ask him about the commuting distance and time of his current company and make a comparison.

According to incomplete statistics, in Beijing, Shanghai, Guangzhou and Shenzhen, the distance to work has ranked third among white-collar workers.

If the expected salary is not indicated on the resume, HR should ask. If the salary offered by this company is quite different from its requirements, ask the candidate if it is acceptable. It is emphasized here that it is best to refer to the salary before tax, because everyone has a different understanding of "after tax", which is prone to ambiguity.

For the interview schedule, inform the other party at least one day in advance to facilitate the other party to arrange it in advance. The specific time can be decided by HR or selected by the applicant.

Unless there are colleagues from other departments or leaders with higher positions in the interview examiner, it is not convenient to change the already made arrangements at will, otherwise it is also a kind of respect to give candidates more freedom of choice.

After making an appointment by telephone, you might as well add "If you have any difficulties or changes in the interview time here, you can contact me at any time and I will help you arrange it", so that the candidates will feel better.

3. Solution: patiently explain the questions raised by the candidates.

In the telephone interview, HR should speak at a moderate speed, with a calm and enthusiastic tone, so that the other party can feel that you are smiling. At the same time, we should take the candidates' questions seriously. The more questions we ask, the more interested we are in your company. As long as it doesn't involve the business secrets of the company, it should be explained in detail as far as possible. Don't be impatient, hang up in a hurry.

To reflect the enthusiasm, patience, thoughtfulness and friendliness of HR, after all, you represent the image of the enterprise at this time. Only by solving doubts can we solve their doubts, and we can also understand their concerns and feel their way of thinking through each other's questions. This process can also help us analyze and judge whether they are suitable for each other.

Exactly: Please confirm whether the applicant can come for an interview.

After the first three steps, you can cut to the chase and ask the candidate how he feels about the company and the position and whether he can come for an interview.

Usually HR will repeat the interview location and bus route after the introduction to ensure the accuracy of the applicant's record (it will be more efficient to confirm this by SMS or email).