Have you stood anyone up?

Have you ever resisted anyone? I believe that many colleagues who are doing recruitment have been stood up by job seekers for various reasons, which is hard to prevent. This is very painful for HR, but HR, have you ever stood up to others?

Have you stood me up? 1 I haven't stood anyone up. I'll make it clear in advance if I don't go. If you are late because of the weather or traffic, call at least half an hour in advance to make it clear. You might as well stand up and face other people's reasons. First, you think this is basic courtesy. Second, you think you should at least set an example. feel that one is flying up towards heaven like an immortal

I let go. When I was young, I was really lazy occasionally, and then I made various excuses. Basically not now, because I did it myself, and then I will think it is very important to keep my word when I grow up. And everyone found that the lower the position, the more likely I am to stand up, and quality determines quality. Like now, I am stood up by ordinary customer service applicants at most, and girls have much lower trust than boys. -Hong

Will call me for an interview. The company is too far from where I live. It takes at least 1.5 hours by bus, and the salary is too low. What is even more irritating is that the person who called me has a bad attitude, which makes me too lazy to call her back. Juanzi

I remember when I just graduated, I especially hoped to find a job quickly and send in my resume crazily. As a result, I received a lot of interview notices, and my brain was hot and I promised to go for an interview. Then I put down the phone and checked it online: 1, it's too far, so I won't go; 2. I feel that the company is not suitable for me and will not go; Looking back on the past and present, facing job seekers bravely has actually changed from disappointment to a habit. -Xiaomei

At that time, the Internet was underdeveloped and there was no WeChat, so it was not easy for us to find a job. Therefore, we cherish every interview opportunity, and even if we can't go, we will call to tell us that we can't go. -Boss Liang

After reading the HR reply above, I found that there are still many HR people who stood others up. So when HR complains that the candidate stood someone up, it is not difficult to face the phenomenon of breaking the contract now.

In modern society, people's thinking, consciousness and ideas are constantly changing. Therefore, when job seekers choose jobs, they will pay more and more attention and think.

In addition to the work itself, they will also pay attention to whether many other aspects meet their own needs and interests, which can be said to be more and more "picky". Therefore, in order to reduce the failure of candidates, the following suggestions are given:

First, remember to call more invitations.

Call at least one or two days in advance for the first invitation, which is mainly used to inform the specific interview time and place and matters needing attention; The second call is mainly made one hour before the interview to confirm whether the interviewer can come.

Second, don't keep candidates waiting for an interview for too long.

For those post-90 s and post-90 s candidates, HR should follow the policy of "waiting for the interviewer rather than waiting for the interviewer" Let these candidates feel that the employer attaches importance to themselves.

Third, stand up and make a phone call back.

There are two reasons for general candidates to stand out: 1, to find a better one; I have something to deal with temporarily. Whatever the reason, we should call back to show that we are unwilling to give up our talents and gain their emotional resonance. If there is an opportunity, we can find out the real reason. The circle is so small, maybe it will turn back one day.

Have you stood me up? 2 How can we improve the interview attendance?

1. The interview will be arranged in the morning 10.

Experienced HR knows that the best interview time is 10 am, because the probability of being stood up is relatively low. Generally speaking, morning 10 won't make candidates feel that they get up too early, don't come at all, and won't be delayed by other trivial matters, so it is the best interview time for candidates.

If HR arranges the interview in the afternoon, the probability of being stood up is as high as 99.99%, and the remaining 0.0 1% means that the other party may call you and tell you, "Sorry, I can't go because of something!"

2. There are skills in introducing companies.

No matter what position the candidate is, HR should try to keep a gentle tone and avoid being too tough to make the other person feel psychological pressure. Because if you feel great pressure in the process of telephone communication, candidates are more inclined to give up when choosing whether to interview or not.

When introducing the company, HR only needs to talk about the good places and bad places, so that the other party feels forced to come.

For example, the company has fewer people and fewer jobs. It can be said that "our company has just started, and now people are old people." There is no gap between the boss and the employees, and there is no superior-subordinate relationship. Coming to work in the company is like entering another home. " Although it is a bit exaggerated, this statement still makes me feel very moved. I want to say it's a lie, but the description is really right.

Therefore, with the expectation of the company, candidates will also choose to come for an interview.

3. Show the attitude that "the company is not short of money and will provide various opportunities"

Talking about salary is also very skillful. In the early stage of the interview, HR can appropriately show the attitude that "the company is not short of money and will provide various opportunities", so that the candidate thinks that the company atmosphere is suitable and can give him a lot of room for improvement. At this time, when the applicant puts forward the expected salary again, he will also put forward the expected salary to win the job opportunity and measure his ability and market value.

At this time, HR doesn't have to respond in a hurry, just tell him that he thinks it can be considered, and then communicate in detail in the later interview. Only in this way can candidates come to the interview voluntarily.

These are the skills to improve interview attendance. I believe you can adapt to the recruitment work soon!