How to make a good telephone invitation?

First of all, I want to give a general explanation of the concept of telephone invitation. In my understanding, telephone invitation is to establish initial contact with the target candidate through telephone communication, convey the information of the enterprise and job position to the candidate, so as to obtain his application intention, and finally invite him to participate in the interview at a certain time and place. Perhaps in the eyes of many people, this job is very ordinary and insignificant, but in fact, telephone invitation plays an important role in the whole recruitment work. The door he knocked on was the candidate's self-protection and relative exclusion. The reason for this is that the first real communication between candidates and employees usually begins with the telephone invitation. On the one hand, the telephone invitation link is a window work of the enterprise, and the quality of the staff in this link directly reflects the overall image of the enterprise and directly affects the first impression of the enterprise in the eyes of the target candidates. Then it is related to whether the recruitment can be implemented smoothly, and finally it is related to whether the enterprise can recruit the right talents in time and efficiently. Therefore, the work of this link plays a very important role in shaping the corporate image and staffing. So how can we make a good telephone invitation? Through my previous work experience in this link, I think the following points need to be done well: 1. When calling for an invitation, try to express the language accurately and concisely. The time of telephone invitation is generally controlled at 15 minutes. This requires recruiters to convey enterprise information and position information to candidates accurately and concisely in a calm tone. The applicant also hopes to get the relevant information of the enterprise in a short time, so as to measure and judge the value. Therefore, before each telephone invitation, recruiters should prepare enough information and master it skillfully. If necessary, they can print out the information and keep it at hand to deal with some emergencies. 2. Feel empathy when inviting by phone. The personnel we are currently recruiting are of high overall quality and are usually the key positions that the company is currently in short supply. Most of these people are actively searched from the talent resume database of the recruitment website, and they are not actively submitting applications. At present, these people have achieved certain success in their corresponding positions and industries. They have relatively more job opportunities and a strong sense of honor and superiority. For this kind of talents, only by grasping their psychology and considering the problem from their perspective can we ensure the effective implementation of telephone invitation. For example, as soon as I confirm that the other person is my invitee on the phone and introduce myself briefly, I will immediately ask the other person, "Is it convenient for you to talk now?" A seemingly ordinary question is of great significance. I ask this question because I have made some assumptions about the applicant's current environment, such as: he is in a meeting or dealing with important things, so it is not convenient to answer; Or he is driving and taking the elevator, which is inconvenient to answer; Or there are some inconvenient people around you, so it is not convenient to answer. Through a simple inquiry like mine, on the one hand, it avoids the adverse consequences that the target talents are inconvenient to answer, and we talk endlessly, causing the other party to resent; On the other hand, let the other party feel that our company's personnel are comprehensive and high-quality, thus enhancing the respect and recognition for the company and laying a good foundation for the follow-up work. For another example, for those who accept our interview invitation on the spot, we will give them specific information such as interview time and place. Considering that the target talent may not have the conditions to record this information at that time, I will edit the corresponding information message and send it to the candidate's mobile phone every time, which not only reduces the trouble of recording information, but also facilitates the preservation of information. The most important thing is to let the other side feel China's humanistic care again in small matters. 3. Do relevant follow-up work. In the telephone invitation, we usually encounter the situation that the inviter can't communicate deeply for some reasons, although he has initially reached an intention of further communication with us. Based on this situation, follow-up work should be done well. For example, if the target candidate is unable to answer the phone at present, we should ask him when it is convenient to answer the phone and contact him at the corresponding time; For another example, if the target candidate is out of town or for other reasons, we should ask him about the appropriate time period and contact him again for confirmation according to our recruitment arrangement. For another example, if the target candidate asks us to send him detailed information about the company and position, we must first confirm with him whether the email address on the resume is accurate, send the relevant information to him within the promised time and confirm it by phone, and then contact him 1 days later to confirm the email check and application intention. Through these practices, the target candidate can feel the company's attention to him, and then enhance the company's attraction to him. In a word, the telephone invitation link has important value and function for the smooth development of the overall recruitment work and the promotion of the company's brand image. In a sense, recruitment is also a kind of sales behavior. The "commodity" sold is the vacant position of the enterprise. By selling these positions, the enterprise finally gets the "buyer", that is, the value given to the position by the candidate even exceeds the initial positioning. For such sales behavior, the previous telephone invitation can be regarded as "telephone call" or "telephone sales". Therefore, we should use the requirements of sales staff to ask for recruiters. Because of this, this job also requires recruiters to have good communication and expression skills, patience and meticulous work style; Peaceful and stable working mentality, high professional ethics.