How to reduce the interview cancellation rate in the recruitment season in March?

I believe that many HR have received a wave of resignation letters recently, and recruitment has become the focus of the human resources department of the enterprise.

At this time, many people are looking for jobs and there are many vacancies. Because of the two-way selectivity of recruitment, interview failure is common.

As for how HR can prevent the interviewer from standing up, Sister Pa thinks that it can be analyzed and dealt with from the following five aspects.

The interviewer has more urgent things to deal with.

Sometimes the interviewer really has more urgent things to delay the interview, such as getting sick and going back to his hometown to do things. These uncontrollable factors really don't blame us, HR

Applicants with very clear job hunting intentions may also call or send text messages to explain the reasons to HR, and such sincere candidates should be given priority.

If HR has made an appointment with other department leaders before, it is necessary to give timely feedback and give sufficient reasons to persuade them to make an appointment again, such as the applicant's work experience, job matching and so on.

For those candidates who do not take the initiative to contact and explain the reasons for breaking the contract, HR is also needed to give telephone feedback to understand the reasons and then comprehensively evaluate whether it is necessary to meet again. At the same time, we should also reflect on how to avoid this situation again in the future.

Second, the applicant interviewed "crash"

This often happens in the golden recruitment season. Most job seekers are superficial and care about the salary level and welfare benefits they can enjoy when they join the company.

If it is a small company, the salary is definitely not as good as that of a big company. At the same time, the corporate culture system of small companies is relatively weak, which is obviously not attractive enough for candidates, unlike large companies.

At this time, it is necessary to guide candidates from the aspects of position promotion space, team atmosphere and industry development prospects.

Of course, HR should also consider the applicant himself. Since your interview priority is low, your company is not the best choice.

Even if he does come to work in the future, if the company can't meet his requirements, he may not stay for a long time. It is very likely that your company will become a transitional platform.

In order to avoid this situation, it is necessary to weigh the resume of the candidate again, and at the same time use the opportunity of feedback and communication during the interview to conduct a second telephone interview before deciding whether to reschedule the interview.

Third, the interview schedule is unreasonable.

Sister Pai has seen many HR make an appointment for the interview after work or on Saturday and Sunday, which first left a bad influence on the applicants: Is this company so busy? I work overtime during my break, so I'd rather not go.

It doesn't matter if your company often works overtime. Let's not deliberately hide this fact, just make it clear to the candidates during the interview.

Of course, if you are a job-hopping employee, you may not be able to interview on weekdays, but you can only arrange rest days, which depends on the specific situation.

In addition, HR often meets the requirements of other department leaders and advances the scheduled interview time. This situation should be avoided as much as possible. The interviewer may be in a hurry for other interviews and suddenly ask for an early interview time. They certainly can't come.

So the day before the interview, HR should confirm the interview time repeatedly with other department leaders.

Fourth, the interview notice is not in place.

Many candidates will spread their resumes online, and there may be several interview calls a day, so it is easy to forget or confuse the interview time.

Therefore, when sending an interview notice, you need to do the following three steps:

1. Send SMS notification and email interview address information on the same day.

When you send an email, you must have the psychology of attaching importance to talents, such as an invitation letter for XXX enterprise interview, rather than a simple interview notice.

At the same time, in addition to introducing the post clearly, the body of the email should also be accompanied by matters needing attention in the bus route. , so as to control the details, reflecting the sincerity of the enterprise and the professionalism of HR.

2. It should be mentioned in the interview notice. If the interview time changes, please contact XXX in time.

Many candidates failed to go to the interview, but they were afraid that the change of appointment time with HR would affect their goodwill. If the interview notice mentions that it can be rescheduled, it can at least dispel their concerns and increase their chances of being interviewed.

3. On the day before the interview, you need to call or send a message again to remind the applicant of the interview. Do not disturb or disturb the applicant.

Half an hour before the interview, if the candidate hasn't come yet, you can call or send a message to confirm whether you are on the way, so as to adjust the time in time.

Fifth, the telephone invitation was not done well.

Telephone invitation is the key to interview attendance, but many people make the following mistakes:

1. When you are in a bad mood, calling an invitation often leads to bad results.

Phonetics can convey expressions, and in the process of telephone communication, it unconsciously conveys bad emotions to job seekers, leaving a bad impression.

You can't keep a good posture when inviting by phone.

For example, crossing your legs when drinking water, in such a relaxed situation, you can't concentrate highly. Even if the candidate can't see you, treat him formally, just like he is in front of you.

Others, such as speech preparation and answers to questions that candidates may mention. You need to be prepared in advance, so you don't have to say much.

Summary:

Whether the interview break rate can be reduced is influenced by many factors. Only by grasping the details can we successfully market the company and HR and gain the recognition of the candidates.