How HR can improve the interview rate of job seekers

I have seen some discussions about the recruitment rate before, and I just talked about this issue when chatting with some HR friends two days ago, so I tried to sort it out.

How to improve attendance, first of all, we must find out why candidates stand up. (After waiting left and right, there will be a lot of horses running by in HR's heart, especially when he breaks his promise several times in a row. . . )。 The reasons why the candidate stood me up can be summarized as follows:

1、? The interview invitation is crowded and there is a conflict in time.

As far as my previous company is concerned, most of the recruits are IT employees who have worked for 2-3 years. Candidates often arrange a large number of interviews within 2-3 weeks. Because many people don't have a strong concept of time management, conflicts are inevitable (in fact, from the perspective of candidates, it is always a pleasure to get a call from HR, and HR will say when to come for an interview, unless he knows that this time is not good, he will usually agree first).

2、? I already have an Offer (or I'm already working) and I don't want to apply.

This is easy to understand. Not everyone has a strong will to seize the opportunity you offer, and it is very tiring to find a job back and forth.

3、? Because of distance and other reasons, it takes time to find the past and then give up.

Still that 1 point. Because candidates always have more than they can chew psychologically, they usually promise first, and then they must confirm their position and how to get there afterwards. . . What? How far is it? I'm not going.

4、? I hated the company, and then I gave up.

This often happens after an Offer (such as salary, etc.). ). The recruitment market is a two-way choice, which is normal.

5、? I just forgot!

Yes, you didn't read it wrong, but you simply forgot (I once called back to confirm the candidate who stood me up, for this reason). Never overestimate the time management ability of many candidates, especially when you are not recruiting middle and high-end positions.

6、? Other reasons. . .

There are all kinds of wonderful reasons why my girlfriend comes to accompany her, or she can't find a position in the company, so I won't list them here.

Since you can't keep the appointment on time, why not inform HR in advance? The interview time will naturally be cancelled if it is not changed, but unfortunately, few candidates will take the initiative to inform you. There is always a motive behind the action. I think it can be roughly divided into the following categories:

1、? Individuals don't keep their appointments.

Just like don't overestimate many people's time management ability, don't overestimate people's behavior choices without moral condemnation. Some people just don't keep their promises, and they don't feel wrong if I don't tell you. What can you do to me?

2、? No contact information can be found.

There will be this. Some HR just make phone calls, and there will be many invitation calls when applicants are looking for a job, which objectively makes it difficult for candidates to find the phone number quickly and accurately. If it's too much trouble, I won't call you (except, of course, the applicant has the habit of recording appointments manually). But often the candidates are in a hurry, or on the way to hurry).

3、? Sorry to refuse.

Some candidates are "shy" Simply put, they are unlikely to refuse in person. I'm embarrassed to tell you, "I just don't like you, so I won't come."

4、? Give yourself a chance.

When job seekers are looking for jobs, they often have many opportunities. If they want to seize more opportunities, they won't inform you not to come for an interview for the time being. Instead, I expect the employer to give up time, such as having a chance to interview again.

Well, we can find out all kinds of motives and situations of candidates' "breaking an appointment", and then put forward corresponding methods to improve attendance. Of course, we can't change the company's geographical position and substantially increase the company's salary and other hard conditions, only for the measures that can be improved at this stage:

1、? Invitation to speak at the first meeting

The successful recruitment of candidates is influenced by many factors, and it often takes many rounds of interviews. For recruiters, the key point is that the initial invitation speech, whether it is the communication address or the interview time, should show respect for the wishes of candidates. When the initial invitation is successful, the two sides can often get to know each other more truly, and what follows is another story.

2、? Convenient communication channels and methods

I believe that most candidates are still unwilling to "stand out" on purpose. As long as it is not too much trouble, everyone will be beneficial to his willingness to act. Providing candidates with convenient ways to find communication (telephone, WeChat), or sending short messages, which is convenient to save, helps them to keep in touch with you in time, and you can better grasp the candidates' dynamics.

3、? Use tools to remind candidates in time.

The interview appointment may be a few days late, and sometimes it is easy to miss more invitations. Remind candidates in time (but don't be too troublesome), which will undoubtedly increase candidates' goodwill and improve attendance. There are some tools available here, such as linkedIn or Hireview interview booking tool, which provide similar functions, so we don't have to remember them.

Finally, I want to say that the attendance rate is a thing, because the difference between industries, positions and companies is really quite big. For a big company, strength, salary, location and environment are all there, and candidates often flock to it without worrying about meeting people at all. For small companies, due to such and such factors, there will be coverage problems. In fact, many times it is not HR's fault. We just need to communicate with the candidates in place to provide more convenience for the candidates, and the rest is the candidates' own willingness to choose, don't you think?