How to solve the problem that invitation interviews are often stood up?

How to solve the problem that invitation interviews are often stood up?

I finally selected dozens of suitable resumes and made an appointment for an interview by telephone. The candidate suddenly didn't come: the company was too far away, the weather was too hot, I got lost, and I was lovelorn ... HR was heartbroken when the candidate stood me up. So how to solve the problem that candidates often stand up?

First, the reason for posting

At present, online job-hunting channels are very common, and its advantages of convenience and low cost make many candidates submit resumes, which easily leads to overlapping interview opportunities. At this time, candidates will naturally choose companies with good prospects and high salaries first. If the position of the enterprise is out of touch with the society, or the responsibility and salary do not match, the attractiveness of the enterprise will be greatly reduced.

At this time, HR can make a simple interview statistics table to facilitate the analysis of interview data, and at the same time communicate with department heads in time to adjust job responsibilities or salary requirements reasonably to keep pace with the society.

Second, the communication reasons

HR is not professional enough in telephone invitation, which leads to lack of confidence in the company. Or after sending the invitation, the applicant didn't send a text message or email to confirm the interview time and place, and the applicant couldn't remember which company and address it was; In addition, due to the signal, the interviewer did not receive the confirmation message or email, and HR did not reissue it in time, which would increase the probability of candidates coming forward.

When introducing the company, you must organize your own language. If you pick up the phone and start to endorse, then the company's position in the eyes of candidates will decline. Moreover, when notifying the interview, in addition to telephone notification, SMS emails should also be kept up in time to remind candidates to reply in time after receiving the interview invitation.

Third, the candidates' own reasons

Some candidates are absent for their own reasons, such as submitting resumes just to test their level, for example, they are not in a hurry to apply for a job, have something at home, are ill in hospital, or even simply don't go because they sleep late. ...

HR needs to know what the reason is, and can try to help find ways or make suggestions. If you can't change it, don't force it. You can leave the contact information of the applicant, or you can add the QQ and WeChat of the applicant. You can take the initiative to contact later.

Fourth, the reason for the distance

HR complained that the interviewer asked the company address after receiving the interview invitation, and found that the distance was too far and he didn't want to come. What's more, he went to the wrong place or came nearby but couldn't find his destination and gave up the interview!

In fact, this situation can be effectively avoided. When sending an interview invitation, HR should pay attention to whether the applicant's residence is convenient to come to the company. For candidates who are far away, try to avoid arranging interview time too early. In addition, the company's address should be indicated when the recruitment information is released, and the driving routes of buses, subways and other means of transportation should be informed. It is best to attach a road map.

Verb (abbreviation for verb) weather reason

The weather is changeable, especially in summer. Bad weather such as typhoon and rainstorm may make the feet that candidates have just stepped out reach back. Facing the storm, no one really wants to go out, right?

In case of bad weather, HR can call 65438+ one by one 0-2 hours before the interview to confirm whether he can come for the interview, and give some intimate tips to the candidates, such as reminding them to bring an umbrella and that a certain road section will be blocked. If it is inconvenient, you can change the interview time, which can not only reflect the human touch of the enterprise, but also prevent the interviewer from being untenable for this reason.

To sum up, HR should know more about the actual reasons why candidates stand out. If they belong to the company, they should adjust and modify themselves in time. If it is due to job seekers or other uncontrollable factors, we can only continue to work hard and interview more talents. In a word, we can summarize and analyze them effectively.

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