What problems did HR inform the interview on the same day?

A few days ago, a Zhihu netizen left a message about whales: "How to handle the HR notification interview that day?" .

Problem children's shoes are a senior this year and just started looking for a job. In the severe employment situation, I am happy to seize the opportunity, but the problem is: the place to go for an interview is far away, and coming back is equivalent to crossing the city. The other HR asked me to go for an interview that day. Awkward time and distance put him in a dilemma?

Under the problem, many netizens suggested that he refused, and talking about HR's work was very unreliable.

Is it appropriate to inform the interview on the same day? From notification to reception, how can HR improve the recruitment success rate? Below, the little whale will talk to you about this topic.

1

Tell when to interview and show your professionalism.

Notification interview seems to be the most inconspicuous link in the recruitment process. In fact, it can expose the professionalism of HR and even determine the success or failure of the whole recruitment result.

Before notifying the interview, HR will screen a large number of resumes, select the candidate with the highest matching degree, and then notify the interview one by one. But the problem is: most resume screening is unilateral action of HR. If job seekers don't deliver it in person, they know nothing about the company type, treatment and job matching. Arranging an interview rashly without reaching a certain understanding will lead to a high risk of recruitment failure and a substantial increase in time cost.

To this end, when notifying the interview, the highly professional HR will conduct the first round of interviews on career interests, expected salary, recent marriage and childbirth plans, development channels, etc. And then formally notify the interview to avoid wasting both sides' time.

Reasonable notification of interview time is the second dimension of HR professionalism. Professional HR, in the process of starting recruitment and informing the interview, is generally like this:

We should be good at planning in advance according to the company's business development plan and the actual employment needs of various departments, that is to say, ta will be forward-looking when recruiting, and will pay attention to the construction of talent pool in case of emergency.

TA people have accumulated rich resources and channels, can quickly release demand and are good at hooking up. Once a job vacancy needs to be filled, you can concentrate on casting nets and collecting nets to dig radishes quickly.

This kind of HR usually leaves 1-2 days in the choice of interview time. On the one hand, enough time is reserved for job seekers/applicants to understand the requirements of the company and related positions, so that there will be less barriers during the interview, more understanding and in-depth communication.

On the other hand, it is also to ensure that the interview process is relatively complete and smooth, to avoid embarrassing situations such as "interviewers and other job seekers" (being late for the interview) or "job seekers and other interviewees" (being too busy) due to time constraints, and to ensure that all the work and business of the company's employment department can be carried out normally.

Does the recruitment appear unprofessional on the day of notification?

Not necessarily! When some jobs are badly needed, HR can't find the right person for a while. Naturally, the sooner you have a good radish, the better, so as not to be preempted by others. However, it is suggested to ask the interviewer in advance whether he will arrive on time, so as not to bring unnecessary trouble to both parties.

2

Pay attention to the pits that must be avoided when arranging interviews?

Is it too much to make a mountain out of a molehill by notifying interviews and attention? Don't laugh, how many friends have stumbled in this respect recently?

Whales and whales made an inventory, and the most leaked ones are as follows:

1, notify the interview, the location is not accurate. Many people habitually paste the company address, but the premise is that Baidu map is well included, and there are no duplicate names and aliases. Therefore, when notifying the interview, it is recommended to bring the address and basic road map to avoid the interviewer from taking detours.

2. I didn't say hello to the business department interviewer in advance and arranged the time. The job interview is not terrible. The interviewer stood me up or in a long meeting, no one is embarrassed to wait for someone.

A friend of the whale complained about this. She dug two excellent radishes through various channels, and it was ok at first sight. The second interview caught up with the head of the department, and she couldn't leave. The two candidates waited for two hours, but they were still perfunctory.

Afterwards, two applicants went directly to their company and complained on the recruitment website and Weibo, which made it more difficult to recruit people later. The bitterness in her heart has made her want to cry so far.

3. Conference room reservation and special reception and guidance arrangements are not in place. Everyone thinks that this may be basic common sense, but it is not done in place or often ignored, and the consequences are very serious.

The most wonderful chestnut is a small whale and an old iron who went to a listed company for an interview. There was no guidance at the door, and the HR landline was busy and sat for more than half an hour. Then I was called for an interview. I don't even have a glass of water. On the way to the written test, the guests occupied the conference room and crowded at the front desk to finish the written test. The second interview session also took nearly 1 hour because of other arrangements.

Later, he received an offer and refused it directly. It is not because the salary of that company is unattractive, but that he really thinks that an unprofessional interview is a "mirror" of internal management and talent respect. Go ahead, I'm afraid he'll wronged himself.

If you want to do better, there are many small details you can do.

For example, at the end of the interview, you can hang up WeChat on the radish with excellent performance, so as to find talents in the future, listen to their feedback on the interview process and make improvements. Or give them a general reply cycle, so that they can have a psychological bottom, so as to confirm their employment as soon as possible or find new job opportunities again.

Recruitment interview is a physical activity as well as a technical activity. There is a clear difference whether it is done well or not.

Informing the interview is the first threshold. Only by paying attention to these details can HR people have more time and energy to choose the best among the best, and then choose the best, until they win the best candidate for the position at the most favorable price.

How did you do this little detail? What have you learned? Welcome to leave a message!

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