How does HR do a good job in phone interviews?

How does HR conduct a telephone interview?

Whether it is an interview or a telephone interview, job seekers often ask about the job content, the overall situation of the company, working hours, working location, salary and benefits, etc. , as a human resource, how should we deal with it? Here I will introduce how HR can do a good phone interview, welcome to read!

How HR can do a good phone interview

First telephone communication

1. First familiarize yourself with the key points of the screened resume and prepare for the phone interview questions;

2. Confirm whether the other person is the person on the resume (to avoid mistakes) ;

3. After confirmation, introduce yourself (let the other party know your identity);

4. Explain the intention of calling us (such as receiving your application from the recruitment website in the HR circle) Resume for business position, I want to have a simple communication with you today, is it convenient for you now?); - If it is not convenient for the other party, agree on another time for telephone communication, if it is convenient, continue;

　5. OK The other party’s employment status (if it deviates too far from the company’s recruitment regulations, explain the situation so that we can contact you later);

6. Ask about the place of residence, where you want to work, and the requirements for accommodation, and also inform the company here Inform the other party of the help and conditions that can be provided (don't be biased, this is an important point, it is best to reach a general understanding before the interview, if they are not willing to come to the location of the inviting company, the telephone interview can be ended);

7. Through the analysis of their work experience, ask and judge their career goals and directions (compared with the authenticity and possibility of the position they apply for);

8. Through their professional expertise Or inquire about specific cases of career confusion to initially judge their actual work ability;

9. Ask about their salary expectations. If they are too far related to the same position in the company, you do not need to arrange an interview;

10 . Other temporary questions that can obtain more information (not too many);

11. Both parties determine the interview time, confirm their email addresses, and inform the other party that the company will send the interview notice to their email addresses. 》Indicate the interview contact person, company address, driving route, and required documents.

Notes

1. Choose a good opening statement to ease the atmosphere of the interview

A good interview opening statement will ease the atmosphere of the entire interview and at the same time can draw the attention of the interviewer. Get closer to the candidates and increase the success rate of the first interview.

2. Prepare interview questions in advance

For candidates, interviewers should prepare for interview questions. It is best to read the questions carefully and print them out before the interview begins. , so that during the interview process, other interview questions will not be missed due to the candidate's answers.

3. Appropriate title

Based on the other person’s background information, you can give the applicant a more appropriate title during the interview, which will appear more formal. For example, if you know that a certain applicant has a Ph.D., you can call him Dr. So-and-so. Compared with Ms. So-and-so, the effect will be better. For those who claim to be Android experts on their resumes, you might as well just call them Android. Little expert.

4. Understand the applicant as comprehensively as possible

Because a telephone interview can only make a preliminary judgment based on the applicant’s answers and tone. Unlike a face-to-face interview, you can fully understand the applicant. If If possible, it is necessary to understand the applicant's work experience, background information, etc. from all aspects.

5. Pay attention to the length of the phone interview

The first phone interview should not be too long, even if the conversation between two people is very effective. When the applicant hears the interviewer repeatedly saying "ask one more question", it will also make the applicant panic and not know the interviewer's intention.

Let’s talk about how to improve the attendance rate of telephone invitations

1. The importance of telephone appointment interviews

2. Through the explanation of the recruitment specialist, give the company a Opportunity to present

3. Explain how much the company attaches importance to the candidate, and give the candidate a "reassurance pill"

4. Reasonably coordinate the interview time to provide the employer and the candidate with Provide convenience

5. Strive to improve the appointment success rate, make full use of resume resources, and save costs

2. Common steps and problem handling for telephone appointment interviews

1. Confirm the identity of the other party and ask if you want to answer the phone

Example: "Hello, is this XX? I am XXX, the recruitment manager of the human resources department of XX company. Is it convenient for you to speak now?"

　——It is very important to confirm the identity of the other party. It is quite troublesome for leaders and colleagues to answer the call on their behalf

——Inform the candidate that you are from the Human Resources Department of XX Company, so you will probably understand the purpose of the call

p>

——Tell the other party that you are the person in charge, and the candidate will naturally feel valued

——Asking whether it is convenient to answer the call not only takes into account that the candidate may be busy with many things, but also expresses respect

2. Explain the source of the resume, introduce the company and position

Example: "We received a copy of your resume on the recruitment website in the HR circle. You are applying for XX position, and there are impressions Is it? XX company is a company... (all advantages)..., our position is mainly responsible for... (important status)..."

- If it is a search resume, you can say "We are in I received a copy of your resume on the XX website and it was recommended to us by the XX website." If you say "search", it always makes people feel that it is something done by outsourcing or headhunting; it means that the website recommended it to us, giving the candidate a reasonable Explanation

——If the resume is submitted by the candidate on his own initiative, the company and job introduction may be omitted if possible

3. Confirm the candidate’s intention to apply for a job and provide further guidance and communication

Example: "What did you mainly do before? What kind of work do you plan to do in the future? Our position also does XX work. After we received the resume, we also made a recommendation to the technical department manager. He also thinks it’s a good fit, so he wants to make an appointment with you for an interview.”

1. Try to understand the candidate’s willingness to apply for a job, so as to avoid preconceptions

2. Give the candidate People are confident and have a high probability of passing the interview. Nowadays, excellent candidates often receive N interview invitations in one day, increasing the attractiveness of the interview and guiding the other party to make a choice

　3. Inform It is an interview in the technical department and the interview arrangement only requires one visit to the company. Candidates hate the company's "needle in the haystack" or similar screening methods such as "leaderless group discussion", implying that the candidate has become a key consideration of the company

4. Make an appointment for the interview and inform the interview location

Example: "Which time is more convenient for you on Tuesday or Wednesday? Is XX o'clock OK? I will give you XX email address later. I will send you an email and explain the interview time, location, and itinerary to you. I will leave my contact information in the email. If you have any questions, you can communicate with me at any time. If you want to change the interview time temporarily, please call me in advance and I will see if I can communicate with the technical department manager to coordinate an alternative interview time.

”

1. Set a range for the interview time (closed selection), which not only allows candidates to have a choice, but also appropriately controls the interview time arrangement

2. Need to talk to the candidates Please confirm your email address to avoid the email not arriving smoothly;

3. Some candidates gave up the interview opportunity due to other reasons that conflicted with the interview time. We informed the candidates that they could arrange other times and give them more time. One interview opportunity

5. Answer the questions that candidates are most concerned about

Questions that are very common: salary and benefits, job content, required skills, whether to travel on business, nature of the company, Employment methods

Answer strategy

1. Salary and benefits: "Our position adopts a broadband salary system, and the specific salary needs to be confirmed through an interview with the hiring department manager. However, we have also comprehensively considered your work experience and your salary expectations. I believe that if your ability meets the requirements of the position, we will make appropriate arrangements for your salary. ”

2. Job content and required skills: give a brief answer, and the interviewer will do his homework in advance

3. Whether to travel on business: Determine the candidate’s tendency to travel, answer truthfully, and introduce XX by the way. Corporate business trip subsidy policy (compared to general companies, XX company’s travel subsidy is still quite competitive)

4. Company nature and employment method: Candidates are more concerned about whether the company is an outsourcing company and whether it is a regular employee of the company. ;