Recruiting tips to avoid being passed over by job seekers

Have you been let go today?

Recruiting is very difficult now. I managed to get appointments with several people, but in the end none of them came. Most HR personnel have experienced being passed over by job applicants, which not only affects the recruitment progress, but also hurts their self-confidence. The purpose of this article is to solve this problem.

Letting go: You agreed to attend the interview in advance, but did not attend the interview without notifying HR.

Why do job seekers give up?

Half the problem is solved by asking the right questions. To solve the problem of letting go, you must first understand why the job seeker is letting go. Based on my recruitment experience, I list the following common situations:

1. HR did not send text messages or email notifications, causing job seekers to not remember which company and address. Job seekers receive different interview notices every day, sometimes on the subway or on the road. Because the surrounding environment is noisy, you may not hear the call clearly at all, and forget which company it is afterward;

2. HR does not behave professionally on the phone, or does not solve the job seeker’s questions on the phone. , or explain too much, causing the job seeker to not trust the company, so he directly refuses the interview, or temporarily agrees, but makes up his mind not to go to the interview. This is an issue that is easily overlooked. Many HRs think they are very professional, but this may not be the case;

3. Job seekers cannot accurately judge the necessity of this interview through job descriptions and online information. Such as salary negotiability, vague responsibilities, etc. Therefore, in order to avoid unnecessary interview costs, simply give up the interview;

4. Few job seekers can judge the importance of the interview just by hearing the company name, and most choose to accept it. Interview and then go online to find out. If it's suitable, go, if not, don't go. Even if it is suitable, if a better interview opportunity arises and conflicts with the original one, the original opportunity will be abandoned;

5. Typhoons, heavy rains, traffic jams and other objective factors prevent job seekers from attending interviews or being unable to be on time Participate in interviews;

6. Job seekers may not go for their own reasons, such as sleeping in and being late, not being in a hurry to apply for a job, or having already found a job, etc.

Preparation before making the call

1. Fully understand the position being recruited, including job content, requirements, salary, benefits, promotion, superior style, etc. If this step is not done well, you may not be able to answer questions on the phone, or you may not understand what the candidate is asking.

2. Determine the match between the resume and the position. Do not notify job seekers with low matching just to increase the number of people. Job seekers are more concerned about job matching than HR. If the matching is found to be very low, job seekers will easily refuse the interview or give up. For example, if the other party wants to recruit, you inform them of the salary. The other party asks for 5,000, but you can only give 4,000.

3. Try to describe the job responsibilities, requirements and salary range as accurately and truthfully as possible. HR likes to exaggerate to attract job applicants, or hide shortcomings. However, job seekers often know the normal responsibilities, requirements and salary of the position better than HR. Therefore, false information and too little information cause job seekers to worry about paying unnecessary interview costs and give up on interviews. Real information also has a filtering function to help companies attract truly suitable people;

4. Determine whether this call is an interview notification or an interview invitation. If there are many resumes and the job level is low, it should be a notification. If there are few resumes or the position is of a higher level, it should be an invitation. Notifications and invitations use different words. The ideal notification time is 30 seconds, and the ideal invitation time is 2 minutes.

5. Check the weather in recent days and avoid heavy rain days.

6. Prepare an email notification template, which must include interview time, interview address, transportation route, contact person, job title, responsibilities, salary range, work location, company name, and official website.

Things to note when making phone calls

1. Use standard notification techniques. How to start, how to inform, how to deal with problems, how to finish, etc. Standards not only give a professional impression but also save time. Due to space constraints, the conversation technique template is not detailed here. Interested HR can participate in our offline activities.

2. Don’t talk nonsense. Such catchphrases as this, that, uh, oh, um, etc. are all nonsense. Asking questions that are already on the resume and are uncontroversial, such as age, household registration, etc. is also nonsense. Bullshit comes across as unprofessional and doesn’t have the patience to listen to you.

3. Take control of the conversation. In order to show their affinity, some HR will answer every question asked by the job seeker. I don't advocate this approach. A job seeker's first impression of a company depends on the impression HR leaves on him on the phone. Friendliness is not what job seekers care about when looking for a job. What he cares about is whether the company is standardized. If an HR is approachable but weak, job seekers will think that the company is not very good. On the other hand, a strong HR, although giving job seekers an uncomfortable feeling, conveys normative information. Therefore, HR should take the initiative at all times during the interview notification process, rather than being a machine that answers questions.

Controlling the initiative is not about not answering the candidate's questions or acting arrogant. This will just make people annoying. There's an art to being strong without being obnoxious. HR should take the initiative to explain questions that must be answered, rather than waiting for job seekers to ask questions. Once the other party asks a question and you answer it, the initiative is no longer in your hands. If job seekers must ask questions, they should listen patiently. If the other party has many questions, you should ask the other party to ask them all at once and answer them all at once, with a maximum of three answers.

4. Capture information about job seekers and determine how much they attach importance to this interview. You don’t need to ask questions specifically, you just need to listen patiently and sense the tone to judge the other party’s intention. If you feel that the other person may not participate in the interview, HR should bring it up and confirm it.

5. Speech speed, intonation, mood, and Mandarin standard level are also particular. You can refer to customer service staff such as 10086.

6. Confirm the email address on your resume and spell out each letter to prevent job seekers from not receiving interview notifications.

After making the phone call, you must also send the interview notice in time. Must send email notification, choose to send text message notification. Also, call the day before the interview to confirm whether you can attend the interview on time.

Statistics and improvement

Make a simple interview statistics table and collect statistics every day, every week, and every month. Data can help HR identify problems, verify improvement plans, and can also be used to illustrate work performance.