The interview invitation is not as difficult as you think.

The interview invitation is not as difficult as you think.

The interview invitation is not as difficult as you think. In the workplace, many HR people have been stood up by the interviewer. There may be many reasons why the interviewer stood me up. It may be that HR has a problem with the interview invitation. The following interview invitation is not as difficult as you think!

The interview invitation is not as difficult as you think. 1 1. What kind of interview invitation is approved by the candidate?

Whispering chicken: That must look very formal. In some companies, the interview invitation is just a short message, and there is no phone call. You don't care about any of my candidates. Why should I interview?

YAMA_ meow: It's best to send a very formal email, which is the kind of interview invitation introduced by the company.

Call me names: I swear, I have never missed an interview invited by email or warm phone!

After reading the message above, you probably know what the interview invitation approved by the applicant is like, right?

(1) Both language and typesetting are formal enough.

(2) The best interview invitation is email+SMS+warm telephone.

(3) The invitation information includes company information.

Second, the interview invitation letter (interview invitation email)

(1) Necessity of interview invitation:

A few days ago, in a QQ group of HR, a colleague lamented: "Hey, it's really hard to recruit people now. I called to confirm that eight people came for the interview, but on the day of the interview, the job seeker stood me up, but only three people actually attended the interview. The scene is really embarrassing. "

I believe many people who have done recruitment have encountered this problem. As for where the problem lies, it is necessary to analyze the specific problems.

But in fact, the confrontation between the company and job seekers began as early as the first telephone invitation, so a seemingly simple interview invitation is actually an important part of recruitment. Doing an interview invitation well can not only establish a good employer brand, but also increase job seekers' awareness of the company and enhance job seekers' understanding of the company.

(2) How to write the interview invitation information?

Format: unify the format of interview invitation notice, which is the external business card of the enterprise, so the company LOGO and image logo can be reflected in the invitation as much as possible.

Address: Use honorific words, such as "Mr./Ms./Ms.", or address them according to the position of their recent employer, such as General Manager Ma, Engineer Ma, Director Ma and Manager Ma. Respect begins with address.

Thank you: For those who take the initiative to apply for the job, you need to express your gratitude and indicate how you obtained the information, so that it is easy to close the communication distance. For those who are invited by phone, you need to register first.

Job information: the interview position should be clearly stated, and the job requirements and welfare benefits of the position can be attached to increase the attractiveness.

Time and place: the time needs to be clear so as to make arrangements in advance. It is best to refine the location of the interview to the specific office space of the company, and attach a concise and illustrated driving route map, which is more conducive to the candidate's itinerary. If the company can reimburse the interviewer's travel expenses, remember to remind the interviewer to take care of the air tickets.

Interview process: indicate the interview schedule and interview content, such as interview time 1 hour, and the general manager will interview.

Materials to be carried: such as ID card, education certificate, vocational qualification certificate, resignation certificate and other documents.

Contact information: This is very important. Many people who come to interview can't find the relevant reception staff when they arrive at the company, so the specific reception contact person should be written here.

Additional information point: an H5 or short video or picture, the main information is to introduce the general situation of the company.

Third, the interview invitation message

Short message notification is limited by the number of short messages, so it needs to be concise and clear, and the important content to be informed should be written clearly. Generally speaking, SMS to inform job seekers to participate in the interview mainly includes the following aspects:

(1) First of all, explain who you are and who you work for a company.

(2) Explain your intention and for what reason, who are you invited to attend the interview organized by your company.

(3) emphasize the following documents and other items that job seekers need to bring, and don't be late.

(4) In order to be more intimate, take the initiative to provide a bus route to the company.

(5) Thank you, indicating your company's respect and recognition for job seekers.

Fourth, the telephone interview invitation

Formal telephone invitation is the interviewer's first impression of HR and even the company. Therefore, in this process, we should pay great attention to communication time, communication mentality and communication tone:

(1) communication time

If the candidate is on the job, it is generally appropriate to communicate near lunch time (1 1) and after work time (after 5: 00). At this time, there are usually not many meetings and the state is relatively relaxed. During lunch break, candidates are usually reluctant to answer the phone. After work or on weekends, either.

Whenever you communicate by phone, you need to ask the candidate whether it is convenient to talk now. If it's inconvenient, make another appointment.

(2) Communication mentality

The mentality of equality and respect is necessary. Our job is to introduce a platform suitable for candidates and recruit suitable talents for enterprises. Enterprises and applicants are choosing each other and then finding the right talents and platforms. So, don't pull hard, let alone weaken either side.

(3) Communication tone

In telephone communication, tone is very important. Mentality determines the tone. When we face the candidates with respect and sincerity, they can feel it.

Verb (abbreviation of verb) information preventive measures:

(1) Pre-interview screening: You can't send it aimlessly because the resources of the human resources department are limited. We should send this invitation to the most qualified and accurate person.

(2) About contact information: the tools for calling job seekers are also very particular. Don't use an extension, use a landline or mobile phone, so that job seekers can call back if they have any questions.

(3) Familiarity with business: We should also be familiar with the general situation of the company, such as company profile and history, products and services, corporate culture, and information on recruitment positions, if HR is not familiar with these.

Then job seekers will think that you are not professional enough, and the HR recruited represents the image of the company. If the job seeker thinks that you are not professional enough, will you think that the company is unprofessional and informal? Will job seekers come again? So be sure to be prepared before calling for an interview.

(4) Confirmation of invitation information: After the invitation information is sent, it is not everything, and it needs to be confirmed with the other party. At the same time, remind me on the first day of the interview. We should give full play to the service function of HR, keep abreast of the situation and not be passive. If you are actively looking for a resume, you must put forward an alternative plan during the interview.

(5) How to publish the invitation information: There are many ways, such as QQ, WeChat, email, MSN, SMS, etc. You need to choose the most commonly used contact information of the other party and avoid sending it to the other party's unpopular email address.

The interview invitation is not as difficult as you think. 2. Keep the basic language fluent.

When inviting an interview, we should first keep the two sides chatting smoothly, so that we can have a chance to understand the basic situation of the interviewer and the willingness of the interview.

Second, create a comfortable chat atmosphere.

Generally, inviting an interview is a telephone communication. Only through a comfortable chat atmosphere can the interview conversation be prolonged, which can also help HR to know more about the interviewer.

Third, look at the problem from the interviewer's point of view.

When inviting an interview, you must look at the problem from the interviewer's point of view, understand what they need and ask questions, which can also arouse the interviewer's interest.

Fourth, be prepared before the invitation.

Before inviting HR, you must have a clear understanding of the company's history and related post salary, so that when the interviewer asks questions, he can provide answers quickly.

Verb (short for verb) keeps a friendly dialogue.

In the process of inviting an interview, as an HR, you must have a friendly conversation. Don't think that the interviewer should take it seriously. After all, both are based on two-way choice. Your disharmony may lead to brain drain

For HR, in the process of interview, be sure to ask more questions from the other party. After fully understanding the situation, interviewing through the interviewer can also improve the interviewer's work efficiency.