How do telemarketers conduct effective recruitment interviews? 0? three

Every recruitment is the beginning of an investment, and the purpose of the interview is to choose the right person and minimize the wrong investment. Recruiting the right people can save a lot of costs. Including: the training and guidance expenses wasted by the project manager on ineffective personnel; The cost of morale fluctuation caused by the loss of ineffective personnel; Company resources (market opportunities, customer list, etc.). ) the recruitment and training expenses of the company's re-recruitment, which are wasted during the period of invalid personnel's employment ... According to statistics, the loss of invalid personnel will directly generate expenses of 65,438+0.5 times their salary. Therefore, we cannot lower the entry standard of personnel because of the high turnover rate. We will find that it is much easier to find a squirrel who can climb trees and make him willing to climb trees for you than to find a rooster and teach him to climb trees. There are methods and skills to choose the right person. The question is whether we are willing to calm down and summarize and reflect on each recruitment, and verify the conclusions drawn from the summary and reflection in the next recruitment. Our belief is that recruiting the right people is an effective means to reduce employee turnover. Second, the interview mode third, the interview mode description (a) resume screening 1, after getting the resume, ask the applicant to make a brief personal introduction, on the one hand, examine the language ability of the applicant, on the other hand, use this time to browse the resume of the applicant. 2. Integrity is a quality that every applicant should possess. If the candidate can lie to you on his resume, he may lie even more at work. On how to put an end to false resumes: a, age and education are obviously inconsistent; For example, an applicant's birthday is 1985 x, and his resume shows that he was a junior college student in 1998 (13 years old). There are obvious loopholes in his experience. For example, the applicant used to be a salesman, but he couldn't tell what he did every day. 3. If a candidate frequently changes jobs in his previous employment record, his chances of changing jobs are higher than other candidates. 4. Other addition and subtraction items. If there are any of the following situations, you can add or subtract interview scores appropriately. Additional items: telemarketing work experience (2), independent life experience (2), college degree or above (2) Subtotal items: frequent job-hopping in the last three months (-2), no work experience (-2), inconsistent resume (-5) (2) The first step of interview: to investigate the candidates. Focus on candidates with telemarketing experience: 65433. Check the counter-cyclical ability (toughness, easy to give up, etc.) by hitting customers. ). See Telephone Salesman Interview Question Bank A for the specific evaluation content. For candidates with marketing experience in other industries, the key points are: 1, whether they have a desire for success 2, whether they have telemarketing experience in previous work can be found in the interview question bank B of telemarketers, and for candidates without work experience, the key points are: 1, stress interview 2, desire for work 3, and whether they have plans for the future. See telemarketer interview question bank C. Step 2: Introduce the company to the candidate you like. The interviewer should not be too strong in the interview process, and let the interviewer speak more from the words. If the applicant belongs to the person we want (the person who is going to attend the training), then we need to spend two or three minutes describing to them what the applicant wants to know. Besides salary, we still have a lot of information to pass on to the candidates, which can help our favorite candidates make up their minds to enter the company. This information includes: 1, company history, scale 2, salary, working hours 3, personal promotion space Step 3: Evaluate the candidates and fill out the interview evaluation form for telemarketers. After the interview, each candidate should have 1 minute to evaluate the candidates as a whole and fill in the interview evaluation form for telemarketers. 1, don't fill in the interview evaluation form because there are too many applicants. Because a lot of information and summary in the interview evaluation form can help you to be targeted in the next training and positioning. 2. Don't wait until all the candidates have finished the interview before filling out the interview assessment form, because people's memory is limited, and filling it in time can ensure the integrity and authenticity of the information.