Starting with the selection of resumes, we can see whether the candidates are reliable by paying attention to details, so as to eliminate a group of applicants who are not sure whether they are true or not from resumes. In this respect, HR needs rich experience, such as whether the resume is a unified template for spending money and falling in love at first sight; Whether the competency description of the resume has exaggerated elements; Whether the photo applied for is a regular bareheaded photo; There are also some details, such as work experience or years of graduation school.
Secondly, it is also important to express the contents of the HR interview phone before sending the invitation letter. There are three important contents in the interview telephone, which must be clearly expressed. The first is to ask whether it is convenient to answer and the length of the call. After confirming yes, introduce yourself clearly and concisely, including company name, geographical location, important business of the company, purpose of calling, etc. The second is to confirm the core issues on the candidate's resume, such as the current employment situation, whether he has industry experience and whether he is interested in the position. The third is to confirm with the applicant whether to participate in the interview and related details. If an applicant doesn't answer the phone at first, it can be sure that his chances of coming for an interview will be very low. A prepared interview invitation phone will make candidates look forward to it and be more willing to come to the company to see the environment and understand the situation. After all, this is a mutual choice.
Finally, confirm with the candidate, send an interview invitation email after the call, remind the candidate to reply to the email, and try to avoid breaking the appointment.
Pay attention to resume details, do a good job of telephone invitation trilogy, and improve the interview rate. Please like it if it helps. Thanks for your support.