One of the links to be carried out after resume screening is telephone invitation interview. I have compiled a daydream composition about the moon, I hope everyone will like it.
First, telephone timing.
When did HR choose to communicate with the applicant by telephone?
For the unemployed, this time is relatively broad, but you should communicate in the company when you go to work, unless there is an agreement with the applicant.
On-the-job personnel are busy on Monday morning, but their minds are off work on Friday afternoon, and their state is not good. It is recommended to avoid these points. Before nine o'clock every day, many people are still in the state of "waking up", that is, having a meeting and catching up on tasks. Therefore, the effective communication time is generally suggested to be 10:00 to 1 1:00 and 4:00 to 5:00 pm.
Of course, before the formal conversation, ask: "Is it convenient for you to talk now? Do you need to make an appointment again? " This is a respect for the candidates and can also improve the communication effect.
Telephone communication is a purposeful activity, and its scenes and speech skills are very different for different goals.
Second, job promotion.
When HR makes a strange phone call, or the candidate is unfamiliar with the company and position, it is the first step to promote the content of the company and position.
It is obviously not vivid to read the speech according to the paper with a microphone. Besides, a minute ago we were strangers. At this time, the tone should be soft and firm, and softness is to harmonize relations and eliminate strangeness; Firmness reflects the professionalism and credibility of the recruiter.
In the process of introduction, pay attention to the candidate's reaction and connect the content with the factors that the candidate is familiar with and touched. The purpose of promotion is to understand the job content, and it is fundamental to generate interest and decide the interview.
Third, how to preliminarily judge the identity of job seekers by telephone?
The main factors affecting telephone communication are the voice of the caller and the content of the call. Phonetics affects the attractiveness of content, and the value of content determines the effect of telephone communication. When the voice and content are of high value, the communication effect is the best, that is, when they are in position A in the first quadrant, it is a successful telephone interview.
HR always hopes that on the other end of the phone, the candidate is as energetic, enthusiastic and polite as himself, and speaks appropriately. Of course, this is an ideal candidate. In reality, we have two ears and one mouth, which tells us that in telephone communication, we should listen more and practice the ability to distinguish people by sound.
1, listless
Phone is connected:
"hey!" The voice was vague and did not seem to wake up.
After HR introduces the purpose:
"Well, what you said" is still sleepwalking, so I guess I said it with my eyes closed.
A similar situation will always make the calling HR feel "unable to hold back" and eager to end the call as soon as possible. At this point, it is really necessary to end the call.
HR can say, "Can you talk now? If it's inconvenient, we can make another appointment. " a
The reaction of a slightly professional person is: adjust the state quickly, raise the volume and say, "No, please speak, I'll listen." Or, "OK, I'll call you when I'm free. Is your telephone line straight? " And so on.
If you meet someone who still can't make ends meet, "calm down": "Well, it doesn't matter". Well, I hope you hang up and find your next target.
2. Avoidant parts of speech
When the phone is connected, the candidate is very energetic, but it seems that he is used to "scratching the cat". When you ask a question, the other person will answer "Well, this is ~ ~, that is ~ ~" or "because ~ ~, it is ~ ~", or it is evasive, which seems logical or cautious.
For such candidates, there is only one countermeasure: give up.
3. Arrogant extreme type
When the phone is connected, you can feel the arrogance of the candidate through the radio waves. What can I do for you? "What does this position do?" "How much is the salary?" Wait a minute. Words surprise you. Where did his confidence and courage come from? Even the tone of voice makes you a mess.
I once met an atypical candidate. When asked about his job orientation, he went crazy: "Well, that's what I do. Of course, the higher the salary, the better! " It won't be chaotic at this time.
For this type, it is a bad mentality and needs to be honed. If it is really a talent match, I suggest to contact you later.
4. Overexcited type
When the phone is connected, the other party will say "OK OK" or "No problem" no matter what you say as soon as they hear the company name or realize your purpose, such as activating the excitement button. The words are full of yearning and joy.
Such candidates are easy to communicate and have strong intentions. Don't be too happy at this time. Remember to confirm the main points you said. Do candidates already know? You can ask:
"Mr so-and-so, can you repeat the time and route I just said?"
"Excuse me, are you sure you know the requirements of this position? Can you talk about our communication? "
Calm down the candidate, which may be the key information you need, and make sure you need the information he knows. As for the real talent, just wait and meet.
Step 5 be well trained
When the phone rings, the candidate is full of energy, has a gentle voice and speaks appropriately, which makes you feel very professional. There is no denying that as an HR, I can meet such people in countless telephone interviews, and I feel much better and refreshed.
In the face of such well-trained candidates, we can reduce the foreshadowing and greeting, and appropriately add the ability selection element in communication.
Fourth, preliminary selection.
HR will enter the preliminary selection stage when it is determined that the candidate knows something about the enterprise and the post and is interested in "close contact" with the company. Let me give you a hint. After introducing yourself, you can ask the candidate casually: "Mr. XX, you have recently submitted a position in our company. What position is it? " If the candidate can answer immediately, it means that he attaches great importance to the company, or the intended position he chooses is clear.
If you want to further identify, you can ask the applicant about the job content and job requirements. This step can also be answered accurately, which can give extra points to such candidates. Because there are not many candidates who can answer the first question.
Since it is a preliminary selection, it focuses on the candidates' professional values, job-seeking willingness and personal factors, and the investigation of professional skills and potential is FTF's inspection project. The atmosphere of telephone selection should be relaxed and comfortable, and the quality of candidates should be investigated through chat.
At this time, HR should pay attention to the guidance of the topic. Some candidates are very talkative. You can talk about the UN General Assembly from the perspective of table safety. HR should bring the topic back to the topic. Some candidates are rather stiff. Ask and answer, and HR can quickly find his interest and open the topic. Without the display of content, the investigation will be without rice.
Verb (abbreviation for verb) makes an appointment for an interview.
If the goal of calling is to make an appointment for an interview, it is necessary to be concise, determine the will and time, and tell the applicant about the relevant matters, which is generally controlled within three minutes. After determining the interview items, it is best to inform the interview location, time and matters needing attention by email or SMS.
Another effective experience is that on the day of the interview, HR reminded the candidates by phone to remind them of safety. Such "small moves" can greatly improve the interview appointment rate. Don't believe it? Give it a try.
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