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How to avoid the interviewer breaking an appointment in rainy days?

How to avoid the interviewer breaking an appointment in rainy days?

How to avoid the interviewer breaking an appointment in rainy days? HR sifts through thousands of resumes every day, and finally meets a few suitable ones, and invites an interview at once. Unfortunately, it rained, and several of them stood up and were very depressed. Let's talk about how to prevent the interviewer from breaking up in rainy days.

How to prevent an interviewer from breaking an appointment on rainy days? First, screen a good resume.

Is the candidate working? Is it far? Did you submit your resume voluntarily? Whether the salary requirement is higher than that of the company, etc. Compared with the weather factors, these factors have a greater impact on the arrival of candidates.

If the treatment requirements are difficult for the company to achieve, such a resume can be directly passed; For example, the residence address of the applicant on the resume is far from the company, which is extremely inconvenient. At this time, HR also needs careful consideration.

Second: reduce uncertainty.

In many cases, the fundamental reason why job seekers are late or fail to keep an appointment may not be rainy days, but the uncertainty of the recruiting unit.

Therefore, when making a telephone invitation, try to provide detailed information to the candidates, so that they can feel the sincerity of the enterprise and reduce some uncertainties.

Third: Pay attention to the weather changes before the interview.

If bad weather can be predicted, we should make corresponding preparations and countermeasures. HR can call 65438+ one by one 0-2 hours before the interview to confirm how many people will not come to the interview, or give some warm tips to the candidates to tell them about the weather and where there may be traffic jams.

Fourth: emphasize the advantages of the company.

For candidates, in addition to the platform provided by the company, there are also salaries and benefits. If conditions permit, HR can emphasize the advantages, benefits and attractiveness of the company to the candidates on the phone.

This will send a signal to the candidates before the interview that "our company is very good and the treatment is very high". Under such temptation, except in rare cases, it will attract a considerable number of candidates, thus overcoming the rainy days to come for an interview.

Fifth: Get rid of negative emotions in time.

Who is hiring and hasn't been stood up? For example, in telemarketing, people only make appointments with a few people for calls above 100. To be more optimistic, it is normal for the phone to hang up, it doesn't rain, and it comes and goes. We must get rid of negative emotions and find out the reasons and solutions.

Isn't there enough emphasis on the company on the phone, and the applicant is not impressed? Have you ever stood in the perspective of the person who passed the second interview and wondered whether he was suitable or not, and whether his salary requirements met the requirements of the company?

Sixth: Be prepared for "in case"

After the phone call, the email will be sent again, and the text message will be sent again. If necessary, add the QQ number and WeChat of the other party. Even if he doesn't meet the requirements of this position after the interview, he can be recommended to other HR friends to provide him with more opportunities. HR friends will remember you, and candidates will remember you, killing two birds with one stone!

In addition, in the case of ensuring quality, more candidates will always be a perfect solution. Even if the weather is fine, no one can guarantee that a phone call will be accurate, so we must ensure a stable reservation.

In short, in order to improve the interview attendance rate and reduce the failure rate in rainy days, what HR needs to do well is to actively communicate with candidates, understand their job-seeking intentions and motives, arrange the time and place reasonably, and confirm whether to come for an interview many times, which can effectively prevent candidates from failing to stand up in rainy days.

How to avoid the interviewer breaking an appointment on rainy days? 2. The reason why the applicant stood up in the interview.

Case: Wang Fang joined a health care product company as a recruitment supervisor. After joining the company, she started to work soon, but she was very depressed in the face of the development of her work. About 60 people came for an interview in a month, and finally only five people came for an interview, and these five people succeeded for various reasons. Finally, in the first month of his employment, she didn't recruit anyone for the company, which was particularly depressing.

Analysis: Wang Fang met the problem of breaking an appointment in an interview. This question is more difficult. If we want to solve it, we should not only find the reason, but also find a suitable way to deal with it.

Dig deep into the reasons why candidates stand in line in the interview.

1. The applicant received interview notices from several companies at the same time, and your company was eliminated.

When faced with this situation of being eliminated, HR needs to reflect. If it's not because the salary gap is too big, will it be because the candidates don't know much about the company's advantages and future development opportunities?

2. The applicant is still working, and his job hunting intention is not strong.

HR can simply understand the job hunting intention of the applicant on the phone, including the position and expected salary, and do their homework from the perspective of demand. Remember, after the telephone interview, if you confirm that the other person has no intention or the intention is not obvious, you don't need to interview him again, but focus on the candidate who applied in good faith.

3. The applicant indicates that he wants to know about the enterprise before replying whether to apply.

HR also needs to agree with the applicant on the time to reply after viewing the website to avoid indefinite delay; If you still don't get feedback after the appointed time, HR should take the initiative to call for the result to show the sincerity of recruiting people and respect for each other, and at the same time increase the chances of interview.

Candidates will apply in the future only because they can't catch up with the time or forget the time.

If the candidate doesn't come to the interview for this reason, then HR also needs to think carefully: are we still considering hiring this kind of person?

5. The applicant found that the interview site was too far away afterwards and gave up voluntarily.

If you want to avoid this situation, you need to indicate the location of the company when publishing the recruitment information. If the applicant's resume does not indicate the home address, you can ask during the telephone interview.

For candidates who commute for more than one and a half hours, HR should take the initiative to ask, "Is it convenient to come for an interview? Are you still considering applying? If the candidate cares about distance, you should understand and respect his choice.

6. "Ask questions while listening" to eliminate interview failure in the cradle.

The above analysis of the six reasons for the interviewer to stand up, and gives some corresponding solutions. Let's further discuss how to eliminate interview failure in the cradle by telephone communication in advance. The author summarizes the four skills of "listening, asking, explaining and being accurate".

1. Listen: judge the other person's reaction with your ears.

After calling HR to introduce yourself, don't tell the applicant the time and place of the interview in a hurry, but say "We have received your resume and applied for a position" (HR actively searches for the downloaded resume, which is not discussed here). There must be a pause here to listen carefully to the candidates' answers.

Response 1: "Sorry, I have invested in too many companies. Which one are you? Please tell me again. "

Practice 1: After repeating the company and job title, pause and judge the interview intention of the other party. Reference reactions 2 and 3.

Reaction 2: "I didn't send you a resume, did I?"

Practice 2: This kind of person usually submits a large number of resumes, without carefully looking at their qualifications, and simply can't remember the names of every company they have invested in. Under normal circumstances, the blindness of candidates is too great, but it still does not rule out the existence of candidates with personal abilities and job matching.

First of all, explain to the other party the specific date and time when he sent his resume (it is easy to find it in the resume receiving email). If the other person makes it clear that he has submitted his resume by mistake, he will not make another appointment. Secondly, briefly explain the requirements of the position to the other party, and then make an appointment when you know that the other party has the intention to apply.

Reaction 3: "Oh, yes, I did submit my resume. Hello! "

Practice 3: A small number of candidates will choose a new company and a new position in a targeted and prudent manner, which is often the most ideal situation for HR. In the face of such job seekers, HR can make an appointment after explaining their questions on the phone.

2. Q: Take the initiative to seek information to show your interest and respect for the applicant.

Some of the most basic information in the submitted resume is often incomplete. At this time, HR must take the initiative to obtain this information through telephone interview before making further decisions.

If the address is not indicated on the resume, the human resources department should ask. Just ask about the general location, such as what area and what road. If you are far away from the company, you should ask the candidate, "Is the transportation convenient? Have you considered coming to apply?" If necessary, ask him about the commuting distance and time of his current company and make a comparison.

According to incomplete statistics, in Beijing, Shanghai, Guangzhou and Shenzhen, the distance to work has ranked third among white-collar workers.

If the expected salary is not indicated on the resume, HR should ask. If the salary offered by this company is quite different from its requirements, ask the candidate if it is acceptable. It is emphasized here that it is best to refer to the salary before tax, because everyone has a different understanding of "after tax", which is prone to ambiguity.

For the interview schedule, inform the other party at least one day in advance to facilitate the other party to arrange it in advance. The specific time can be decided by HR or selected by the applicant.

Unless there are colleagues from other departments or leaders with higher positions in the interview examiner, it is not convenient to change the already made arrangements at will, otherwise it is also a kind of respect to give candidates more freedom of choice. After making an appointment by telephone, you might as well add "If you have any difficulties or changes in the interview time here, you can contact me at any time and I will help you arrange it", so that the candidates will feel better.

3. Solution: patiently explain the questions raised by the candidates.

In the telephone interview, HR should speak at a moderate speed, with a calm and enthusiastic tone, so that the other party can feel that you are smiling. At the same time, we should take the candidates' questions seriously. The more questions we ask, the more interested we are in your company. As long as it doesn't involve the business secrets of the company, it should be explained in detail as far as possible. Don't be impatient, hang up in a hurry.

To reflect the enthusiasm, patience, thoughtfulness and friendliness of HR, after all, you represent the image of the enterprise at this time. Only by solving doubts can we solve their doubts, and we can also understand their concerns and feel their way of thinking through each other's questions. This process can also help us analyze and judge whether they are suitable for each other.

Exactly: Please confirm whether the applicant can come for an interview.

After the first three steps, you can cut to the chase and ask the candidate how he feels about the company and the position and whether he can come for an interview.

Usually HR will repeat the interview location and bus route after the introduction to ensure the accuracy of the applicant's record (it will be more efficient to confirm this by SMS or email).