How to make a good interview invitation phone call

As the first spokesman for the corporate image of the HR, the daily recruitment to play dozens, or even hundreds of phone calls. So in this daily repetition of telephone communication, HR how to improve the success rate of telephone invitation?

First, the invitation to the pre-preparation

Do a good job of resume screening

First of all, HR should be in the resume screening to put a good gate, like looking for a person to a blind date. If your own conditions, taste choices, and family backgrounds are really too different, the likelihood of the other person deciding to come on a blind date will be very low.

Is the candidate employed? Is it far away financially? Is not the initiative to deliver the resume? The salary requirement is higher than the company, etc. All these factors will affect whether the candidate will actually show up in the end.

For example, such as treatment requirements of the company is difficult to achieve, so the resume can be directly PASS; resume applicants living address is far from the company, very inconvenient, this time HR also need to carefully consider.

Before the call, make basic preparations

Do not fight unprepared for the battle. Otherwise, when the time comes, I do not know what to ask, or after chatting did not talk about the desired content, these are failed telephone invitation, need to be repeated.

Before the phone invitation, you can find a small book, the need to record the information:

1, confirm the resume questionable information points

2, the candidate's current work status: leave or in-service

3, the candidate's current career aspirations, to consider what kind of opportunities

4, whether the interview intention

5, salary level

These are the most basic need to know information, if the invitee has plenty of time or sounds interested in you, you can dig deeper for some other information about the job.

What's more taboo is to tell the other person directly to come to the interview as soon as the phone is connected. This approach will make the other party feel that your decision was hasty and did not take care of his feelings. The other party may not know much about your company.

Second, the formal telephone invitation

The formal telephone invitation is the interviewer's first impression of HR, and even this company. So this process, from the communication time, communication mentality, communication tone should pay close attention to:

01. Communication time

If the candidate is in the job, generally close to lunch (after 11:00), the time of the end of the day (after 5:00) communication is more appropriate. There are usually fewer meetings at this time, and the state is a bit more relaxed. Candidates are usually less inclined to answer the phone during lunch breaks. After-work or weekend hours are fine.

Whenever you talk on the phone, you need to ask the candidate first if it's convenient to talk right now. If it's not convenient, then make an appointment for an alternative time.

02. Communication mindset

A mindset of equality and respect is a must. Our job is to introduce the candidate to the right platform for him/her as well as hire the right talent for the organization. Both companies and candidates are choosing each other and then finding the right talent and platform for each other. So, don't force the issue, and don't weaken either side.

To communicate, the advantages of the enterprise and personal development opportunities may be fully shown to the candidate, so that the candidate a better understanding of the enterprise and the position, and then determine whether it is suitable for him / her platform; sometimes recruitment is like doing sales, the need for language, the advantages of the enterprise is very full of narrative to the candidate.

A good recruiter is a good salesperson. But he/she will not brag, will be realistic and attractive to the candidate to show the enterprise. At the same time, in the communication, HR needs to always keep the judgment, whether the candidate is in line with the company's culture and the requirements of the position.

If the position is not suitable, perhaps other positions are suitable; if the current position is not suitable, perhaps a new position in the future is suitable; if the enterprise does not have a suitable, perhaps other companies have, but also through their own channels, to provide candidates with suitable other opportunities. Do not because the candidate is not suitable, immediately put a posture of pull down. Stay in touch and create opportunities for each other.

03. Communication tone

In telephone communication, tone is important. Mindset determines tone. When we face a candidate with a respectful and sincere mindset, they can sense it.

When we are not sure about a particular question from a candidate, our tone is also unsure, "We might be..." , "I don't know about that, I'll have to ask", "Our company may have been founded in '05", and when we say that, the candidate follows suit.

When our tone is too written and programmed, the candidate can relate. Often times, when we take some sales calls, it's a programmed sales pitch that plays like a tape recorder and has a cold feel to it. Candidates are most receptive when communicated in a cordial, professional, firm, and enthusiastic tone.

Third, the formal telephone invitation to speak

Here is a summary of some of the formal telephone invitation may be used SOP, for reference:

1. Confirmation of the other party whether the person is myself

Full name + title, respect for each other, give a good impression. "Hello, is this Mr. Li Si Li?" Friendly voice, positive attitude, moderate volume. Try not to give the other party the feeling that his voice is held back and he is afraid to speak.

2. Self-introduction

Confidently put your company, your own position and name out. As a recruiter, first you need to have confidence in your own company. This is a lot like being in sales, you can only sell something better if you recognize it.

No matter how small the company is, you need to be confident in your presentation to the other person. This determines his subsequent attitude towards you, from your description of the hearing is wonderful ', or very boring? All depends on yourself.

Keep smiling the whole time you are talking. The mobilization of your facial muscles will affect the state of your speech, especially the smile. Trust, too, that the other person will feel it.

"I'm HR xxx from xxx company."

3. Ask the other party if it's convenient to answer the phone

The inconvenience of answering the phone is usually for the incumbent, or the candidate is in a noisy environment not conducive to answering. It's not uncommon for this to be an inconvenient time.

But keep in mind that if the other party is not convenient, you need to agree on a time. hr can say: "I want to communicate with you, I do not know if it is convenient now?" "What time is convenient for you, I will contact you then?" "Okay, then I'll call you at x pm, okay?" After making the time specific, be sure to contact the other party on time at the agreed upon time to contact the contact.

I remember once received a telephone invitation, but was in the process of subway travel, the surrounding environment hooting and hollering, very noisy. But the HR on the other end of the phone didn't seem to hear this and kept asking questions. After continually raising the need for a louder voice on the other end, I finally offered to hang up and make another appointment on the grounds that it was inconvenient right now. As you can imagine, I was devastated when I took this call.

4. Introducing the company: highlighting the highlights, concise and clear

"Hello, our company's full name is xxx, mainly to do xxx, at present in the domestic market share in this field is the largest xxx, the staff size xxx, has obtained xx financing ... The company is currently recruiting xxx positions in this area, so I would like to talk to you about whether there is an opportunity for cooperation?"

It should be noted that the introduction of the company does require some packaging, but not deception. You can take out the more well-known clients your company has worked with and talk about them to the candidate, but please try to ensure that you are objective and consistent.

5. Understanding and mining candidate needs

This link, it is recommended to listen to each other's needs, such as the candidate's current work with the plus and minus what they are good at, what they are good at, what they are still missing, and now consider what kind of opportunities, want to get which aspects of the growth and so on, and then collect and analyze this information, and refine the match with the post with the selling point one by one. The first thing you need to do is to get your hands dirty.

If you meet a candidate who intends to work in the Internet catering, a pharmaceutical company HR get on the phone to come up to boast, talk about the status of the company in the pharmaceutical industry, the other side may not be cold. That would also be awkward.

As an example, "May I ask, are you looking for a job? In what areas would you like to develop? ...Have you considered xxx?"

6. Determine the time of the interview or put into the talent pool

and each other after the exchange of demand and job information, if there is an intention to interview, HR also need to agree on a time with the candidate and get the other side of the commitment to inform the other side will be sent to confirm the e-mail. For chatting with candidates who feel unsuitable, you can temporarily do not make an appointment, record the relevant communication records, put into the talent pool, in order to follow up the operation of the talent.

After reading these, you will find that they are standing in the candidate's point of view to ask questions before selling themselves, and try to leave a good impression on each other.

Fourth, the work to be done after the phone call

After the phone call to send each other a text message or email, send an email or text message to inform each other of the time of the interview, the location, driving directions, the name of the company, the contact person. Including the company's general situation, the name of the position recruited and related circumstances, and leave a phone number to facilitate the notification of the object of uncertainty can be consulted by phone. A formal letter of invitation to the candidate will feel valued.

Overall, a good phone call invitation, foreplay to do well, the back will be smoother, simpler, more efficient, the interview rate will be lower.