How to effectively invite someone for an interview

Hello, I'm YAMA, the HR specialist of a certain company, do you still have an impression? ”

I contacted you before the National Day, and it was agreed to come to our company for an interview on October 9th, can you come over on time? ”

That's okay, then we'll still have an appointment for that time period, and I'll be waiting for you at the company then."

Of course, it doesn't matter if someone says they forgot that there was an agreement at the time.

You should have forgotten that you were busy, so do you have time now? I'd like to trust Yan Hui to communicate with you about the matter. ”

My record here is about 2 p.m. on October 9th, do you have time at that time? If so, can we make an appointment with this time period? ”

Invitation skills: 1) Unsure which time slot is available for an interview after the National Day.

Hello, I am the personnel commissioner of a certain company that contacted you before the National Day, are you still looking for a job after the National Day? ”

Our company feels that your resume is a high match with our company's demand for talents, and I don't know if you are free now? Can you give me some time to talk to you? ”

2) Dissatisfied with the company.

Hello, I'm Yama, the HR specialist of a certain company, are you still looking for a job? ”

Do you have time lately? I think we can get to know each other better by being face-to-face, and our company is (say advantage)."

It is estimated that the company's treatment in the opening remarks did not interest the other party, and now the people are a little high-hearted, and they must say the treatment that makes him interested in order to leave a strong impression in the other party's heart. It's a little better.

Sincerity and politeness can be heard! Don't use the tone of charity, it's nasty.

First of all, you need to be very familiar with your company and the recruitment position, so as to avoid job seekers not being able to answer when asked for relevant information, so that job seekers think that HR is very unprofessional; Before dialing **, you need to browse the resume of the job seeker, so that you are more familiar with the situation of the job seeker when you dial **, and at the same time think about what is the purpose of this call? For example, it is necessary to find out whether the job seeker has left the company, confirm the information points of the resume with doubts, etc.; Prepare answers to frequently asked questions in advance, etc.

Secondly, pay attention to your tone in the process of dialing, give the job seeker a comfortable feeling, and do not communicate with the job seeker with a condescending attitude (recruitment is a two-way choice).

Once again, self-report and introduce the company and position, and inform the job seeker in detail of some of the situation on the side of their company, of course, the introduction also needs to highlight the key points, simple and clear, if the job seeker can remember the name of the company, in fact, it is already a success.

Secondly, understand and explore the needs of job seekers, if the job seeker's needs can be met by the company, it will be relatively attractive.

Then, the interview time is determined, and the interview address, precautions, bus route and other information are sent to the job seeker in the form of SMS or email.

Finally, for the invitation to an important position, you can confirm with him again one to two hours before the interview whether he will come to the interview on time, if the job seeker fails to make an appointment, he can also call afterwards to understand the reason, so as to improve his work, and consider whether to arrange the interview time again for the right talent.

The first question is: What do you value most about the position you are applying for? This question can help us simply and quickly understand what the starting point of the candidate's job search is, that is, where the demand lies.

The second question is: What is it about you that makes you feel so fulfilled and excited? This question is mainly succinctly asked about the excitement of the job seeker.

The third question is: What do you do that is particularly prone to losing track of time? This question is mainly to re-verify the applicant's excitement, but to ask it from a different angle.

Of course, talent assessment software can be used to assist (people, people).