As a job seeker, if we meet a company, every link is strictly implemented and every process is very complicated, then we may complain about such strict procedures and feel that it is unnecessary, but we will also feel that this company is more formal. However, if the company you apply for is more casual and gives the employment notice directly without direct interview or formal interview, we will feel too hasty and the company is not formal enough, and we will worry about whether there will be any "traps".
Interview, from the applicant's point of view, is an important process for us to decide whether to go to the company by going to the company, going through the interview process and talking with the leaders of the department. From the perspective of the recruitment company, interview is a process in which the interviewer can talk face to face with the applicant, observe and evaluate the applicant. Therefore, in most cases, the interview is an essential link. The company that directly gives the offer after the telephone interview suggests careful consideration, mainly based on the following considerations.
1. The recruitment of such companies is not rigorous. From a normal point of view, enterprises are eager to accurately understand and evaluate candidates when recruiting, hoping to get the most accurate information. It is precisely for this reason that many companies will adopt as comprehensive and rigorous evaluation tools and methods as possible when recruiting. The starting point of the company is mainly in two aspects: on the one hand, the company needs to pay the cost of recruiting personnel. If the recruiter is not suitable, restarting the recruitment will waste a lot of time and cost on the one hand, and will seriously affect the normal work on the other hand; On the other hand, it is not so simple to dismiss employees who are formally employed. On the one hand, we must pay compensation. What's important is that the procedures are complicated and it is easy to cause labor disputes.
And decided to recruit only by telephone interview:
1. There is no comprehensive evaluation of the candidates.
Determine the candidates for employment, should include the following process:
(1) telephone interview
After the resume can initially meet the company's job requirements, HR will first conduct a simple telephone interview to understand some basic information of the applicant and confirm some unclear places on the resume. When appropriate, HR will invite candidates to the company for an interview.
(2) written examination
The written test can be arranged before all interviews, such as some campus recruitment, and a test will be conducted first. In order to save the cost of the test, we can also arrange to further investigate some characteristics and qualities of the candidates who have passed the interview after the interview.
The written test may include personality assessment or some professional skills tests.
(3) Initial test
The human resources department conducted a preliminary interview to find out whether the basic quality of the candidate can meet the job requirements.
(4) Second interview
The employing department will re-examine the candidates to examine their professional skills. According to the management level and requirements of various departments of the company, some companies may need two or three re-examinations.
(5) background investigation
Check the education background, previous work experience, criminal record and dishonesty record of the candidates who have passed the interview to find out whether the resumes of the candidates are false.
(6) Entry approval
Candidates who pass the background check shall be reported to the relevant leaders of the company for approval according to the procedures required by the company.
(7) Send employment notice
After the company is approved, it decides the candidate to be hired, notifies the candidate and issues the employment notice.
For the above steps, companies will omit individual steps according to their own circumstances. For example, it may be that the post does not directly do a written test, it may be that HR and the employing department only need to go through an interview together, or it may be that the company does not provide an OFFER to notify the employment directly by phone or email ...................................................................................................................
2, can not overcome the obvious shortcomings of telephone interviews.
On the one hand, the reason why we want to interview is because we can see the applicant directly and see the personal image of the applicant, and many positions have certain requirements for the image of the applicant; On the other hand, face-to-face communication can judge whether what the candidate said is true or not according to the expression and behavior of the candidate.
The above two points cannot be overcome by telephone interview.