10 tips on how to choose the right staff
1. Set an accurate goal.
First of all, you need to describe in detail an open vacancy. If you do not have this information, contact a consultant for a recruiting agency for help. Also, you must understand what kind of work you are looking for a person. It is worth paying attention not only to personal qualities, but also to how the candidate is suitable for the vacancy.
A good and detailed description will help you choose the right staff.
2. Do not take anyone horrible - you need the best.
You can find people with the help of acquaintances and friends, through the Internet, with the help of other companies or recruitment agencies. The best way that does not cost a lot is a recommendation. However, the most popular method is ads, so if you choose this method, make sure the ads are complete and understandable. This saves both effort and money.
3. Get ready for an interview.
When you select a resume - compare with the requirements of the vacancy in order to repeatedly weed out unsuitable candidates. Evaluate the resumes that you liked most a few times, make notes. Prepare the questions you plan to ask the candidate. Do not forget about issues related to work, in order to understand whether a person has the necessary knowledge.
Do not talk about race, age, social status, religious beliefs or nationality - it is impolite. But be sure to pay attention to issues such as experience, the ability of the candidate and his plans for the future.
In addition to standard questions, such as:
Why did you leave your last job?
Why are you interested in this work?
What will you do in 5 years?
What are your strengths and weaknesses?
What did you like most about your last job?
And what did you dislike most of all?
Of course, these questions are needed at the interview, but think about unexpected questions:
How do you approach problem solving?
What skills would you like to learn next year?
What can a boss do to help you?
Tell us about your best boss. Why do you consider him the best?
Tell us about your worst boss. Why do you think it is the worst?
What could your previous employer do to be more successful?
Describe any conflict at work and how you resolved it.
4. Do not forget about the atmosphere of the interview.
During the interview you should be completely free and not be distracted by anything. Otherwise, it will seem impolite to the candidate. Find neutral territory for you and the job seeker to prevent stress. The candidate should feel free.
When you meet, introduce yourself, be polite, offer a cup of coffee or tea, and just be hospitable.
All this will help to find out complete and adequate, and most importantly natural information about the candidate, to leave a good impression about yourself and the organization.
5. Put everything on the shelves.
Once again, tell us about the vacancy, inform the candidate about whether there will be a second interview or whether someone else will talk to him. It is also worth clarifying whether the interview will interfere with the person’s plans, and how long it will take.
Provide absolutely all the information you need.
6. Keep the interview under control.
Do not be distracted, put the necessary, complete questions - you can always look at previously prepared questions. Try to make the candidate speak in your place, and, most importantly, more than you.
Try to find out everything about a person - from competence (experience, education, ability), attitude to work (enthusiasm, preferences, goals) and ending with social values (personal qualities, character). It should be ready for pauses. Short pauses can help you learn new information, and long pauses can be strange.
7. Remember to take notes.
Listen carefully to the candidate’s words, as your main goal is to collect the maximum amount of information. Do everything so that the interlocutor feels comfortable and cozy, so he will be more confident in communication.
Record the most important points. These records should be used later - when you select the best of your favorite. Also, it is worth warning the candidate that you will make notes, and they should be written quickly and briefly so as not to distract the interlocutor.
8. You also need to answer questions.
Prepare answers to questions about the company and the work itself. Also, it is worth being prepared for difficult questions from the candidate:
How stable is the company's position in the market?
What is the company's value system and etiquette?
How is impeccable work encouraged?
What career opportunities does the company have?
9. Describe in detail the vacancy at the end of the interview.
At the end of the interview, make a detailed description of the position itself, about the culture of the company, about the interaction of employees and their requirements. If you give all this information earlier, the candidate will be able to find the right answers to all questions.
It’s worth telling the truth about both the vacancy and the company. Do not hide the negative points.
Provide information about salaries, schedules and benefits that the company provides. Tell the candidate what the next steps will be in the hiring process.
Finish the interview with gratitude for the attention to the company.
10. Evaluate the candidate.
Stay after the interview in order to ponder and decide whether that person will become your new employee. The notes made during the interview will help with this.
Do not be biased towards the candidate. Consider whether the candidate has the necessary skills for this job, whether he has the necessary experience, justify your assessment.
Answer honestly for yourself these questions:
Will the candidate do the job?
Does he want to work?
How flexible will the candidate be when he starts?
Remember that the employees you hire will be decisive factors and guarantee the success of the company.
First of all, you need to describe in detail an open vacancy. If you do not have this information, contact a consultant for a recruiting agency for help. Also, you must understand what kind of work you are looking for a person. It is worth paying attention not only to personal qualities, but also to how the candidate is suitable for the vacancy.
A good and detailed description will help you choose the right staff.
2. Do not take anyone horrible - you need the best.
You can find people with the help of acquaintances and friends, through the Internet, with the help of other companies or recruitment agencies. The best way that does not cost a lot is a recommendation. However, the most popular method is ads, so if you choose this method, make sure the ads are complete and understandable. This saves both effort and money.
3. Get ready for an interview.
When you select a resume - compare with the requirements of the vacancy in order to repeatedly weed out unsuitable candidates. Evaluate the resumes that you liked most a few times, make notes. Prepare the questions you plan to ask the candidate. Do not forget about issues related to work, in order to understand whether a person has the necessary knowledge.
Do not talk about race, age, social status, religious beliefs or nationality - it is impolite. But be sure to pay attention to issues such as experience, the ability of the candidate and his plans for the future.
In addition to standard questions, such as:
Why did you leave your last job?
Why are you interested in this work?
What will you do in 5 years?
What are your strengths and weaknesses?
What did you like most about your last job?
And what did you dislike most of all?
Of course, these questions are needed at the interview, but think about unexpected questions:
How do you approach problem solving?
What skills would you like to learn next year?
What can a boss do to help you?
Tell us about your best boss. Why do you consider him the best?
Tell us about your worst boss. Why do you think it is the worst?
What could your previous employer do to be more successful?
Describe any conflict at work and how you resolved it.
4. Do not forget about the atmosphere of the interview.
During the interview you should be completely free and not be distracted by anything. Otherwise, it will seem impolite to the candidate. Find neutral territory for you and the job seeker to prevent stress. The candidate should feel free.
When you meet, introduce yourself, be polite, offer a cup of coffee or tea, and just be hospitable.
All this will help to find out complete and adequate, and most importantly natural information about the candidate, to leave a good impression about yourself and the organization.
5. Put everything on the shelves.
Once again, tell us about the vacancy, inform the candidate about whether there will be a second interview or whether someone else will talk to him. It is also worth clarifying whether the interview will interfere with the person’s plans, and how long it will take.
Provide absolutely all the information you need.
6. Keep the interview under control.
Do not be distracted, put the necessary, complete questions - you can always look at previously prepared questions. Try to make the candidate speak in your place, and, most importantly, more than you.
Try to find out everything about a person - from competence (experience, education, ability), attitude to work (enthusiasm, preferences, goals) and ending with social values (personal qualities, character). It should be ready for pauses. Short pauses can help you learn new information, and long pauses can be strange.
7. Remember to take notes.
Listen carefully to the candidate’s words, as your main goal is to collect the maximum amount of information. Do everything so that the interlocutor feels comfortable and cozy, so he will be more confident in communication.
Record the most important points. These records should be used later - when you select the best of your favorite. Also, it is worth warning the candidate that you will make notes, and they should be written quickly and briefly so as not to distract the interlocutor.
8. You also need to answer questions.
Prepare answers to questions about the company and the work itself. Also, it is worth being prepared for difficult questions from the candidate:
How stable is the company's position in the market?
What is the company's value system and etiquette?
How is impeccable work encouraged?
What career opportunities does the company have?
9. Describe in detail the vacancy at the end of the interview.
At the end of the interview, make a detailed description of the position itself, about the culture of the company, about the interaction of employees and their requirements. If you give all this information earlier, the candidate will be able to find the right answers to all questions.
It’s worth telling the truth about both the vacancy and the company. Do not hide the negative points.
Provide information about salaries, schedules and benefits that the company provides. Tell the candidate what the next steps will be in the hiring process.
Finish the interview with gratitude for the attention to the company.
10. Evaluate the candidate.
Stay after the interview in order to ponder and decide whether that person will become your new employee. The notes made during the interview will help with this.
Do not be biased towards the candidate. Consider whether the candidate has the necessary skills for this job, whether he has the necessary experience, justify your assessment.
Answer honestly for yourself these questions:
Will the candidate do the job?
Does he want to work?
How flexible will the candidate be when he starts?
Remember that the employees you hire will be decisive factors and guarantee the success of the company.
Comments
Post a Comment