The labor market is overcrowded, which means that it is increasingly difficult to single out among the applicants for a specific position exactly who was created for her, and who will meet the expectations placed on him.
Necessary
Pen, sheet of paper, resume of applicants
Instructions
Step 1
Formulate the requirements. First of all, you must have a clear idea of the ideal candidate for the position. It is best to write down all the requirements on paper. The qualities that you will look for in a candidate for a specific position depend on what tasks he has to solve. Based on this, make a list of the desired knowledge, skills and abilities of the applicant. It is also necessary to determine how experienced you need an employee, and what level of education he should have. Foresight doesn't hurt either. Considering how your company will develop in the future, think about how your employee's job responsibilities might change.
Step 2
Invite candidates to a face-to-face meeting. This is perhaps the most crucial stage for which you must be well prepared. Prepare in advance a list of previously drawn up requirements, and also print out the resume of each candidate. Have a pen so you can take notes during the interview. Further, it is necessary to clarify personally from the candidates the information stated by them in the resume. The beauty of a personal meeting is that you can identify the little things that appear only in this format of communication. For example, pay attention to whether the applicant arrived on time, whether there was a good reason for being late. Or how he communicates his thoughts, and how this style suits you and your values.
Step 3
Be sure to ask the potential employee what responsibilities and areas of responsibility they had in their previous job. How much he coped with them, what changed during his work in the company, what was his personal contribution to its development. Ask about failures or mistakes in past activities, and what they taught him. You can also analyze what questions the candidate asks about a potential job. This analysis can indicate its values, further goals in your company. Decide whether this position of the candidate suits yours and whether it will be comfortable for you to work with him.
Step 4
Make a decision. Please note that formal compliance with the functional requirements for a potential position is a necessary, but not sufficient condition for hiring not a job. It is also important to what extent the candidate is in solidarity with the mission and ideology of the company and its leadership. Whether his values and mental characteristics coincide with those of his future colleagues. After all, it depends on how comfortable the social and psychological climate of the employee will be, whether he will continue to work for the good of the company for a very long time or will quickly leave you. In any case, do not rush to make a decision, think carefully about everything and take into account the possible risks.
