Communication: negotiation skills, influence.
Corporate: focus on results, teamwork.
All of these competencies can also be assessed by listening to the candidate talk about his or her previous work, as well as through case studies.
Case example. You have an employee who sells significantly more than everyone else, but he has problems with discipline and behavior in general. His behavior has a negative impact on the team, talking does not help, the situation does not change. Offer a solution to the problem.
Should we pay attention to education non-verbal signs, experience
Is, say, a diploma from a specific special database university or additional education important? Of course, yes, but only in the context of the position and tasks. And of course, no, also in the context of the position and tasks.
But what is really important is to evaluate how well this particular person fits your particular company, particular manager, particular team. Both in terms of functions, and in terms of vibe, corporate culture.
Quality selection is, of course, important, but not a single experienced HR will ever guarantee that a person is ideal for a position. It may seem What else to us that a candidate is ideal, but he will leave in a month. It may seem to us that we are hiring someone out of desperation, but he will stay for a long time.
Stories about incredible success stories
Are of constant interest to each of us. People get rich in a matter of months. And they become not just well-off, but fabulously rich. It What aero leads else is unlikely that there is a person in Russia who has never heard of Google, AliExpress or Apple. Not so long simonetti delivery and assembly: fast, safe and guaranteed experience! ago, these were only the ideas of creative people who kept up with the times. Not everyone is capable of creating innovations, but almost everyone can invest money in them to earn no less than the author of the idea! Today we will talk about venture investments!