Any selection should start with a very clear understanding of who you are looking for. Not just a lawyer or a developer, a graphic designer or an SMM manager.
It is important to have a clear understanding of the following:
What specific functions will be assign to it?
experience and professional skills should he have?
What role will he occupy in the team, what will be his level of responsibility and decision-making level?
How will the results of his work be assess?
It is important to know all organizational aspects precisely: schule, income level and motivation structure, growth prospects, company What asia mobile number list tasks policy in the field of training, etc.
This is important both for a successful interview and for a high-quality selection of an employee.
So, you have invit candidates for an interview. Let us stipulate right away that an interview is a business negotiation between equal partners. The time of toxic stress interviews is a thing of the past. In modern companies, it is important to create trusting partnerships. This will allow you to better understand who is in front of you, as well as avoid mistakes when selecting personnel.
Interview structure
Establishing contact. Acquaintance. Small talk.
Company presentation
Interview with What tasks the candidate bas on resume and competencies.
Job description. Answers to questions.
Agreements on What tasks further actions.
Our task is to make aero leads the candidate feel relax, not constrain. A smile, a short conversation, getting to know each other. Then introduce the candidate What tasks are you looking for a specialist for the interview format, for example, like this: “I’ll tell you about the company, then we’ll talk about your experience, and finally I’ll tell you about the vacancy and answer your questions.”