How to recruit employees
First decide what staff you need, how many of them you need and which of them will perform certain functions. Thus, you define the requirements for future employees. You will then be able to view a summary of only those people who you really need, not robbing yourself of time on resumes and interviewing unsuitable candidates. Approach "look at the person, and there already decide" will not be effective, because it takes a lot of time. If you have very little time on the selection employees. then you can assign a preliminary selection of resumes to your assistants, familiarizing them with the requirements for them.
The selection steps are usually as follows:
1. selection of resumes;
2. telephone interview (having talked with the candidate by phone, you will be able to understand in general terms his level, his claims and, if they are right for you, invite him for an interview);
3. the actual interview;
4. tests for professional knowledge (you can give them directly at the interview);
5. final interview.
To set up interviews so that they could attend and the specialists from other departments (your business partners). So, make a decision, you will collectively and what can not be overlooked by one person, notice the other.
Ask youremployees to make a small test of vocational knowledge, or do it yourself. Those who are in work will require a foreign language, you must give the test and the foreign language. If you do own it, you can have a discussion in that language at the interview is such a test.
As a rule, people are divided into those who work better on results and on those who work better on the process. The first is very important for sales managers, lawyers specializing in litigation, managers on work with clients. Second — for accountants, analysts. Try to see during the interview as this candidate easier to work with. It may not be decisive, but very important criterion in the selection.
Try to recruitemployees about the same age category for similar positions, do not let a older person submit to a too young leader. Such unimportant things at first glance greatly influence the climate in the team.
Pay attention not only on professionalism, but also how much you would love to work with this employee. Even if the employee is very competent, but inspire distrust you, unpleasant, deny him, because otherwise you will be difficult to work with him. However, this matters only if the aversion is really strong, otherwise you can refuse useful for the company man.