How to find a specialist
Before you post a job, make the most detailed description of it. The candidate must represent what he has to do, who his employer is (at least in general terms: the size of the company, its affiliation, field of activity, etc.), on which he can count in exchange for his work. Pay less attention to the requirements for the candidate : what he should have work experience, education, what to know and be able to have, what professional and personal qualities to have. All this will not insure 100% of the appeals of obviously inappropriate candidates (after communicating with some of them, the impression remains that a person describes Ansii simply did not read). However, significantly narrow their range.
Practice shows that the abundance of feedback is guaranteed. At this stage, it will be necessary to select those that are of interest in the general stream (usually there are less) and to get in touch with their authors. the absence of a reason to wonder whether this is the applicant, which is needed).
You can offer a small test that gives an idea of professional skills. Although it is not uncommon for this stage to proceed already after the interview.
Another stage of the selection, pre-inviting an interview, can be a telephone interview. By calling the candidate you are interested in, you ask him a series of questions that allow you to evaluate certain professional and personal qualities. Depending on the answers and the applicant’s communication style, you can often decide whether to invite him for an interview or not.
Depending on the size and structure of the company, interviews can take place in different ways. In some, the head of the unit is responsible for the selection of personnel, and for higher positions - the organization. In other decisions are made at the level of service personnel, but may be approved by the future head of the applicant. It is not excluded that after the first interview the candidate candidate personnel directors can wait for personal meetings with the likely direct managers and other key figures of the organization.
So, all the stages of selection behind. Their total result should help you to opt for the candidate that you consider most appropriate. However, think about the reserve: in the first days of workspecialist. who has received a job offer, may find out that this is not the employee who is required. In this case, you will already have options for quick replacement of the applicants, who initially seemed less successful.