How to find a specialist
Before posting a vacancy, make as detailed a description as possible. The candidate must represent what he will do, who his employer is (at least in general terms: the size of the company, its affiliation, scope of activities, etc.), which he can expect in return for his work. Do not pay less attention to the requirements for the candidate : what he should have work experience, education, what to know and be able, what to have professional and personal qualities. All this does not insure 100% of the applications of deliberately unsuitable candidates (after communicating with some of them it remains the impression that the person description of the vaccine Anissia simply did not read). However, they will significantly narrow their circle.
Practice shows that the abundance of responses is guaranteed to you. At this stage it will be necessary to select in the general stream of the resume those that are of interest (they are usually much less) and get in touch with their authors. If the profession assumes the opportunity to show the goods to the person, ask the candidates for references to examples of works, portfolio if available absence is an occasion to ponder, whether that is the applicant who is needed).
You can also offer a small test, giving an idea of professional abilities. Though quite often to this stage they pass already after the interview.
Another stage of the selection, which precedes the invitation for an interview, can be a telephone interview. Calling a candidate of interest, you ask him a number of questions that allow you to evaluate those or other as professional and personal qualities. Depending on the answers and the manner of communication of the applicant, you can often make a decision, invite him to an interview or not.
Depending on the size and structure of the company, interviews can take place in different ways. In some cases, the head of the unit is engaged in selection of personnel, and organizations, to higher positions. Other decisions are made at the level of the personnel service, but may be approved by the prospective chief of the applicant. It is not excluded that after the first interview, the candidate's HR staff can wait for personal meetings with the likely immediate leaders and other key figures of the organization. During the interview, you are free to choose that scenario and the kind that best suits your goals and the specifics of the vacancy and industry.
So, all the stages of selection are over. Their total result should help you to choose the candidate that you deem most appropriate. However, think about the reserve: in the first days of workspecialist. who has received a job offer, can find out that this is still not the employee who is required. In this case, you will already have options for a quick replacement of applicants, which at first seemed less successful.