How to evaluate the applicant
Carefully select the summary before the interview. Do not waste time on people who don't meet all your requirements. Consider the following information about the applicant: age, presence of children, education, experience, willingness to travel (if the vacancy involves them), knowledge of PC and so on. Otzivite from those who you do not fit even one item.
We will invite suitable applicants for interview. Pay attention to the punctuality of the candidates. If the person is delayed, it is likely that it will be constantly late for work. Of course, such employees are not needed.
Look at how the applicant looks. Do not hire people who look vulgar or untidy. This is very important for the whole team. Because of an unpleasant colleague, valuable employees can quit.
Let's see how people are looking at external options. You should not take for work of people whose data can interfere with the performance of their duties. For example, the PC operator can't have long nails. This will impair its performance.
Learn the basics of nonverbal communication and apply them to interviews. If the applicant when answering questions constantly concerns the head, then it is a sure sign that he was lying. The information he talks about himself, do not believe.
Check out the professional skills, if possible. In summary, you can specify a lot of information, but not the fact that it would be the actual skills of the candidate. Should trust only what you see in reality.
Create a situation that will be similar to working, to test the skills of the candidate. Of course, applicants do not have to know about the upcoming test. For example, if you take on a job of an accountant, even during the interview will go any employee and asks you a question on accounting. Well and you in turn forward the task to the applicant.
Do not ask provocative questions. Do not ask a man about his negative sides of the character, for example. It is unlikely that you will get a truthful answer. Don't ask questions about why he chose your company. It's obvious. People looking for a job, and your job just suited him. Always communicate on the merits. Ask questions about his experience, practice. Then you will have more opportunities to evaluate applicant .