How to evaluate the level
HR managers, especially in small companies have to hire workers from all fields — from law to IT. Of course, the most qualified Manager it is sometimes difficult to see and assess the level of employee. Therefore, interviews with specialists is to attract the employees of the company who are well-versed in the area in which the vacancy was created. As a rule, does not require that these workers were always present at interviews, but they should come at least 5-10 minutes to ask the applicant questions in the specialty.
If, for whatever reasons, impossible to bring to the interview the employee, well versed in the field, where the job, should ask the applicant to perform tests in the specialty. It can perform them on the spot, and, depending on their complexity. Such tests can check later other workers or management.
High level theoretical knowledge in their field is very important, but it does not always indicate that the employee will work successfully in your company. The reasons for this are many: lack of experience and inability to apply knowledge in practice, lack traits needed to perform a specific job (for example, the lack of care for accountants), and finally, inability to work in a team. If the first of these (no experience) easy to see, all to reveal all the rest will help of psychological tests, business games, recommendations from previous employers. Of course, not every company is able to arrange multi-stage interview with applicants, including testing, solution business case, etc. But the HR Manager should always be "emergency" assessment methods used in case of doubt. For example, if you selected three candidates, but can't decide which one is more on the personal qualities, conduct the common interview and will see how they interact.
Some companies use stress interviews to assess the level of applicants. This method is quite controversial and may even scare away from the company of some very successful candidates, however, when hiring for certain types of work (sales Manager, Manager, call center, etc.) stress interviews can be very useful, as it will immediately show how the applicant will be able to Express themselves, to apply their knowledge and skills in unusual situations. Methods of conducting stress interviews many, their choice will depend on the actual hiring Manager. It can be an interview in the wrong place (in the stairwell, at the front Desk), the manifestation of some unfriendliness towards the applicant, etc.