How to recruit staff
The first step is planning and calculation needs in a new employee. Identify the real requirements for the job, as well as functions and tasks, which is supposed to be a new employee. Try to redistribute the functions between existing or potential employees that can effectively solve tasks. If such redistribution was ineffective, proceed to the next stage of selection of staff .
Regardless of which method you are going to submit information about the jobs, clearly specify how the requirements and possible limitations (age, gender, etc.). This will save you from communicating with initially unsuitable candidates.
Advertise in the media about the availability of vacancies in your company. In addition, you can send out requests to employment agencies, employment centers and so on.
Examine the CVs provided by the candidates. Pay attention to the following points: • Clear definition of the purpose of the device to work;
• Frequency of job changes;
• Positions held in previous firms;
• What are the functional duties of the applicant?
• Recommendations. In addition, you should pay attention to the overall construction of the resume, as well as the level of literacy.
Having studied the resume, select the candidates who interested you. Ask for recommendations from previous jobs of the selected candidates.
To obtain additional information will help well-written questionnaire. Basically the questions in these questionnaires is close to the issues addressed summary plus added questions, the answers to which are interested in a particular employer (the state of health, presence of additional specialties and knowledge, driving license, the attitude to overtime and business trips).
The next stage of selectionof staff is personal conversation. This does not necessarily adhere to the standard scheme. On the contrary, it is now very common practice of "stress" interviews, during which the applicant is specially embarrassing, all the time interrupting, asking "inconvenient" questions. This method allows you to immediately weed out people with low stress tolerance.
If the interview is not allowed to make a choice, you can resort to the testing of candidates, both psychological and socionic that allows you to determine the psychological compatibility of the candidate with potential colleagues.