How to choose a worthy candidate for the post of chief
How to conduct an interview with a candidate
To choose a candidate for a leadership position is difficult because people applying for managerial positions and have experience in recruitment of employees, they are erudite and have an excellent understanding of how to behave at the interview to make a good impression and show yourself a good professional. To determine the sincerity and truthfulness of the candidate, use of psychological skills. Neurolinguistic propose to evaluate the truthfulness of the words of the other person's movement of his eyes. They distinguish seven possible directions of eye movements, for example, if it moves up and to the left – the interviewer comes up with something that was not.
Your task is to avoid the influence of effects of perception on their impression about the candidate. You should not blind the eyes even those positions that he previously held, neither the acquaintance, to which he can refer. Try to evaluate it, not referring to any particular type, and not ascribing to him the characteristic qualities of people of this type, and avoid projecting onto him your own thoughts and feelings. However, if you are the head of the company, Department, or HR Executive, you will naturally look for a man with such skills and attitude to work as you are. In this case, the principle of selection error will not.
What to look for
During the interview you need to figure out how the stated gains are real merit of the candidate. One of the ways to do this is to conduct a situational interview and ask him to clarify what major projects and how he has ruled, ask specific questions – how many people participated, what kind of work they performed, what results were achieved. For concreteness and completeness of the responses it can be concluded about the real contribution of the candidate as a leader. When you interview, try to ask the most specific questions at a fast pace to get spontaneous answers, which will be the most truthful.
When choosing a candidate for leadership positions, you cannot rely on the results of the interview and their own intuition. Ask him to provide references from former employers, study summary – not too often he changed jobs. If this trend is worth considering. Another objective criterion for selection of vocational tests, and they do not neglect to choose a really worthy candidate for the position of the head.