Tip 1: How to gain experience
Determine what you want. Forget now that you don't have the right one.of experience or education. Just dream - where and by whom would you like to work? Make a decision right now. Even if you are not sure about your choice, you still need to stop at something, otherwise you can doubt it for years.
Go to work in the chosen field. If you know exactly who you want to be, but you are not taken because of lackof experience. ask for practice. Go to someone as an apprentice. If necessary, work for free, but ask for a recommendation. If there is no possibility to work for free, then just settle in a good company. Even if you take a janitor, agree. In respectable firms, new directions are periodically opened, people are always needed. If you show yourself well as a responsible, disciplined employee (if you are not late for work), you will be given the opportunity to prove yourself and get promoted.
Work in one organization for at least a year. First, the year of work is already experience. Secondly, during this period, try to communicate with employees of the company. Ask more questions. Make friends with the personnel department. Make it clear that you are a young and very promising comrade. Be energetic. Quickly do your job and look in other departments of the company. Provide services to people, help with something. There will be a vacancy - they will remember you.
Go through trainings and seminars. While you will work and receive the first experience, be engaged in self-education. Read more books. Go to trainings, get more different certificates. And do not forget to share this news with the personnel department and other employees. Let them know that you do not intend to stay long in a low position.
Get a boost. Feel free to ask if you will have such an opportunity. What do you need to do? Treat the options with joy and enthusiasm. Even if it is a slight increase, consider it as another step up.
Despite the fact that every year, many universities produce graduate managers, specialists in the service sector, the problem with recruitmentstaff It is still very sharp. There are several reasons for this: the lack of educational and methodical literature, practical experience of the teaching staff and the elementary unwillingness of graduates to start small. It is also difficult to recruit and medium, “operational” personnel directly working with customers and clients.
If you open a new business or expand an old one, you will face the task of recruiting staff. Begin its solution by submitting an ad. Oddly enough, still the most effective way to announce the recruitment of staff are printed publications, such as "From hand to hand" or "With a light hand." Do not publish your ads in a row, publications with a break of a week or two will be more effective. Select candidates by multi-stage selection.
Try, recruiting staff, personally talk with each applicant or entrust the interview to his deputy. This is especially justified if you have a small company. Since you are an entrepreneur, you already have experience with people. Believe your intuition and take people who you liked at first sight, especially those who are motivated to work in this industry and did not come for a month or two. Experience and experience here do not play a significant role - any person can be taught, he would have the desire. If it is pleasant to communicate with a person, do not hesitate.
The second stage of staff selection will be a meeting with those who already work for you. If the team is small, the communication skills for the applicant are very important. Future colleagues will be able to evaluate other qualities of the candidate: the ability to properly respond in force majeure and abnormal situations, maintain professional endurance and sense of humor. In addition, it is important that the person was ready at any time to replace the absent colleague and was ready to learn related specialties, which is important in small teams.
Before you register a person for a trial period, meet with him again, honestly tell about the difficulties that await him, and the requirements that you make to the staff working at your enterprise. If everything you said suits the candidate, then arrange him for a trial period during which he will have the opportunity to demonstrate his professional and personal qualities, ability and willingness to learn.
Even if the selected candidate has no experience, you should understand that it is possible to prepare “operational” personnel on site within a month. This also applies to computer programs used in the work, and the work itself. Increase staff motivation, and you and your team will be happy with each other.