Tip 1: How to gain experience
Determine what you want. Forget now that you do not have the rightexperience or education. Just dream - where and who would you like to work? Right now, make a decision. Even if you are not sure exactly in your choice, you still need to stop at something, otherwise you can doubt for years.
Go to work in the chosen sphere. If you know exactly what you want to be, but you are not taken because of a lack ofexperience. ask for practice. Go to someone in the apprentice. If necessary, work for free, but ask for a recommendation. If there is no free work, then just settle in a good company. Even if you are taken as a janitor, agree. In respectable companies, new directions are periodically opened, people are always needed. If you are good at recommending yourself as a responsible, disciplined employee (if you are not late for work), you will be given the opportunity to prove yourself and get a promotion.
Work in one organization for at least a year. Firstly, the year of work is already an experience. Secondly, during this time, 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 work and look into other departments of the company. Provide people with services, help in something. There will be a vacancy - they will remember you.
Take trainings and seminars. While you will work and get first experience, do self-education. Read more books. Go to trainings, get more different certificates. And do not forget to share this news with the HR department and other employees. Let them know that you do not intend to stay long in a low position.
Achieve the promotion. Do not be shy - ask if you will have such an opportunity. What do you need to do for this? Treat possible options with joy and enthusiasm. Even if this is a small increase, consider it as a next step up.
Despite the fact that every year many universities produce graduated managers-specialists in the service sector, the problem with recruitingof staff is still very acute. There are several reasons for this: the lack of educational and methodological literature, practical experience of the teaching staff and the elementary reluctance of graduates to start small. It is also difficult to recruit an average, "operative" staff, directly working with customers and customers.
If you open a new business or expand the old one, you will have the task of recruiting staff. Begin its decision with the announcement. Strangely enough, until now the most effective way to announce the recruitment of personnel are printed publications, such as "From hand to hand" or "With a light hand." Do not publish your ads in a row, the publications will be more effective with a break in a week or two. Select candidates by the multistage selection method.
Try to recruit personnel, personally talk with each applicant or entrust the interview to his deputy. This is especially justified if the enterprise is small. 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 came not for a month or two. Experience and experience here do not play a significant role - any person can be taught, it would be his desire. If it is pleasant to communicate with a person - do not hesitate.
The second step in selecting personnel will be meeting with those who already work for you. If the team is small, then the communicative skills for the applicant are very important. Future colleagues will be able to assess and other qualities of the candidate: the ability to respond correctly in force majeure and contingency situations, maintain professional restraint 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 groups.
Before you arrange a person for a probationary period, meet with him again, honestly tell about the difficulties that await him, and the requirements that you make to the staff working in your company. If everything that you said suits the candidate, then arrange it on probation, during which he will have the opportunity to demonstrate his professional and personal qualities, ability and desire to learn.
Even if the selected candidate has no experience, you should understand that it is possible to prepare "operative" personnel on the spot for a month. This applies to the computer programs used in the work, and the work itself. Increase the motivation of the staff, and you and your team will be pleased with each other.