Tip 1: How to find a good manager
In fact, the word "Manager" has become a household name, the concept of which often invested performed by employee function. Therefore, the areas of interest of different specialists may be quite wide: from direct participation in the process to control all activities of the company. Accordingly, their objectives, responsibilities, motivating factors will be significantly different. Before the recruitment campaign it is necessary to determine the employee's place in a hierarchical chain of the organization because the search algorithm manager on sales and top-manager will be different.
The easiest way to get a good onemanager any level – to lure him from the competition. This is the most rational approach which promises success only if you will be able to offer specialist attractive working conditions. By the way, they can expressed not only in higher income, but also confer additional powers or, for example, to obtain privileges in terms of discounts on products of the company. However, to invite the employee, and thus, if you have noticed him for a long time and his work you as the employer are completely satisfied.
In other cases, you will have to search for an employee using ads. If possible, use as many sites as possible in online and offline spaces. There is a case in statistics: for example, of 100 applicants for the postmanager on sales, according to rough estimates, it remains to work alone. To find a worthy top-manager. will have to view a lot more candidates.
Avoid stereotypes: a good specialist may not have higher education, work experience, and be under 23 years and over 40. And this is understandable: the "crust" is not correlated with the way of thinking, and most competent managers are already "aged". Experience also has a downside: if the relationship with a particular customer once ended on a negative note, then any attempt to convince manager again begin a dialogue with him will fail, despite the prospect of the deal.
Invite selected applicants for an interview. It is advisable to split it into two phases and involve several employees of the company: recruiters and managers of different directions. It is important that the final word belonged not to the immediate supervisor, who will oversee the work manager. but to a person who is at least one level of a hierarchical ladder. This will exclude the screening out of strong candidates, who can make a good competition to their leaders.