Business leaders try to hire more reliable, professional and responsible employees, but, alas, this is not always possible. A bad employee for an employer means financial losses, a decrease in the company's prestige, a decrease in productivity, and many other negative consequences. If the firm organizes the right recruitment, all these problems can be avoided or at least reduced to a minimum.
Instructions
Step 1
First of all, you must understand who you want to see in the vacant position. List the requirements for candidates, such as higher education and work experience. This can include any personal characteristics, for example, purposefulness, activity (various certificates and letters of commendation, as well as characteristics from the previous place of work can tell about this). Fill out all the requirements on a piece of paper, so you will better orient yourself when interviewing a potential employee.
Step 2
Select from the staff those employees who will be able to evaluate the potential employee. For example, if you hire a painter, but you yourself do not understand at all in this area, invite a foreman for an interview, because only he will be able to assess the professional knowledge of the worker.
Step 3
Prepare an advertisement for the search for employees. Do not include all the requirements here, it will be enough to indicate the main criteria, for example, education, gender, etc. Be sure to include an email address or fax to accept your resume. So you will reduce the time for searching, because inviting everyone for an interview, you will waste a lot of time.
Step 4
Now you need to submit a prepared ad. If you want to see young employees, you can pay attention to the places where there are institutes that train specialists in this field. Place your ad not only on the street, but in the media, on the Internet. You can also notify your employees about an open vacancy, perhaps someone has an acquaintance who is just looking for a job.
Step 5
After you have started receiving resumes of potential employees, make a selection. That is, exclude those that are definitely not suitable. Set the day for the rest of the interview.
Step 6
During the interview, pay attention to the requirements that you put forward. If the person is as close as possible to them, assign a trial period and evaluate the work in action.
