Even at multi-stage interviews, it is not easy to assess the level of a potential employee: firstly, a personnel manager is not always competent in the area in which a vacancy has opened, and secondly, solid theoretical knowledge is not always an indicator of future successful work. When looking for employees, there are several guidelines to follow to help reduce the risk of hiring an incompetent employee.
Instructions
Step 1
HR managers, especially in small companies, have to deal with hiring employees from all areas - from law to IT. Of course, it is sometimes difficult for the most qualified manager to see and assess the level of the employee. Therefore, it is worth attracting employees of the company who are well versed in the field in which the vacancy has opened for interviews with narrow specialists. As a rule, such workers are not required to always be present at interviews, but they should come in for at least 5-10 minutes to ask the applicant questions about their specialty.
Step 2
If, for one reason or another, it is impossible to attract an employee who is well versed in the field in which the vacancy is open for an interview, it is worth offering the applicant to perform tests in the specialty. He can perform them both on site and at home - depending on their complexity. Such tests can later be reviewed by other employees or management.
Step 3
A high level of theoretical knowledge in your field is very important, but it does not always mean that an employee will work successfully in your company. There are many reasons for this: lack of proper work experience and inability to apply knowledge in practice, lack of character traits necessary to perform a certain job (for example, lack of attentiveness for an accountant), and finally, inability to work in a team. If the first of the above (lack of experience) is easy to see, then psychological tests, business games, recommendations from previous jobs will help to reveal everything else. Of course, not every company is capable of arranging multi-stage interviews with applicants, including testing, solving business cases, etc. However, the HR manager should always have “emergency” assessment methods to apply when in doubt. For example, if you have selected three applicants, but cannot decide which one is more suitable for personal qualities, conduct a general interview with them and see how they interact with each other.
Step 4
Some companies use stressful interviews to assess the level of job seekers. This method is controversial and may even scare off some very successful job seekers from the company, but when hiring for certain types of work (sales manager, call center manager, etc.), a stressful interview can be very useful, as it will immediately show how the applicant will be able to prove himself, apply his knowledge and skills in a non-standard situation. There are many ways to conduct stressful interviews, the choice of which depends on the individual HR manager. This can be conducting an interview in an inappropriate place (on the staircase, at the reception), showing some unfriendliness towards the applicant, etc.
