Manager is a very broad concept, unfortunately. Managers are the names of both operators who take orders over the phone and salespeople, sales representatives, and department heads. Therefore, everyone who is not lazy will send a resume. It makes sense to place artificial restrictions on unwanted candidates.
Instructions
Step 1
Identify the key qualities of a manager. What is an "ideal manager" in your understanding? The longer and more specific the list is, the easier it will be to sift potential employees through it. Write everything that is important for successful work, down to the character of the candidate and the color of his shoes.
Step 2
Schedule an interview day. Although the initial selection of candidates is based on a resume, you can miss out on really good employees. This is because a resume is often formal. Often, candidates without work experience or without proper education turn out to be excellent managers, literally after a month or two of work. Sometimes it is better to hire such a promising employee than one who fits all formal parameters, but in reality turns out to be weak, and after the same month or two you have to change. Therefore, there is a different approach to selection and interviewing. A group of managers is invited at the same time. The interviewer then poses questions to them that may appear in real life work. Their task is to offer a solution or a way out of the situation. It remains only to observe who behaves how. Other tests can be thought of, depending on the core competencies required.
Step 3
Select the top 10 potential candidates. From all those present, mark those candidates that you liked the most. If you cannot complete step 2 in one run due to a large number of applicants, you can repeat it the required number of times. As a result, the superfluous will be eliminated, the most promising will remain.
Step 4
Conduct interviews. Now you can talk to the selected people separately.
