Often, the employer decides to hire not an outside specialist for a vacant leadership position, but a person from his work collective. Indeed, such a choice has various positive aspects, for example, a person going for a promotion already knows the specifics of working in an organization. But how to choose the best from several applicants from lower positions?
Instructions
Step 1
Examine the personal files of employees whom you consider suitable for the position. Pay attention to their length of work in the company, the level of professional training - the availability of diplomas of professional education and completion of refresher courses. The most preferable option may be an employee who has worked in the enterprise long enough to understand its specifics.
Step 2
If there are a lot of candidates, hold an internal competition for the position. To do this, together with an employee of the personnel department, develop selection criteria - professional results, the minimum period of work in the company, the necessary personal qualities. Also write a candidate questionnaire, which should include a motivation section. In such a section, each participant in the competition for filling a vacancy will have to explain why he wants to take the vacant position and what knowledge and skills he has for this.
Step 3
Analyze the questionnaires you received. In addition to this information, you can take into account the results of professional tests, if any, in your organization.
Step 4
Be sure to talk to the selected candidate in person. He must show not only the ability to fulfill his immediate duties, but also the qualities of a leader that will be needed in his new position. After all, a situation may arise that a good specialist does not become a good manager.
Step 5
If you are selecting the best employee not for promotion, but, for example, to reward his efforts, then you need to pay attention to several other parameters. And in this case, the most important thing is not the personal qualities of the candidate, but the quantitative and qualitative results of his work. If necessary, his ability to work in a team can also be assessed, if the results of work directly depend on this.
