Finding the right employee is best done using a set of measures: posting vacancy announcements on job search sites and industry resources, in professional social networking communities, and in the relevant sections of the print media. In parallel, it will be useful to use personal contacts: ask for assistance from colleagues, friends and acquaintances.
Necessary
- - computer with Internet access;
- - print media, which have sections on employment;
- - Email;
- - telephone.
Instructions
Step 1
Before posting a vacancy, please describe it as detailed as possible. The candidate must have an idea of what he will be doing, who his employer is (at least in general terms: the size of the company, its affiliation, the field of activity, etc.), what he can count on in exchange for his work. Pay no less attention to the requirements for the candidate.: what kind of work experience, education he should have, what to know and be able to, what professional and personal qualities he should have. All this does not insure 100% of the appeals of obviously inappropriate candidates (after talking with some of them, the impression is left that the job description is simply not read). However, it will significantly narrow their circle.
Step 2
Practice shows that you are guaranteed an abundance of responses. At this stage, it will be necessary to select in the general flow of resumes those that are of interest (there are usually much less of them) and get in touch with their authors. If the profession involves the ability to show a product by a person, ask candidates for links to examples of work, a portfolio, if available (the absence is already a reason to think whether this is the applicant who is needed).
You can also offer a small test that gives an idea of professional abilities. Although they often go to this stage after the interview.
Step 3
Another stage of selection, prior to the invitation for an interview, can be a telephone interview. Calling the candidate you are interested in, you ask him a number of questions that allow you to evaluate certain professional and personal qualities. Depending on the answers and manner of communication of the applicant, you can often decide whether to invite him for an interview or not.
Step 4
Depending on the size and structure of the company, interviews can take place in different ways. In some, the head of the department is engaged in the selection of personnel, and for higher positions - the organization. In other cases, decisions are made at the level of the personnel service, but can be approved by the future chief of the applicant. It is possible that after the first interview, the candidate's personnel officers may have face-to-face meetings with potential immediate managers and other key figures of the organization. During the interview, you are free to choose the scenario and type that best suits your goals and the specifics of the vacancy and industry.
Step 5
So, all the stages of selection are over. Their combined result should help you choose the candidate that you deem most suitable. However, think about the reserve: in the early days of the work of a specialist who received a job offer, he may find out that this is still not the employee who is required. In this case, you will already have options for quick replacement from applicants who initially seemed less successful.
