New department heads and entrepreneurs often have to recruit employees for their department or business. Without experience, it is not always possible to figure out what a particular specialist is and how useful he will be to you. Consider a few rules that can greatly facilitate this task for you.
Instructions
Step 1
First, decide what kind of employees you need, how many of them you need and which of them will perform certain functions. Thus, you will determine the requirements for future employees. After that, you will be able to view the resumes of only those people you really need, without wasting your time on resumes and interviews with inappropriate candidates. The “look at a person and then we’ll decide” approach will not be effective, since it will take a lot of time. If you have very little time to select employees, then you can entrust the preliminary selection of resumes to your assistants, having familiarized them with the requirements for them.
Step 2
The selection stages are usually as follows:
1. selection of CVs;
2. telephone interview (after talking with the candidate on the phone, you will be able to understand in general terms his level, aspirations and, if you are satisfied with such, invite him for an interview);
3. the actual interview;
4. tests for professional knowledge (you can give them right at the interview);
5. final interview.
Step 3
It is best to schedule interviews so that specialists from other departments (your business partners) can also attend. Thus, you will make a decision collectively, and what one person may not notice will be noticed by another.
Step 4
Ask your employees to write small proficiency tests or do it yourself. Those who need a foreign language in their work must also be given a test for proficiency in a foreign language. If you own it yourself, you can arrange a discussion in this language at an interview instead of such a test.
Step 5
As a rule, people are divided into those who work better for the result and those who work better for the process. The first is very important for sales managers, litigation lawyers, account managers. The second is for accountants and analysts. Try to see during the interview how it is easier for this candidate to work. This may not be a decisive, but very important criterion in the selection.
Step 6
Try to recruit employees of about the same age category for similar positions, do not allow an older one to report to a too young leader. Such seemingly unimportant things greatly affect the climate in the team.
Step 7
Pay attention not only to professionalism, but also to how pleasant it would be for you to work with this employee. Even if the employee is very competent, but inspires you with distrust, is unpleasant, refuse him, because otherwise it will be difficult for you to work with him. However, this only matters if the dislike is really strong, otherwise you can refuse a useful company to a person.
