Finding a good administrator is a challenge for many store owners. Luring from another enterprise is a good option, but it is better not to do it. Experience is always good, but rebuilding a person for yourself is not so easy. In this case, it is better to resort to an independent search.
Necessary
- - recruiting agency;
- - a computer with the Internet.
Instructions
Step 1
As you know, the store administrator must be aware of everything that happens in the enterprise. He must have such qualities as versatility and mobility, sociability and excellent telephone communication skills. In addition, he must maintain documentation, so additional skills in working with information will be required (be able to analyze and compare data). Also, the duties of the administrator include various monetary transactions - settlements with suppliers, ordering new goods. This will require responsibility. Leadership qualities and a quick finding of a common language with people (sellers, commodity experts) are also required.
Step 2
So, start searching. Contact a recruiting agency. Here you will find several candidates that are optimal for your requirements (for example, based on the data on the resume, previous work experience, etc.).
Step 3
Select potential administrators, invite for an interview, chat with them. Ask for recommendations from previous jobs, find out the reason for the dismissal (if the person was fired).
Step 4
If possible, talk to the former boss of the business where the candidate worked for the vacant position in your store.
Step 5
Offer your potential employee a probationary period. If within two to four weeks everything suits you and does not cause any complaints, feel free to take such an employee.
Step 6
Go to specialized sites on the Internet. There, too, you can find a good employee with experience, only not through intermediaries, but directly. Place your ad, specify the conditions of work, responsibilities and salary (often this is the defining indicator for the applicant). Be sure to include your email address and the nature of the information you would like to know (for example, ask for a resume). Then proceed according to the usual scheme - select candidates, schedule an interview, make an appointment.
