If you are faced with the need to hire new employees, you need to start by describing the qualifications assumed by the open position. These are the so-called "frames", they should be guided throughout the selection. According to these characteristics, both the development of an advertisement for the search for applicants and the assessment of candidates take place.
Necessary
- -Candidate;
- - Qualification characteristics;
- -Room;
- -Telephone.
Instructions
Step 1
Create and post advertisements for hiring new employees. When you receive feedback, start evaluating candidates by reviewing their resume. In addition to matching the level of education and previous experience, the applicant, who should be invited to the meeting, must have logic and accuracy. Both that, and another becomes noticeable already from the resume. If there are several spelling or punctuation errors in it, this indicates the applicant's negligence. Many of us are not 100 percent literate, but most at least check the typed texts using one of the computer editors. Another important aspect is adherence to the chronology and logic of presentation. If they are not met - most likely, the applicant did not try very hard, compiling a resume.
Step 2
Call a potential employee. Even from a short telephone conversation, certain conclusions can be drawn regarding the assessment of the candidate. What is his culture of speech? Does he construct sentences correctly? Does he stumble when trying to find the words? All this is an indicator of the general development of the applicant's personality. One of the important aspects that can prompt you to think is if the applicant did not agree with your proposed meeting time. Of course, he may have some business or other interviews, but this is an indicator that he is not so interested in your vacancy.
Step 3
Assess the candidate's appearance. In addition, as soon as he entered the office, record how he greeted, whether he smiled, whether he called you by name, whether he introduced himself. A person with a certain culture begins contact according to a clearly defined scenario, which is dictated by the ethics of business communication. Having started a conversation, you should not immediately wonder why the applicant left the previous job. Give him the opportunity to approach this topic without leading questions. If the need arises, adjust the course of the meeting. Of course, you don't have to be an outsider and passive observer of the interview. But it will be better if your active role is a little hidden.
Step 4
Start asking questions after you feel that the candidate has said a significant part of what they have prepared. As a rule, this takes about 3-4 minutes, and this part is in many ways a demonstration. The real interview starts right now. The structure of the further conversation should be prepared by you in advance and meet the tasks that dictate the qualification characteristics. Evaluate not only the verbal responses of the applicant, but also the non-verbal ones. As he says, sometimes he can show much more than what exactly. In your arsenal there should be case elements that will show how competent the applicant is in the professional part. It also makes sense to adopt the practice of projection interviews.
