How to hire employees - tips for beginners

    When selecting staff, pay attention to performance .

    Before starting to review the resume and the initial selection of the candidate it’s not bad to formulate the goals and objectives that the new employee will face. And it’s better if it’s not some blurry indicators and work, but a clear articulated “tomorrow’s task”.

    In addition, if a new employee has to become part of an already close-knit team, it is good to immediately determine the general human qualities that will help him quickly integrate into the work environment of the company and efficiently complete the tasks. If you want to hire a freelance employee, take this no less responsibly, as a person will have to work and perform tasks efficiently at a distance, and this is sometimes even more difficult than an office colleague.

    1. Cursory review of resumes
    This is the first and, as it may mistakenly seem, the easiest stage of staff recruitment. At this stage, attention should be paid to how competently, structured, and exhaustive the applicant described himself in the resume. Be sure to indicate the education and experience of the previous work.
    Many recruiters insist that the resume should fit on one, maximum two sheets and be quickly taken by the busy leader - after a quick look for 2-3 minutes, you can say - we look further or refuse the candidacy.

    2. Mandatory fields in the resume
    General data - last name, first name, age, contact information. In addition, education and work experience, as well as at the request of the applicant, special courses, trainings, achievements, awards may be indicated. Please note, people in creative professions, for example, such as designers, can provide a fairly short summary, but at the same time they must accompany it with an exhaustive portfolio. It’s great if it will be provided as a separate file with explanations and worse if it just sends a list of links where you can see the work.

    3. CV selection factors
    The first, but not the main one, is the age of the employee. The age of the applicant for a new position should not exceed the average age of the team in which he will have to work. Here an exception can only be for high leadership positions that require diverse and solid work experience.

    Second, pay attention to whether the vacancy matches the candidate’s education and work experience.
    Third, this is the correspondence of the vacancy position. It is important to take into account previous work experience, it is possible that the candidate simply “grew up” from a previous position and is therefore looking for a new job.

    In addition, there is an opinion that a person who often changes jobs (once or twice a half a year) will not stay with you for a long time, and it will be difficult for an applicant who has worked at a previous workplace for more than five years to adapt to the new conditions.

    4. Interview When
    inviting a person for an interview, pay attention to how punctual he is. We meet - by the result. After a general acquaintance, go to professional questions. It is better to prepare two blocks of questions - on the effectiveness of previous work. Try to find out if a person is able to evaluate the results of his activities and what is the real productivity of your candidate. Ask as many questions as possible about the results achieved.

    If your interlocutor can easily formulate a quantitative and qualitative result of his work at previous places of work, then most likely you are dealing with a responsible employee who can become part of the team. Such a candidate will not go to work for show, will be able to clearly formulate a task for himself based on the general concept of the plan, fulfill it and take an interest in the effectiveness of the work.

    Next, go to questions about daily professional activities. Let the applicant describe the usual working day, what kind of people he prefers to work with, the ideal qualities of employees, colleagues, working situations that he remembered and in what conditions he could not work categorically. Relate the responses to your company’s activities. Then, as a rule, there follows a block of questions about wages, a description of working conditions, and professional nuances.

    5. General rules for an interview
    Listen carefully to your interlocutor, show interest in the conversation, communicate politely and respectfully. Try not to deviate from the course of the interview on extraneous topics, although discharge is sometimes necessary. Immediately warn the candidate about the number of interviews or about test tasks, if any.

    Do not conduct an interview for less than five minutes - if it immediately became clear that the applicant is not suitable, go to the block of questions and professional activities, but limit yourself to 3-4 questions. Take time to notify the candidate of the outcome of the meeting, even if the answer is no.

    Be selective in the selection of staff, because this is your team and your result!

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