10 Tips for selecting the right people

Recruitment - it is one of the main responsibilities of HR-menedzherov.Pravilny choices can help increase productivity, profits and increase "fighting spirit" of employees.

The wrong choice usually affects the large staff turnover and lack of competence of the employees. If you choose the wrong person, then you would have to spend money on recruitment of new people. This can significantly increase the costs of any organization.

In this article we will look at some practical steps that will help you conduct interviews and select the best candidates. The recruitment process is not limited to the interview with all the candidates and selecting the most appropriate. This is a complex case and an interview - only one of its components.

Below are ten tips to help you make a better choice in the selection of personnel.

1. Be clear what you need

Should start with a detailed description of the job for which you are looking for a man. If you do not have the appropriate description, you are required to make a list of duties and requirements associated with it.

It is important to understand what is working. When you select a task - not only the personal qualities of the man who came for an interview, but the extent of its compliance with the vacancy.

Well-designed description to help you choose the right people.

2. Look for the best

Suitable person can be found through a friend, internet, referrals to other companies, recruitment agencies and creatives. Depending on the size of your company and of its needs, you can choose one or another type of search.

For many, the best way to find new employees are recommendations. This ensures that you find someone with experience without the high cost. However, the most popular way to find candidates remain ad. So you do not have to browse through hundreds of resumes, write clear and specific vacancy announcements. This not only will eliminate the extra people, but also will greatly facilitate your work.

3. Prepare for the interview

After selection of resume, you need to compare them with the job description, so again to weed out unwanted people. Look at your favorite resume again. Take notes if necessary.

Very good to prepare the questions you want to ask the candidates in advance. Ask questions relevant to the specific job, to verify that the applicants expertise.

Try not to talk to them about such things as race, age, social status, religious beliefs, nationality and so on. D. You can be rude. Pay particular attention to the personal qualities of the candidate, his experience, abilities and future plans.

Almost all candidates are familiar with the typical question asked in the interview:

 Why did you leave last job?

 Why are you interested in this job?

 What will you be doing in 5 years?

 What are your strengths and weaknesses?

 What do you like best on your last job?

 What most do not like?

Of course, they are very good, but you need to think about the issues to which the candidate will not be ready. For example, these:

Tell us about your best boss. Why do you think it best?

Tell us about your worst boss. Why do you feel it the worst?

What can the boss. to help you?

 How do you approach problem solving?

 Describe any conflict at work and how you resolved it.

 What would you have done your previous employer to be more successful?

 What skills would you like to find in the next year?

4. Create an appropriate atmosphere for the interview

For interviews find a quiet, secluded place. Set aside time when you will not be distracted. If you are distracted, you may seem rude to the candidate. In addition, it will prevent you from concentrating.

To you got the right impression about the candidate, must be the absence of any interference, and close contact. During the interview, the candidate may be nervous or feel uncomfortable. Your task is to help him feel at ease. To do this, you have to meet him, to introduce, offer tea or coffee, to be polite, and generally be very hospitable.

Good atmosphere for an interview will help you:

 obtain more adequate information about the candidate;

 get more natural responses;

 leave a good impression about the organization;

 attract more prospective employees.

5. clearly represents your task

While all seems so clear, you need to remember once again for an interview. Without going into detail, briefly tell us about the job and also how you conduct the interview. whether it is to sift Bude? Will the candidate to talk someone else? Will re-interview?

Also tell the candidate about the proposed duration of the interview and make sure that it does not affect his own plans.

Immediately tell him that all employment records will be checked. Also find out whether it is possible to contact his last employer.

6. Monitor the interview

You must use the correct method and ask intelligent questions to obtain necessary to make the right decision information. To do this, you need to follow the course of the interview, do not be distracted by secondary issues.

Keep an eye on the list of questions prepared, if needed. Do not make the usual mistake of interviewers: Do not talk too much. Listen more. Try to talk to the main candidates.

Find out more about the competence of the candidate (experience, education, abilities), its relation to the (enthusiasm, preferences, goals), the social values ​​(personal qualities, character). Get ready for a pause. Short breaks can provide additional information about the candidate. Too long a pause can be strange.

7. Listen and take notes

Your goal is to collect information about the candidate, which is associated with the work. To do this, you need to carefully listen to what he says. If you pay attention to all the other party, it will feel more confident in dealing with you.

Write down some important points. You can use these records, upon closer examination of candidates after the interview. You can also write down questions that arose during the interview.

Advance tell the other party that you are going to do the record. Write quickly and concisely, so as not to distract the candidate.

8. Answer questions

Let the candidate ask questions about the job or company. Intelligent questions can give you a greater understanding of his thinking. Be prepared to answer tough questions, such as:

 How encouraged perfect job?

 What is the system of values ​​and of etiquette?

 What career opportunities are in the company?

 How stable is the company's position in the market?

9. Provide the necessary information at the end of the interview

Detailed account of the job best left to the end of the interview. Then it is better to talk about the company culture, employee engagement, and the requirements for them. If you say this before, it will help the candidate to choose the appropriate answers to your questions.

Talk about the company and job truth. If you have any negative points, talk about them. Potential employees need a good understanding of what they are dealing with and what they can expect from future work.

Talk about salary schedules and benefits provided by the company. Tell us about the next stage of the hiring process. Finish by thanking the candidate for his attention to the company.

10. Evaluate the candidate

Take some time after the interview, to collect my thoughts and to evaluate the candidate. To do this, you may need to refer to the records that you did during the interview.

Try not to refer to the candidate discriminated against. Focus on the essential requirements for this job. Based on past experience of the candidate, assess how well it is suitable for this work. Be prepared to argue your assessment.

Here are the three most important issues that you need to remember to pick the right person:

 Does the candidate do the job?

 Does it work?

 How flexible is the candidate, when he starts to work?

Selection of the best employees can be a decisive factor for the continuation of effective work of the company.

Employees - a guarantee of success. It is a treasure that must be diligently seek and strongly protected.