Every organization needs frames.Of course, any manager dreams to job positions in the working team held skilled, executive employees and tidy.Selection of candidates for vacant positions - is not easy.From this event depends on the effectiveness of work of a particular sector of the company and the entire organization.The team must work as one.Each link - to fulfill clearly defined functions and not to crash.To organize such a coordinated work ability will help to choose a suitable candidate for the vacant position required.
Prepare for the interview
candidacy - it is the applicant who wants to get a job.The extent to which it is suitable for a particular organization, is able to solve the HR specialist or manager of the company itself.The decision can be taken after conducting interviews, which is a must and very informative event in the recruitment of personnel.
invitation for an interview is sent to all candidates with the designation of the date, time and place.Each applicant should prepare a questionnaire requirements and the job description.The interview must be made so that all the necessary information has been received.Candidacy - a worker of the future in the long term, so it is necessary to have a clear idea of the level of his professionalism, experience, personal qualities, and other important aspects.
Interviewing
At the beginning of the interview a representative of the applicant presents a basic summary information about the organization, voiced demands on the staff, especially the work of the company and the specifics of duties to be performed by the invitation.This is followed by a survey of the candidate of advance questions: what he can say about his previous work, why he has a need to find a new place.You should not ask questions that duplicate personal data.Candidacy - a person who will entrust certain kind of work, so the interview should give full necessary information about the reliability of the applicant, as far as it meets the set requirements.
Many employers prefer to reinforce oral interview screening test.For example, the translator with a foreign language should have a certain speed, the cashier must be able to quickly assume a mechanic - well-versed in the art.The candidacy must pass this test so that there was no doubt about the level of professionalism of the applicant.
Adoption candidates
Later, when all the guests were interviewed, made a comparative analysis of the results.
In this case, important are the following characteristics of the applicant:
- overall level of preparedness and training;
- work experience;
- skills and professional knowledge of the plan;
- personal characteristics;
- overall impression.
Good evaluate in points, it gives each applicant indicator of compliance.Guided by these moments, and comparing the performance of each person can make a definite decision.So says the candidacy for the post.If you like the applicant does not accept a job offer, the choice is made in favor of the candidate, as close as possible to it by typing in the interview points.
