Employment is an important stage in lifefor any person. This is the moment when you start doing something responsible, bringing public benefits, taking the initiative to organize your destiny, your working day.
For the employer the device of the next employee- this is also a certain significant moment, which significantly affects his company and his business as a whole. After all, if you make a mistake at this stage, you can cause serious consequences for the whole business. That is why, as we all know, if an employee is required for any significant vacancy, they will talk with him, they will test and check him to determine if he really is suitable.
It is this article that will be devoted to thisissue - the selection of personnel, their verification. We will describe what includes the process of finding employees and how to deal with it. Also, attention will be paid to some key points about which every employer must remember. In addition to the general, specific recommendations will be given on what to do and how to behave with the employee. In particular, it will discuss what questions to ask during the interview to the candidate and how to evaluate the answers received in the course of this.
Each company needs staff who willto carry out its maintenance and perform the tasks arising during the work. Therefore, recruitment is a normal process that is inevitable in any field of activity.
The task facing the leader every time,when he is looking for cadres, is finding the most suitable employee for any vacancy, who could best cope with the tasks assigned. And in fact, employers are guided by their own ideas when selecting candidates for a position. Although this is not entirely correct.
The best example of what an employer is like livinga person can also do wrong and look for the "wrong" worker, is the following illustration. Imagine that the company is looking for an employee for a certain vacancy. The person who comes to the head does not like him, although he can ideally cope with the tasks set.
The second applicant, his competitor, seemsthe employer is more attractive from the point of view of human qualities, but at the same time has a lower qualification and, possibly, will be less able to cope with his work. Who do you think will be taken to this position?
Correctly, such search of employees will end with that,that a less competent employee will work. And, unfortunately, nothing can be done about it - the human factor plays an important role in the selection process.
This example, of course, illustrates the situation inwhich the employer does not do right, both from the point of view of his business and from the position of some kind of conditional justice. Therefore, we urge you to abandon such a model of assessing people. The main thing in your employee is not that he likes you or that he somehow treats you especially, but how qualitatively he is ready to cope with work. In order to somehow help employers make a choice, we present you the selection mechanisms in this article.
In fact, there is nothing better than two forms of selection -interview and testing - (to find employees in their company) have not yet come up. These are universal tools with which you can get acquainted with the candidate, find out his personal and business qualities, check his skills. Just such a form as testing candidates is not appropriate in all cases, because not all positions require some practical skills.
Sometimes the duties of an employee includesomething more than a set of practical knowledge. Or, on the contrary, there are situations when the selection of personnel can not be carried out solely on tests on this or that subject. Everything depends on the specification of the work, what sphere of activity we are talking about.
Therefore, they came up with an interview as complementary(or as a single) tool for finding professionals for certain vacancies. With the help of a simple conversation, the employer understands whether a real candidate for the position is sitting before him, ready to start working and to deal with it qualitatively, or this person is not competent enough.
In order for a conversation with a potentialthe employee was successful, it is necessary to know what questions to ask during the interview to the candidate. Only in this case the head of the company will be able to compile an approximate picture of who in front of him and what goals this person is moving. Therefore, we recommend that you work out for yourself the evaluation mechanism, come up with questions that will allow you to find out some information about a person.
To do this, we'll write down what they ask in the interview, and you will analyze this information and decide on yourself how to build a conversation with your next applicant.
In general, we all know roughly whatquestions to ask in an interview for a candidate. Ask any person about this, and he, without hesitation, will answer that these are questions about your hobbies, about your past work, about some personal qualities, about mistakes made and about achievements in life.
In fact, all these questions are typicaland the most common, they are asked always and everywhere. They help to establish the necessary minimum about your job candidate, which will make it possible to understand whether it is worth talking to him further. And most often this set is supplemented by some non-standard questions, something more original. At the very least, a proper interview should combine both of these kinds.
Among the most non-standard ones are suchquestions like: "Why are you an inadequate person?", "What animal are you?", "Why are you you?" and so on. It is not difficult to come up with such "tricks", in fact, you can ask any nonsense, your goal (as an employer who asks this) is not to find out what kind of animal is before you. It is necessary to understand how an employee reacts to an unconventional situation for himself and how easily it comes out of it, how he solves the existing problem.
Naturally, speaking about what questions to askon the interview to the candidate, do not forget about the professional qualities (if the post, of course, requires some special knowledge and skills that do not empower everyone).
In addition to clarifying what was working with and where beforethis employee, what problems he was solving and with what tasks he coped, it is also important to ask something from the professional sphere. Of course, the nature of this part of the interview depends on what kind of sphere of activity we can talk about.
There is also another classification of whatask at the interview. These are questions relating to certain characteristics of the psychology of the employee. For example, allowing to establish his motivation, self-confidence, experience, ability to solve conflicts and so on.
Rather, these issues can be attributed to the describedabove "typical", because any example of an interview that you can meet, somehow uses them. Now we also give a series of approximate options on how you can ask them and what you should be guided by when you get answers to them.
Most often the employer is interested in what drivesemployee: the desire to work in a particular company, the need to earn money or the opportunity to work in an interesting area for him. This is the initial idea of a person about work, the factor that will determine the quality of his work and what kind of results this employee will be able to achieve. In order to test the real motives of a person, ask him about why you need to work, why he works, why he came to your company, what he expects from you and so on.
Naturally, you should be prepared for the fact thatthe applicant will respond in such a way that you hear from him what you want. Therefore, psychologists recommend asking questions several times cyclically to confuse the interlocutor and not give him the opportunity to think in advance what he will say. If what he said is untrue, you will quickly reveal it through inconsistencies that "surfaced" in a conversation.
It is important not to miss the opportunity to askthe competitor is something personal, so you will find out what kind of person is sitting in front of you. In this case, you also need questions about a hobby, or something like "tell me about yourself," or "how do you spend your time?". In most cases, first of all the competitor will begin to describe what he does more often, and what he pays more time and attention. So you can understand his priorities in life and actually what he lives and is interested in.
An important question that also does not followmiss, is a question about the expected level of wages. It is necessary to ask how much the employee would like to receive, what level of wages he considers a "ceiling" in his field, to what level he would like to come in 5-10 years, and so on.
It is important to understand how this person relates tomoney and what expects from his profession in general, and from your company in particular. So you orient to the approximate requests of this particular employee and you will be able to understand how they are able to provide them and how much they correspond to what is desired in terms of their professional capabilities and business qualities. Ask, without embarrassment, about how much he was paid at the previous job and other "awkward" questions about money and income.
Do not forget to find out the self-esteem of the person whocame to you, his attitude to his achievements and the results of his work. Best in this will help matters such as: "What did you do in your last job?", "What are you proud of in the professional sphere of your life?", "Call the greatest success of your career" and so on. So you will understand what is the value of a person, what are his ideals in work, what he strives for.
Always pay attention to how it reactsemployee for all your questions. And the most interesting, in this regard, reaction for you will be one that comes to your most strange and most unexpected questions. After all, you as an employer should know that at first all people behave identically in interviews. They are nervous, try to show themselves from the most advantageous side, try to seem better to please you and get a vacancy for your dream.
Only gradually they cease to worry andbegin to speak more beautifully and harmoniously. Your task is to get them out of this balance and make them start getting nervous, irritated, even angry with you. Only this way, by provoking a person, you will find out what he thinks in reality and what he is ready for in a real life situation. It is obvious that in real life we are all different, and it depends on how such an employee behaves in these "combat" conditions, depends on his success at work and, consequently, how useful for your company he turns out to be.
Combine different kinds of questions, tryTo confuse and confuse the interlocutor. At the same time, with the help of your questions, try to cover the widest possible range of his interests, his spheres of life - this will allow you to understand what kind of person you are.
And remember: recruitment is a very important occupation. Try to give some tests at an interview, provoke a person, test it, so you will exclude all those who might be an unsuitable candidate for the position.