Every organization needs staff. Of course, any leader dreams that qualified, executive and accurate employees occupy the position in the work collective. The selection of candidates for vacant positions is not an easy task. The effectiveness of the work of a certain sector of the company and the entire organization as a whole depends on this event. The team should work as a single mechanism. Each link - perform a clearly defined function and not fail. The ability to choose the right candidate for the necessary vacant position will help organize such a coordinated work.
Interview Preparation
A candidate is a job seeker who wants to get a job. The extent to which it is suitable for a particular organization can be decided by a human resources specialist or the head of the company.
The decision can be made after the interview, which is a mandatory and very informative event in the selection of personnel.
An invitation to an interview is sent to all candidates with a date, time and place. For each applicant, a questionnaire, requirements and job description should be prepared. The interview should be conducted in such a way that all the necessary information is received. A candidate is a future employee in the future, therefore it is necessary to have a clear idea of the level of his professionalism, work experience, personal qualities and other important aspects.
Interviewing
At the beginning of the interview, a company representative presents the applicant with basic brief information about the organization, voices the requirements for the staff, the characteristics of the company and the specifics of the duties that the guest will have to perform. Then follows a survey of the candidate on pre-prepared questions: what can he say about his previous work, why he has the need to find a new place. Do not ask questions that duplicate personal data. A candidate is a person who has to be entrusted with a certain type of work, therefore, the interview should give all the necessary information about the reliability of the applicant, how much he meets the requirements put forward.
Many employers prefer to back up an oral interview with screening tests. For example, a translator from a foreign language should have a certain speed, a cashier should be able to quickly count, a mechanic should be well versed in technology. The candidacy of this test must be passed in such a way that there is no doubt about the level of professionalism of the applicant.
Approval of candidacy
Later, when all the invitees passed the interview, a comparative analysis of the results is performed.
In this case, the following characteristics of the applicant are considered important:
- general preparedness and degree of qualification;
- work experience;
- skills and knowledge of a professional plan;
- personal characteristics;
- the overall impression.
It is good to evaluate in points; this gives each applicant an indicator of the level of compliance with the requirements. Guided by these points and comparing the performance of each person, you can make a definite decision. So affirms the candidacy for the post. If the applicant you like does not accept the invitation to work, the choice should be made in favor of the candidate who is as close as possible to him on the points scored during the interview.