4 simple tricks that will help in the selection of personnel
Work And Study / / December 25, 2019
General Director of the entertainment project ArtNauka Nikolay Novoselov shared tips on how to have the first interview to understand a candidate is right for you or not. In addition, it is based on experience, I have identified four steps that will help in the selection of staff without the involvement of HR-manager.
Nikolai Novoselov
General Director of the entertainment project ArtNauka
The new economic reality, speaking the language of government, contributed to the emergence of the labor market of a large number of specialists. But it is not only qualified and promising personnel, but also those employees who have long wanted to reduce. Therefore, to separate the wheat from the chaff becomes much more difficult, especially for those who do it on their own, without the aid of HR-specialist.
Today, the most pressing challenges in HR are low efficiency and flexibility of workers, their emotional intelligence and overall staff turnover. Problems with the efficiency and flexibility associated with a constant increase in the rate and rhythm of work. Anyone who does not have time to rebuild, it is a load for the whole team.
The business realities to the fore the intangible factors that influence the working environment: support for individual Participants whole team, creative comfort, equality in the general communications, the ability to self-realization in work group. No less significant synergy process: how easy it is to combine the potentials of all employees to produce a result. Maintaining this very special atmosphere of total continuous exchange of information has become an important task of the modern business.
But how to tactfully find out the plans and objectives of a potential employee, see if he will join in the already well-established team? How fast and easy will be his involvement in the working process? And all this we need to understand at the first interview!
Generalizing the experience, we have identified four steps that will help in the selection of staff without the involvement of HR-manager.
1. Control of the inbox
The answer to the summary, I usually send by e-mail without calls or SMS notifications. This simple maneuver takes away people who do not know how to use modern means of communication in the right working rhythm. If the first letter of candidate answers more than a day, it's a dangerous business. If your work involves potential employee irregular schedule, submit a letter after 23 hours. So he understands that he must constantly be in touch.
2. Anger management
When I conduct an interview, the first question to the candidate sound like I did not study the sent resumes. I show a complete ignorance of the proposed candidates. For example, simply repeat what was contained in the requirements for the job. If looking for a marketer, you ask, is there any experience in marketing. If the event-manager, you know, if he has experience in event-area. The answer to this question perfectly illustrates what is more important for the applicant to achieve the goal or to express emotions (to find a job or to show the interviewer that he is wrong). Experience shows that it is better at this stage to screen out those who come into the team for personal self-assertion, and not to later solve problems.
3. Who do you want to be in five years?
Please note that we are not talking about the vision and the dream. It would seem that it is widespread, slightly childish question, but it allows you to see how the applicant honest with you, as it is purposeful, as it fits in your company. This question will help you understand whether the company will not be in a year it is too narrow, or, conversely, your goals are too big for him.
4. Alternate in the conversation personal and abstract themes
First of all it is important to reduce the distance between you and a competitor. For example, you can learn more about his past, about something personal. Try to play the following situation. Say: "I have lived in your street (he studied at the same university). Tell us what is happening there "- and to assess the reaction of the candidate. It is necessary to get as close as possible, so that he almost had the feeling of companionship with you. However, the next question should be callous, even a little arrogant. This alternation helps to assess emotional intelligence of man whether he will be able to easily change emotional state, as it is flexible in communicating how he is able to perceive and feel interlocutor mood. This is important not only in the selection of those who are responsible for sales, but when looking for permanent employees working in a team. Loads business grow, and that sensitivity and ability to work in a group are very relevant qualities.
As shown by my experience, a person with low emotional intelligence brings us much more harm than good, even if it works remotely, participating only in email correspondence. Therefore, we pay a lot of attention to who exactly we work, what he brings to the team. Tasks can vary, but a man, alas, no.