How to hire the best employees

What is voodoo recruiting and why is it bad?

Recruitment voodoo - a recruitment method based on intuition, the sixth sense, and psychological tests. This includes questions like, "If you were an animal, what?", As well as body language and gestures. Some recruiters say that they can easily calculate the required employee, barely glancing at him: gait, hairstyle and costume.

So, all this is voodoo recruiting, which is absolutely not connected with real professionalism and skills of the candidates. Therefore, it is wrong to rely on, so you are not exactly Class A will select the candidates.

instagram viewer

Who are the employees of Class A?

This high-class specialists, 90% of which will be able to perform the work, which are capable of only 10% of potential candidates. Those people that put the company at an unattainable level, increase its profits and are able to select the "dream team."

For such candidates sometimes ignite serious fight, but if you properly approach the selection of staff, you will be able to get what they needed.

How did find out who would be the best of the best?

Create sheet purposes. In short, this is a list of your wishes in relation to the candidate. It consists of:

• the basic problem;
• expected results;
• professional qualities.

The bottom line is that you work through each item in detail. That is, you must clearly represent what expect from the new employee.

No matter you are looking for a manager or secretary - you must have a sheet purposes, and you have to follow it. Only by having a clear idea of ​​who you want to see on the vacant position, you can pick up a player of class A.

How to make a list of goals and what to do next?

1. Briefly explain what created position: 5-6 sentences that reflect the purpose of the vacancy.
2. Make 3-5 specific wishes, what exactly do you expect from the new employee.
3. List the dates of your professional skills. Do not spread the idea of ​​the tree, write only what you really need from a candidate.
4. Check whether the resulting portrait of a business plan and business objectives and the department, which will have to work your future colleagues.

When the sheet is ready purposes, create a pool of candidates. For this resort to help recruiters and existing employees. Connect the personal and professional acquaintances, engage guest researchers.

You need to find as many Class A candidates to be able to select it to a staff member who will meet your needs for at least 90%.

Each time to conduct interviews or talking with new friends, ask them whom they could recommend for a position in your company. Keep a record of contacts, broaden the base of potential candidates. The more candidates you will attract, the more likely to find the right one that will fully meet the objectives of the sheet.

Pool of candidates drawn up. We proceed to the interview?

Yes. Ahead - the most interesting. Now you need to spend with each of the four candidates interviewed.

• A screening interview. It will help weed out the obviously unsuitable candidates. If there is a discrepancy with the sheet purposes, immediately discard such a competitor. Even if you liked it, and he had a good suit and winner gait.
• qualifying interview It helps identify how professional skills, experience and personal skills match your needs. Here, too, there should be no deviations from the plan.
• Focus Interview you can focus on the core of your queries as well as learn more about the candidate.
• Interviews with referees. This is a good way to know how the words of your interlocutor match the truth, it is easy whether you will work together with him, whether he is suitable for your team.

What to ask on the selection interview?

At the qualifying stage should learn how a person evaluates himself as a professional, his aspirations and personal qualities. Among other questions to ask are: "How do you evaluate the former boss of the 10-point scale, when we look at it?". It is the "when" and not "if."

Such an approach will cause the candidate to answer honestly, so you do not have to defend his lies. Practice shows that this question can reveal fascinating details about the candidate. For example, at the last moment it turns out that the seemingly perfect candidate not only did not find a common language with the previous chief and slapped him a slap before leaving. But such attacks do not talk about anything good.

What questions to ask in the qualifying interview?

On qualifying interview is worth more to ask about the past work: tasks that confronted the candidate, relationships with colleagues, Achievements and the reasons for dismissal. It is not necessary to dwell on monosyllabic answers. Ask questions, "How?", "What?", "Tell me more", until you determine the specific facts characterizing the candidate.

And that focus interview?

Focus on the interview you have to focus on those tasks that are set for a candidate, and to find out whether he will cope with them and whether your sheet purposes. Learn more about the past victories and losses, conclusions based on previous experience.

For focus interviews can involve their peers or professional counselors to make the fullest possible picture. Take notes on the Applicant, that then it was easier to remember the conversation.

Why do we need referees?

More on qualifying for an interview you should ask the candidate to give you five or even seven contacts of people who could act as referees. This former bosses and colleagues. Be sure to contact them and ask as detailed as possible. We are talking not about the dirty laundry, but only on the professionalism and the relationship with the team. As to your applicant belonged to the past work colleagues and leadership, which gave him more and easiest.

It is important to grasp the hidden signals. For example, you asked a referee, how easily the candidate found a common language with subordinates, and the answer was: "In principle, it is a nice guy, almost all to be treated with respect."

This is a signal that not everything was so smooth. If your candidate really nice guy, talk about it with great enthusiasm. People are so arranged that do not want to blame anyone or substitute. Therefore, it is easier to wrap up the unpleasant truth in the wrapper restraint. Be on the lookout.

How to choose the singular?

When all interviews are completed, it is time to choose. Your main landmark - sheet purposes. If in the end you only have one candidate class, offered him a job.

If more than one, make a rating. Analyze how each of them to handle the matter, that each of said introducer as their professional skills to meet your needs. Stay and best deals.

Should I read the book?

It would seem that everything about what the authors write books, and obviously so. Every business owner wants his company to become the most successful, and hires only those who seem to him the best.

But "think" and "is" - two different things. Therefore, if you want to become a leader, you only need leaders. And because of this book, you can gain real advice on how to find them.

To buy a book