Ordinary morning working day in Moscow. I am going to the office of the company of the client who hired me. Today we will devote an interview from applicants for work. About 30 people were located in the small office of the corridor, in whose faces the expectation is expressed. Seeing their faces, it seems that it is still good to know the exact technique of employing personnel.
Everything else is a matter of technology … Applicants entering the reception answered the questions I had previously compiled for an interview. And within a few minutes it was already clear whether this person can work in the company or not. At the end of the working day, the result was summed up. On this day, we hired new workers: a controller for a warehouse, a loader and secretary. Not bad the result of this week.
During the time that I work as a consultant, I had an interview with more than 2000 applicants and more than 1000 diverse tests were estimated. Colossal experience was acquired. Of course, there were mistakes. The mistakes made were seriously analyzed, their actions were also analyzed, after correcting them and tried to achieve much better results.
Whenever I followed the procedure for hiring and selecting staff, I found a good employee for the company. And when this failed, it was found that I deviated from standard actions.
During the hiring of personnel to work, as a manager, the head of the department, the personnel manager, you need to know the following about the applicant:
1 Does he seek something to achieve in work (motivation)?
2 what the level he has in training and professional ethics, what abilities it has?
3 He is capable of producing something?
4 What is his character, is he suitable?
Let’s talk briefly on these four points. In the first place is a item – Motivation. Motivation is a rather important item necessary for creating a real team of professionals. There are quite frequent situations when an employee with good motivation, but at the same time incompetent, achieves much more than an employee who has good competence, but poor motivation. Therefore, we pay a lot of attention to the search for candidates who have good motivation.
Questions that relate to motivation and devotion in work usually relate to the achievement of goals or like the following question: “What have you heard of us?”-which will allow you to understand how much this person is interested in finding something about your company. Asking questions about what interests the candidate will help you figure out how much he is motivated.