In general – the study of criteria for evaluating proposals, which are important to you in deciding on the 80% reduces the cost of time and effort to find new jobs, as well as increased satisfaction with the new job. Such approach will allow you to properly evaluate the proposal that employers who fail to succumb to 'interesting' work and balanced decisions. But most important – is to work with them to prepare for interviews and internally externally. The new work – this is an opportunity to change lives for the better. Stephen ketchum has many thoughts on the issue. Look at the change in your career as the beginning of a new path. Of course, start a new page of life scary and many of us are afraid of uncertainty. But, at the so this is an opportunity to create a better career, to create a new image and a specialist colleagues, to build new relations in the team. Now you have the time to find a job with better pay, or the best schedule, or closer to home.
This is the case, which they say: 'Would not it be a blessing in disguise'. Picture of the candidate – a summary. A new page of life requires a new table of contents. Something that represents you in your lack of it – it brief. The main task summary is to draw attention to the candidate, to form an employer (or his representative) wish to meet with the candidate. Therefore, the new phase of your professional and career growth you must submit a new resume.
In a crisis, staff requirements increased. Employer for less money want to recruit more qualified personnel who can replace as many positions as possible and do more work. As aware of the statements meters of management – we employ a staff that we are worthy. Therefore, the selection of personnel to more rigorous approach to the methods of selection. I'll give the method of selection of personnel based on the strategy for its management staff, to allow it to correctly identify the number and relevance of select personnel, and interviewing the candidate to ask the necessary questions and avoid common common errors.
So here we go: Determined by the candidate to the position, what position is necessary for us at the moment, the title of this post, we will post the announcement on the selection of candidates. The objectives of the post, what goals should adhere to the candidate, what purpose would be to carry out a candidate in our company. Tasks posts – select tasks for the position needed at the moment, which will serve as a candidate to avoid confusion with applicants. And now determined the minimum requirements for the candidate, you need to really pay attention to certain points on the knowledge of the language, for example if we want a cleaner, then whether its knowledge foreign language, yet if we need an accountant, a minimum set of skills, knowledge of PC is required. Then you need to pick a candidate species interactions at a certain positions, with whom he will communicate with the tax, with contractors, etc.
On the basis of this structure is selected a list of questions necessary for the desired candidate, plus you do begin to understand which candidate you want. Questions for the candidates it is desirable to choose the method of STAR – a situation, action and result correctly to build itself an interview with the candidate. Principle the order to clarify the issues raised there are a lot of different literature. If the company can pull HRspetsialista literate, you should not skimp on this. The objectives of the HRM will include recruitment, appraisal, training, etc. It was the company at one time provided a couple of billion dollars to build a system personnel management, and at the request of the company, these costs are already paid for itself several times.