Is a suitable candidate luck or the result of a careful choice?

2024 Author: Howard Calhoun | [email protected]. Last modified: 2023-12-17 10:16

Every organization needs staff. Of course, any leader dreams that qualified, executive and accurate employees occupy positions in the work team. The selection of candidates for vacant positions is not an easy task. The performance of a particular sector of the company and the entire organization as a whole depends on this event. The team must work as a single mechanism. Each link - to perform a clearly defined function and not to fail. The ability to choose the right candidate for the required vacant position will help organize such well-coordinated work.

Preparing for an interview

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 personnel specialist or the head of the company himself.

The decision can be made after the interview, which is a mandatory and very informative event in the recruitment process.

An invitation to an interview is sent to all candidates with a date, time and place. For everybodythe applicant should prepare a questionnaire, requirements and job description. The interview should be conducted in such a way that all the necessary information is obtained. A candidate is a future employee in the future, so you need to have a clear idea of his level of professionalism, work experience, personal qualities and other important aspects.

Interviewing

At the beginning of the interview, the representative of the company presents the applicant with basic brief information about the organization, voices the requirements for personnel, the features of the company's work and the specifics of the job duties that the invitee will have to perform. This is followed by a survey of the candidate on pre-prepared questions: what can he say about his previous work, why does he need to look for a new place. Do not ask questions that duplicate personal data. A candidate is a person who is to be entrusted with a certain type of work, so the interview should give full necessary information about the reliability of the applicant, how he meets the requirements.

Many employers prefer to reinforce oral interviews with screening tests. For example, a translator from a foreign language must have a certain speed, a cashier must be able to count quickly, a mechanic must be well versed in technology. The candidate must pass this test in such a way that there is no doubt about the level of professionalism of this applicant.

Approval of candidature

Later, when all the invitees were interviewed,a comparative analysis of the results.

The following characteristics of the applicant are considered important in this case:

• general preparedness and degree of qualification;
• presence of work experience;
• professional skills and knowledge;
• personality characteristics;
• general impression.

It's good to score in points, this gives each applicant an indication of the level of eligibility. Based on these points and comparing the performance of each person, you can make a definite decision. This is how the candidate for the position is approved. If the applicant you like does not accept the job offer, the choice should be made in favor of the candidate who is as close as possible to him in terms of points scored during the interview.