Of course, it is not always possible to count on the subjects representing mutual interest easily. But it is surprising as often conducting interview and the applicant find something the general, for example, an origin from one region of the country, the general in the course of study.
As soon as search of applicants began, data on them arrive from different sources: statements, recommendations, interviews, tests, etc. The plan from 8 points is submitted useful means of summation of information as it gathers for each applicant under the same headings, as qualification requirements. Thus, at the end of this process it is possible to make easily a choice, having compared qualification requirements to the plan consisting of 8 points.
At selection someone for work we put the considerable sums of money and we make decisions which will have enormous value for professional career of other people. Thus, the more time you devote to this process, the better. Very sadly to observe how some interviews are carelessly and superficially conducted. Is not surprising that under such circumstances results happen unfavourable.
The applicant, of course, communicates with you not only by means of words. Appearance it was already mentioned. The nervous state will be shown differently and here it is necessary to be circumspect. It is quite clear that in a situation of a certain stress in the course of interview some signs of a nervous state will be obvious, especially if the applicant is inexperienced. If these signs are not really great, quite reasonable will consider them as normal for an emotional pressure.
(Medical tests. On the doctor it is necessary to look as at the member of team on a set of shots, he has to have a clear idea of kind of work and qualification requirements to the personnel that know, what to look for.
But today it is already important to human resources departments to achieve not simply timely filling of vacancies to support up to standard output. The system of work with shots has to be planned so that constantly to achieve increase as a part of labor of the enterprise of those people who has good knowledge, and to watch that it became more increasing than such workers in each division.
Personnel administration within the enterprise has strategic and operational aspects. The organization of human resource management is developed on the basis of the concept of development of the enterprise consisting of three parts:
And, at last, all material collected on the certain applicant on the basis of these tests, supervision and interviews has to be generalized in the plan consisting of 8 points and is compared with qualification requirements to create possibility of a choice of the best applicant. Of course, and at such sequence of actions there can still be mistakes, but the systematic process described above can reduce their number substantially.
contraindicated, i.e. the lines which are obvious shortcomings. It is extremely important because at the first stage of filing of application for work of people with undesirable lines eliminate, and everything makes sense to know them not to pass such people further already at this stage.