loading

bucking bronco hire How to Choose the Right Job Candidate

by:JOY Inflatable     2020-07-01
bucking bronco hire How to Choose the Right Job Candidate
You're in trouble with...After trying ...This is the case. you realized at first that you chose the wrong person.Did this happen to you?If so, here are some tips on how to hire an employee.After trying different things, you will find that you chose the wrong person in the first place.
Did this happen to you?If so, here are some tips on how to hire the right person first: 1.Write a job description [really accurate.Consider paying a writer to interview people who are currently at work and write a description.Make a checklist of necessary certificates, training, skills and degrees.
2.
Consider the personality you need.
Think carefully about the requirements of the work itself, and the people who work with them, and write it out.For example, I worked with a company with 3 partners and hired their first support staff.They know what skills they need, but ignore the fact that the most important feature of support staff is their willingness to help.
They need someone who can get along in this small office of four people.It takes patience and resilience to answer three bosses.They need to be focused enough to ask the boss to prioritize tasks and have enough flexibility to constantly switch tasks.
3.
Interview with personality.
Fidgety and complacency, superiority and curiosity are manifested in the speed of facial gestures, tone, speech and movements.Work with coaches to learn more about reading non-verbal communication.Evaluation also has an advantage recognizer®Introduction (see below ).
Powerful people don't like to be ordered, and are not good options to support positions, unless you like to ride a bucking bronco.4.Introverted or outgoing?Outgoing people get energy from others, while introverted people consume energy.What does this work need?Keep in mind, though, that this has a lot to do with controlling population movements.
Surprisingly, introverts can be the best salespeople.5.What are they naturally good?The natural advantage is that what we are naturally good at does not drain our energy.Discovery of power®The profile from Gallup is a wonderful one in the hands of an expert translator.
It will tell you the top 5 talents of this person in terms of focus, thoughtful, relationship, WOO (winning others), maximization, futurism, harmony and positivity.The ceo I work with needs an employee to do due diligence.Consideration is the quality of this.People with this power will breathe as naturally as you breathe.
They are naturally cautious and do not draw conclusions easily or anticipate loopholes or problems.6.Check their soft skills.How does this person get along with others?How do they manage their emotions?How do they deal with themselves under pressure?Look for these things in the interview.Ask questions and set up a behavioral situation to test this.
Deliberately interrupt the candidate, or arrange for an interruption, and observe what has happened.Do I like this candidate?Do I want to work with her?Use your intuition, your intuition, your emotional intelligence ability.7.Give them an emotional intelligence assessment.
EQ refers to how they deal with themselves and others in the social and emotional fields.The best qualified people on paper can fail in real time because they can't get along with each other, rough, scattered, emotionally out of controlof-Lacking empathy, flexibility, or common sense.The higher the quality of a person, the more important emotional intelligence ability is to resolve conflicts, integrate self, intention and resilience.
EQ assessment gives you valuable information about the candidate.Research shows that people with low EQ will soon be exhausted.8.Look at the specific emotional intelligence capabilities.
The EQ assessment will give you an overall score and will also rank on different abilities.For example, it is found that the best predictor of a good salesperson is optimism and emotional intelligence.The US Air Force found that their most successful recruiters scored high in confidence, empathy, happiness and emotional self-awareness.
They use this knowledge to increase the success rate by 300%, saving $3 million a year.9.Are they elastic?A Wall Street Journal article says resilience (EQ) is the most important factor in stress management.This is equivalent to changing.proficient.10.What did they learn?Lifelong learning and resilienceD.
).
In the information age, the ability, willingness, cognitive ability and flexibility of continuous learning are one of the most important things.Alvin tovler said that the illiteracy of the 21st century will not be those who will not read and write, but those who will not learn, do not learn and re-learn.All in all, recruiting in today's workplace is more than just looking at Certificates, experiences, training and academic degrees, and the responsibility of recruiters is on you.
People don't always know themselves, and it's impossible to know everything about your company culture.They apply for work for money or lack of selfKnowledge, not because they are good at it, or enjoy it, or are able to put up with the pressure of it, or work in a particular culture in your office, Ie.They apply for jobs they are not suitable.
Integrate emotional intelligence into the recruitment process, focusing on innate talents and personality.Work with EQ coaches to get the best results.In the end, it will receive a huge bonus
Custom message
Chat Online 编辑模式下无法使用
Leave Your Message inputting...