What you need to know before starting a staff search

In a small business, the role of a personnel manager often has to be performed by a manager or an employee of a different profile. To select an employee, you should know the basic requirements that you will make to the candidates.

What is the ideal candidate? Make a generalized social and professional portrait of your future employee: desired gender, age, education, work experience in the profession, the presence of special skills. Identify all the priority points in the "ideal employee", and in which you agree to give in. For example, it is sometimes easier to take a person who has the necessary skills, but has not previously worked in his specialty. Such a person is easier to train for their specific activities.

Personal qualities. Highlight the basic personal qualities necessary for working in this position: leadership qualities, stress tolerance, sociability, determination, responsibility.

Professional quality. Determine what minimum mandatory professional qualities a candidate for a position should have: level of computer skills, knowledge of special programs, work with office equipment, knowledge of business writing, natural literacy, and organizational skills.

Candidate Evaluation Criteria. Develop criteria on the basis of which decisions will be made on the invitation of a candidate for an interview, as well as a short interview plan. Point out what questions the candidate should ask and what he should clarify. Think about who you need to bring in to interview the candidate.

Post work with the candidate. Consider how to inform the candidate about the results of the interview. Be sure to indicate the time period in which you will tell your decision. If the interview is planned in several stages, be sure to check this out during the invitation to the interview.