How to recruit staff

Despite the fact that every year many universities issue graduate service managers, the recruitment problem is still very acute. There are several reasons: the lack of educational and methodological literature, the practical experience of the teaching staff and the elementary reluctance of graduates to start small. It is also difficult to recruit the average, "operational" staff, directly working with customers and customers.

Instruction manual

1

If you are opening a new business or expanding the old, you will face the task of recruiting staff. Start solving it by posting an ad. Oddly enough, so far the most effective way to announce recruitment is through print media such as Hand-to-Hand or Easy-Hand. Do not publish your ads in a row, publications with a break of a week or two will be more effective. Select candidates using multi-stage selection.

2

When hiring staff, try to personally talk with each applicant or entrust the interview to your deputy. This is especially justified if you have a small business. Since you are an entrepreneur, you already have experience with people. Believe your intuition and take the people that you liked at first sight, especially those who are motivated to work in this industry and have not come for a month or two. Experience and seniority do not play a significant role here - any person can be taught, if he had a desire. If at the same time it is pleasant to talk with a person - do not hesitate.

3

The second step in the selection of staff will be a meeting with those who already work for you. If the team is small, then communication skills are very important for the applicant. Future colleagues will be able to evaluate other qualities of the candidate: the ability to react correctly in force majeure and contingency situations, maintain professional endurance and sense of humor. In addition, it is important that the person was ready at any time to replace the absent colleague and was ready to learn related specialties, which is important in small teams.

4

Before you arrange a person for a trial period, meet him again, honestly tell us about the difficulties that await him, and the requirements that you have for the personnel working at your enterprise. If everything that you said suits the candidate, then apply for a trial period during which he will have the opportunity to demonstrate his professional and personal qualities, ability and desire to learn.

5

Even if the selected candidate does not have experience, you should understand that you can train “operational” personnel on site for a month. This also applies to computer programs used in the work, and the work itself. Increase staff motivation, and you and your team will be satisfied with each other.