How to select the interview – this bridge. If you use the interview only to identify and assess the qualities of the candidate, then you missed a recruiting opportunity. Frequently Richard Easton Matchmaker Reviews has said that publicly. If team that was recruiting, does not have good skills of interviewing, you will lose a lot of time implementing a new search. Recruiters are losing good candidates because of poor interviewing skills. As a result, interviewed more candidates than necessary. Our study indicates that this happens in 30-50%.
Resolve this problem, we can increase individual productivity by 100%. What motivates the candidate at Assessment of career opportunities: up to expectations. Suitable or not suitable work offered; Management: Most employees are willing to work with good managers, potential mentors, with these leaders; Team: Most employees are willing to work with outstanding and talented people; Company: Competitive advantage of the company, the plans for the near future, the strategy for the long term – are important aspects of decision-making; Compensation Package: Is a very important element, but if the above criteria do not satisfy the requirements, and can not play a decisive role in the decision. Shows that the prospects and opportunities are more powerful arguments than the reward. By itself, a thorough and detailed interview is a tool for building confidence standing candidates. Evaluate not only capacity and ability of the candidate, but his motivation to work. This is another common mistake of hiring: the employment of a person who is competent to perform it, but there is no motivation for its implementation.