How not to miss a good employee and not hire the bad – the experience of the company “Mosigra”
Top managers of the network of board games “Mosigra” share their professional experience in the search, selection and hiring of workers: from the selection of resumes to the application of the formula of Ichak Adizes
It happens that HR-specialists in the selection of personnel are guided by their own sympathies, and not by professional opinion and experience in recruiting. It happens that an able specialist is refused only because he didn’t like H. Or the opposite situation: the interviewed “professional” confidently behaves at the interview, enchants everyone, and then brings the company some losses. How to protect your company from such phenomena? Experience is shared by top managers of the network of stores of board games “Mosigra”.
Laconic and informative resume – a guarantee that the applicant will get an interview. By the way a person talks about himself, one can understand how constructively he thinks, what is his vocabulary and understanding of the audience for which the text is intended. If a candidate includes in his resume his entire biography or indicates an irrelevant experience, this is a bad sign, as is the lack of business photography and information about age. In fact, of course, recruiters do not appreciate professionalism in appearance and age. But the opacity is alarming.
In addition to telling about yourself, a candidate can write a short essay as a test. The topic does not matter. The main thing is that it opens a lot of room for self-expression. For example: “My morning before going to work.” One candidate can talk about how to effectively tune in to a productive day, another – to treat the task to formally and monotonously list all that its morning consists of. In any case, the recruiter will be able to evaluate the presentation of thoughts, consistency, originality, attention to detail and attitude towards the addressee. The one who thinks clearly, clearly states.
We consider all adequately written summaries and successfully completed tests, even when the position is already closed. If any candidate is of great value for us, we can contact him and offer another type of cooperation and other tasks that may be of interest to him. At a minimum, we will try to stay in touch with him in order to invite him for an interview to a newly opened or new position, if necessary. People for us – in the first place, and the position can and come up with, if required.
Perhaps the most important thing for me is that the candidate’s values coincide with the values of the company. Experience, skills, expertise – all this can be taught. But the values change is very difficult. The same goes for sociability. The work of my subordinates is mainly related to sales and communication with customers and partners. I am convinced that on the front lines, there should be a charismatic and charming employee face-to-face with the client who can conquer at first sight. I also try to understand at what pace a person works. If he is accustomed to measured and unhurried work – he does not suit us.
An interview is a format to which everyone is already accustomed, and applicants can prepare in advance to respond convincingly to interview-standard questions. Therefore, at the first meeting, I try to get acquainted not only with the person’s experience, but also to get to know him from the personal side. For this, I often ask questions that candidates do not expect to hear. For example: “Do you drink?”, “What do you remember to other people?”, “Do you consider yourself lucky?” And in a lively dialogue, I already understand what a person has temperament and attitude to life.
I also like to give the applicant a specific task at the interview, on which I am working at that moment, and I ask you to suggest solutions. This allows you to understand how the prospective employee thinks, how he approaches the task, and often I learn about interesting approaches to the problem in this way. Of course, sometimes it happens that the enthusiasm and enthusiasm that appeared during the interview, in fact, does not help the employee in any way. But such cases are extremely rare. Apparently, over the years, there has already been a flair for people with potential.
Often at interviews I ask the candidates a question: “You came to the restaurant with your mother, but you don’t carry the order for a long time. What will you do? ”Then we change the situation, and the colors can thicken:“ And if an hour has passed, and there is still no order? And if the waiter was rude? And if they brought something wrong? ”In each case, the person describes his reaction. Or another option: “You came with a friend to the store. Of the four sellers, two are free, but they do not suit you. What will you do? ”And we begin with the candidate to develop this story, bringing circumstances to the point of absurdity.
Even if the candidate does not completely sincerely describe his possible actions in these situations, you can see how he speaks about them, how he reacts and argues.