Who is worth hiring
Posted: Tue Jan 21, 2025 8:45 am
Types of interviews in personnel selection
Keep in mind that only a competent HR specialist can conduct an interview in this form, and if there is little experience, it is very difficult to end such an interview on a positive note. So this is a rarely used technique. More often, during an interview, the applicant receives a "tricky" task from the category "Sell me this pencil."
Who is worth hiring?
Often, owners of large businesses benefits of reaching overseas chinese consumers in europe approach hiring personnel from the standpoint of the person's benefit to the company, that is, they assume whether he will ultimately be of some use or profit. Taking this rule into account, several categories of applicants can be identified that can be safely hired:
Quick learners and able to absorb a lot of information.
Able to make independent decisions in non-standard situations.
People who are able to take responsibility for their actions and for the results of their decisions.
Professionals in their field, be it a cool IT specialist or an ordinary salesperson.
Newcomers with good prospects, who can be trained to suit you, and who can be taught your own standards and vision for all of the company's activities.
People who previously quit for objective reasons. It is quite possible to rehire a person who previously had to quit due to personal difficult circumstances.
Who is worth hiring?
Categories of People You Shouldn't Hire
It often happens that from the very beginning of the conversation it is already clear that the person is not suitable for the vacant position. Maybe he just does not like to communicate or has few skills. How not to make a mistake with the choice?
Owners of large companies and experienced recruiters identify several categories of people who are best not hired.
In particular, this:
Victim-type candidates . They usually complain about how unbearably difficult it was to work with their previous bosses. They blame others for all failures and try to avoid responsibility. This is how they will treat any work in general.
People who frequently move from one job to another. "Often" can mean different periods of time, but a person who has changed jobs three times in six months cannot inspire confidence.
Applicants who are only interested in money . Of course, everyone is concerned about the material side of the issue - people have families, elderly parents, monthly bills, etc., all of this is very important. However, think ten times before hiring a person who, during an interview, again and again turns the conversation to the size of the salary.
People who behave too perfectly, ideally . This is unnatural behavior, not real, so experienced recruiters filter them out. A normal person is prone to displaying emotions, and someone who has a lot of experience understands this well.
Applicants who do not ask anything about the upcoming activity. An experienced HR specialist in such a case will think about whether the person who came to get a job and did not ask a single question really needs the job.
Those who, during an interview, tell about how they have been to other interviews, in the hope of making themselves seem more important (although this is actually off-putting). It is better not to hire such people: they will run away to another place at any moment if they find out, for example, that the salary there is slightly higher.
Who should not be hired
Keep in mind that only a competent HR specialist can conduct an interview in this form, and if there is little experience, it is very difficult to end such an interview on a positive note. So this is a rarely used technique. More often, during an interview, the applicant receives a "tricky" task from the category "Sell me this pencil."
Who is worth hiring?
Often, owners of large businesses benefits of reaching overseas chinese consumers in europe approach hiring personnel from the standpoint of the person's benefit to the company, that is, they assume whether he will ultimately be of some use or profit. Taking this rule into account, several categories of applicants can be identified that can be safely hired:
Quick learners and able to absorb a lot of information.
Able to make independent decisions in non-standard situations.
People who are able to take responsibility for their actions and for the results of their decisions.
Professionals in their field, be it a cool IT specialist or an ordinary salesperson.
Newcomers with good prospects, who can be trained to suit you, and who can be taught your own standards and vision for all of the company's activities.
People who previously quit for objective reasons. It is quite possible to rehire a person who previously had to quit due to personal difficult circumstances.
Who is worth hiring?
Categories of People You Shouldn't Hire
It often happens that from the very beginning of the conversation it is already clear that the person is not suitable for the vacant position. Maybe he just does not like to communicate or has few skills. How not to make a mistake with the choice?
Owners of large companies and experienced recruiters identify several categories of people who are best not hired.
In particular, this:
Victim-type candidates . They usually complain about how unbearably difficult it was to work with their previous bosses. They blame others for all failures and try to avoid responsibility. This is how they will treat any work in general.
People who frequently move from one job to another. "Often" can mean different periods of time, but a person who has changed jobs three times in six months cannot inspire confidence.
Applicants who are only interested in money . Of course, everyone is concerned about the material side of the issue - people have families, elderly parents, monthly bills, etc., all of this is very important. However, think ten times before hiring a person who, during an interview, again and again turns the conversation to the size of the salary.
People who behave too perfectly, ideally . This is unnatural behavior, not real, so experienced recruiters filter them out. A normal person is prone to displaying emotions, and someone who has a lot of experience understands this well.
Applicants who do not ask anything about the upcoming activity. An experienced HR specialist in such a case will think about whether the person who came to get a job and did not ask a single question really needs the job.
Those who, during an interview, tell about how they have been to other interviews, in the hope of making themselves seem more important (although this is actually off-putting). It is better not to hire such people: they will run away to another place at any moment if they find out, for example, that the salary there is slightly higher.
Who should not be hired