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Get a separate writing-book or a folder on interview. To save time, make the list of questions which you will set to competitors. Questions can be any which are necessary to you. Up to the most personal. Ask about private life as it is arranged what are planned prospects. It is very important. Otherwise you risk to type on job the same types. For example, I in the activity beginning have typed on job only unmarried women. Men at us at job was a little. In collective the warp has gone. Since then I try to maintain balance of the personnel. If you will ask, what for to you to know such personal moments, respond that everything, as to job (and you engage the employee), personal for you is not. And it actually so. Questions on private life should be set is quiet-neutral tone, politely and tactfully. Many people of conversation about private life call rather painful reaction. To climb in soul of the employee to you there is no need, but the nobility some circumstances of a life sometimes it is necessary. If the person does not respond to questions or responds evasively and it was not pleasant to you is a possible occasion not to take it on job. If experience a little or does not suffice knowledge, involve in interview of the psychologist. I so did it helps. Youth necessarily ask that with parents where they live, what relations with them. It will allow you to understand, whether the person will ask for leave on trips, whether there are at it psychological problems. Before interview allow to the competitor to fill the questionnaire (the application 5 see).In the questionnaire on each column it is necessary to leave enough place for record. Do not forget to leave it and for own comment. There can be additional columns. The sanitary book is necessary for food manufactures and food shops. For some heads absence of a previous conviction is important. Correct the questionnaire according to the requirements. The main thing that it was on interview.
The same questionnaire will allow you to reduce interview time, will show, what handwriting at the person. You will see, the candidate has responded to what questions, on what is not present, as he has responded. Too yields rather unexpected result. Sometimes interview comes to an end on questionnaire viewing. At personnel selection be defined, that you want from the future employee. It depends on carried out functions it the secretary should be able print and to know well office-work, to have good handwriting, the employee on phone should possess good diction and not be afraid of dialogue, the loader it to have good health and secondary education etc., Etc. Everyone should be on the place. If you take on a post of the loader of the person with the higher or the vocational education receive the employee with the big inferiority complex. Besides a question if it has a speciality why it has gone on this post. All trades are necessary, all trades are important. And the good loader is not easier to find at all, than the good engineer. But my attempts to take people on a post and specialities below their professional level always came to an end with failures. It is possible to take such people on the lowest posts only in case of possibility of career and professional growth. And this prospect should be really visible. If you really take the person counting on increase and he deserves that, raise it in time. Otherwise will leave. Does not approach it dismiss.
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