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INTRODUCTION
CHAPTER 1. MAPPING A POSITION PROFILE
CHAPTER 2. RULES FOR MAKING A POSITION PROFILE
CHAPTER 3. WHAT IS THE BASIS OF THE PERSONNEL PROFILING MODEL OF THE INTERNATIONAL ACADEMY OF LIE RESEARCH (IALR)?
CHAPTER 4. PRELIMINARY STAGE – RESUME ANALYSIS, QUESTIONNAIRES
CHAPTER 5. PRELIMINARY STAGE – COLLECTING INFORMATION ANOUT A CANDIDATE FROM AVAILABLE SOURCES OF INFORMATION
CHAPTER 6. DIRECT COLLECTION OF INFORMATION ABOUT A CANDIDATE – EVALUATION OF PSYCHOLOGICAL CHARACTERISTICS
CHAPTER 7. METAPROGRAMS AND THEIR IMPACT ON THE CANDIDATE
CHAPTER 8. OPERATIONAL PSYCHODIAGNOSTICS
Hysteroid psychotype
Epileptoid psychotype
Paranoiac (paranoid) psychotype
Emotive psychotype (psychasthenic)
Schizoid psychotype
Hyperthymic psychotype
Anxious-hypochondriac psychotype (asthenic)
Depressive – sad psychotype (hypochondriac)
CHAPTER 9. PROJECTIVE QUESTIONS
CHAPTER 10. DETERMINING THE STAFF LOYALTY LEVEL
A candidate came to the interview to work in your company. His speech is well delivered, curriculum vitae is great and in general he gives an impression of a professional. But appearances are deceptive, the Internet has plenty examples of «correct resumes», and behind the mask of a promising employee might be hiding an empty talker or a crook who has already been caught in stealing and dismissed in disgrace. And what if it is an agent of a competing company? And he will begin to give away confidential information?
Neither option can not be excluded. Security is one of the main factors determining the stability and competitiveness of any organization. In this sense, recruitment plays a key role. Who needs employees robbing a company, hustling behind their bosses’ backs and so on? The question is rhetorical, and the answer is simple – no one. But how to put a barrier in the way of such people? The task is not trivial.
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– Do you prefer to achieve your goals illegally most often?
– Well, in different ways.
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