Оглавление
Ильгиз Валинуров. 100% Recruitment
Foreword
Is your company ready to talk to candidates?
Building your HR brand
The interview room: make it your home turf
Vacancy portrait
Planning and approval of the selection procedure
Presentation materials for candidates
Searching for candidates
How to write job ads
A word on searching with social networks
The resume
Search criteria
Where to search for successful and rare candidates?
Recruiting top managers. Hunting for heads
The interview
Who sets the tone at the interview
Invitation to an interview
Key stages of an interview
12 Basic opportunities for facts
Competition-based recruiting
Interviewinq styles
Group interviews
The domino method
Star candidate
Recruiter's behavior
Lieutenant Colombo approach
How to use projective questions
Interview framework
Closed body posture
The question of money
Making an offer the candidate cannot refuse
Closing the deal
Saying «no» to a candidate
After the interview
Checking a reference
Poaching a candidate
Counter-offer
Conclusion
References
Отрывок из книги
You need to start out by making preparations internally.
Interviews are more than just an opportunity to find an employee. They are also a means to promote the company itself, although this is often overlooked. That is to say that recruiters and HR managers will often communicate more with potential clients than your sales managers. If your company holds 50 interviews per day, then you will have more than 1, 000 new contacts every month. That's 10, 000 contacts every year! Moreover, these are people that came to your office themselves and are interested in the work you do.
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«You're right, we can».
And so on and so forth, with every different parameter. You need to approach these requirements with a critical eye and weed out anything that's over the top.
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