Three questions for the interview

So, these three questions:.

a. Can this be done?.

2. Will you carry it with love?.

3. We are going to work?.

That's all. Only three. All other questions that you have ever refined during the interview - it's just ' subset ' and deeper aspects of these three key issues. Of course, they can paraphrase, but the bottom line is this: to find out. Strengths, motivation and compliance of the candidate.

Can this be done? .

Of course, in addition to professional skills, leadership skills are important, the ability to build communications and other personality characteristics. With the help of professional skills (hard skills) candidates can climb the career ladder. But further movement on it is dependent on soft skills.

You are unlikely to be able to identify the strengths and possible limitations of one person only summary. Therefore, experts on the selection of the candidates are asked to give examples of not only their achievements but also the projects that flowed not 100% smooth or completely failed, and the conclusions to which the candidates came from, what they have learned and what they would do differently in the .

It is important to assess not only a set of technical skills possessed by the applicant, but also its strengths, and even. emotional Intelligence. (. EQ. ).

Are you going to do this work with love? .

Most young workers do not want that for their hard work just paid - they want to work hard because they like the atmosphere and the challenges that must be solved during the. Leaders who possess this style of management will be able to attract and retain the best employees.

We are going to work? .

Compliance with corporate culture of a particular candidate company obsulavlivaet so if he can ' fit ' in the team and the organization as a whole.

When a company to take the top positions for new employees, although these same employees know everything about the industry and their work, they find themselves in a completely new environment. And even the most minor of their actions (sending e-mail to the company, which decided to send voice messages ), can lead to negative consequences.

It is important to provide feedback to new staff. If you do not give timely feedback'a - over time will increase in turnover.

As a result of an internal investigation of Heidrick, during which 20.000 were analyzed cases, we obtained the following data. During 18 months of taking part in the study, 40% left the top managers (some left voluntarily, others were fired ). This does not mean that these executives were stupid or incompetent, there is no. The problem is that the cultural aspects between the employee and the company was no match, and these very aspects and principles revealed no / not explained to the employee at the stage of admission to the state.

Preparing for an interview.

If you are recruiting and interviewing, identify strengths, motivators and key aspects of the candidate whom you want to search for a specific job. To establish as precisely as possible the requirements for office and pick up the ' ideal ' candidate can apply to develop the profile of the post -. job benchmarking.

Author: George Bredt.

Forbes.