Step 7 is important for Recruiter (Human Resource)

To ensure and support the success of a company in existence in the world of investing, the first important thing to do is find and select candidates to fit the requirements needed, not hard, this is just the easiest thing to do, why,. . . ?

Because when someone has not actually join us, who we do not have the attachment or the moral burden that would cause great inner contradictions of our nature as human beings are 'sorry'.

Difficulties and inner conflicts is when someone who recruited them has been with us for some time, meaning that a user or recruiter no longer use the checks and balances in conducting evaluation and assessment to determine if the employee deserved a seat on the company or the employee must lift foot because it results from the evaluation and assessment shows that the number mediocre namely does not bring any significant change.

Here, in this phase the company will experience a loss in the first step. What about the second step and so on?

Not to mention the employees who have the attitude and behavior are low, bad temper and often play to avoid the sense that there is a company philosophy of Vision-Mission and the Culture company could be guessed that the burden of future companies will be more severe and difficult, not to mention the level of competition the dip and sharp, ...

The next result is predictable that the company must bear a heavy burden for a long time, paying salaries, overtime, benefits / compensation, uniforms, health, insurance, etc., and failures will always be with them.

Large companies, wealthy and powerful would probably take a long time to realize if they're in trouble, but just imagine if these people are on the existing companies on a limited scale in terms of budget and development, survived well enough maybe.

What if the key words they must close and then have to give severance pay? Once again, think and Gain to recruit people who are really qualified, or at least hire people who do not understand, teach them and make sure that they have the moral power and responsibility Ruarr Ordinary.

Here are 7 steps are recommended for an HR Manager or the Recruitment Team at the Selection & Recruitment programs take place.

1. This is mandatory:
A Recruiter is the person who must be expert and understand all the basic applications of science to every company.

A Recruiter to really understand a lot of understanding of non-formal and formal competence / excellence, such as EMS (Environmental Management System), QMS (Quality Management System), Organization, Business Strategy, Improvement & Development Models, Improvement Tools and Equipment, as well as application - application implementation accountability,

Recruiter should be someone who field-tested in all industry sector.
Thus, a recruiter will know for sure that suitable candidates, appropriate and fits with the user orders and expectations of capital owners,

Avoid all the way at the moment you become a recruiter you do not even know the overall knowledge of your basic science applications in the industry sector, is to record as a recruiter if you do not want the user dekte sometimes more decisive than you.

This is not about winning a victory, but at least you will mengalamai convenience when you create a job profile or job candidate evaluation, the more you will become a facilitator of the Performance Appraisal of his future.

2. CV Seleksilah carefully and correctly, adjust the basic needs of the vacant position, not so transfixed from the requirement that written by the user, the ownership of a diverse science will be petrified for your company's future growth, innovation will work if you and your company's team has frame different.

3. See and observe that CV has a strong desire to work (in this case, a recruiter will have the instincts & feel to match the required position, according to the wishes of the owner of capital), it can be seen from the quality of CV and the ways of writing an informative, appropriate with the sequences of achievement,

Avoid when selecting your CV into his alma mater where you fanatikkan college / school used to be, actually be a lot of changes for someone because of the circumstances she lived.

Once again select the candidate who really matching strategy of capital owners, are not suitable according to your interests.

4. While you are inviting candidates to attend the interview session (after graduating from Psikotest session, if any), invite candidates to tell what has been done,

Starting from the first time the candidate worked and what accomplishments, candidates will never forget from what has been achieved, with the right measure of achievement with telling results.

Make sure that the candidate with the right to know what is required by your company, if necessary, ask the candidate to make a brief presentation and its matrix-matrix and the output was clear cascade in front of you, use the 'zero tolerance' when you are interviewing candidates, provide possibilities failure with the result / value zero percentage.

Remember! Do not add burdens to the company you have hired the wrong person in your environment.

5. If a candidate will be interviewed by the user, make sure you are present there, listening and watching the conversation between the user with the candidates is important for you to make sure that your candidate is a strong candidate and accountability.

To review (hold opinions, discuss and determine) the candidate is essential for the continuation of this recruitment process, once again make sure that the candidate had signed the order of mission-vision and culture of your company, do not recruit people outside of the content and purpose of the mission-vision - klutur your company, once again,. . . sure!

6. Once there is match between the user, you, the owner of Capital (the representative capital owner), pointed out to the candidates that whatever be the taget and achievement will be a burden.

Once again make a measurable tolerance and easy in the evaluation, if the candidate was not able to be in assuming the burden, then immediately end the session

Do not take more time to hold the candidate who clearly beyond your needs. If the candidate was being challenged by what is delivered to the load.

So prepare to seven steps which are very important and critical in the recruitment process, which is making 'Kontark Work' in accordance with the desires of your company's capital.

7. Prepare a sheet of Employment Contract with the "time line" of his,. Offer to pay a tiered flow in accordance with the results and accomplishments. Do not use probation (probation time) as your provision to recruit candidates,

Indeed not be maximal for anyone just by assessing (assesst) someone with such a short time. A significant amount of salary is the salary that would receive if he succeeded in carrying out his duties.

To the seven-step process above is a very simple process and easy for a recruiter in the capture and determine the appropriate candidates, but if it would seem difficult to do for you, then consider what and how you would act if a candidate when it is someone that does not deserve to be in one of your work team. Taking a long time in order to winding 'form', 'build' and 'directing' them to accords into Mission-Vision-Corporate culture is something that would have wasted so much of your energy in vain. Believe!