Success here depends on the ability to schedule work. The lack of skills planning and forecasting for managers is the main reason that projects are unenforceable, budget spent, the work goes slowly, but problems remain unsolved. Let the candidate ask you questions to find out more about a specific issue or project during the discussion. For example: "What will be the budget, timeframe, which allocated staff and resources?" - Good and important questions. They provide additional evidence to the interviewer to assess the suitability and competence of the candidate. When you ask this question, do so, if you're just a discussion of possible problems in future work. It is no longer an interview. It is important to communicate with the person as if he / she has already got the job.
So work out the maneuver advance. After the interview, I sort of answer candidates in the 4th criteria. After several interviews, you will realize that there are certain patterns of answers. It's just you and you want to, because simplifies the assessment of the ability of candidates and their future potential. Arguments are confusing the candidate, or concrete surface? The best candidates demonstrate a good understanding of the causes and consequences of their actions. Surface arguments are defined more number of unrelated ideas. If ideas can be logically linked together, it means that the candidate has a systemic thinking.
What is the approach to the problem: technical, tactical or strategic? Candidates - stretch out into the techies details of the process. Tactics focus on the results of the specific process. For strategists, the main thing is, then, as a solution to this problem affects the further development of the company and product, and they all look beyond the focus ... done on an individual or team work? Can the candidate inspire ideas of others? This is very significant when compared with the real successes of the candidate. This is especially important when you are looking for managers ... Functional and versatile prospect. The best candidates understand the importance of involving other people and other functions in their work. Listen to this, when the candidate thinks the problem and asks questions. Such Questions should be as close to reality, they need to be thoroughly prepared! If the issue does not affect the real problem with which the candidate may encounter on the job, then perhaps you are wasting your time. Ability the candidate to think and plan is invaluable information for the recruiter. That's why it's - my favorite question. He quickly identifies the most important business of the candidate. Try this question on the qualifying interviews at their company (required several times in different versions), and soon he too will become your favorite subject.
So work out the maneuver advance. After the interview, I sort of answer candidates in the 4th criteria. After several interviews, you will realize that there are certain patterns of answers. It's just you and you want to, because simplifies the assessment of the ability of candidates and their future potential. Arguments are confusing the candidate, or concrete surface? The best candidates demonstrate a good understanding of the causes and consequences of their actions. Surface arguments are defined more number of unrelated ideas. If ideas can be logically linked together, it means that the candidate has a systemic thinking.
What is the approach to the problem: technical, tactical or strategic? Candidates - stretch out into the techies details of the process. Tactics focus on the results of the specific process. For strategists, the main thing is, then, as a solution to this problem affects the further development of the company and product, and they all look beyond the focus ... done on an individual or team work? Can the candidate inspire ideas of others? This is very significant when compared with the real successes of the candidate. This is especially important when you are looking for managers ... Functional and versatile prospect. The best candidates understand the importance of involving other people and other functions in their work. Listen to this, when the candidate thinks the problem and asks questions. Such Questions should be as close to reality, they need to be thoroughly prepared! If the issue does not affect the real problem with which the candidate may encounter on the job, then perhaps you are wasting your time. Ability the candidate to think and plan is invaluable information for the recruiter. That's why it's - my favorite question. He quickly identifies the most important business of the candidate. Try this question on the qualifying interviews at their company (required several times in different versions), and soon he too will become your favorite subject.
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