Despite the fact that every year many universities graduate certified managers-specialists in the service sector, the problem with recruiting personnel is still very acute. There are several reasons for this: the lack of educational and methodological literature, practical experience of the teaching staff and the elementary reluctance of graduates to start small. It is also difficult to recruit middle, “operational” personnel who work directly with buyers and clients.
Instructions
Step 1
Whether you are starting a new business or expanding an old one, you will be faced with the task of recruiting staff. Start solving it by submitting an ad. Oddly enough, so far the most effective way to announce the recruitment of personnel are printed publications such as "From hand to hand" or "With a light hand". Do not publish your ads in a row, publications with a break of a week or two will be more effective. Select candidates using a multi-stage selection method.
Step 2
When recruiting staff, try to personally talk with each applicant or entrust the interview to your deputy. This is especially true if your business is small. Since you are an entrepreneur, you already have experience of communicating with people. Trust your intuition and take people you liked at first sight, especially those who are motivated to work in the industry and have not come for a month or two. Experience and experience do not play a significant role here - any person can be taught, if he had a desire. If at the same time it is pleasant to communicate with a person - do not hesitate.
Step 3
The second stage of personnel selection will be meeting with those who already work for you. If the team is small, then communication skills are very important for the applicant. Future colleagues will be able to assess other qualities of the candidate: the ability to respond correctly in force majeure and emergency situations, to maintain professional restraint and a sense of humor. In addition, it is important that a person is ready at any time to replace an absent colleague and be ready to learn related specialties, which is important in small teams.
Step 4
Before registering a person for a trial period, meet with him again, honestly tell us about the difficulties that await him and the requirements that you place on the personnel working at your enterprise. If everything that you said suits the candidate, then apply for a trial period, during which he will have the opportunity to demonstrate his professional and personal qualities, ability and desire to learn.
Step 5
Even if the selected candidate has no experience, you should understand that it is possible to train “operational” personnel on the spot within a month. This also applies to the computer programs used in the work, and the work itself. Increase staff motivation and you and your team will be happy with each other.
