In order to hire the ideal employee, literally created for the required position, you need to know a lot, be able to, and also be well prepared and know some tricks, knowing which will save time, immediately narrow the scope of the search, and also greatly facilitate your work. What are these tricks – specialists of the recruiting agency VIP HR share their experience, who specialize in hiring top managers for leading companies in New York, Miami and other cities of the USA.

The preparation that makes all the difference

Even if your employer does not give a description of the position, be sure to write it yourself, and it will be much better if you do not just write a job description, but describe as accurately as possible what the employee should do from the point of view of the department manager, colleagues, and also the head. After compiling the description, agree on all points together and remove the excess, the final version should contain the following points:

• job title
• job goals
• expected tasks
• education and experience requirements
•  reporting structure
• and salary range
•  measurement of job performance

Search the right place

The case when the quality, or rather, the place, will always be much more significant than the quantity (applications submitted, sites used, CVs reviewed, and so on). Think about exactly where the very candidate can live who would fully correspond to the description, and who would also be completely satisfied with this description, because it is important not only to find a person who has certain skills and can perform certain actions, but also a person who will be close and understandable the values of the company, it should also be a person who does not currently have such values and such a specific perspective, then these ideas will be of interest to him or her.

This concept significantly narrows the search area, but the quality of candidates, with their very limited number, seems to be much higher than with any other search method.

The right questions, or not only work forms a person

If it comes to an interview, then it is important not to waste time asking questions that are already clear: it makes no sense to ask about education, or work experience – since a person is here, he already has all this. What is there to talk about? Your task is to find out what human qualities he possesses, since it is they that determine professional qualities. In addition, we are looking for a person who is not just ready to work today, but who will continue to develop, bringing development and profit to the company. Such a person should be fully self-critical and have knowledge about himself and how he interacts with people, what influence he has, how he is perceived. Therefore, questions of this type will be appropriate: “Name three words that your former colleagues could describe you”, “What in your personality misleads people and why?”, “If you were an animal, what kind?”.

Movement is life

Of course, it is much more convenient to conduct interviews in an office or a conference room, however, the goal of an HR specialist is not just to close a vacancy, but to avoid being fired in the future, because a person who has all the qualities for work may well not find a common language with employees , or to feel uncomfortable in the company’s usual style of communication with partners, or to put yourself above others in a team where it is customary to be on different ones, and much more. All this is important to take into account before you make a choice. In this regard, rather than talking about the workflow many times, it’s better to immediately dive into it, make a tour of the candidate’s production facilities, if possible, the office, introduce personnel, and connect them to the interviewing process. Of course, we are not just walking, but getting information about how a person reacts, whether he or she shows interest, how open, friendly with staff, active he/ she is, understands what is happening, and so on.

A favorite method of many executives is also a joint lunch, which also allows you to get a sufficient amount of information about the candidate, especially if you are looking for a person for a managerial position.