Naturally, the people, not the first year for the Department of Personnel Management of large Ukrainian companies know and can motivate employees and had experience a lot of tricks in order to "entice" in the team of another player. Talking about how much has changed incentive system in recent years, remember the Soviet system "to attract and hold "- Honourable mentions, gratitude, wall newspapers and regular bonuses. Not a bad idea somewhat improved today, though the idea remains the same promotion. The system now includes staff motivation a huge number of components. Trainings and seminars, awards for innovative ideas and development, staff training, organization and effective solution to business problems, participation or independent oversight of projects, evaluation risks and potential profits.
This refers to the level of trust for each employee, the degree of its autonomy in decision-making, an opportunity to show their own results, to reveal their abilities. Naturally, the model enterprise in which everything work happily and with a "twinkle in his eye" – a utopia. But this result should seek experts on HR management. It – their paraffin. Accordingly, to think a variety of ways to bring in his own company employees, who fully meet the requirements of the post – not an easy task. A special place is occupied by the issue of personnel evaluation. Sentence – is priceless! Priceless staff, despite the obvious exaggeration, of course, exist. Here are just finding them is not easy, but this is a task for professionals. And if you believe that business success depends on professional competence employees, engaged in the selection must stay. Therefore the development of staff appraisal system – the eternal problem for HR-specialists.
Recruiter has nothing to offer, not least because such deals do, usually people they are interested or able to be interested. A man, which is not know any place, even janitors hard to offer: suddenly at the other end talking to you …-year-old miracle that never worked, but last time was somewhere between the ages of four years and then, in Accompanied by mom in kindergarten. Want to ask about job openings that are currently open (well, you forgot a newspaper announcement, and had written a phone number) – and formulate a question. Keep the conversation right! After all, how will depend on your telephone conversation, if you can get to the interview or at least send a resume. Recall the basic problem of the first telephone conversation with the recruiter: find out as much information about the job and get invited for an interview or send your resume. To address these challenges and to build an algorithm conversation so that a talk on opportunities more effectively.
For completeness, I will give nine easy steps improve the efficiency of your first contact with the employer on the phone. 1) to greet the interlocutor. 2) an account, specifying the name you are interested in jobs and a source from which you learned about the job (If possible). 3) Learn more about the job (tasks, responsibilities), the requirements for the candidate. 4) To thank for the information. 5) Find out how you can give your employer your resume. 6) Once again thank you and say goodbye (do not forget to learn, if possible, the name of the person to whom spoken.
Incidentally, the name you can find out more and to step number 2). 7) Decide whether you are satisfied, in this position (based on information received). 8) Send resume, pre-adapted to its requirements for the job. 9) If you could learn how to call a recruiter, then makes a note "To …" or "At the request of …" As you can see, nothing complicated about it. Just treat your employment should be seriously. A serious things take a serious approach and practice. Good luck with the job!