Small Recruiter's Guide

Since we know that Werner Heisenberg is interacting and interacting measure implies some variation in the observed. Thus, when in the process of measuring and assessing the characteristics of people, consciously or unconsciously, look and / or project in the observed subject our beliefs, convictions and other prejudices that after daily practice does not correspond with expected, triggered quite a dramatic situation. Both for the examiner to the Directorate, is a sort of underground struggle aimed at defending his thesis:



The examiner trying to defend "their? choice was correct, and poor supervision of contracts which makes it appear to the eyes of the Department as unacceptable at work.



For management, it is a poor selection and inadequate worker for the job. That as much as you make your supervisor, will fail to change course.



The plot thickens a little more if, in addition, the supervisor has been hired directly by the Department, and it is known that the Chief is always right.



Thus examiners should bear in mind the selection does not interfere with their prejudices, assumptions and projections and focus solely on the data.



So, the basic rules that every examiner should consider are:



Sure exactly what will be the job to occupy selected and the exact delimitation within the organization, their tasks, their superiors, job requirements, skills, attitudes, if a working relationship with customers or not , hours, remuneration, etc..



Depending on the requirements of the position, starting with the recruitment phase, ensuring that what is required in line with what is needed.



Having at all times who will be the supervisor of the candidate: how you want the occupier, which is the system working in your department, how it will be their supervision and contact, the learning period of the post.



In the examination phase of the CV to focus on what is being said and what is not said.



Look at the dark lapse of time: time between work experience and have spent another two or three years, what has happened there?



Depending on the job requirements, you should spend adequate psychometric tests.



The interview, after having the results of psychometric testing.



Make the final report of the respondent. Their test results and recommendation for use or not.



For more information on this topic visit Personal Selection.