Get the right people

Proactiveness and flexibility: the key to becoming a successful interviewer

moder — Wed, 28 Jan 2009 11:48:55 +0700

Due to lack of good preparation, some young employers asked irrelevant questions when conducting job interviews, even blushing with embarrassment when meeting candidates. As a result, they did not succeed in recruiting people they need. Therefore, you should prepare well for recruiting interviews as if they were important meetings: preparing questions beforehand, making a point of talking openly, taking note of main points, controlling the interview process etc.

Preparing the main questions you want to ask candidates

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Probation – the opportunity to find “pure gold” for enterprises

moder — Wed, 21 Jan 2009 09:42:50 +0700

Only with some exceptions, most companies require new employees to go through probation period. After that, companies will make sure whether new recruits are suitable for their positions or not. However, in reality, there are many cases in which the managers are still afraid that they chose wrong people even at the stage of drafting official labor contracts.

Six tips below will help you avoid the above situation:

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The most effective way of checking references

moder — Fri, 28 Nov 2008 15:45:40 +0700

The hiring process of most companies nowadays does include reference checking. However, in reality, most employers omit that step or do it superficially because they think it is not important. As a result, they waste a lot of time and money afterwards due to hiring the wrong people. Under the circumstances, what should employers pay attention to when doing this task?

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Six mistakes in recruiment

moder — Wed, 06 Aug 2008 17:36:06 +0700

Recruitment is one of important things to the success of a company. Still, some employers don’t really realize the importance of that process and often make some mistakes that they have to regret later. The below are some mistakes employers often make.

1. Not have thorough review of resumes

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Six mistakes in recruiment

moder — Wed, 06 Aug 2008 17:01:47 +0700

1. Not have thorough review of resumes

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Tactics for conducting a successful interview

Thu, 27 Mar 2008 14:54:11 +0700

A successful interview means the interviewer asks the right questions, listens to the candidates and makes them tell the truth about their capability. This is the basis to help them select the right people.

The tips below will help you improve your interviewing skills.

Plan a smart interview
To be a professional interviewer, you should always respect the

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5 simple tips to pick out right people

Thu, 27 Mar 2008 14:54:09 +0700

How do you sort out the good candidates in an interview? According to HR experts, there are simple ways on what to look for and what to ask in an interview to find the right people with minimum effort.

Try your best to assess a candidate via these manifestations:

1. Presentation:
It is important for a candidate to

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Five tips to improve your recruiting calls to candidates

Thu, 27 Mar 2008 14:54:07 +0700

Calling candidates is one of the most efficient and effective ways to recruit. You should know how to improve your recruiting calls with candidates to screen the most suitable ones.

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Steps to prepare for a successful interview

Thu, 27 Mar 2008 14:54:05 +0700

Your preparation for the interview has equipped you with a number of questions that will help you know and evaluate candidates. But there's plenty more to do before, during and after the interview to ensure your success.

You will find the hiring process less painful and improve your chances of the finding the right candidate by following these simple tips:

Before the Interview

Put
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Nine things recruiters should know about candidates

Thu, 27 Mar 2008 14:54:03 +0700

Getting to know the candidates and understand what they are looking for, along with overall qualifications, is critical to the success of hiring managers. If you are vague about these things, then stop thinking about the coming interview with them.

Below are ten points in key areas that all recruiters should investigate for each candidate they interview.

1. Complete compensation details. Understand exactly how the candidate's current
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