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Эффективный подбор персонала.
Moscow, Russia 4 July / 2013
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Unfortunately, we ran out of tickets and sincerely apologise for the inconvenience. But we have exhibitions you might like to attend.
This is a past event.
About the seminar
Workshop: "Effective personnel":
Features of the formation of the personnel policy of the company in the long-term corporate development. The technology of the interview and adaptation
When interviewing the candidate, we have only a few tens of minutes to sort out who is in front of us and how much can be a mutually beneficial decision to accept the employee in our team.
Therefore, when selecting employees is important to understand
1. How to find the key players for your company. It is at the initial stage of the interview to find out whether the candidate is suitable to the style of management. What are the expectations from the head of a new employee.
It is important to determine whether the organization is under active development or static, what style of work adopted by the organization, which need an employee creativity / initiative / executive / ambitious / persistent / etc., What is the level of complexity of its tasks. Technology paint the portrait of a productive employee. The role of the company's strategy for writing a portrait of the applicant, the identification of the central aspects. Neutralization of recurring problems. At the seminar we pay special attention to the typical difficulties with recruitment managers and how they can be avoided.
2. Features of the formation of human resources policy in the long-term corporate development. In the selection of the employee "like" the existing employees of the company it is important to keep track of how successful the operating team. Why do some teams continue to work productively, and other shots of the "funneling" with explicit regularity?
3. The principles of interviewing /
Technology determine whether the proposed position of the applicant. We have developed a questionnaire for the written and oral interviews of candidates, giving fast and the best estimate based on hard facts and not on how the applicant is often not true, evaluates himself. Developed by RB Project - model "Serial Poll": what questions posed in series, can answer suitability of this candidate.
4. What is not always obvious qualities distinguish successful managers. Depending on the nature of tasks on short / long term successful managers will feature a clear understanding of their goals, persistence / impulsivity, stayerskogo / sprint character, etc.
5. The development strategy of competence "gifted" and "neodarennyh" employees. Principles of team development. As the internal structure of the company affects the development of the employee. What staff "unfold" within your company. Managers need to develop the qualities that are necessary for them to engage in this particular post. Perhaps these qualities are not inherent in the employee initially and will require the formation of your resources: time, finances, effort, etc.
At the seminar:
· We will show an approach to identify bottlenecks in the work of both staff and the organization as a whole.
· We will demonstrate techniques for the rapid qualitative interviewing.
· We give practical and concrete examples of selection and adaptation of employees.