by nerdonforumcoin » 22 Mar 2017, 14:19
Hiring managers will always have the hardest part in the decision making. When the business is expanding, you are the one who will conduct final interviews - left and right. As a hiring manager, you should coordinate with recruitment to fulfill the hiring process. Candidates can be a combination of external and internal hires. Most of the time, the promotion may come in the internal applicants. Before promoting your best employee, you should have a pool of employees to put on a test. Each of them has their capabilities, skills and the will. What you should be considering in hiring your next rock star?
Willingness to Accept Bigger Responsibilities
If you are looking for an individual to fill in the post, check if the applicant is really willing to accept and embrace responsibilities. He should have a depth understanding on the position being offered. First thing to check is the candidates' track record. Check the candidate's promptness to do work assigned to him/her. Set a day-to-day task to measure their willingness to handle responsibilities. As early as internship, internal candidates, should be given close attention in this area. Test their sense of urgency.
Competency
You may look at employees' skills and abilities. Those who can perform the job well. As a team member, the desire to work with others on a team is a definite plus. The applicant should have the ability in demonstrating interest in working together as a group. He also have the skill to motivate others to perform. He finds a creative way to reward people. He recognizes successes of his team mates - big or small. He can influence other people within the organization to celebrate these successes.
Pro-Active
Look for an employee who is willing to work beyond their job responsibilities. Keep your eyes on this employee who is willing to extend support and mentor his co-members. You can also consider the employee who provides initiatives and suggestions on how to better the team performance as a whole.
People Skills
A person who can balance everything and also someone who can get along well with others. He knows how to balance being on the employees side and management side. He has sound judgment. He also have an ability to discipline people on his bucket. He shares best practices to the team without being asked.
Longevity
You can consider this but put emphasis on the above items. The tenure is an advantage for someone looking to be promoted in the business. Being able to have the mastery of the product and processes is another on this list. If they have been in the rank and file for years, then it is time for them to grow and enjoy their tenure. This tenure would mean big thing though. If a person has been in the company for longer than 5 years, this person is worthy to be encouraged to move up the ladder and decide to come out of his comfort zone.
The bottom line is, all employees have an equal chance for career advancement. These individuals can change the future of your company. Take time to evaluate them - train them - before putting them to your final interviews to complete the selection process.
Hiring managers will always have the hardest part in the decision making. When the business is expanding, you are the one who will conduct final interviews - left and right. As a hiring manager, you should coordinate with recruitment to fulfill the hiring process. Candidates can be a combination of external and internal hires. Most of the time, the promotion may come in the internal applicants. Before promoting your best employee, you should have a pool of employees to put on a test. Each of them has their capabilities, skills and the will. What you should be considering in hiring your next rock star?
[b]Willingness to Accept Bigger Responsibilities [/b]
If you are looking for an individual to fill in the post, check if the applicant is really willing to accept and embrace responsibilities. He should have a depth understanding on the position being offered. First thing to check is the candidates' track record. Check the candidate's promptness to do work assigned to him/her. Set a day-to-day task to measure their willingness to handle responsibilities. As early as internship, internal candidates, should be given close attention in this area. Test their sense of urgency.
[b]Competency[/b]
You may look at employees' skills and abilities. Those who can perform the job well. As a team member, the desire to work with others on a team is a definite plus. The applicant should have the ability in demonstrating interest in working together as a group. He also have the skill to motivate others to perform. He finds a creative way to reward people. He recognizes successes of his team mates - big or small. He can influence other people within the organization to celebrate these successes.
[b]Pro-Active[/b]
Look for an employee who is willing to work beyond their job responsibilities. Keep your eyes on this employee who is willing to extend support and mentor his co-members. You can also consider the employee who provides initiatives and suggestions on how to better the team performance as a whole.
[b]People Skills[/b]
A person who can balance everything and also someone who can get along well with others. He knows how to balance being on the employees side and management side. He has sound judgment. He also have an ability to discipline people on his bucket. He shares best practices to the team without being asked.
[b]Longevity[/b]
You can consider this but put emphasis on the above items. The tenure is an advantage for someone looking to be promoted in the business. Being able to have the mastery of the product and processes is another on this list. If they have been in the rank and file for years, then it is time for them to grow and enjoy their tenure. This tenure would mean big thing though. If a person has been in the company for longer than 5 years, this person is worthy to be encouraged to move up the ladder and decide to come out of his comfort zone.
The bottom line is, all employees have an equal chance for career advancement. These individuals can change the future of your company. Take time to evaluate them - train them - before putting them to your final interviews to complete the selection process.
