Irina Panibratets, Project Manager HR consulting company «Dykun Global Consult»

In the previous issue, we tried to give some useful advice aspiring professionals who have entered the labor market and actively seeking for a new job or just plan to walk this difficult path. Now I would like to talk about the selection of personnel from the standpoint of the employer.

On this subject there are many specialized literature and a variety of useful articles and notes. Why are we returning to it again, as any qualified HR has such evaluation techniques as analysis of biographical data, interviews, professional testing, demonstration of skills, and other tools that provide valuable information about the candidate?

The fact that most companies in the agricultural sector do not have the organizational structure of the required number of specialists to work with the staff. Of course, we are not talking about large agricultural holdings where the HR-department staff sometimes reaches up to 30 people. Our article is more oriented to support the head, which itself involved in recruiting staff and evaluates specialist without a qualified consultant.

So you have a vacant position. We will not consider the complicated procedure of finding a specialist, all stages of this process, the importance of a systematic approach to closing position. It doesn’t matter if you contact for help or seek professional yourself, the moment will come when you meet with the candidate for a personal interview. From my experience I can say that quite often it happens that not only the candidate but also the employer shuld be prepared for the interview.

Since the interview is one of the most effective method of recruitment with the ability to open and direct dialogue with the candidate, let’s review details about what is important to remember during the interview and what the most common mistakes could allow the manager at interview.

There are some very important points when interviewer’s mistakes may have negative consequences. For example: bad «precipitate» in both parties after the meeting, omission or distortion of important information about the candidate, unjustified value spent on search time and the result, the subjective idea of interviewer about the candidate as a person, the negative business image of the labor market .

A man who passes the interview, it is important to maintain psychological comfort. When during the meeting a person didn’t find attention and respect, was not understood as a professional, he lost self-esteem and confidence to employers, generating frustration and irritation. Making mistakes during interviews with candidates, the employer would lose the opportunity to find a «right» employee and threatens the reputation of the company as an interesting and serious partner.

More information is available in the magazine «Milk and Farm» № 1 (8), February 2012