Register now or log in to join your professional community.
Look into their character and past experience if there is a reason for you that they can learn how to perform their job.
Honestly, why do you think someone who had just left a particular job position would like to do the same thing again?
In my opinion and experience, the aspiration to learn something new should be explicitly expressed in the application per se.
You go with the policy, having no experience you exclude them OR you trust them give them a chance interview them evaluate them, maybe you could get more from them as compare to professionals, as they are new with broader perspective.
First and foremost you have to check his/her CV to make assessment of his/her capability and the know how or experience, so if there is any pass experience you most encourage him/her for recruitment, because some people have verse knowledge to learn new things very fast may be they will be an asset to the company in the future. More especially if there is any good educational background.
Before Interviewing for any position we should have sample of more than one candidate and selection should be done by comparing their expertise. Highest score candidate should be given chance for new opportunity. if none of candidate in first sample full the requirement we should generate new sample for that position.
