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DISCUSSING WITH THE EMPLOYEE
APTITUDE TEST ,
HIS/HER QUESTION APPROACH
CONFIDENT AND KNOWLEDGE
Being an HR Officer, identifying the talents of the applicants could be based on their submitted CV's and can only be countered check during the interview. How the candidates will present himself/herself is already a talent, a skill. The way the people talk can be a more convincing way of showing one's talent considering his/her field of interest can reflect on the way he will respond to every question of the interviewer. In every question, the HR Officer during the inrerview could determine not only the talent and skills of the applicant but the totality of one's behaviour of the applicant because your CV describes who you are by the way you responded during the interview.
As a start what you need to really understand is the job itself, I mean you need to the job requirmnets from skills, knowdlge and abilities and other charachtersrics and what an ideal candidate shall have of qulifications and skills to be achive the successes expected of the position... now if you alreday have an employee in the position you shall do a session with the employee and the direct supervisor to assess how much the employee possess the job requriments and you conduct a gap analysis and come up with a developmental plan
I can do it myself and belive every line manager is expected to be capable
You should administer a 'Competency based Structured Interview' to the candidate.
Don't go only for the CV/Resume. Manage time to interview the right candidate for the right post.
If you can manage for the trial period that will be the best option to filter the best candidate.
Thanks for the invitation...
You can avoid hiring wrong people by determine the specifications and skills required for each job.
Then, collect as much data as possible about each candidate, their achievements, accomplishments and completed Projects.
After that, compare skills, achievements and experiences of the candidate with job requirements.
Also, pay attention to body language during the interview.
Thank you.
I will choose someone with a commitment to their career and excellent learning and analytical skills.
Communication & Confidence is key determinant.
Also for domain specific front level positions - Written tests are advisable
Hi Alia,
Thank you for inviting me to answer your question with regards to identifying talents from HR perspective services. Actually there are two things:
1. The presentation of the CV, and for me the summary is very important.
2. During the interview:
2.1 During the interview with candidates, you can ask questions related to the position opened if she/he has an experience and achievement with regards to one of the subject mentioned in the job description; if no experience on that, so what the candidate can do to achieve the target or to increase sales...depends on the job role;
2.2 Other question for example during the interview, if an internal crisis what can the candidate propose?
2.3 Take the candidate during the interview through the decision making process!
2.4 You can also ask, her/his purpose in life! to defined which candidates have long term potential.
Good luck Alia! and thank you again to invite me answering your question.
Kind regards,
Marwa.
Scientific knowledge in addition to communication skills and management.
