After Drinking My Glands

STAFF RECRUITING MASTER CUTTER

is common hear managers and owners of establishments catering to the lack of skilled professionals and how difficult it is to find people in these times.

As I understand it may largely be right, but I also think another great as they often are responsible for not finding the appropriate staff and that staff turnover in their business is constant.

This is because in many cases to select and hire employees without following a logical minimum guidelines. Cooks and waiters are hired by mere personal recommendation or cronyism. Is common life scenes like this.

-need cook but can not find any worthwhile.

- I know a friend who is very good person and very responsible

- But has experience as a chef?

"Well as a chef I think not, but .... has worked several years in a butcher shop and was very friendly and helpful

- Well tell him to stop by here to talk to me.

The butcher goes to the restaurant and after a brief interview and verify that the person in question looks bad, the owner hired him saying. Come tomorrow to try majete.

situations like these occur every day, so it is important that managers and owners of hotel establishments become aware that these "Come majete" often have disastrous consequences and end up costing you money.

Any establishment no matter how small has to follow some basic rules when selecting staff.

.1. º Define the job, and on this basis a list of functions the employee shall develop in this post.

2. º Defining the job helped us to create the second professional profile of the person we are looking for, Age, sex, education, experience, skills and attitudes that this person must have and any other points that we believe important.

3. º Establish sources of recruitment (newspaper ads, Internet, etc) each may have different economic cost, it is weighed according to the characteristics of the particular business which are the most marked.

4. º Receiving resumes and first selection. Upon receipt of resumes will be the first sieve, discarding those that clearly do not match the profile you have set, the picture lacking, poorly presented or worded etc.

5. º. Arrange interviews. Once the selection of curricula can select the most suitable and contact with stakeholders to arrange a first interview. We must dedicate at least 30 minutes per interview. The interviewer must also be prepared for interviews, having previously developed a page with details of each candidate. This tab will reflect a list of all the questions aimed at determining the coincidence of the candidate with the profile sought, questions about your experience, about the roles he has played in previous companies, reasons that caused low, etc. The interviewer should observe the reactions of the candidate and if necessary take progress notes on details that you may find interesting. In this interview you should give the candidate information about the company and job characteristics that is being offered. For her it will ask the candidates about their economic expectations, Right after the interview and before moving to the next interviewer should complete the information about the candidate making an assessment, (nothing selected, select, or highly selectable) with general impressions and other data on the candidate to help us to make the selection.

6. No selection of finalists and second round of interviews. Now is the time to make a choice of candidates offered a better impression. (Three or four) and cite them for a second interview where possible we will focus on issues that have not been clear in previous interviews, also is the time to talk more in detail of a financial offer it clear to the candidate and all working conditions, etc. Now we can only select the candidate that we deem most appropriate.

is important to call or contact by email with the candidates not selected to complete the process to communicate that unelected and ask permission to retain your resume for possible new job. In this way contribute to give a good image of our company and also to ensure good economic recruitment source for the future.

Make selection process appropriate especially when we have room to choose leaders, chiefs of rank, and second chefs etc is the first rule to follow to find the professionals that we seek. Common sense should prevail of when you make your selection. For example it would not be wise to hire a woman for the office that live within 10 km of the job and has no means of automotive finishes its turn if over the weekend at 1 am when there is no bus.

This in lace can download a sample job description and qualifications.