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5 tips for evaluating a candidate 

The interest in the company or the rudeness are easy to check. 

1. Uses social networks 

Facebook, Linkedin, Twitter and blogs. According to a study conducted by Microsoft, the Internet candidate search for a job has become a mandatory requirement in the recruitment process of all companies. And 70% said they had rejected on the basis of information obtained by the candidates in line. Of course, photos from Facebook and Twitter are not a sufficient reason to reject someone, legally, but you can find this information develarte lot about the person. 
Linkedin can help especially with younger candidates, and more in the technology sector who has worked some contact and you can tell something about that person. 5 tips for evaluating a candidate, such as evaluating a candidate, a head hunter tips for evaluating candidates, evaluating a candodidato, questions to evaluate a candidate methods to evaluate the recruitment, assess the candidate, 5 Tips for assessment of a candidate 
5 tips for evaluating a candidate, such as evaluating a candidate, a head hunter tips for evaluating candidates, evaluating a candodidato, questions to assess a candidate methods to evaluate the recruitment, assess the candidate,

2. Pay attention to what is not said 

You need to ensure that it is clear all points of work, both positive and negative, that can claim such a late work, etc.. Some people are so positive that may be being dishonest. Someone who says yes to everything as a strategy to work with time brings bad results 

3. Viewing the details of what he says 

Some things to detect those who truly want the job, for example, everyone in a job interview should have the phone off, or at least muted. You realize if you really expect from the interview? Body language, interaction with others, and often you look at your watch or phone will give you the standard level of patience and education of the applicant. Try not to confuse evil and nervousness of being someone rude. The person who filed claims before collected some info from the company or through known Internet is also important. 

4. Reliable Advice 

People do not like working with incompetent or those who can not do their job. Take the advice seriously. 
Internal referrals are often the best choice. People with good references to other company employees who believe they can perform well in this type of enterprise is an important fact to consider. 

5. References through contacts 

If an employee was rude to a society that does not mean. Browse over your contacts. Someone who knows someone who knows you can make a good track. 
 
Using these 5 steps, in addition to traditional methods, means it is much more likely that the best decision to hire the candidate  

 
Source: http://www.losrecursoshumanos.com/ 

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5 tips for evaluating a candidate, such as evaluating a candidate, a head hunter tips for evaluating candidates, evaluating a candodidato, questions to assess a candidate methods to evaluate the recruitment, assess the candidate,
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