Recruitment issues devoted a lot of work. Armed with specialist recruitment a variety of tools to assess both professional and psychological level of the candidate's suitability for a particular workplace. There are all sorts of psychological tests, tests to determine IQ, case studies, simulated real-life situations, stress interviews, and a survey of references and much more.

The questions as a candidate at the stage of recruitment to choose a decent company{!LANG-bd925edf4afe588a91887ceb3d214110!}

In some cases, it turns out that the applicant for the vacancies like "wrenched" inside out: find out all of his psychological characteristics, professional experience(positive, negative), the candidate's opinion of his former colleagues etc. and in response to his very specific questions about the structure of the company, its prospects, financial condition sound very vague wording and references to a trade secret. Usually in this situation offer a high level of wages or (and) a solid compensation package that "lulls the vigilance" of the candidate and allows you to close your eyes to the uncertainty of the future of the company. However, always remember that the promised salary is not paid.

In this article an attempt was made to give specific practical recommendations to the candidate how to assess the attractiveness of a company{!LANG-db1605239936533cdca6c027e647c153!}

First and foremost, it is recommended to make a list of questions and methodically to obtain the answers. Source of information about the company should serve.

  • the recruiter or the person conducting the initial interview
  • potential supervisor (immediate and 1-2 link above)
  • Media
  • informal conversation with the employee (preferably the lower or mid-level)
  • a conversation with a former employee of the company.

Only on the basis of comparison of data obtained from these sources, you can to obtain a reasonably reliable picture about the state of the company{!LANG-586816447e8c7807e776cf2fb14c7c98!}

Thus, the candidate must obtain a plausible answer to several questions, and then decide for yourself as far as the answers to them and accordingly the company meet its requirements{!LANG-f570d50db8eafd639fa679029a431d5c!}

Of course, in General, the more information about the company, the more informed the decision taken by the candidate{!LANG-caa26678ed3322c15052fcb1c7a51726!}

1) For what purposes his take (gonna take) to work?
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2) What are the levers, the mechanism of "in hand" candidate for the tasks?
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3) are There delays in payment of wages?
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4) Frequency of change in leadership (top and middle management), the owners and their stake in the company.
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Frequent change of management or owners entails frequent change of priorities in the development of the company{!LANG-0f1775ce291fdb7c08a8e160968e3077!}

In addition, the frequent change of leadership causes uncertainty about the future of the staff and the most qualified staff (they always have decent offers) ceteris paribus tend to prefer to leave. It is no secret, the more qualified the employee, the more in demand in the labour market{!LANG-ab447ee43c418f4551bce7253b0a1b5f!}

5) What the financial results of the company?
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6) does the company Have a clearly articulated mission, code of corporate conduct, corporate culture? Are there corporate events? As mentioned above, without clear goals and objectives "ship is adrift" and sooner or later "breaking on the reefs". The presence of corporate parties talks about the company's care for its own staff, corporate culture, certain of the company's interest in maintaining qualified staff. Also this is an indirect signal that the company is going well.

7) What is the organizational structure of the company?
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9) What is the qualification and experience of the supervisor and managers 1.2 managers above? What are their personal qualities?
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10) What is the speed of decision-making in the company?

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11) What happened to predecessor?
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Another option is the predecessor went on maternity leave. In this case, the candidate should be ready for that it is a temporary job{!LANG-088affaf2564ef53e1155c9641dc49b5!}

12) As kompensiruet work on a day off overtime work, sick pay, etc.?
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13) do you plan to dismissal or transfer to another position of the supervisor and the head is 1-2 level higher?
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In addition to these basic questions, the answers to which should obtain the candidate when making decisions about employment, there are still a number of points that you need to pay attention{!LANG-05da26f4688be20b53ca44dd27662d1a!}

You should think if during the interview you do not reasonable compliments{!LANG-7ab2fd37ecd5ad56de90a54f56deb4fd!}

If you are applying for the position, for example, a leading specialist, and you say that you come, but on probation take the specialist of 1 category, it is better to do or just leave as the lead probation. Just in case the employer thinks you are interesting enough for an expert, however, reserves the right during this time to find a more worthy candidate. In this case, it is necessary to insist on appointment on probation.

Certain cautiousness should be the candidate dismissive or even negative reviews{!LANG-ba724889db60d89ec0c80ebb77c4cf29!}

It should also be advisable not to inform his present employer for dismissal as long as the new job will not resolve all the issues, and your application will not be signed by the Director and forwarded to the personnel office. It is also advisable before making a final decision carefully examine the standard form of the employment contract{!LANG-d08ace6ed02d06a8b155fce1dd40a648!}

It is also important to go on about a potential employer, requiring a rapid dismissal from the previous place of work and an early exit to a new location. If you really need a prospective employer, then 2-3 weeks you can definitely wait on a new place of work. And if not, then why the rush? Never rush in out and weigh. It must be remembered that at the stage of interviews, you can to large extent dictate terms to the employer.

Thus, only having received answers to all questions, from both official and unofficial sources, comparing them, the candidate may take an informed decision{!LANG-3aebbc2be1932f94ccc33f2c62041cc5!}

Of course, it is difficult and almost impossible to consider all possible scenarios. However, the answers to these questions and a thorough analysis will allow to minimize possible negative consequences{!LANG-298dbb372daebae4c745b96db978de98!}

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Candidate of economic Sciences,
Director of Zelenodolsk branch of Institute of Economics, management and law (Kazan)