What is EFT (detailed and simplified explanation for beginners)

 

A large number of small and large enterprises are collapsing for various reasons, and in addition to these reasons - "labor" or employees.

There are many problems with employment, including:

1. Or their number is greater than the number required to complete the required tasks.
2. Or inconsistency in the tasks of employees due to a lack of clarity in the job tasks of each employee.
3. Or they are not suitable for the task, which is the subject of our discussion here.

There is a huge difference between hiring an employee who needs a job and hiring an employee who can perform the tasks assigned to him.

If you are a business owner and you need help in hiring the right employee, more specifically, you need to answer the question “How do you interview a potential employee?” We recommend you continue reading.

• It determines how to conduct a productive interview with a potential employee.
•  Find out if this employee is suitable for the job you need.

Let's start with the first tip:

1. Job analysis

Before you open the door to apply for a resume or start an interview, you first need to carefully analyze the job required. What is the concept of job analysis?

Job analysis is about knowing exactly what skills and tasks are required for the job. Does this require good managerial skills? Or presentation and communication skills? Does she need a good accountant? Or a tactful person?

Do I need someone who speaks one or more foreign languages? Or a seller? All of these questions and more basically answer the question of how to interview a potential employee.

You can't, for example, hire a person with only interpersonal skills to be an accountant, even if that person has the qualifications to become a very successful public relations professional.

In this case, it's like asking the blue whale to defeat the lion in a wild fight!

Why is job analysis important before an interview?

a) Job analysis avoids the mistake of hiring the most qualified people at the expense of the people the company really needs, and this is a common mistake that a lot of HR people make.

b) Job analysis helps to determine the level of competence of the required employee and thus determine the wage that suits him. for example, or a recent graduate.

It is worth noting that one of the pillars of job analysis is determining the prepaid salary, and this contributes to a better choice of suitable options available to you.

C) Failure to analyze the job and its requirements well leads to a random recruitment of workers ... which, therefore, leads to employment inflation in the company. This causes an imbalance in the budget, as well as the inability of workers to fully and correctly complete tasks.

D) One of the consequences of poor job knowledge and analysis is that you ask inappropriate questions during the interview, which puts you at greater risk of hiring the wrong employee.

2. Summary review

After the announcement of vacancies in your organization or company, a number of candidates submit their resumes.

Why should you carefully research these biographies before conducting an interview?

A) Carefully reviewing these biographies will save you from unnecessary job interviews with people who do not have the necessary qualifications for the job. After sorting and reviewing these biographies, you can immediately exclude unsuitable people.

b) This step also saves a lot of time in the interview itself when getting to know the candidate and gives an initial idea of ​​him, which helps to reduce the number of questions asked to find out whether this person is suitable for the job or not.

c) The process of reviewing and dividing resumes into categories will help you easily find the category that includes the right candidate.

For example, if a job that pays relatively little and does not require a lot of experience, in addition to the possibility of an unpaid internship, it makes sense to be able to find the required worker in the category of more qualified recent graduates.

If you don't find what you want in this category, you can go straight to the next category, i.e. those with little experience, and so on.

The reverse is also true: if a job requires an employee with a lot of experience and a relatively large salary, the category that will be excluded first is recent graduates and those with little experience.

In short, you can think of a resume as a guide to answering the question of how to interview a potential employee before you even go for an interview.