We want to start selling subscriptions to our services in Switzerland, selling 100 pieces at a time – we need an assistant for this.
We want to develop the ecological side of our brand and become the first in the top ecological brands among women's clothing in Russia.
How to correctly describe the selection criteria for these requests:
Requirements for the candidate: do not go from one extreme to another. For example, you require that the specialist have a red diploma. But if he only needs it as a coaster for a mug, then it turns out that it is not needed. That is, the requirement must be justified.
Working conditions of the physician data package candidate: it is important to indicate on the shore what awaits the employee during the activity. Remote work is quite popular and in demand now, and many companies generally let their employees outsource. But this is not included in your working conditions, or, for example, in addition to the main work there is a responsibility to organize leisure - it is necessary to note this immediately in order to avoid misunderstandings and clashes.
Financial capabilities of the candidate: be sure to inform about the factors that will determine the salary, what the real salary will be and the price range.
A call to action for a candidate: "We are waiting for your responses!" - will not be superfluous and even necessary to push an interested person to action. This point often remains unnoticed and ignored, but it is important in the search for employees.
Case: VT-metall
Find out how we reduced the cost of attracting an application by 13 times for a metalworking company in Moscow
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General recommendations for finding a director
Finding a manager is not an easy task. Sometimes it is a very drawn-out process. It is important to understand what methods will be used for the search and who will be involved in it. The only thing you need to understand in this matter is that there is no specific and effective method. In order for the search to be prompt and effective, you need to pay attention to the scope of your company's activities and the requirements for the future director. Based on this, you will already be able to clearly understand how to search for a future director - to search independently or to resort to the help of a recruiting agency.
With the search for a manager with the help of recruiting agencies, everything is very clear - they will definitely find you a suitable candidate. But here the question arises in the cost of such an effective method. It can reach 10 months' salary of the future specialist, and here it is worth thinking about the need for such a service. On the other hand, if you have tight deadlines and in general the price does not matter, or you do not have your own HR, then why not, it is quite effective.
If the company has its own HR, then in the process of searching for a new director, his cases will be the initial source to which you need to turn. This means that specific and reasonable goals that have most likely been achieved earlier should be considered. In summary, the best outcome in the search for a potential director is maximum transparency of his professional activity before.