{"id":11077,"date":"2017-12-12T19:11:14","date_gmt":"2017-12-12T16:11:14","guid":{"rendered":"https:\/\/www.ibtdi.com\/?p=11077"},"modified":"2017-12-12T19:11:14","modified_gmt":"2017-12-12T16:11:14","slug":"6-%d9%86%d8%b5%d8%a7%d8%a6%d8%ad-%d9%84%d8%aa%d9%88%d8%b8%d9%8a%d9%81-%d8%a7%d9%84%d9%85%d9%88%d8%b8%d9%81-%d8%a7%d9%84%d9%85%d9%86%d8%a7%d8%b3%d8%a8-%d9%84%d8%b4%d8%b1%d9%83%d8%aa%d9%83-%d8%a7%d9%84","status":"publish","type":"post","link":"https:\/\/www.ibtdi.com\/en\/6-%d9%86%d8%b5%d8%a7%d8%a6%d8%ad-%d9%84%d8%aa%d9%88%d8%b8%d9%8a%d9%81-%d8%a7%d9%84%d9%85%d9%88%d8%b8%d9%81-%d8%a7%d9%84%d9%85%d9%86%d8%a7%d8%b3%d8%a8-%d9%84%d8%b4%d8%b1%d9%83%d8%aa%d9%83-%d8%a7%d9%84\/","title":{"rendered":"6 Tips for Hiring the Right Employee for Your Startup"},"content":{"rendered":"

\"Image<\/a><\/p>\n

 <\/p>\n

Hiring the right employees can make or break your business. There will always be someone who judges your hiring choices, and clearly, you can\u2019t<\/span><\/p>\n

please everyone in the organization.<\/span><\/p>\n

However, there are some rules you can follow to hire the right employee for your business every time.<\/a>:<\/span><\/p>\n

.<\/p>\n

. 1 <\/strong>Look for people who are committed in their lives<\/strong><\/span><\/h2>\n

Someone who is committed to their profession is the candidate you want to hire. If you don\u2019t want to hire an employee who frequently switches professions or jobs... <\/span><\/p>\n

\u0627\u0644\u0623\u062d\u064a\u0627\u0646\u060c \u0644\u0645\u062c\u0631\u062f Earn a higher salary<\/a>. If a candidate isn\u2019t loyal to any company, hiring them could certainly be a problem for your business.<\/span><\/p>\n

Always check how long the candidate stayed in previous jobs. If they keep changing jobs, they\u2019re definitely not the right person for the position.<\/span><\/p>\n

.<\/p>\n

\u00a0.2\u00a0<\/strong>Test for the right education and analytical skills<\/strong><\/span><\/h2>\n

Try different approaches to assess candidates\u2019 learning and analytical skills. Testing candidates can be tricky, but don\u2019t evaluate them solely on the basis of <\/span><\/p>\n

Their r\u00e9sum\u00e9s and references, because Resume<\/a> they can contain lies.<\/span><\/p>\n

A confident candidate is a great candidate, but what you really want is someone with the right skills and educational qualifications.<\/span><\/p>\n

.<\/p>\n

\u00a0.3\u00a0<\/strong>Check how quickly the candidate can fit in<\/strong><\/span><\/h2>\n

If you want to find an employee who will fit your company culture, check whether the candidate has the social skills to get along <\/span><\/p>\n

with others, especially current employees and managers.<\/span><\/p>\n

Remember that readiness is one of the essential qualities a candidate should bring to the job. And if someone can\u2019t get along with clients <\/span><\/p>\n

or former managers, hiring that person isn\u2019t a great idea.<\/span><\/p>\n

.<\/p>\n

\u00a0.4<\/strong>Keep Improving Your Hiring Process<\/strong><\/span><\/h2>\n

Whether you\u2019re hiring employees for a large organization or looking for potential candidates for your startup, the hiring process is the most important factor <\/span><\/p>\n

to focus on. Be sure to follow these steps in your hiring process:<\/span><\/p>\n

* Instead of asking irrelevant questions, always focus on assessing candidates\u2019 abilities, knowledge, skills, and confidence. <\/span><\/p>\n

and the candidate\u2019s capabilities.<\/span><\/p>\n

* When advertising job openings at your company, make sure all job requirements\u2014such as responsibilities, required education, experience, knowledge, and skills\u2014are <\/span><\/p>\n

clearly stated. This will help you assess candidates and attract applicants who meet all your responsibilities and requirements.<\/span><\/p>\n

* It\u2019s also helpful to involve other people in the evaluation process, as more perspectives can help you find the right employee.<\/span><\/p>\n

.<\/p>\n

\u00a0.5\u00a0<\/strong>Don\u2019t forget to hire interns<\/strong><\/span><\/h2>\n

Some may disagree with me on this, but it\u2019s one of the best ways to hire the right employee for your business. You know all the strengths and weaknesses <\/span><\/p>\n

Skills, knowledge, attitudes, behaviors, and confidence levels\u2014as well as practical evidence of work. What else do you need to know?<\/span><\/p>\n

You\u2019ve already worked with interns, so why not hire some of them for permanent positions?<\/span><\/p>\n

.<\/p>\n

\u00a0.6\u00a0<\/strong>Gathering social media information about candidates<\/strong><\/span><\/h2>\n

Asking personal questions can feel out of place and may be embarrassing and uncomfortable for both parties. Instead, you or your HR team should <\/span><\/p>\n

analyze candidates\u2019 social media presence. This can be a great strategy, especially if you\u2019re looking to hire <\/span><\/p>\n

employees for technology companies.<\/span><\/p>\n

You might be surprised by what you can learn about a candidate by looking at their social media presence. Did you know that more than 90 percent of <\/span><\/p>\n

companies prefer to recruit through social media platforms like Facebook, LinkedIn, and Twitter? If you look at the Fortune 500 companies, <\/span><\/p>\n

you\u2019ll see that 45 percent of them post job openings on social media.<\/span><\/p>\n

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  \u062a\u0648\u0638\u064a\u0641 \u0627\u0644\u0645\u0648\u0638\u0641\u064a\u0646 \u0627\u0644\u0645\u0646\u0627\u0633\u0628\u064a\u0646 \u0645\u0645\u0643\u0646 \u0627\u0646 \u064a\u0631\u062a\u0642\u064a \u0627\u0648 \u064a\u062d\u0637 \u0645\u0646 \u0639\u0645\u0644\u0643. \u0633\u0648\u0641 \u064a\u0643\u0648\u0646 \u0647\u0646\u0627\u0643 \u062f\u0627\u0626\u0645\u0627 \u0645\u0646 \u064a\u062d\u0643\u0645 \u0639\u0644\u0649 \u0627\u062e\u062a\u064a\u0627\u0631\u0643 \u0644\u0644\u0645\u0648\u0638\u0641\u064a\u0646\u060c \u0648\u0627\u0644\u0630\u064a \u0645\u0646 \u0627\u0644\u0648\u0627\u0636\u062d \u0623\u0646\u0647 \u0644\u0627 \u064a\u0645\u0643\u0646 [\u2026]<\/span><\/p>\n","protected":false},"author":3,"featured_media":11110,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_ibtdi_aa_focus_keyword":"","_ibtdi_aa_secondary_keywords":"","_ibtdi_aa_audience":"","_ibtdi_aa_tone":"","_ibtdi_aa_summary":"","_ibtdi_aa_reviewer_name":"","_ibtdi_aa_reviewer_bio":"","_ibtdi_aa_reviewer_url":"","_ibtdi_aa_reviewed_date":"","_ibtdi_aa_service_id":"","_ibtdi_aa_related_ids":"","_ibtdi_aa_human_reviewed":"","_ibtdi_aa_disable":"","_ibtdi_aa_disable_links":"","_ibtdi_aa_sources":"","_ibtdi_aa_update_notes":"","footnotes":""},"categories":[491],"tags":[4064,1804,3435,785,14560,828,7736,11947,803],"class_list":["post-11077","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-491","tag-4064","tag-1804","tag-3435","tag-785","tag-14560","tag-828","tag-7736","tag-11947","tag-803"],"_links":{"self":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts\/11077","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/comments?post=11077"}],"version-history":[{"count":0,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts\/11077\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/media\/11110"}],"wp:attachment":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/media?parent=11077"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/categories?post=11077"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/tags?post=11077"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}