It is important not to bombard the candidate with questions, but to ask them during the conversation at moments when it is appropriate. Read more about how a manager should conduct an interview in the article . 4. Ability to work in a team Teamwork is one of the soft skills that is worth assessing if you are assembling your dream team. Don’t burden the candidate with situational tests or psychological surveys.
To assess teamwork skills, listen to
How they reason when answering the questions described above. “Red flags” during an interview may look like this: The candidate often says “I”. For example, when poland phone number library talking about teamwork, a person only talks about himself. This may mean that it is easier for the applicant to work alone. Speaks badly of employees from a previous place of work. Complaining about former colleagues during an interview is bad form. This may be a sign of problems with emotional intelligence.
Which usually has a negative impact on the ability
To successfully solve problems, you need to be able to listen to others, make concessions, and cooperate. The applicant often interrupts and asks again. A person may be nervous during an interview, but after 10-15 minutes, most likely, he will calm down the guidance of an expert and get used to the HR manager or manager. If he continues to interrupt and does not remember the answers to his own questions, this is an alarming sign.
Claims to be a good team player
Can’t back it up with an example. Perhaps the person wants to impress, but in reality doesn’t know how to collaborate. Conduct a satisfaction assessment Job satisfaction affects the productivity and motivation of team members. Therefore, it is necessary to ws data periodically assess how satisfied employees are with their place of work. Typically, an anonymous questionnaire or survey is used for this, where they ask you to evaluate different aspects of working in the company: working conditions; work schedule; complexity of tasks; salary level, benefits and bonuses; fairness of fines or objectivity of employee incentives; relationships with the team and the manager.