Five Common Hiring Mistakes Business Owners Should Avoid

Your business should be composed of a certain number of systems which create with foreseeable and formed results. The hiring is not any different. A system in your process of hiring will take any conjecture out of the process of hiring, and helps you to find the good person for work.

Some contractors say to me that they put the 'need for T a system to recruit new workmen. What if there are a disaster or something beyond your order, and suddenly must engage 20 people to you? What if you become defect and someone else must ensure the work of the hiring? How can you be sure that they will find the good person? To have a process of hiring will make sure that your lucky find of will this person special for your business.

It is never too late to create the correct systems, even if you aren 't seeking of new employees in this moment. If you have systems in place, you will be laid out when the moment comes that you must seek somebody. Then you gained 't have the extra effort to create a system on a deadline.

When you create your system, maintain in the spirit the following errors, and establish your process T avoids them:

1. You ensure that you need really a new employee. Often a contractor thinks that him or it needs somebody for a task, when they have need right for a new system which can be divided by other employees.

2. Engaging a person on the spot because they �right-hand side of feeling�. This means that you recruit of an emotive prospect. Your instinct can to sometimes be useful you, but the hiring is not one of them. You must be objective for this one.

3. Sale of your company to the recruit. Your recruit should have done its work, and should know your company before they come for the interview. You put the 'need for T to sell your company. You must secure to you hiring the good person for work.

4. Hiring only based on what you see in cv and the letter of accompaniment, in other words, renting on competence only. You must look at the person the 'attitude and behavior of S as well. It is a fact well-known which people obtain rented on competence and put fire on the behavior. It thus seems reasonable to examine the behavior of a new recruit before you engage them.

5. Not having a system places from there with the good resources for the process of hiring.

Induction Training For Employees

Each organization has a great image, in which they want to achieve their goals and goals. In order to realize a sum of all the parts could consider it, like all the employees and all the departments must draw their weight and to carry out their functions so that the businesses succeed and for try to obtain higher goals and goals.

In terms of formation of service entrance, whose indicated also sometimes under the name onboarding, the trainer will have the occasion to communicate these goals and the image of whole corporation to the new employee. It will also make it possible the qualified training of the employee to carry out their work in the manner which is wished and stipulated by the company. These time and process of the formation of service entrance the first impression is in force that the new employee will have organization, and the trainer is advised to draw the best from this process, obviously without making false complaints and promises.

One of the principal ends by providing the formation of service entrance for new employees is to test and maintain the training courses also interesting and so simple like possible. The new employee is out of his zone of comfort, and without overloading the employee with new information and details, you would like rather than they gain a good arrangement of the businesses inside as a simplistic way and detail it like possible. This will ensure that the new employee obtains an arrangement of the whole businesses. The professionals also recommend that a package or a welcome email is sent to the new employee before their first day with work, this will help the employee to as well as obtain a basic arrangement of the company which them key actors are in terms of organization; it is if the company has a naturally adapted Web site.

Each company and organization have a culture and some their own features and single traditions which they can follow, like occasional Friday, or drinks with the pub Tuesday, that which it case can be. The new employee should know about this and be made to feel the welcome to attend these sessions without ceremony of meeting, it will make them the evaluated feeling and the part of the team. They should not however discover the round long way, but rather ate the formation of service entrance; it will even instill this form of feeling of membership the beginning. This easily deceived not very will allow and to authorize the new employee so that him or it feels as if they belong to the so-called family of corporation even before they start to work by their new pars, it will also remove the edge to be so-called the new child on the block.

The formation of service entrance makes it possible the formation of corporation to present indeed an organization, its policies and procedures as well as an avenue to be used to accomodate a new holder in the organization.

Business Management: Hiring and Retaining Quality Employees

The first thing about choosing your employees is to measure their competence based on the following characteristics:

. Attitude - will to complete the work which is assigned to them
. Aptitude - capacity and capacity to be qualified in their position
. Integrity - honesty and fidelity when you 'about step there
. Intelligence - good sense and the level of the school qualifications required to carry out their work
. Intensity - their capacity to focus itself

You will choose your employees of among those which request a position with your company. Among your applicants be those which look at to change work and those which are without employment. That which is without employment is a red flag; there is probable a reason which it is without employment; they put 't get along with colleagues; they are not productive; there is probable something negative about their quality as an employee. There are exceptions; but you put 't have the hour to study this. Your best bet is to look at those which change work.

The common reasons of work of change are:

. To acquire a position with a recreation, enthralling place to work
. To acquire a position which enables them to make a difference, it done of the good and be appreciated
. To establish their experiment of career, to develop with your company
. The wages are number 4 on the list; they understand that it is necessary, but they are mainly concentrated on their education and growth.

You recall that the best employed than you engage necessarily will not remain with your company for always. The best, employees of quality are likely to develop and make a success of as contractors themselves a certain day. They are the people whom you want work for your business now. The important thing is the difference which they will make with their contribution during time they have this relationship with you.

Thus, how will you recruit approximately new employees? The best people to obtain references of are your current employees. They complete their work well and they want that others on the team make their partition. They are not likely to recommend that you engage the slackers which will downwards take the company by not drawing their weight. Offer an incentive of allowance to no matter whom who recommends a good employee if you engage them.

There are four articles which are crucial in your capacity to maintain the employees of high-quality. Recall you, you probably will not keep them for always, but they are likely to carry out more and to remain longer if they are shown:

. Respect - identification for their contribution
. Appreciation - mercies and recognition for a well of work - made
. Vision - share your vision; announce them where your company goes and probability of the growth within your company
. Advantages - money, advantages, rewards

Note that the money is last on the list of articles which encourage employees to remain with a company. Naturally, the income is necessary, but thus is the respect and the appreciation which they are shown. A good employee will take the pride in his work and will be happy if it is identified for their contribution to your company.

Wages

Be never in talks the wages with employees. Know what is your range of wages, then ask them who what they think are wages right to pay the position what they apply. Let 's say to you, for example, are prepared to pay to $40 to 50 thousand per year an employee of quality and their answer is $45.000. You have three choices way of answering:

. Agree to pay $45.000 - you 'about the two happy ones because you have somebody to complete work for wages which are in your margin
. Offer, known as $42.000 a little less - they will probably accept this, but they can be slightly opposed
. Meter with $50.000 - already, your new employee likes his work! It is eager to begin work; you offered it more than he asked; it will give you probably more than you ask by being a very productive and hard workman.

Now, which if the employee says that their hopes of wages are $55.000? This quantity is apart from your range; therefore, it is when you stop the interview. Thank them for their time; they have probably other interviews to go to; one of them can better be adapted to them.

Wire by Example

Are you the type which controls people or carries out people? The employees are human beings; they put 't want to feel that they are controlled or operated. They want control strong. Gift 'isolate of T yourself of your employees; place an example; reveal to work day laborer; be accessible; put 't is always in your office with the closed door. Be a model in the attitude and the action; share your vision. Your vision carries out each one in your organization. Stated your employees that they contribute to the growth of your business; they work together to establish something rather than each achievement of their various tasks separately. Prove to them that their contribution made a difference.

Measure the results

People will make only what is measured. Consider your employees responsible for that which is most important for your business. Measure the productivity. It is to better let an inefficient employee leave that to keep them above because this will cause only the effort and the destruction while holding them behind as well. To let go can be an occasion so that they find work where they adapt inside and can develop as an occasion so that you fill their position of somebody more adapted to your business.

Report/ratio

Your relationship with your employees depends on your capacity to communicate and to be sure that they include/understand exactly what is envisaged they. A positive ratio depends on 3 C 's

. Communication - until you wait and a deadline
. Agreement - the employee should be able to repeat again with you exactly one expects that what shows that they include/understand
. Conformity - you put 't must be held above them constantly, but ask when is a reasonable time so that you check their progress


It is important to communicate this manner to remove all the doubt and to avoid it the misunderstanding. The employees do not like to have to guess what you want and they put 't have pleasure to have troubles so that not to do what they didn 't include/understand that they had to make.

You are proving with your employees that you respect them and that you want that they feel well about the r�alistion with the Juste what is required them. When you assign them to a specific project, ask them how long it will take them to achieve it and to make them repeat again with you what they agree to do. This can seem strange, but it eliminates the doubt and reinforces an arrangement. In conclusion, leave know them that you will not plane above them; you made them confidence to obtain work completed, but you want to be able to check their progress at a certain point to see whether they are on the way.

Create an environment where the employees think of themselves as a part of your company rather than as where they are outdistanced by saying things �to the place where I work; �� rather, they say, �with our company,� or �with our policy are.�

Recruiters: Greater Placement Success with This Tool

As a recruiter, you know the psychometric test as some of your customers require you to employ it. What you cannot know is the advantages that the psychometric test has for you.

With the psychometric test you have a fast manner to match the right candidate for good work. Not only you have more information, but you will thus have more important information you can make a logical decision in your placement. When you work with facts, you will have less conjecture while placing your candidates.

You will improve your success of placement as the candidate the 'behavior of S is measured. We undoubtedly know that a person is committed on competence, but when they are put fire, it is because of the behavior. Using the psychometric test your candidate 'behavior of S. In addition to that will measure, you can see the potential of the candidate by the test. This will enable you to place only people with the type of personality which adapts to work. Not only that, the recruit will like what they do because they are the good person for the work which will have like consequence more benefit for your customer.

The psychometric test will enable you never not to send a candidate with the false attitude to an interview which will have like consequence the lost period, the resources and a loss of credibility for you.

Instead of obtaining all the information which the psychometric test provides you yourself, you can concentrate on more work to fill for customers who wants to say an increase in the income for you. You will be able to place more people with less effort.

The psychometric test also provides you tools to choose the people of good quality who form part of the culture of your customer of 'work place of S and to develop them in a way in which allows them to carry out their maximum potential. It is powerful diagnostic tools and on line which will give you a manner of turning the people that you place in your competitive advantage.

Your customers will see you as a genius of hiring!

The Employee Satisfaction- Performance Link and How It Relates to Company Profitability

Data of problem

The majority of frameworks and the teams of control in the businesses today are concentrated on controlling with a specific return on investment (KING). The KING can be measured in actual value with quantifiable results. Too much often, these frameworks focused by KING does not control �with the softer disciplines� like the human capital. These frameworks and chiefs of corporation miss an enormous occasion.

The aim of this research is to examine the impact which the satisfaction of the employees has on the financial execution of the organizations. In today 'the commercial environment of S, it is imperative that the executives and the chiefs concentrate on the human capital their companies and not simply on their assessments and targets of SG&A. This document will show the direct correlation between the bond of execution of employee-satisfaction and how it refers to the profitability of company.
Importance of problem

In today 'the total macro-economic environment of S, the companies which succeed will control not only with the result, but will control their human capital successfully. The majority of the companies and products on the market today are confronted with greatest competition, with the commoditization of much of products and services, and at an increasingly competing global market.

In this environment, a challenge of management of the keys is to create the competitive in the long run and bearable advantage based on the points of differentiation which are mainly unexploited. A factor of differentiation which is mainly unexploited and excessively under-served is human capital. Research proved that the satisfactory employees provide the higher service to the customers, and alternatively, the satisfactory customers are most advantageous. The Keller grass, founder of Southwest Airlines, indicated that �there is a key with profitability and the stability during a pole or the economy of bust: moral of the personnel.� In other words, the creation of an work environment which motivates and satisfies employees is a key factor by carrying out the advantageous growth and competition in the long run.

Limitations and delimitations

Limitations:
. The satisfaction of the employees directly carries out the financial execution by the costs and the income
. The satisfaction of the customer is the bond (indirect) between the satisfaction of the employees and the profitability of company.
. The satisfaction of the customer is continuously supervised per many companies, therefore it was easy to obtain data
. All research is compiled secondary resources
. Using the data and the reports/ratios of the employees of availability ratio to be translated for the employees of coating of non-customer
. Indirect bonds between the satisfaction of the employees on the turnover of the employees and the satisfaction of the customer
Delimitations:
. All undertaken research is secondary only.
. The soft exits analyzed in this study are human capital only; the study would have been with large or with unfocused so of other disciplines were included.
Examination of the literature

There were many studies published in the service and the sector with the detail which showed the direct link of the satisfaction of the employees to the satisfaction of the customer and alternatively, profitability.
Methodology

Included in this article is a detailed compilation of research and analysis secondaries of these results. The author will also connect on the various studies made during the thirty last years, as well as the use the method of case study by analyzing the use of the management of the human capital like remunerative tool. The case studies will include the following companies: T-Mobil the United States, Taco Beautiful, close state, normalize American, and Ritz-Carlton.
Results

It is this author 'hope of S to note that the bond between the satisfaction of the employees and the profitability of company is prolonged beyond the employees of customer-coating to all the employees in the organization. This report/ratio will prove that there is a direct correlation with the job satisfaction and all the employees to that of a company of a 'result of S.

Watson Wyatt in the whole world compiled research on the practices as regards human resources of 1.500 companies as a North-American and Europe and concluded that the higher matter practices of human capital are a principal indicator of financial execution.

10 Workplace Motivation Commandments that All Leaders Must Follow

Unmotivated employees were correctly called black holes of the universe of businesses. Heureusement, the motivation is not something that a person was born with or without. The application of these Ten commands can go a long way to the existing employees of assistance find their motivation.

1. Make with all thy heart thus of others could follow

Before you ask your employees to make, you must be entirely made as a director and a chief of your organization. Throw your heart above the bar, pledge this complete, and others will follow.

2. Declare a policy of zero-tolerance for behaviors dysfonctionnels

These behaviors include people saying a thing and meaning others, giving idle talk, chattering and backstabbing. Enlist an engagement of company to stop each one of these dysfunctions of work place which lead to the conflicts and lower the productivity of the employees.

3. Prove that you worry, in each manner

Prove with your members of the team that you worry, not simply of their productivity, but also of them. A word or has pleasant good, of work tapotement on the back or a question about somebody 'health of S can go a long way towards motivating your employees.

4. Celebrate each victory

The identification of the achievements is high on the list of motivators employees. Each great project is composed of a mass of small victories along the manner. The celebration establishes confidence, and the trustful people are open of feedback. This means that your employees will be been willing to develop with your company.

5. Clean thy disorders

As a director and a chief, you will inevitably make errors. It is critical to clean your disorders as you them done. Recognize the error then pledge to make things right and to prevent a repetition.

6. Employ the powerful and positive language

Said what want to say and communicate your position in a clear and powerful and positive way. Your capacity to motivate employees will be INCREDIBLE when people know what is envisaged they and why.

7. Be not very reasonable with the thyself

While being reasonable doesn 't highlight the best which you are. Prove that you are been willing to give up the excuses and to make fortunately what has need to make, independently in the way in which not very reasonable seems to him. Your employees will rise then to not very reasonable themselves.

8. Reprogram thy limiteuse belief

We all come equipped with the individual-doubting mechanisms. Begin the life as if is rather smart for you, rather good, and until the challenge, and with the conjecture what - suddenly you will be. Once those which limit far the fall from belief, your real competence increases, which reduces the doubt further from oneself. and places you in a loop of happy negative feedback of motivation.

9. Choose the joy

When you develop a practice to interpret things like good instead of bad, it changes really the ways neurales in your brain. Your brain will find it easier to interpret things like good. You the 'VE remade electrical installation your brain for happiness-and of the happy people are MUCH to be justified and committed that the unhappy ones.

10. Give, give, GIVE

The life gives the givers and takes takers, and the life has a plan of perfect accountant. If you want that your employees pour your company with success, time him 'of S so that you dig inside and of give like insane to your employees.

Give them your made heart. Give them a functional environment. Give them the care, the celebration, the integrity, clearness, and a vision of impossible possible. Give them a model of the life without limiting the belief. Especially, show them the manner by choosing the joy.

Made these things and you will motivate your employees and will finish upwards in the promised land together.

Fighting for Superstars

He 'superstars of S which makes the critical difference in your company 'execution of S. Each one wants the superstars, and you must fight for them - both that you have and those you to want. The profit adopts an approach with multiple facets which includes to establish a healthy culture and implies each one in the organization.

Profile of a superstar:
The first stage in the combat to gain superstars is an arrangement which you seek and what they evaluate. How do you identify a superstar, except their exceptional qualifications?

The superstars almost always have a great work. They do not look at outside there, particularly if their current organization has a higher culture. They have well defined hopes which are much higher than the other people 's, and they will want to know that your company can meet them.

The superstars adopt a great attitude, not simply has with perspective half full out of glass ; they can hardly contain their order to make things occur. Once enquis their achievements or what excites them they are not never soon examples. They are impassioned about the life and of work, and they will want to know that your company with passion about what you made too.

Establish a culture which gains superstars:

There isn 't has better culture where all the people will thrive. But it refers there which the healthy cultures divide. Here ones:
- An irresistible vision that each one includes/understands
- Shared Passion and engagement
- Effective Communication
- Capacity to embrace the change
- Integrity
- Recreation

While these features are necessary and are at the base of your culture, finally, him 's the quality of your people who define your organization. A company overflowing with the impassioned and engaged superstars will attract others like themselves. That 'section of SA of sky, but possible to realize.

Start by throwing an honest glance with your organization:

- How much healthy your is culture, really?
- What makes it higher than others?
- Why the superstars should choose to leave a large company to work for you?
- Which are you the forces of your star interpreters and how can increase them to attract and maintain the talent?
- How do your go-T values of company of support of system of identification/reward and characteristic of superstar?
- What did you learn from the people who chose to leave your company?

If you can the 'answer of T these kinds of questions with confidence, beginning improving health of your culture immediately, before beginning the combat for large people. The superstars of profit and then of loss because you put the 'gathering of T their hopes will harm only your reputation, without hoping the cost to recruit, to engage and train a new person. And him 's far from probable that your new person will be a superstar if you 'about working not at least towards a better culture.

If you have superstars in your organization, and you probably made, to make them take part in the cultural modifications which you envisage to make. There is no best manner of including/understanding what 's important for them. Ask their opinions and suggestions and follow through on as many them as you can. Maintain the lines of communication open. If you put 't have the culture to maintain superstars, establish it with their entry.

Engage each one in recruitment:
To establish an extraordinary labour should not fall alone to human resources. With a company in good health, each one should take the responsability to recruit the new talent, starting with the President.

The Presidents must understand that if you can the 'recruit of T and to maintain superstars in today 'the competitive market of S, your organization is in danger. There is nothing strategic than gaining the combat for the higher talent. An authentic and obvious President is one of principal attractions of any company. Presidents should be personally implied by recruiting their teams and one or two levels below them. And they should make the executive part of visibility of their strategy of conservation.

A second strategy makes take part your superstars by attracting others superstars, particularly in their clean of the disciplines. You ensure it 's your best people, and those the most impassioned about the company, which interview the higher candidates. Their enthusiasm is contagious and persuasive.

While moving by the company, make take part the directors in the continuous recruitment of these strategies:

- Ask them to gather charts of all the impressive people that they meet and pass them above per hour or to the suitable department heads.
- Make-to establish to identify them best people in their fields and of the relationship with them by the email, the bulletins, conferences etc
- Plan to give them freedom to accelerate or make hirings of moment when they find superstars.
- Measurement and reward them to attract and maintain the talent higher.

The employees on each level become occupied while recruiting when they are proud of their organization and feel supported and evaluated by the culture. Cash add to that a money reward or any other incentive with the superstars of recruit, and the employees will exert the monitoring for the gifted people who will help to ensure the health and the continuous success of the company.

The net:

Whether you realize it or not, you compete with for the superstars that you have already - right with your combat for the new ones. Recruitment and the conservation are inseparable. The same indisputable reasons which attract superstars with your company will make them remain with you. To gain and keep the players of has, you must establish a healthy culture and engage the whole company by recruiting the new talent. The market becomes only tighter. Better to start now.

The Essence of Ethics

Late the night. nobody around the miles - but you stop with the red light and wait. Why? You cease because him 's the moral thing to make. We trust each other to stop us, if no matter who observes. You could say that confidence is the results of the moral behavior.

He 's difficult to define, exactly, which moral behavior is; and him 's impossible to measure. But we can feel when ethics is present in an individual or a culture of company - and particularly we let us feel it when they 'about step. The moral behavior is a bidirectional street. The companies and the customers cannot engage indeed unless there is confidence between them. And, at my point in this article, neither one nor the other can the companies and the candidates.

In the recruitment, where most of the interaction is often between Juste two people, a recruiter and a candidate, holder him 'of S on the two parts to be acted with the moral levels highest. So statements are made on each side and a false hiring results, the impact in dollars and the emotions are high - and entirely avoidable.

Put simply: put 'lie of T

If ethics were black and white it would be simpler for all us. Instead of that, it is prone nebula and with personal interpretation - and that 's why we have sometimes troubles. As the author and wheeler of Kevin of strategist of hour said, ethical defines our moral rights and duties, and implies an engagement to make the good thing. However, has engagement can be far from really the making what we know rightly.

In ours no-time-with-waste the commercial environment competing him 's trying to make most quickly what seems simplest, and easiest, instead of taking one moment to consider what is exact. In precipitation to be succeeded, some even believe that the catch of time to make the good thing can put them at a disparity of competition. In the long run the opposite is true: the high moral levels increase reputations and establish the successful marks which draw people and businesses with you.

The recruiters and the candidates could draw benefit from a whole of directives for the moral behavior. This would prevent ice-skating in rationalizations and the justifications which often lead to the actions non conformist. Ethics for employers and candidates starts with a simple principle: put 'lie of T. Each one gains when the company and the candidate are open and honest about their stories, goals and hopes. Honesty should be a cultural value indicated and modelled in all each organization, including the process recruiter.

Directives morals for recruiters

Though a company can announce the recruteuses directives written that the assistance ensure a complete process of hiring and fair, personal ethics and businesses of various recruiters inevitably inherits the play in the decision-making process. What should you say about a company of a 'poor financial execution of S? If you to mention the company 'the rate of high turnover of S? If you to increase the responsibilities or the authority of a particular position to obtain the candidate whom you want? The put questions of the candidates and information indicated on the company have to make much with the moral behaviors which are evaluated and supported in a company the 'culture of S. �tre follow suggestions which will help the directives regulated by recruiters to help to ensure the moral behavior in all the process:

. Normally define the conditions of position and in detail and include the hopes of execution. The unnecessarily strict conditions can exclude the differently qualified candidates; and the placement of the candidates in a role whom they are not qualified can compromise the organization and the candidate the 'career of S.
. Represent exactly the key components of the position in the advertisements or the other means of approvisonnement.
. Gift 'poses T as someone else in order to collect information which you have need about a candidate. You can find of what you have need without such a subterfuge, which opacifies ethics in the recruteuse profession.
. Grant enough time to interview candidates completely and to give them to occasion proportioned to present their qualifications - and to make a pensive decision. Communicate the candidate the 'forces and weaknesses of S to the director of hiring, overcoming desire thorough candidate which you like personally.

. Share a realistic opinion of the company, position, occasions of promotion and compensation. The annotation above the weak points a director or a division or other information important can lead to the inadequate and expensive disparities. The full knowledge of realities, the two sides, is the best manner of ensuring of the successful and long-term results.

. Offer the wages and the advantages which are in the margins allowed and adapted for specific positions. The compensation appreciably lower than market rates shows a lack of respect for the candidate.

. Check the references which are representative of a candidate of a 's much of reports/ratios, and not simply these references which the candidate provides, who is almost guaranteed to be positive. The information of the candidate that you have the intention to contact of the people apart from their list of references is the moral thing to make.

. When in the doubt about the good decision, weigh your alternative choices based on the equitability of the probable results and your organization of the 'values of S.

. If you need additional entry, request from a colleague confidence the assistance by making recruteuses decisions morals.

Directives morals for candidates

The candidates should maintain in the spirit which the moral behavior will not only help to obtain to you the best position for yourself, but it protects your reputation as well. As far as people move around, if you represent yourselves badly on the market or act in other manners non conformist, the word will obtain around and limit your occasions. To be things follow which the candidates can make to ensure their own moral behavior and a positive impression the recruiters:

. Interview with organizations you are sincerely interested inside. Gift 't accept a position like a stage in your search for an employment and then continue to interview with other organizations, or give up on an offer of work you 'the allowed VE.

. Be veracious in very that you said and in all information you provide the recruiters. You ensure that you are granted the hour to entirely show your qualifications for the position.

. Reverse the process of interview to obtain answers to all the questions which are important for you about the things like the culture, management, and the barriers and the occasions for promotion. More informed your decision, the best for you and the organization, if you accept or reject an offer.

. Be honest and open about your future plans and aspirations. If they put the 'match of T with so that the organization of hiring can offer or adapt, you can want to go elsewhere. Reciprocally, you can provide new possibilities for yourself in the organization.

. Negotiate honestly. Gift 'company of the play one of T against others; you can lose the two occasions.

. Take place will upfront about your desired wages and of the date leso� you must make a decision.

. Provide a series of references which make it possible to the recruiter to see you of much on sides.

To maintain the final objective in the spirit

The goal of recruitment is to strongly find - the qualified talent which adapts your culture and accelerates or increases your growth of businesses. The goal of the candidate is similar: he 's to unload the good position with an organization which matches your talents, the team of your character and personality, and provides occasions to develop. To achieve these goals is possible only if the two parts function morally, even when nobody does not observe. You must live the results.