Selection and Training of Managers

The time of "family" firms recruiting employees on the principle of kinship or dating, ended somewhere in the mid-90's.

The further, the better the employers realize that the selection and training of managers is a very responsible and requiring question of professional skills and knowledge. Yes, of course, in order to find a specialist in their field, enough good knowledge of the profession. But what if a high-level professional turns out to be angry and unruly, does not fit into the collective? And suddenly, having achieved the trust of management and gaining access to the secrets of the company, he will go to competitors, attracted by slightly better conditions and a higher salary. The sales department is the place where large amounts of money are simultaneously concentrated and smart people who know how to work with them. Yes, of course, it is possible and necessary to monitor dishonesty, and this is done. Well, if such an employee simply withdraws the cashier and disappears in an unknown direction?

Actually, this confidence must be based on the professionalism of employees of employment agencies, as well as on three bases - professionalism, psychological stability and moral stability. With the first one is the easiest. This criterion determines how much the employee knows his business, whether he is ready to learn further, by attending courses and mastering new methods on his own. This issue is solved if the employer himself is well-versed in the prospective profession, conducts various courses and sales trainings, cares about the competence and training of his employees. Psychological stability is a more subtle issue. This criterion implies an understanding of the character of a person, his ability to communicate, allows you to determine whether he will fit into an already existing team. Of course, it is possible to rely on a great life experience in this matter, but it is better to trust a professional psychologist. Moral sustainability is the most desirable, but also the most difficultly defined quality. Here, active sales training for the sales department or video camera in the company building will not be saved. This parameter implies honesty of the person, his loyalty to management. It is he who determines the probability of leaving to competitors with all the operating time. In order to correctly assess the moral stability of an employee, not only knowledge or professionalism is required, but also a so-called professional flair. It is not only a flair that is not backed by knowledge, a thing that is unreliable and does not rely on it. This is where professionals for human resources are needed - people who have received special training and are professionally engaged in recruiting personnel. They will find you a brilliant programmer or a professional accountant, they will recruit employees in the sales department. Without their participation, the further training and retraining of employees - who, if not they, will not be able to know what exactly this person lacks for successful work? And what is better to do - a course that involves psychological unloading and uniting employees into a single team, or regular sales trainings?

Of course, recruitment agencies do not have to apply. Do not personally bother you with recruitment , but think about whether the time and the nerves of the money are worth it, that you decide to save on recourse to the recruitment agency. It may turn out that your confidence in your knowledge and experience will hit, and quite strongly, according to your own wallet. After all, even if the found employee turns out to be a crystal-clear professional and a master of his craft, how much money will pass by you and remain unearned and unaccounted for, while you personally talk with each of the candidates?