Simplifying Development in Botswana

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The questionnaire includes a test for psychological stability, the ability to work in conditions of multitasking, and normal work stress. Don't forget to ask questions about the applicant's communication skills. Include a question about the potential employee's ability to correctly prioritize tasks. The test is supplemented with a short practical question or task. Include a question about your desired salary. How to evaluate the results of pre screening.

If one of the most important competencies of an employee should be patience, then it is worth photo editing servies making the pre screening longer and checking how the applicant will react to it. If the applicant ignored some of the questions from the shortlist, then this is a reason to doubt the employee. If at the initial stage he does not comply with the requirements of a possible employer, what will happen next. Research work experience in the required field duration, number of previous employers.



If an employee ran from one company to another, you need to understand why this happened. Perhaps he was unable to cope with the tasks, or, on the contrary, was looking for a challenge, or maybe he is an excellent specialist, but a difficult person. We recommend reading the article Toxic employee who is it, how to calculate it and what to do Check what duties the applicant performed. If they are different from what you need, this is a reason to exclude the candidate.