Monthly Archives: January 2016

Ways of revealing internal psychological processes of candidates / employees (how responses of candidates / employees to your questions will show the seriousness of their intentions and reliability).
The first way is the consistency of “think-say-do” in the candidate’s / employee’s speech. For example, a person thinks, says, and does the same thing, for instance, sends a CV, participates in a telephone interview, executes the agreed tasks, comes to the interview at the appointed time, gets a job, and achieves set / agreed objectives. If the candidate cannot come, then they call and / or write, arrange for another day and / or time. If something changes in their thoughts, decisions or behaviour, it goes to the level of communication and coordination with those who they have an agreement with.

Questions to Identify Unmotivated Candidates / Employees
The candidates are people with their own inherent subtle emotions, moods, activities, decisions, and will. It is easy to notice in the candidate their true interest in the position. It is important to learn to see more than the uttered word and visual appeal.

Each company implements the strategy of working in the market and the ways to achieve it, corresponding to internal and external situations. Candidates are expected to accept both the strategy and tactics of the company, and have a wish, knowledge, and experience to work effectively. Thus, a candidate promises the company to make their valuable contribution to the achievement of company goals. If the candidate accepts the agreed commitments, but does not fulfill them, the question arises, “What was the purpose for them to come to work, and why did they accept the obligations but do not fulfill them?”