Recently, an intern joined the Canadian company where I work, so I’ve been kind of in charge of training him, giving him feedback on projects and telling him how to do his job. I’m basically the type of person who wants to “believe in people’s potential.” But even when I tell the intern important points, all I get in return are excuses and reasons why he can’t do them.
In my career so far, I have had trouble guiding my juniors who were new to the company when they first joined the company, because to be honest, they were not good at their jobs. However, after four or five years, those juniors became excellent leaders.
Benefits of department-specific recruitment
The first company I joined adopted c level contact list a “departmental hiring” system.
• The department you will be assigned to is decided at the time of hiring.
• After being hired, you basically hone your expertise in that job.
I didn’t think anything of it at the time, but looking back now I think this hiring method made sense.
After all, work is all about finding the right person for the job.
For example, let’s say you assign someone who is not good at checking detailed data or finding patterns to a department that requires data analysis.
What I look for in a job interview
When I started being in charge of job what are the benefits of longer content? interviews, I began to think deeply about what criteria I should use to look for candidates.
Skills are important, of course, but I especially focused on the following points:
“Suitability” for work
• Is this a job that the person will enjoy?
• Is this an area where we can support growth as a company?
Attitude to learn and ability to improve
• Are you able to make south africa business directory improvements readily when you receive feedback?
• Are you not passive, but rather have the attitude of seeking to grow on your own?
Relationship with the team
• Does this person fit in with the team atmosphere?
• Can we work collaboratively?
Canada is currently a buyer’s market, and when you post a job ad, you can get up to 100 applicants in no time, even for a small company.
Just looking at each person’s resume is a lot of work.
The company I work for now is a small company with a total of about 25 people, so we don’t have the time to teach detailed work. Therefore, we need people who can start immediately and take responsibility for their own work.