Looking out for the best managers is not easy. You will get many people applying for the management slots you wish to fill, but you will find that very few people are worthy of the opportunity you’re offering. With that said, you need to know what types of people will suit the vacancy on offer. If you’re looking for an effective manager, he/she must be the kind that has a history of being effective, and you will need to screen them thoroughly.
Selecting the manager you need requires you to ensure that the applicant must have a history of being result-oriented. There are different ways that you could choose how to verify your applicant’s skills.
Assessing Your Applicant’s Skills
The first thing that you can do to gauge your applicant’s capabilities is to simply trust what is on his/her resume, with of course cross questioning. Such a resume must be complete and have exact dates of service mentioned. Sometimes, by the technical points presented by an applicant, you can tell how effective they have been. However, in most cases, it’s best to be absolutely sure and proceed to verification. This is where the applicant’s references are handy.
Background Checks Can Be Effective
You can call them up to verify how good the applicant claims to be. You may also carry out a background check, which can mean spending some time tracing out the claims made on your applicant’s resume. You’ll need to be mindful of the boundaries when doing this, and you must know when you’re near to overstepping the line.
An alternative to running background checks and verifications includes an on-paper managerial dilemma resolution. This entails a predefined situation in which a problem must be solved. You can choose to have MCQs (Multiple Choice Questions), descriptive answers, or a mixture of the two, depending on what you would convenient to assess.
A Better Alternative to a Test on Paper
Another alternative is to have a real scenario, just like the one you would present on paper. The only this is; the applicant would have to suggest verbally what he or she would do. If you can create a real-like work scenario where your employees can be part of the test, you could allow the applicant to demonstrate his or her problem-solving skills. This alternative is thought to be the best means of assessing an applicant’s skills for a number of reasons.
The Advantages that in-office scenarios and Employee Interactions Propose
With the in-office scenario and employee interaction, you can assess your applicant’s interpersonal skills along with managerial ones. You can also observe a number of things as well such as how your present set of employees feel about the new prospect working with them.
These days, the aim is to improve employee performance, you will want to bring in managers that motivate and encourage your current set of employees as opposed to extinguishing their asphyxiating them. The employees’ reaction to your applicant can help you to understand more and improve employee performance. will give you a good idea of what to expect when and if you decide to hire your applicant.