Personal participation in interviews increases the chances of finding the right employee the first time many times over. If you entrust this task to a subordinate, there is a risk of getting an insufficiently competent employee or one with a psychotype that absolutely does not fit into the work of the team.
This does not mean that you should not involve your deputies or recruiters in the hiring process. On the contrary, group interviews are now actively practiced, with the immediate supervisors of future employees present. But the final decision always remains with the supervisor.
What can be delegated when hiring new employees:
posting vacancies on job search websites;
initial calls to potentially suitable candidates;
filtering out those who are not suitable due to lack of key skills;
Feedback for those who were overseas chinese in worldwide data not hired following an interview can be provided by a recruiter.
Important! When delegating tasks for hiring personnel, clearly formulate the tasks, what kind of people you need, what qualities they should have, and who should be eliminated at the resume selection stage. And never make any compromises - this can backfire later.
Finding a quality specialist is becoming increasingly difficult, so the manager should take an active part in the selection of applicants. Therefore, if you do not want to get a pig in a poke, never delegate:
hiring top employees for key positions;
final interviews with candidates for any position (from managers to testers), it is better to conduct them in person;
When hiring managers for leadership positions, talk to them at all interviews except the first one.
Job interview
This approach to selecting candidates can take quite a lot of time, but it increases the team's chances of success in the future. In addition, the manager's personal interest in the employee increases the level of staff loyalty in the future: the employee realizes his or her importance to the company.