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Finding the perfect candidate for a vacant position within a company is a challenging task. It requires HR specialists not only to assess a candidate's experience but also to deeply understand their personality and potential. Business analyst and expert Roman Tereshchenko emphasizes that evaluating a candidate solely based on previous work experience is not sufficient. He recommends employing additional approaches during interviews. If you haven't yet established a recruitment strategy, Roman Tereshchenko suggests considering his advice.<br><br>Visual Signals: Deciphering Emotions and Motivation During Interviews<br><br>Did you know that on average, more than 100 candidates apply for a single job opening? To select the most suitable candidates, HR managers or team leaders have to put in a lot of effort. Following the advice of the business expert, they should move on to the interview stage to finally determine who to bring into their team of professionals. During the interview process,  [https://x.com/RTtereschenko/ терещенко роман викторович] Roman Tereshchenko advises paying attention to the candidate's visual signals.<br><br>The expert notes that non-verbal signals can reveal true emotions and interest in the position. Pay attention to gestures, hand movements, and eye contact level. An interested candidate will demonstrate enthusiasm and show interest in joining your team. Such individuals often bring positive energy to the team. However, it is important not to rush to conclusions based solely on body language.<br><br>Significance of Experience and  [https://x.com/RTtereschenko/ терещенко роман викторович] Skills in Evaluating Candidate Potential<br><br>"Evaluating a candidate's experience and skills is a key moment in the recruitment process," asserts Roman Tereshchenko. According to one study, up to 65% of employers prefer candidates with relevant work experience. Therefore, it is important to ascertain the responsibilities the applicant has previously undertaken and how they fit into your company's concept and goals.<br><br>Conflict Scenario in the Workplace During Interviews<br><br>The expert emphasizes that during interviews, it is important to determine how a candidate handles stress and difficult situations at work. For this purpose, you can present a scenario of conflicting interests or misunderstandings within a team.<br><br>"Imagine that in your team, there is a situation where two key employees cannot reach a consensus regarding the project development strategy. One suggests focusing on expanding the client base, while the other prioritizes improving product quality. These disagreements slow down the workflow and create tension within the team. In this situation, it is important to find out: what steps would the candidate take to resolve the conflict and steer the team back on the path to success?" explains Roman Tereshchenko.<br><br>Answers to these questions will help understand whether your potential employee is ready to work in a team even under stressful conditions.<br><br>Corporate Culture: How to Determine If a Newcomer Is Ready to Support It<br><br>Disagreements over specific situations can arise within any team. However, significant discrepancies can cause imbalance. Therefore, Ivan Petrov recommends analyzing the personal characteristics and values of a potential employee to determine their alignment with the company's corporate culture. To do this, ask such questions:<br><br>How do you feel about working under pressure?<br>What strategies do you use to remain productive in such situations?<br>How do you cope with tight deadlines?<br>What work environment motivates you the most and  [https://x.com/RTtereschenko/ Роман Терещенко біографія] helps you achieve maximum productivity?<br>How do you prioritize tasks?<br>Can you provide an example from your previous job where you had to work under pressure? How did you handle it and what lessons did you learn?<br>The expert asserts that answers to these questions will help determine whether a potential employee can successfully integrate into the team.<br><br>Prohibited Questions During Interviews: What You Should Not Ask Candidates<br><br>Roman Tereshchenko reminds us of forbidden topics that infringe on a candidate's personal space. Here is an approximate list:<br><br>Questions about age, marital status, children, or plans regarding having children.<br>Questions about religious beliefs.<br>Questions about national origin.<br>Questions about physical or mental health.<br>Questions about political views.<br>Questions about sexual orientation.<br>By following these recommendations, you will be able to properly assess the candidate and understand whether they will fit into your team.