If you decide to find a new employee, here is a small list of classifications of psychotypes that you should NEVER hire if you don’t want to ruin everything!
1. Mama's daughter/son
A young lady or a dapper young man has come to you for an interview, and his mother, grandmother or aunt is waiting for him in the reception area, throwing questions at her child after the interview? Throw these applicants out: this is not a school or a kindergarten. You don’t have time to wipe your snot and pat your head: you have a business project, not a center for exemplary preschoolers.
2. Bonus lover
He (less often, she) asks not so much about responsibilities and requirements as he asks about vacation pay, sick leave, insurance, career advancement, free trips to the orthodontist and the opportunity to hang a separate sign with his name on the doors of the common office. Drive away too .
3. Fanatic athlete
If in your resume a person indicates from what distance he can hit a curveball, that he will join the ranks of your football team or is ready to join you in golf or air hockey - refuse. There is no point in taking on someone who believes he knows you better than you know yourself and also believes that team sports are more important than teamwork.
4. A person with a guilt complex
“You know, I haven’t been able to find a job for 18 months, but I read your advertisement, and I hope that I will fit into your team, when could we meet in a way that would be convenient for you?” Humiliated and pleading tone - what is it? You are looking for a winner in your company, not a person who will beg and create complexes. Refuse such an applicant for his own good.
5. A fan of “slowing down”
As a rule, such an applicant does not bother to read more about your company, asks questions inappropriately or not at all, and when you invite him/her to clarify or ask something, he/she blankly looks at you with a blank expression. Perhaps this is nervous stiffness in an unfamiliar environment, or perhaps it is ordinary natural stupidity. In any case, you can’t make a mess with this: you don’t have to assemble telephone booths, and you don’t have to hire a cashier to accept checks, but a person who will communicate a lot with the team and with the outside world. There is simply no time to “slow down” here.
6. “Mouth won’t close”
A joker, a wit and a lover of telling all the stories in one interview - this is, of course, a very entertaining and colorful character. But now imagine that it will be like this every day. From day to day. They also get so carried away that in the process of answering they forget what they actually have to answer. A chatterbox is not only a godsend for a spy, but also a personnel valuable only in the field of telemarketing. In all other cases, drive them into the garden.
7. Silent minimalist
Monosyllabic “yes” and “no” are all that can be extracted from such an applicant for all questions. Listening is an invaluable quality. But we’re not at an interrogation: should we start pulling teeth out of him so he can talk? It’s good to remain silent during a dentist appointment; and you will need people who are more talkative (within reasonable limits, of course).
8. Storyteller
A woman/girl who likes to slightly embellish her story even in her resume - and the end result is not “slightly”, but a real Alice in Office Wonderland. If you catch her in lies and exaggerations, she will quickly slide down to modest real achievements - and then it turns out that she cannot become a superstar in your company’s team. That doesn’t stop her from boasting about her achievements in sports, special luck and some transcendental adventures. Don’t believe me: we kindly smile goodbye and refuse.
9. Chameleon
He is ready to accept any job in any division or department. Openness and desire to learn is OK. But it’s not at all OK when you can’t understand what a person really likes to do. Wherever you put it, it will be like that. You cannot please everyone and be able to do absolutely everything; it is for this reason that you will have to say goodbye to the masters of career mimicry.
10. King Lear / Drama Queen
He loves drama, even tragedy: barging into your office at a different time than he was assigned - and demanding an interview IMMEDIATELY. Aggressive behavior before and during the interview, tragic breaks in the hands, pathos and all kinds of attracting attention to your person - understand that this will be repeated with different variations every day. Oh gods, let's better not take him: he belongs on the stage, not in your office.
11. Master of improvisation
He uses a bunch of meaningless filler words, doesn't bring a resume, makes up stories on the fly, and isn't willing to provide references from a previous employer. In general, it seems that this person will not suit us. And you?
12. Illiterate miracle
Such a person writes and speaks with monstrous errors, as if he had never been to school. Anytime and anywhere. He doesn’t just make typos, he “travels” to conferences, “catches” luck by the tail and uses “their” new products. His speech, both written and oral, is replete with vernacular, mixed together with “rumored insights” and verbs like “try.” Even without being a grammar Nazi, I want to kick such an applicant out of sight.
13. Smartphone addict
Does the candidate sit with her head glued to her smartphone even during the interview? Is the candidate distracted by calls? Get them out of the waiting room as quickly as possible. Yes, gadgets are cool, but attention deficit disorder and manic dependence on a smartphone will not help you and your company in normal work. The main thing is not to love smartphones as if they were your liver; The main thing is to be able to communicate within the team and beyond. What kind of communication can we talk about if the applicant sits in a chat or calls somewhere all the time?
Do you have your own particularly unpleasant types of applicants?
CityDog visited Minsk companies and found out from top managers which people they would hire and which they would definitely not hire.
ARTEM RABTSEVICH
director« Kufar» , who managed to work as the head of the advertising department of Onliner, and then as the director of the site
Good recruiting not only allows the candidate to tell about himself, but also allows the employer to understand the traits that the person would like to hide: disorganization, conflict, the desire to go overboard. If you listen carefully and ask the right questions, these qualities can be noticed already during the interview.
Sometimes there are situations when applicants answer your questions with memorized phrases and say what they think you want to hear. In such cases, I usually ask a non-standard question and see how the person answers it. But if a candidate is nervous during an interview, for me this is rather a positive factor: it means that he is really interested in the job and is worried about whether he will get the job. In fact, almost everyone worries to one degree or another. The only exceptions are people who are extremely stress-resistant by nature and those who regularly attend dozens of interviews - and here it is also important to understand why the applicant does this.
I am wary of candidates who talk only about their successful projects, but cannot name a single mistake they made. Everyone has fakapi, and I am no exception. Everyone, even the most ideal employee, has screwed up at some point. The question is whether he was able to take responsibility for the mistake and learn from it or preferred to refer to some factors that prevented him from doing a good job.
I also have a negative perception of people who are irresponsible about their health. It happens that people avoid answering the question about the presence of serious illnesses due to negative experiences in interviews in other companies, but we will never refuse to hire a person with chronic illnesses if he has sufficient skills and competencies. But it is important for us to have up-to-date information about the health status of our employees: firstly, to understand the limits of a person’s capabilities and not overload him, and secondly, to be able to react correctly if something goes wrong. A few years ago, when I worked at another company, an employee almost died on the job simply because she didn't disclose that she had diabetes - so it's an issue we take very seriously.
I do not hire two-faced people or those who criticize their past projects and former employers. I also don’t recommend hiring lazy people - usually they don’t have an answer to questions about their hobbies. You don't have to be a rope jumper or a musician in your spare time, but if you're not interested in anything at all, be it movie premieres, bicycles, cooking, hanging out with friends or rebuilding an old car in the garage, that says a lot about you as a person. . You can take on a team an imperfect candidate, a person with complexities of character, but you shouldn’t take on a lazy employee: no matter what motivational programs you build, no matter how much you inspire such people to take on interesting projects, you will never “ignite” them.
And yet, one of the most difficult types of candidates are the so-called overqualified applicants: those people who are taking a demotion. It’s one thing when a person reassesses his values and looks for a less responsible job in order to devote more time to his family or personal life. And it’s quite another thing when an ambitious candidate comes to a position that obviously does not correspond to his qualifications and both parties understand this - such employees do not stay for long and are ready to leave the company as soon as a more status offer appears. That’s why it’s so important to understand candidates’ motivations during interviews.
What is the situation with “nepotism” in our company? In short, it is prohibited in the concern, and the situation when you interview a friend or relative is regarded as a conflict of interest - all this is spelled out in our code of corporate ethics. In my opinion, this is correct, because in such a situation it is very difficult to make an informed decision, based only on qualifications and professional qualities, and not on personal attitude. I would not want to work with a relative - no matter how good a person he is and how many projects he has successfully implemented.
The question of whether to hire a friend is even more difficult. It's okay to become friends with your colleagues and do business with people you respect. It's not normal to expect that you can get a position in a company simply because you know someone there. Therefore, if your friend applies for an open position, then you are obliged to notify your colleagues about this and completely withdraw from the hiring process, allowing others to make decisions based on objective facts - education, relevant experience, completed projects and reviews from other places of work.
Very rarely, but indeed there were situations when people pretended to be someone they were not so well that people began to believe them. However, when it came to work, everything immediately became clear.
We are not looking for ideal candidates, because they simply do not exist. But for me, the candidate’s involvement and attitude towards the product are of fundamental importance. Between a super qualified person who doesn’t care where to work, and a slightly less skilled person who will “root” for the success of the company, I will choose the second one. Because missing skills can be developed, but a person cannot be taught to be involved and work for the benefit of the entire team.
ALEXEY KUPREEV
co-founder of the digital agency Ufox, the online academy Rocket and the running academy YouCanRun
I have probably conducted more than a thousand interviews in my life. And, of course, in the early years, when the skill of recruiting really high-quality people into the team was not yet honed, mistakes happened. At first, the main problem was that I looked purely at the professional qualities of the applicant. But, as it turned out, first of all you need to focus on human qualities.
I will never hire liars, people with inflated self-esteem and those who do not know how to work in a team. Overly goal-oriented people are also a bad option for a company. I know from experience that a person who takes on too much and tries to do everything on his own usually burns out quickly. No matter how cool such an employee may be, he will not last long, and after some time the situation will turn out to be inversely proportional to everyone. Therefore, it is extremely important to be able to maintain a balance between rest and work and to know what you can do yourself and what it is better to ask a friend for.
Each company has its own opinion about whether to hire relatives. We believe that family is family, and business is business, and if people can adequately separate these concepts without confusing one with the other, then why not? It seems to me that this is even useful. We have relatives working in our company, but there is no familiarity: everyone is the same as everyone else.
In general, if a person comes to us who is honest and ready not just to complete tasks, but to solve the company’s problems, then everything will be great. And during interviews we try to spot such people and keep them with us.
For an employer, such qualities as openness and the ability to give feedback are always important. If during a conversation a person answers questions dryly and laconicly, one gets the impression that he has something to hide. Of course, you can make allowances for anxiety, but our interviews usually take place in a completely comfortable environment. This is not a long table, on the other side of which sits a formidable boss - a man comes, puts on slippers, sits next to you in the same jeans and starts talking.
A lot of questions are usually asked to get things going. In fact, for 90% of them the employer does not need any specific answer - this is done to understand the candidate’s logic, his line of reasoning and the picture of the world as a whole. Such non-obvious questions as, say, preferences in music, precisely give an understanding of what kind of person is in front of you. Another important type of questions are those that simulate an extreme situation. For example, you ask a person applying for the position of event manager what he will do if the projector burns out during the event, and you observe whether he begins to be stupid or, conversely, even come up with absurd options.
At some point during an interview, we liked to ask the applicant to do something non-standard: I remember how someone ate pencils ( laughs). This is both for fun and for understanding how quickly a person can get out of their comfort zone. But, of course, such questions are asked of candidates for certain positions - I won’t interview a financial manager like that.
I often ask what position a person is looking for in principle and what interviews they have attended before. And if I hear that I tried to be an accountant, a marketer, or an analyst, then I understand that we won’t work well together - I need people who know exactly what they want to do.
Refusing and telling the unpleasant truth to your face is always morally difficult. But, for that matter, a leader differs from his subordinates in his right to “no.” And you need to use this right in order not to lose your status as a leader, no matter how unpleasant it may be at times.
MARINA KREMYANKO
Leading HR Specialist, MTS
The recruitment process in our company is long and multi-stage, so, fortunately, we have not encountered any major disappointments. It’s not that mistakes are excluded, but it’s quite difficult to make them after a detailed analysis of each applicant. As a rule, we manage to understand whether a person is close to our expectations or whether he is not exactly the one we are looking for.
It happens that during an interview, both we and the candidate understand that our expectations do not coincide and we are unlikely to be suitable for each other. Refusing, of course, is never easy. I try to conduct meetings in a comfortable, friendly environment, thank you for your interest in our company and vacancy. Not everyone has the confidence to ask what is wrong, but if such a question arises, we clearly explain what can be improved and what is already good.
The range of specialties in our company is very wide, and therefore the necessary personal and professional criteria for different professions vary. Working with people and working with numbers is different: for some employees stress resistance is more important, for others - attentiveness and self-organization. Of course, we are primarily focused on the high motivation and professional experience of applicants. Important qualities for us are openness, honesty, respect, integrity, partnership and responsibility. It’s also great when the applicant knows how the company lives and shows awareness - all this indicates that he is serious and really wants to work for us.
It is important to be able to praise yourself and emphasize your strengths. By the way, cover letters help a lot with this: there were cases when some personal facts explaining why a person was really interested in working with us were much more compelling than dry facts from a resume. And the employer always pays attention to questions about functionality - this not only speaks of motivation, but also clarifies the expectations of both parties.
I am always pleased by specialists who come to us with ambition and sparkling eyes. Not long ago, a university graduate was hired who simply amazed us with the number of competencies and experience in participating in various projects. And we are ready to accept such people in whom we see potential into our team and develop with them.
EVGENY NAGEL
administrative director of the Minsk office of Gismart
The recruitment algorithm for small and large companies is significantly different. When you have 10 people working and when you have 70, these are completely different processes. And in the second case, the selection process is already a team effort. We have a specific interview mechanism and criteria by which we select people. It is indicated in advance what to look for and what to pay attention to. This simplifies the decision-making process for our HR managers and “leads” - the most experienced employees who also take part in interviews. Of course, there are disagreements, but during discussions the decision that is most correct for the company is always made. At first it was more difficult, but now accepting candidates is already an established process.
I pay little attention to the applicant’s appearance during a conversation, but I always look at some behavioral and non-verbal aspects. It is clear that an interview is a stressful situation, but even in it you can understand when a person is simply worried, and when he is fidgeting and avoids answering. It happens that people begin to blush, turn pale, experience nervous tics - then you try to switch the person, put him at ease and relax, anything can happen. And sometimes candidates themselves take the initiative into their own hands: not so long ago there was a case when I got the impression that it was not I who was interviewing the applicant, but he was interviewing me.
The more personal questions, the better. Sometimes you talk about work, and then: “By the way, about music. Did you go to that concert?” Of course, we do not discriminate against candidates based on music, but this is how we check a person’s reaction and openness.
Experience is also an important component: you always pay attention to what companies and teams the candidate has worked for. But the bigger we get, the more we focus on soft skills. Soft skills are generally a fashionable and important topic now. Professionally, a person can be taught anything, and discipline, responsibility, communication, emotional intelligence and managerial abilities largely depend on a person’s personal attitudes.
The ideal qualities that any employer is looking for are initiative, flexibility and learning ability. No matter how professional an employee is, if he cannot adapt to unusual processes, his skills may not manifest themselves at all. I also believe that a person should be moderately selfish, but be able to work in a team: the combination of these two qualities is the key to successful project implementation. And ideally, a candidate for our team should be female (laughs). Now we have an overabundance of guys, and we are trying to somehow restore the gender balance. Therefore, from two applicants with the same set of qualities, but with different genders, today we will choose a girl.
We have an unspoken rule: do not hire relatives and friends. I can’t say whether this is good or bad, but we believe that such a situation would have a negative impact on the performance and productivity of employees. In addition, we are against the formation of any clans: imagine, five relatives come to work, and then the whole family decides to change the company or stage a coup (laughs).
The professionalism of the HR department is measured by such a parameter as the number of mistakes made. For us, fortunately, they happen extremely rarely: in two years of work in the company, only 15 people were fired. And a trial period of three months is usually enough to accurately understand whether a person is really suitable for us.
People with conflicts don’t work for long, even if they are excellent employees. Static candidates who are unable to absorb new information are also definitely not suitable for our field.
Of course, refusing a person is always not the most pleasant process, but you have to do it. Last time I rejected ten candidates for one of the vacancies. Every time you try to smooth it over with some kind of compliment and gratitude for your time, and not list the skills that the applicant does not have enough. Refusal usually takes place over the phone, so it’s a little easier, but even so you can really feel it when a person really counted on this place - and then it’s much more difficult to refuse. And it happens that in response to your “you weren’t right for us” you hear in response “okay” and you understand that the person didn’t really want it. In any case, I always try to have a “pro-life” conversation with any eliminated candidate and part ways without offense or omissions.
Refusal to hire can take different forms. They may call you and politely tell you that, unfortunately, they are not yet ready to make an offer of employment. They can write the same thing in an email. They may not call or write - then you yourself will guess about everything.
Refusal to hire can take different forms. They may call you and politely tell you that, unfortunately, they are not yet ready to make an offer of employment. They can write the same thing in an email. They may not call or write - then you yourself will guess about everything.
However, no matter what the refusal to hire, it sometimes causes an attack of pessimism even among candidates seasoned by interviews. But is it always necessary to scold yourself for mistakes made? Read expert advice.
“Why was I rejected?” - some applicants are tormented, going over in their memory every moment of the interview and every phrase in the resume. Such reflection is, of course, useful: you can really understand what . But it's not always just about you. Experts admit that there can be many reasons for refusal to hire, and they are not always related to the candidate’s low professionalism. It's no secret that applicants are rejected because they are too good.
So, let's look at why you might have been rejected. There can be a lot of reasons, so we divided them into two parts - objective (you really behaved incorrectly, made mistakes or are not suitable for serious reasons) and subjective (you were not hired due to certain circumstances in the company or because of not entirely correct recruiter ratings).
So let's start with objective reasons.
1. Your candidacy does not meet the requirements of the vacancy. For example, the ad says that a higher technical education is required, but you don’t have it or it hasn’t been completed yet. Or they are looking for a specialist with many years of experience for a certain vacancy, but you have not yet had time to acquire it. Such restrictions can be considered discrimination, but it is better to find out all the requirements before the interview in order to avoid misunderstandings during the conversation with the recruiter.
2. For some reason, the resume stands out too much from the crowd, and the recruiter finds ways to stand out inappropriate. For example, a candidate jokes a lot and not always successfully in his CV (for example, he said about himself: “I studied something and somehow”; “I’m looking for a job as Spider-Man”, etc.). Or for some reason he marked information about each place of his work in different colors - blue, pink, yellow. Or he completely abandoned the business style of presentation in favor of some kind of “creative” style.
3. During the interview, the hiring manager felt that the candidate’s appearance did not fit into the company’s corporate culture. For example, everyone wears business suits to work, but the applicant showed up in worn jeans. Or with too bright a manicure (in a too short skirt, with massive earrings, dirty shoes, etc.).
4. During the interview, it became obvious that the candidate lied on his resume or overemphasized his experience and education. No comment: You can't make a career through deception.
5. During the interview, the applicant did not demonstrate his motivation and interest in this particular job in this company. The attitude “persuade me, and maybe then I’ll agree to your boring job for little money” is inappropriate in most cases. If the vacancy is not interesting, do not send your resume.
6. During the interview, the applicant asked too many questions about vacation and salary and too few about responsibilities and work rules.
7. Illiterate speech of the candidate, especially if he is applying for a position where constant communication with clients, partners, etc. is expected.
8. Uncertainty, tightness of the applicant or, on the contrary, his excessive looseness and self-confidence.
9. During the interview, the applicant spoke critically about his former manager, company, and colleagues. Such a candidate may be considered a conflicted person or, worse, a scandalous person.
10. The applicant expressed doubts about the recruiter’s qualifications. “How can this girl evaluate me, an experienced specialist?” — recruiters often encounter this position, especially among older applicants. Remember: The hiring manager is assessing your resume's basic suitability for the job and your overall adequacy. Your professional qualities will be assessed by your potential manager if you are selected by the HR manager.
11. Unfortunately, this is reality: a candidate may be too young or too “adult” for a particular vacancy. Most likely, this reason will not be told to you, but the age limit is commonplace for many companies.
12. The candidate did not show himself to be a polite person: he did not say hello (or did not say hello friendly enough), did not let the girl pass at the door, did not say “all the best” in parting, etc.
13. The applicant tried to flirt with the recruiter.
14. During the interview, the candidate’s phone rang. The fact that he didn't turn it off during the interview is not good in itself. But the fact that he decided to answer the phone and talk with his wife about shopping on the way home could put an end to employment in this company.
Now let's consider subjective reasons possible refusal - those about which you should not worry too much, because you were refused not because you are not qualified enough or do not have business etiquette. And why?
15. The resume seems too good to the recruiter - there is obvious overqualification, that is. It is believed that a “too smart” candidate is far from the best option for filling a vacancy, especially if it does not involve career growth. There are several disadvantages: a specialist can get bored quite quickly from the lack of interesting tasks, lose motivation and even leave the company, and besides, he needs to be paid more.
16. Another scenario from point 14: during the interview, the candidate’s phone rang. The applicant hung up the call, but the recruiter with a subtle aesthetic taste had a complete rejection of the song set as the call (for example, “Vladimirsky Central”). Or any other melody - the concept of “delicate taste”, as you know, is elastic.
17. The candidate does not look like a real team player in the eyes of the recruiter - as it seems to the employer, he has too much of an individualistic streak.
18. At the same time, the company may have quite specific wishes for the appearance of the future employee. This is especially true for specialists who work with clients or who, to one degree or another, are the “face of the company” - secretaries, PR managers, etc. Is it worth reproaching yourself for the fact that you were born, for example, not a blonde with legs from your ears, but a brown-haired woman of ordinary build?
19. During the interview, the applicant told an anecdote that the recruiter did not like.
20. There is too much competition for this job. You may be ideally suited to the vacancy, but three or four other candidates will be ideally suited to it...
21. For some reason, the recruiting manager decided that you would not fit into the existing team. For example, everyone in the department loves corporate parties, but you said that you are “not a party person.” Or all the employees are vegetarians, and you asked if there was a cafe nearby with good meat dishes.
22. Finally, the recruiter or potential manager could simply not like the applicant. The smell of perfume is too strong, an excessively loud or, on the contrary, very quiet voice, an inappropriately expensive handbag - there can be a lot of subjective factors.
The list goes on. As you can see, the reasons for refusal of employment are very different, and the applicant does not always have to blame himself for some mistakes. Recruiters are people too and may well make mistakes, just like any specialist. Do not take too strict an assessment to heart, be sure: the main thing is your professional qualities, and if you were rejected, then perhaps the missed vacancy was simply “not yours” and everything that happened will ultimately only benefit your career .
Imagine the situation: you are a big boss, a candidate for a good position is sitting at the negotiating table opposite you, and you are going to offer him a highly paid job as your subordinate. He looks great, speaks even better, and his resume is filled with the names of famous companies. You even like him somehow. But something is wrong. Uncertainty creeps into the subconscious, responds with a weak prick of intuition in the area of the heart, you drive away a sudden attack of distrust of the candidate, stand up, extend your hand to him and... Stop! You may be about to make the worst mistake of your career.
There are at least six types of personalities that you should never make your own subordinates (unless you plan to ruin your career in the very near future). Menshealth magazine tried to figure out what's what.
So, these people should not be allowed on the doorstep of decent companies under any circumstances (unless they brought you pizza ordered online):
1. "Slob"
Immediately after being hired, he comes to work on time, wanting to create the image of a workaholic (which he is not). After a couple of months, he loses his vigilance and begins to regularly be 15 minutes late. An hour after the start of the workday, he can easily be found halfway to his own computer, desperately flirting with a pretty secretary, with his third mug of coffee in his hands. This mug is a hallmark of the Slobber: it helps create the feeling that a terribly busy employee has barely found time to pour in another portion of caffeine. He returns from lunch later than everyone else: “The waitresses in the cafe are clumsy.” Well, yes, Sloppy has a suitable explanation for all occasions.
He will be a little late and will blame the terrible traffic jams. His resume contains too many items, and he speaks of his former employers with disdain, if not with poorly concealed hatred. However, his recommendations are not bad. They definitely say that with his intelligence and talent, and in the right position, his enormous potential will certainly be revealed. Nobody argues. But Einstein also said that genius is 1 percent inspiration and 99 percent perspiration. But Sloppy doesn’t like to sweat. Show him the door.
2. "Sucked up"
He is cunning, not worthy of trust and is always ready to poke you in the back with a knife or bite you with poisonous teeth - depending on what seems more appropriate to him. Until he gathers around himself a company of the same vile types, who don’t give a damn about the people they work side by side with, he won’t even think about showing his true face and demonstrating the sharpness of his fangs. One day, when his stakes are high, he will rise to his full height and strike you with a precise blow. The only way to survive is to set him up first.
How to calculate it at the interview stage: He smiles too much. Ask him to say a few words about his previous boss. He will begin to lavish compliments, but behind the sweetness of his speeches you will inevitably feel the poison of understatement. His eyes dart, his gaze stubbornly avoids your gaze, and his handshake surprises you with its lethargy.
3. "Talent Admirer"
It adores you, idealizes you, worships you like a pagan god and considers you the best boss in the world. And that's all - he just wants to become like you. Once you hire someone like that, instead of a subordinate you will get a ban sheet sticking to you at the most inopportune moment.
As a worker, the Admirer is absolutely useless. He is terrified of offending you or rearranging even a point in your plan, not to mention a comma in the letter. The problem is that you don't have any plan: you hire employees to make their own decisions and help you with your work. And the Admirer will not make decisions even at gunpoint. That's it, you got it.
How to calculate it at the interview stage: It's simple. He is too cheerful and lively for an ordinary job seeker. He has already entered your name into a search engine and found out the name of your first teacher. He is ready to quote from memory every interview you have ever given. Communication with him is pleasant, you feel like a pop star, a famous actor and an oil tycoon all rolled into one. That is why it will be extremely difficult to show him the door. But it is necessary - you need to work, and not listen to praises.
4. "Psychopath"
At first, you are even impressed by the assertiveness of the new employee’s character and the ruthlessness with which he deals with competitors. However, soon you will get tired of the constant flow of anger, excessive rigidity and excessive emotionality in communication with a constant taste of negativity. His aggressive style of communication with clients, employees and subordinates will tire you, and as soon as you let him know this, the full force of his destructiveness will fall on your tired head.
How to calculate it at the interview stage: The basics of physiognomy will come to the rescue. Take a closer look at the line of the mouth: the lips are thin, tightly compressed. Pay attention to how he sits: exactly in the middle of the chair, with a straight back - a spring, ready to straighten at any moment. Talk to him about politics, the environment, election results, or any controversial topic. The pupils of his eyes will immediately turn into burning coals - he clearly has a strong and overly emotional opinion on every issue.
5. "Robot"
He is cold as ice, calm as a boa constrictor, reliable as a rock. He has no heart, no family, no dog, no cat, no fish, no empathy. All he has is his MBA degree. He works on weekends and tries to understand why you don't do the same. He strictly follows the instructions “from above”, but all his own ideas are sure to cost someone money, nerves, emotional distress and a job. If you hire him, he will immediately find similar Robots and begin to establish relationships with them. Over lunch, consisting of a low-calorie salad and a glass of mineral water, they will leisurely discuss the liquidation value of their native company. Do not expect from Robots loyalty greater than that required in accordance with the employment contract. There is neither love nor hate in it. It can deprive you of the pleasure of doing business and destroy the friendships that have developed in your team long before its appearance. And along with the positive, business often collapses.
How to calculate it at the interview stage: Note his pinstripe suit and MBA degree. Its owners often get rich by tearing off the veils of unnecessary and inconvenient humanity from their own souls. Show him the door, otherwise he might become one of the horses of the apocalypse for your company.
6. "Future boss"
This person will take your place someday. At least that's what he thinks about as he sits in his chair and answers your questions during the interview. His problem is that you guess his plans to sit in your chair and do nothing. After all, “doing nothing,” as he believes, is the boss’s main occupation.
How to calculate it at the interview stage: Count how many times during the conversation he said the pronoun “I”. Business is a team game, and those who “yak” too much have no place in it.
Always rivals - the Ministry of Internal Affairs and the KGB - also had an individual approach to the selection of personnel for their own units. For security officers, this procedure was stricter and more demanding than for police officers.
External and internal
According to Article 6 “Service in the police and the specifics of its completion” of the Law “On the Soviet Police”, a candidate for police officer had to be impeccable in all respects. In this case, the special signs that prevented admission to the bodies of the Soviet Ministry of Internal Affairs manifested themselves - tattoos (of any kind) - were clearly “taboo”: if they were present, the candidate was not suitable in terms of moral qualities. Even if the person who was planning to become a police officer had no previous problems with the law (convicted people were not even mentioned when joining the police). State of health: crooked, oblique, lisping, lame-one-legged, etc. They also tried not to hire people into Soviet law enforcement agencies.
The Soviet police did not recruit those with a past record, even those with an expunged (removed) criminal record, chronically ill people, or disabled people. Formally, they could refuse a person with a visible facial defect (for example, a scar), citing legal norms.
A classic Soviet policeman is a guy who served in the army with a previous vocational school education, who after demobilization began his career from the bottom of the police patrol service (PPSm).
Look first, then take it
In the KGB of the USSR there were no “special signs” by which a person “might not be accepted” into the special service - the “committee” did not take anyone in anyway, they looked closely at the future “contingent” for a long time. Today's President of the Russian Federation V.V. Putin, a man from a working-class family, without any connections, by his own admission, came to the KGB reception room “from the street.” Vladimir was first advised to get a higher legal education.
And this is not an isolated, but rather a typical approach to recruiting personnel for the Soviet KGB. Ever since the time of Andropov, they tried not to take former employees of the Ministry of Internal Affairs into the “committee” - this was also a kind of “special sign” - after the murder of a state security major in 1980 by police officers at the Moscow metro station “Zhdanovskaya”, the inertia of rejection within its ranks of employees of the Ministry of Internal Affairs in the KGB remained pretty long.
... The main sign for candidates “for departure” to the KGB was “green”: those wishing to serve “in the authorities” in the Soviet Union (and there were plenty of those willing) were in any case looked at in production, at Komsomol work in enterprises - most often future potential officers The KGB had no idea about such “supervision.”
A typical example: one of those who wanted to serve in the “authorities” was sent to production, where he rose to the rank of secretary of the Komsomol of the largest plant in one of the cities of the Lipetsk region. He showed himself to be an organizer and, in principle, an enterprising person. Then he was called to serve the Fatherland on another front. Today, one of the developments of the former secretary of the Komsomol factory committee as an employee of the FSB entered the history book of the region’s special services - a former Komsomol activist exposed fraud with the Chechen advice note. For this most unique operation in the history of the Russian special services, he at one time received a well-deserved award from the federal leadership of the FSB of the Russian Federation - these fraudulent actions of the organized crime group were never able to be carried out on the territory of the Lipetsk region!
There are girls in jazz
The special characteristics of girls recruited for service in the Ministry of Internal Affairs and the KGB of the USSR also varied. If in the police, representatives of the fairer sex mainly worked “in personnel” or headquarters units, and, in principle, the same general requirements were imposed on them as on male candidates, then in the state security agencies, active security officers sometimes played very important roles. Their special features - beauty, charisma, creative thinking, coupled with the ability to charm and win over, worked in the interests of the country, sometimes no less effectively than defense industrial enterprises.
Suffice it to recall such names as Olga Chekhova and Irina Alimova - according to Soviet intelligence services, these women, using their charm and extraordinary abilities, did a lot for Soviet counterintelligence.