Before you advertise, define what the employee must achieve in the first six months, then design the interview and test to measure exactly that. Ask about real past situations, give a short practical task, and check references before making an offer.
Step by step
- 1
Define success
What results do you expect in the first six months? That is the basis for everything that follows.
- 2
Write an honest job ad
The real tasks, the approximate salary and the work environment, which saves you from unsuitable candidates.
- 3
Run a quick first screening
A short call to check the basics: experience, timing and salary expectations.
- 4
Hold a structured interview
The same questions for every candidate, about real situations they have handled, such as: what did you do when this happened?
- 5
Set a practical task
A short test that resembles the actual work and reveals what an interview does not.
- 6
References and the offer
Speak to former managers, then make a clear written offer.
A first impression in an interview measures how well someone talks, not how well they work. A practical task tells you more.
Job description template
Purpose, duties, KPIs, authority, qualifications and sign-off, with a short guide in every field.
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