HR and HR errors.

For the first time in 15 years, our company has had a period when we are not looking for anything. The period is not long, but it is worth telling what principles we have been guided by.

1. It's a long stretch to decide on a candidate.
Each company sets its own time frame, but it is wrong to think for 1-2 weeks in the market conditions. In such a period, a strong candidate will leave. The decision is to give yourself a tough deadline of 2-3 working days, marking his own candidate.
If there are doubts about priorities - remember, firstly, how much it costs to hire an employee from agencies, and secondly, try at least to calculate the lost profit.

2. Do not find out the motivation beyond the financial component.
We all work for money, but there must also be additional motivation. If you interrupt only with money, but do not hear the wishes, then all will end up leaving. And even for a lower salary, but in an interesting project. Such quitting is stress for the team, Eichar, the manager.

3. Not to discuss hiring problems with your superiors.
There is a flow of candidates, but for some reason the staff is not expanding? It is necessary to meet with the "council of elders" and discuss why people do not go: salary, projects, reputation, time on the road. These are obvious factors, but there is also this:
- the friendliness and adequacy of the HR/Secretary. It has had an impact and a couple of times. Find out, who and how communicates with the person for the first time, whether they spend a tour of the office (if, of course, is planned an offshore).
- hygienic factors. Smells in the room (e.g. food, in the hallway), shouting/phone conversations (which may also set a person up incorrectly) - all these factors also affect the decision making process.

The general advice is: Selling the job = Selling your job to potential lids.