Interaction with those directors and/or the general manager is a very important step.
Simply put, there must be components: "spark, storm, emotion", any order can be any.
Let's discuss these components.
The Storm. "Wow, we have an eucharist and a stream of quality candidates." But - something toad is starting to choke, and in general, you can still see how it is so many candidates. Bottom line: while we think and are stupid, good candidates go to faster compositions. It is important to assess their capabilities correctly and soberly and not to start scattering personnel.
Emotion.
In almost any situation, the Eichar is to blame. I think that's familiar to the Eichars themselves. And it is in "emotions" that it is important to discuss everything: what does the management expect, in the market or not, salary and working conditions, what software and hard skills the candidate has. And if you do not want to sit in a puddle, you need to sit down and listen to each other.
It's a spark.
If the storm and the emotion went right, you'll catch the spark. And then there's happiness and joy. The previous stages - it's a lapping, and if it was successful, then no problems will arise and it's time to be a great and high-quality team that does not meet all (there are no ideals), but many expectations.
