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3. Skills: What unique skills should the applicant have?
Study the responsibilities of the potential employee and see what skills he should possess for their successful implementation. The clerk of the service, when handling a call, for example, must be able to talk politely on the phone, and also be able to listen to the speaker. The manager should be a good performer with the clients, and always be aware of the deadlines of the tasks, and as for the team leader, should have expressed leadership skills. The list should consist of the so called “tangible skills” (what the person knows) and “intangible skills” (how the person uses this knowledge).
4. Job Style: How well the person carries out his tasks.
In small companies the style of job is as important as his own job. The new employees have to get used to the new company’s style and its team members. For example, a man who was used to working in a team; it will be difficult for him to work in a group of individualists. Indeed, in some cases it may be of great importance for the quality of the performed job.
5 .Character: What kind of person will successfully work in your team?
The character of the potential employee is as important as the style of his work. Your goal is to find a person who will feel comfortable in a new team and coherently work with new colleagues. Make a list of characteristic features that are most important for you-be it a sense of humor, honesty, compassion and so on. It is not necessary to include this list in the job description; you can use it for the selection of the candidates after the interview.
