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The overall message of the company is important for evaluating and attracting the best professionals.

Here are our suggestions for a more effective process:

  • 1. Arrange the interview on time. Take enough time for the meeting.
  • 2. Guide and facilitate the candidate as much as possible for the meeting place, guiding him how much time to plan. Give him the opportunity to provide you feedback.
  • 3. Advertise your company, products and services, direct to a website.
  • 4. Find out how the candidate has learned about you.
  • 5. If possible, invite the candidate in person, take an interest in him, use the opportunity to assess his business attitude in the beginning. Have a preliminary conversation and take notes. Surprisingly, many things are learned from a candidate over the phone. Check some of the information you received during the phone screening.
  • 6. Inform the cabdidate about the participants in the interview, as well as about the language that will be held. It is useful to identify key topics of conversation so that the candidate can prepare in advance. Set a goal in rder to check his motivation.
  • 7. Make sure you book a suitable interview room in time. Dress appropriately, candidates also get an impression from the first few minutes, and you represent your company or client if you are a consultant.
  • 8. Prepare in advance – get the announcement, the job description for the time of the meeting. Identify specific questions for each candidate.
  • 9. Get a clock that you can watch discreetly.
  • 10. Ventilate the room, make sure you are not disturbed and interrupted.
  • 11. Take care of your mobile phone.
  • 12. Start the meeting on time, get inform the candidate how much time you will need. Finish the interview on time as well.
  • 13. Predispose the candidate, make sure he feels comfortable. You will certainly get more and more candid information if you make him perceive you as a partner and consultant, not as a gatekeeper.
  • 14. Ask candidate about his career in a polite manner. Do not hasitate to ask direct questions, and keep them for the moment that the candidate trust you.
  • 15. Listen!
  • 16. Take notes!
  • 17. Listen and ask! The useful ratio between listening and speaking ranges between 80 and 60% in favor of the candidate.
  • 18. Ask open-ended questions and listen the answers.
  • 19. Don’t hesitate to return to unexplained topics and questions. Listen and write down.
  • 20. Discuss the salary. Don’t hesitate to ask and clarify this matter. Ask about the candidate’s current salary. Get him to defend his expectations.
  • 21. Don’t hesitate to share information about the company’s salary levels if it is convinient. Make sure this information is circulating formally or informally.
  • 22. Use the opportunity to sell your employer brand. Talk about the benefits of your company. Be honest and do not deceive anyone.
  • 23. Ask for recommendations and references.
  • 24. Agree on a plan for next steps – ask for additional information to engage the candidate in the process.
  • 25. After the meeting, do not move on to another topic, but take 2 minutes to summarize.
  • 26. Inform the applicant about the status of the project by e-mail or phone. Do not delay your answer after a decision has been made.
  • 27. Call in person to make an offer to the successful candidate. Prepare in advance. Ask for feedback. Clarify whether he understood the proposal well. Give him the opportunity to ask questions.
  • 28. Аgree on a deadline for the response. Negotiate and be flexible. Ask what worries the candidate.
  • 29. After the answer, call to greet him and confirm his choice. Send a written offer as well. Documents always give more weight to the commitment. Express personal empathy and help him communicate his decision to his current employer. Be prapare and prevent a counter-offer.
  • 30. Interview your new employee on the first working day to compare his motivation after the probationary period. Take care in advance for his first working day, for his introduction and his safety, health and working conditions .