Following a selection by letter of application, an interview, asset center or similar usually takes place. The aim of such measures should be that you get to know the applicant through the pure data and facts. Also things like the individual appearance, the outward appearance, personal characteristics and way of working can be considered here. At the latest at such appointments details of the employment contract as well as the possible salary are communicated to the applicant.

Create a job profile and a profile of the employees and put them together in a job description. Detailed job descriptions are good, as are often only candidates with real interest for the job candidates. There are different ways and channels that you can use for the search. You can search with the own website, newspaper ads, the Federal Agency for work, online job boards, local job fairs, recruiters, personal service and temporary work agencies and with the circle of acquaintances. First indications for the choices can be application documents: the documents of the applicant are full, neat and appealing. If there are gaps in the CV, the reason is important. Formal requirements and qualifications are met by the applicant. The applicant has additional qualifications and can have appropriate references.This is followed by an interview. Lay down a conversation flow you are going through with all the candidates. Where the first impression of the candidate is important. Trying to lighten the mood with General questions such as the arrival. Talk about the curriculum vitae of the candidate and let him explain. Ask for motivation, strengths and weaknesses. You may require a small sample of the work, but inform the applicant in advance. Discuss details of employment and salary.