If you are a manager or executive, you will definitely know that a personal assistance is someone who is valuable to have in your office. This is the person the world meets before prior to getting to you. The person should make your personal or professional life run smoothly. However, most executive spend less time interviewing prospective candidates applying for this position, which is a huge mistake. To get the right personal assistant Atlanta executives ought to put much effort and time.
Before placing a job advertisement or begin interviewing prospective candidates, it is good to make a list of the duties this person is expected to complete regularly like typing, scheduling as well as answering phones and e-mails. If you expect the person to do some personal tasks such as picking up dry cleaning or even scheduling family vacations, you might want to put that in the posting for the candidates to have an open description of what to expect.
You should inspect the personality of your respective candidates. Decide whether to choose an individual who is cheerful with a nice sense of humor or possibly someone who is serious as well as no-nonsense. It is best to hire someone who would be a problem solver, which certainly can be determined by performing situational or behavioral interviews. Find out if the candidates can elaborate how they are going to deal with an upcoming state of affairs or outline certain kinds of experience.
After you decide on a few candidates, you may want to communicate to your candidates using e-mails or phones to understand their communication skills. Somebody with outside leadership expertise such as volunteer work is a clear indication that he is interested in finding out more about the job, has links that may be helpful and can be a good team player.
Most employers are tempted to pick an assistant of similar skills and background, as they feel at ease with familiarity, which is a mistake. The idea of hiring a personal assistant is to bring someone to the company who can pick up the slacks on top of contributing to the company. Instead of choosing someone with similar skill set, ask on other areas of expertise.
Evaluate needs as well as take more time developing the job description. It is advisable to identify the guidelines, which might be needed, and narrow down your candidates. You should trust your instincts given that if the list is properly narrowed down, the best job applicants will probably have all the most necessary characteristics. At this point, opt for job seeker you have a good connection with.
It is important to meet with the top candidates at least a couple of times in different occasions to know as much about them as possible. You can schedule one meeting outside the office to see how the candidates act. Check if the professional demeanor is still there and if they dress professionally.
Find someone who is self-driven and does not wait for you to dictate every duty to them. Someone with an idea of what the job involves is worth considering. You do not want always to tell the person what to do. The person you choose for the job must have the passion and the spirit for the role.
Before placing a job advertisement or begin interviewing prospective candidates, it is good to make a list of the duties this person is expected to complete regularly like typing, scheduling as well as answering phones and e-mails. If you expect the person to do some personal tasks such as picking up dry cleaning or even scheduling family vacations, you might want to put that in the posting for the candidates to have an open description of what to expect.
You should inspect the personality of your respective candidates. Decide whether to choose an individual who is cheerful with a nice sense of humor or possibly someone who is serious as well as no-nonsense. It is best to hire someone who would be a problem solver, which certainly can be determined by performing situational or behavioral interviews. Find out if the candidates can elaborate how they are going to deal with an upcoming state of affairs or outline certain kinds of experience.
After you decide on a few candidates, you may want to communicate to your candidates using e-mails or phones to understand their communication skills. Somebody with outside leadership expertise such as volunteer work is a clear indication that he is interested in finding out more about the job, has links that may be helpful and can be a good team player.
Most employers are tempted to pick an assistant of similar skills and background, as they feel at ease with familiarity, which is a mistake. The idea of hiring a personal assistant is to bring someone to the company who can pick up the slacks on top of contributing to the company. Instead of choosing someone with similar skill set, ask on other areas of expertise.
Evaluate needs as well as take more time developing the job description. It is advisable to identify the guidelines, which might be needed, and narrow down your candidates. You should trust your instincts given that if the list is properly narrowed down, the best job applicants will probably have all the most necessary characteristics. At this point, opt for job seeker you have a good connection with.
It is important to meet with the top candidates at least a couple of times in different occasions to know as much about them as possible. You can schedule one meeting outside the office to see how the candidates act. Check if the professional demeanor is still there and if they dress professionally.
Find someone who is self-driven and does not wait for you to dictate every duty to them. Someone with an idea of what the job involves is worth considering. You do not want always to tell the person what to do. The person you choose for the job must have the passion and the spirit for the role.
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