It is not enough for the applicant to simply describe his best qualities and achievements at his previous place of work, if any. It is worth indicating the planned goals of the work, the expected results, as well as the experience and skills that will be required at the new place. For example, the applicant for this position must have more than eight years of professional experience, but an understanding of the sales process is only welcome.
The evaluation sheet will help in many ways:
HR staff, assistants, direct subordinates, headhunters and other specialists will need to provide this document when hiring - and it will immediately become clear what exactly is required from the candidate.
The evaluation sheet will help you create an accurate list of job responsibilities.
It will allow you to match the candidates' skills with the requirements during the interview.
The evaluation sheet will make homeowner database discussions between different people much more objective. Based on it, you will not have to evaluate candidates based only on intuition.
The evaluation sheet will help you create a publicly accessible job description that will briefly but accurately capture the key points.
Stages of hiring a COO
Step 2: Fill the funnel as much as possible
There should be as many applicants as possible, then it will be possible to hire a real professional.
In order for the number of applications for a position to be sufficient, it is necessary:
Post a job description on all relevant job search sites, as well as on popular social networks.
Conclude non-exclusive contracts with several agencies that are engaged in personnel selection. Only you need to choose those that take payment based on the result (the company will pay the agency approximately 25% of the employee's annual salary if their candidate is hired).
Use cold emailing on LinkedIn and Xing to those whose description fits the parameters you are looking for. The message should be short but informative. For example: “Hi (name), we have an opening for an Operations Director at (company name). Perhaps you or someone you know at (link to company website) would be interested in the vacancy. Best wishes, CEO of (company name).”
Step 3: Structured telephone and in-person interviews
Unprofessional employees can be identified already at the stage of telephone contact. The head of the HR department can talk to candidates and then switch the most worthy ones to a conversation with the CEO. The next stage is an invitation to a face-to-face interview. The assessment sheet for telephone communication is exactly the same as for a face-to-face conversation, except that some questions can be shortened.