I have always been concerned about the issue of moving to a fundamentally new level. So that the indicators would grow not by 2 or 3 times, but by several orders of magnitude. From a thousand visits to ten thousand or from ten thousand to a hundred thousand, if we are talking about a website, for example.
And I know that such leaps are always the result of painstaking work in five areas:
Technical condition of the site.
SEO.
Collection of site semantics.
Creating useful content.
Working on conversion.
And at the same time, every manager advantages of using our skype database needs an increase in sales and the number of applications from the site at the moment.
To get this growth, download our step-by-step template for increasing sales from the site:
Download template
Already downloaded
153346
Top 7 Tips to Spot a Toxic Employee in an Interview
It would be good not to hire toxic employees at all, so as not to poison the atmosphere within the team. Before calling a candidate for an interview, you can study his resume more carefully. For example, frequent changes or too short terms of work in one place should alert the HR manager.
However, if the candidate seems suitable according to other criteria, you can invite him for an interview, but be sure to clarify this point in a personal conversation. Perhaps, due to certain circumstances, the person was forced to change his place of residence or simply worked on a piecework basis.
So, the person has come to the interview. Now the task is to ask the right questions and listen carefully to his answers. Here are some recommendations on what to ask the candidate to identify toxic ones at the interview stage.
What questions to ask a traffic manager at an interview
Ask about relationships within the team at your previous place of work
A toxic employee will not miss an opportunity to complain. Everyone certainly took advantage of his gullibility, shifted their duties to him, which he carried out heroically, but they themselves did not really work.
This is, of course, an exaggeration, but there will always be hidden aggression in the response of a toxic person. It is better not to hire such employees, even if their track record is quite decent.
By the way, it is perfectly normal to get in response to this question that there were toxic employees at the previous place, which is why the candidate is at your interview. But this will be done quite tactfully, because it is very possible that he really did not work well with his former colleagues.
Ask about previous management
It is no secret that this question is always asked at interviews. It can sound different: "Why did you quit?", "Where did you work before?", etc.
If a candidate starts to speak badly about their previous boss, you are definitely dealing with a toxic person. Phrases like “He overwhelmed me with work” / “He made me work at night, on weekends and holidays” / “He never raised my salary” and so on in this spirit indicate that, first of all, the employee himself does not know how to plan his time and goals, and also has absolutely no control over his emotional state. You definitely do not need such a person in the team, because in a couple of months such a stream of complaints will flow in your direction.
An adequate person will say that the work was uninteresting, there was no opportunity to prove oneself, there was not enough creative space. The management will not scold, rather they will say that they are looking for new horizons, growth points, and from their previous place of work they brought many useful skills.