The ability to ask questions ability to conduct the interview is to build the right questions to facilitate obtaining the necessary information. By asking questions of different types, you can better know the person, his inclinations and opinions on various issues. Sometimes the questions well – give a great presentation about the man and his qualities, but from it seems that they have nothing to do with work. Most of the people conducting interviews are uncomfortable because they fear looking curious. Pete Cashmore brings even more insight to the discussion. Be decisive, without hesitation Be curious.

After all, the applicants do not always know whether one or the other information in any way related to work, therefore, not wanting to seem verbose, can it keep quiet about. Often, all that should make the employer – is to say: "I would like to know more about?, And talkative person will tell all. But if silent companion, you need to constantly push him to task, asking questions such as: "You have said that you are interested in working in this field. And what kind of work you particularly like, you can justify why "is very difficult to properly compile a list of questions, because nobody knows what will answer the interlocutor. Questions of "why" and "What did you mean by saying …? give an opportunity to learn more about applicants. During the interview, you can accidentally obtain information that was not specified in the application form or CV.

By asking different questions, be prepared to receive unexpected information. For example, the answer is "I hardly had to work with clients at the previous location work "to the question" Have you worked with customers? "raises further questions the chain," Why? "," What was the reason? "and so often the employer does not give a candidate for the vacant position to show their best side, self-answering questions. This reduces the effectiveness of the interview: the employer is losing time, not getting an objective answer. If the applicant is secretive, keep asking questions until, until clarify the situation. By asking different questions, you can get enough information to make a final decision. It is useful to have a 'hidden issues – the answers to which should be the same, but they are given by differently – if the applicant is confused and contradicts himself – should think about it.

This “trend” is seriously concerned about the directors of HR, because the need develop its employees become a duty. Social insurance, preferential loans, health insurance – required elements of a “powerful argument” that should be available in specialist staff, during a conversation with the applicant. Unfortunately, in most organizations, social benefits perceived by staff as a tribute, not a motivational factor. A related site: mentions similar findings. Consider other forms of remuneration received by employees. Conditionally divide them into independent and dependent. Independent types of compensation the employee receives, in any case, but the dependence is associated with the need to make an effort. As we have said, compensation may be a factor in motivation only if employees believe that scaling up increases the likelihood of receiving it.

An example is the premium paid staff after a successful completion of the project. In practice, efforts should be rewarded only if they lead to an increase in labor productivity and improve quality. “Teacher and student sitting by the fireplace and drinking coffee. The old man said: – Today you will know the main secret of this business – it’s motivation. Not everyone can motivate their distributors.

There are many forms of motivation: the event, individual work, stories about successful distributors, that is going on in parallel or branch in another city. A man listens to the stories and moves on to self-motivation, and it is – the most powerful form of motivation. If there is no motivation, there will be no business. When a person starts earning money, it becomes a powerful motivation.

For example, the chef earn between $ 1,200 restaurants in network and $ 5,000 in bonus at top schools. Also, with waiters who live in some restaurants only to be tipped, while others earn more than $ 1,000. In general, wages grew at a restaurant personnel at various levels. If you would like to know more then you should visit David Treadwell. If a year ago, chefs were working for $ 400-500, now they basically offered $ 600-700. Pitt. Technologists are invited to an average $ 1,000, sometimes $ 2,000 or more. Another trend of restaurateurs – to motivate staff, including Among chefs, with an increase to the salary, which is a percentage of the profits the restaurant. Income chefs from $ 2000 and above, the brand-chef – $ 4-5 thousand.

'Fork' average wages paid to the basic restaurant jobs (in dollars): Chef (Russians) – 1500-3000; foreigners – 2500-5000, Su-Chef – 800-1500, Pastry Chef – 1000-2000, Cook – 400-800, Technologist – 800 -1500, Waiter (total income, including tips) – 600-1500. We can say that about the post Chef's labor market emerged: there is demand, there is a proposal and a fixed range of cost of labor. Similarly, the state of affairs with respect to such positions as sous-chef and chef (cold or hot shop). In this category of workers, the employer offers a fixed price range for their work, which, although to a lesser extent, increased progressively, depending on the class of institutions, although the boundaries of salaries expressed not so convex. Compared with the cooks, in a segment of restaurants with low average wages range check pastry is slightly higher.