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Q. Writing a job description

Before writing a job description, consider the following:

1. The purpose of the job description - what are you looking to achieve with it? For example, are you trying to attract top talent or simply inform potential applicants about the role?

2. The audience for the job description - who will be reading it? Make sure your language and tone is appropriate for your target audience.

3. The format of the job description - how long should it be? Should it be divided into sections? What sort of information should you include (e.g., salary, benefits, required qualifications)?

Assuming that you want tips on how to write an effective job descriptions:

Here are 9 essential elements that every goodjob posting must have:

1) A catchy headline -- In order to make sure your jobs stand out amongst all other postings and get clicked on by quality candidates, start off with an attention-grabbing headline! Something like "Coastal City seeks passionate Environmental Advocate" would definitely turn some heads compared to a more mundane title like "Environmental Associate needed in law firm." Not only does this immediately set your posting apart from others visually , butit also gives readers a snapshot of exactly what kinda position they're applying for--which brings us too... 2) An informative summary Once someone's been intrigued enough by your headline totake afew secondsand actually read throughyour post;you needto deliveron that initialpromiseof awell-written , interestingpositionby includingan overviewor briefsummarythat accurately reflectsthe restofthe contentto come . This canbe donebysimply layingoutin clear termswhat kinds oftaskswill betypicallyexpectedfrom thosenotedas successfulapplicantsfor thisrole as well as providingany additionalcontextualinformation(like company sizeor industry ) which might helppaint apictureof day-todayoperationsfor those not alreadyfamiliarwith them . Aboveall else , avoid any ambiguityhere : if there's ever anydoubt asto whethersomeone fully graspswhat working inthis rolewould entailafter havingreadthroughyour openingsection then chancesare highthey'llsimply move ontothe next listing rather than scrolling back up top try and decipher things further down tha line ! 3) Elaborate bullet points Nowadays peoplehave veryshortattention spans when browsing online so onceyou've hookedthem init's importantthatyou don't lose theirinterestby draggingthings on unecessarily . Withthismindsetits besttoget straightinto detailingexactly what skills& experiencewill besought afterin idealcandidates without wasting anytime going intotoo muchunrelatedbackground info first ... Afterall nobodywants tomuddle throughparagraphs upon paragraphsof redundenttext just toget atthe cruxofthematter right ? Hence why its alwayagood idea tousebullet pointswhen breakingdown keyrequirementsthat way everything appears nice & tidy while still being easyenoughtoconsume at aglance without havingtoput forthtoo mucheffort doing so .. And ifyoudowant tobetter ensurethatapplicantsdon't overlookanythingimportanthint : trycolor coding eachitem according toyour levelof preference/prioritywhere greenmight signify somethingabsolutelyessentialwhile yellowcould denote certainnice-to-haveskills etcetera 4) Be realistic It goeswithout saying but sometimesemployerscan tend toget aheadofthemselveswhen creatingthese typesofformal positionspecifications resultingly expecting far too much from prospective employees given whatsactuallybeing offeredup insalary /compensationterms ... Thatswhyitis criticallyimportantwhendraftingup these documementsyoutake sometimefirsttonarrow downthee scope& focusontheimportant tasksat hand lest anyone whos genuinelyinterestedendspending hoursupon hoursworking towardsmettingpointless prerequisitesonly latercometo findoutthatshesnot evenqualifiedfortherange being advertised anyways :( 5 6 7 8 9

Q. Best ways to hire workers in Crete

1. The best way to hire workers in Crete is through a recruitment agency that specializes in finding and placing candidates in the country.

2. When searching for a job, be sure to specify your desired location as "Crete" or "Greece".

3. Try to find an agency with good reviews from past clients, and check out their website and social media presence before making any commitments.

4. Make sure you understand the terms of your contract clearly before signing anything, so there are no surprises down the road.

5 5 Ask friends or family members if they know anyone who has worked in Crete previously - personal recommendations can be very helpful when it comes time to make a decision about which company to go with

Q. List of skilled workers difficult to find in Crete

of workers

1. welders

2. plumbers

3. carpenters

4. electricians

5. mechanics

Q. Interview tips for employers in Crete

The most important thing to remember when conducting an interview is that its purpose is twofold: first, to collect information from the person being interviewed, and second, to assess whether that person is a good fit for the position in question. To this end, HR professionals should keep the following tips in mind when preparing for and conducting interviews:

1. Do your homework ahead of time. Before sitting down with a candidate, review their resume or CV thoroughly, as well as any other relevant materials (e.g., cover letter, job application). This will help you formulate targeted questions designed to elicit specific information from the candidate. Furthermore, it’s also important to research the company beforehand so that you can ask informed questions about why they are interested in working there specifically.

2. Ask open-ended questions . One mistake often made during interviews is asking yes/no or multiple choice questions; not only do these make it easy for candidates to give rehearsed answers , but they also don’t provide much opportunity for follow-up questioning . Instead , opt for open-ended questions that encourage candidatesto elaborate on their responses . For example : “What led youto pursue a career in [X]?” or “Can you walk me through howyou would approach solving problem Y ?” By contrast , avoid leadingquestions ( e . g ."Don't you think our company's cultureis great?" ) which put words into candidates' mouthsand ultimately tell us more about what we want themto say rather than what they actually believe . Open - endedquestions also forcecandidates toprovide concrete examplesof their skills and experience – somethingthat can be usefulwhen making hiring decisions later on downthe line 3 Avoid divinginto too many specifics right offthe bat It ' s important tonotice red flagsduring an interview– suchas if acandidate seemsunpreparedor givesvague answersto simplequestion s —but trynot t o dwellon themfor too longat first Otherwisey o u run therisk ofturningwhat couldhave beena briefexchange intosomethingmore adversarialwhere bothparties feel defensive If possibletrytoprobe deeperinto areasof concernlateronin th ecourseofthe conversation 4 Be aware ofyour ownnonverbal communicationDuringaninterviewwe send justasmany nonverbalsignalstothe candidatethroughourbodylanguagefacial expressionsand tone of voice astheysendtous Payattentiontocueslikecrossed armsrushed speechorextremelylong pauseswhichcan bedetrimentaltothe flowofcommunication 5 Encourageequal participationfrom all parties involved The best way togetvaluableinformationfrom anintervieweeistoencouragea back - andforth dialogueratherthan simplyfiringoffquestion after question Inotherwordsallow some roomfor smalltalksoyou can geta better senseof who eachpersonreallyis Tryaskingabouttheirinterestsoutside workhobbiesetceteraisalsoagreatwaydefuseany tensioninthesituation 6 Follow upwith written documentation After thankingeachcandidatefortheirtimeitsgood practice towriteuptashort summary( bulletpointsworks finehere) documentingeverythingthathappenedduringthe courseofthe meeting Thissummarywill comehandydowntheroadifmultiplepeoplewereinvolvedinyour decisionmaking processasyoullbeablerefertoeveryoneonsamepage Plusitisjustoneextra stepcloser havingneatlypackagedemployeedossier one day 7 Finallytrust your gut Atendday no matterhowmuchprepworkdoneaheadoftimethe finaldecisionstillcomesdowntoyournaturalinstinct Sevenafterallhumanresources

Q. Hire remote employees in Crete

or more

There are many reasons why you might want to hire remote employees in Crete. Perhaps you have a business that requires workers who can speak Greek, or maybe you just want to take advantage of the low cost of living and the beautiful scenery. Whatever your reason, there are a few things you should keep in mind when hiring remotely in Crete.

First, it is important to find reliable Internet access. While most hotels and other establishments offer Wi-Fi, it may not be fast enough or reliable enough for working purposes. You'll need to research different areas and ask around before making any decisions - your best bet is probably an apartment with its own connection rather than relying on public hotspots.

Second, bear in mind that the time zone difference between Greece and the rest of Europe (or America) will impact communication somewhat. It's worth considering hiring someone who is available during European daytime hours so that they overlap with yours for at least part of the day; this way if anything urgent comes up they can deal with it while you're still awake! Of course, remember also that Greeks tend to take their siesta very seriously so don't expect anyone to be available from 2pm onwards... thirdly cretan salaries whilst being relatively low by Western standards are still much higher then those found elsewhere In Southeast Europe . This means If your looking To cut costs by Offshoring here ,you may end Up disappointed as even starting salaries Will put potential Candidates outside Of Your budget . Finally never under estimate The importance OF building good relationships With local contacts whether That’s Through Friends Family Or professional Connections as these Can prove invaluable When setting up And running A business On The island

Q. Hiring employee from overseas in Crete

Assuming you are looking to hire employees from overseas to work in Crete, Greece, there are a few things you will need to take into consideration. The first is that Greece is part of the European Union (EU), which means that citizens of other EU countries have the right to live and work in Greece without a visa or permit. This also applies to citizens of Switzerland and Norway, as well as Iceland and Liechtenstein who are part of the European Economic Area (EEA). However, if you want to hire someone from outside of these areas, they will need to obtain a work permit before coming to Greece.

The next thing you will need to consider is what type of role you would like your employee(s)to fill. Are you looking for seasonal workers? Or do you require highly skilled professionals? Once you have an idea about the types of roles you would like filled, your next step is finding suitable candidates. There are many ways to go about this including using online job boards such as Indeed or LinkedIn; attending international recruitment fairs; or working with specialist recruitment agencies who deal with recruiting talent from overseas. To find out more information on each option please see below:

Option 1: Online Job Boards

There are numerous online job boards which list opportunities based all around the world- including in Greece! Some popular global job boards include Indeed , Monster & Glassdoor . You can search for specific keywords relating directly tooCreteen positions OR alternatively browse through profilesof those already livinginCreteand look at their skills/experiences etc.. Ifyou come across somebodywho lookslikea good matchfor whatyou’relookingfor then simply reachout via messageor emailto startthe conversationaboutpotentiallyworkingtogether! Pros: Free service so no financial commitment upfront Can be done entirely remotely Saves time by being able t quickly scan through 1000s off potential candidates Allowing applicationsfrom anywhere inthe world Cons : Not everybody has accessto internet / computers May not always produce high quality applicants Takes longerto siftthrough thousands oftalents

Option 2: International RecruitmentFairs For employers interestedin hiring foreign nationals but wantingto meet face-facebefore making any decisions -an excellentoption maybe totryattending someinternationalrecruitmentfairs ! These events bring togetherjob seekers& top companiesall underone roofso it’sa great opportunitytosee lots offacesat onceandsave timewith traveltoo… Hereareafewofthebiggestcareerfestivalshappeningoverthenextfew monthsintheirown wordswhich may giveyousome ideasifthis appealsas an optionformore details!: Europe's largest career event Thousandsvisitors | Over70% studentsandgraduates Meet themost sought afteremployers| Attend interactiveworkshops Get inspiredby success stories When &Where : 12th – 16th February 2020 Frankfurt amMain– Germany How much doesit cost ? It dependsontickettypeand whetheryou registeronlineor onsite but generally speakingits €20-40 per person More info& tickets here One Of America's Largest Career Fests 3 days |200+ exhibitors| 8 stageswith free seminars throughout Find jobs &internships|| Growyour network Get advicefrom industry expertsWhen& Where : 4th – 6th April 2020 Los Angeles Convention Center Ticketsstart at $25 USD Moreinfohere Asia Pacific ' s leading graduate careershowcase 200+exhibitions || 18000 visitors Graduate employmentservices Professionaldevelopment workshops && networkingevents When&& Where 27 – 29 March2020 Suntec SingaporeInternationalConvention & Exhibition Centre Booth E02 Ticket pricesTBC Registerinteresthere Sothosearetwowell knownoptionsfortryingtohireforeignnationalsandbuilddiverse teams…butwhat ifyoudon'thavetimetotravelorthescopeislimited toyour local area only?? Option3 couldbeperfectforyou...