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HR OFFICER
"Skillbee is set up very well and very user friendly. Quite unique from the other job portals and very convenient even for someone who is a very new to hiring!! I can surely say the website is GREAT, it is easy to follow , convenient because you can pull the information whenever you need to."
Falcor Engineering and Construction LLC
MANAGING PARTNER
"As a fast growing organisation, hiring sales resources is one of the key challenges I face as a business owner. With a free platform like skillbee, we now have access to many active job seekers in Dubai. Looking forward to hire many more resources through skillbee!"
Al Wasl Drinking Water
HR MANAGER
"First of all thank you to Mr Bibin to introduce me with Skillbee. Top Hand has had a very good experience with it and got a lot of people to walkin for urgent requirements in cleaner roles. Thanks on behalf of our whole Tophand team!"
Top Hand Cleaning Services
When writing a job description, there are several things you should keep in mind:
1. The job title should be clear and concise- it should accurately reflect the position that you are advertising. For example, if you are looking for a marketing assistant, do not title the position as "social media expert".
2. The responsibilities section of the job description should be specific and list out all of the duties that will be expected of the successful candidate. Again, this section should be accurate and reflective of what someone in this role would realistically be doing on a day-to-day basis.
3. In terms of qualifications, only list those which are absolutely essential for the role; there is no need to include every single qualification under the sun here as this will just serve to discourage potential candidates who may feel they do not meet all of the criteria listed.
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1. Use a reputable recruitment agency: This will ensure that you only receive applications from qualified and suitable candidates.
2. Advertise the role widely: Use job boards, social media, and your own website to reach as many potential applicants as possible.
3. Set clear requirements: Outline what qualifications, skills, and experience are necessary for the role in order to weed out unsuitable candidates early on.
4. Take your time with interviews: Don't rush into hiring someone without getting to know them properly first - take the time to conduct several rounds of interviews (including face-to-face meetings) before making a decision. 5 Ask for references: Once you've narrowed down your options, be sure to ask each candidate for at least two professional references who can vouch for their abilities
1. Carpenters
2. Electricians
3. Plumbers
4. Welders
5. HVAC technicians
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When interviewing a potential employee, HR should take into account the following:
-The questions asked should be based on the job requirements. For example, if you are hiring for a customer service position, ask behavioral questions that will give you insight as to how the person would interact with customers. If you are looking for someone who is detail oriented, ask them about a time when they had to pay close attention to details in order to complete a task accurately. Asking specific and targeted questions will help weed out candidates who are not qualified for the position.
-Take note of body language cues during the interview process. Is the candidate making eye contact? Do they seem engaged in conversation? Are they fidgeting or playing with their hands? Body language can tell you a lot about someone’s comfort level and interest level in both themselves and the role they’re being interviewed for.
-Listen carefully to responses given by each candidate throughout different parts ofthe interview process – from phone screen all waysto post offer stage.. Each response provides valuable information that can help makea decision on which candidate is ultimately extended an offerof employmentfrom your company
There are a few key things to keep in mind when hiring remote employees. First, you need to make sure that the role can be done remotely and that there is a clear understanding of what tasks need to be completed on a daily basis. Second, you need to ensure that your remote employees have the necessary tools and resources available to them so they can do their job effectively. Lastly, it is important to build trust with your remote team by setting clear expectations and communicating frequently.
When looking for candidates for a remote position, consider using online job boards or social media platforms like LinkedIn. You can also ask trusted contacts if they know anyone who might be interested in the role. Once you have identified some potential candidates, reach out and set up an initial video call or chat so you can get to know them better and determine if they would be a good fit for the role. Make sure during this conversation that you discuss expectations around communication frequency, working hours, availability for meetings/calls etc. If everything seems good so far, send over any relevant information about the company (e..g culture deck) as well as the job description/requirements so they can review before deciding whether or not they would like move forward with an interview process
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There are a few ways to hire employees from overseas in Haugesund. One way is to use a recruitment agency that specializes in finding candidates from other countries. Another way is to post job ads on international job boards and websites. Finally, you can reach out to potential candidates directly through networking and personal connections.