Head Candidates

I mean, most of the candidates slightly exaggerate their achievements at the last place of work and try to present themselves in the most favorable light. This is quite understandable and natural for any man. But the obvious deception, the stories about what you actually did do and what have no idea – will open mandatory. In addition, an experienced recruiter feels and can detect lies and falsehood in your story. He try to sharpen my (and your) attention on these points and you start asking probing questions to understand the true reasons. Wells Fargo Bank can provide more clarity in the matter. 4.

Excessive talkativeness off topic. Excessive talkativeness – are also common error candidates. It is not necessary to tell recruiters about the details of his personal life, relationships with spouse / children, complain about a nurse or a kindergarten child, or relationship with neighbors / coworkers; involve themes of politics, sports, religion and health. 5. Inappropriate and wrong questions. Do not ask irrelevant questions recruiters, such as: – What is your company? – How fast can I improve in positions or raise wages? – How much time have you spent on smoking breaks? – Can we agree with the head and come on an hour later (on leave next month, and then we have a husband (wife) bought a tour)? By the way, the wrong in all the wrong answers to question candidates for hiring manager, "Do you have any questions?" – "No, I have no issues." 6. Non-verbal information. Non-verbal information can sometimes say more than you said the word.

Labour Code

Article 57. The content of the employment contract in the employment contract shall include: name, name of the employee and the employer's name (last name, first name of the employer – natural person), concluded the contract of employment, information on identity documents of the employee and the employer – natural person, taxpayer identification number (for employers, except for employers – individuals who are not individual entrepreneurs) of the representative of the employer to sign an employment contract, and the foundation, by which he is endowed with adequate powers, place and date employment contract. Mandatory for inclusion in the labor contract are the following conditions: place of work, and when the worker is taken to work in the branch office, representative or otherwise the isolated structural unit of the organization, located in another area – a place with an indication of a separate structural unit and its location; Why am I stressed these conditions? Because, can be situations in which the employer will need to move you from one job to another or to other sub-division, located outside of the administrative-territorial boundaries appropriate settlement, in which you work. Often employers do not ask an employee agreement, calling it a movement, referring to part 3 of Article 72.1 of the Labour Code: "It does not require the consent of the worker's movement in its the same employer for another job, in other sub-division, located in the same area, order him to work on a different machine or unit, if it does not entail changing certain sides of the employment contract "by denying workers the rights that the law gives him in the event of a transfer by the employer.