What qualities of employees would you pay attention to? And what is your team like now? What qualities of employees make them important and indispensable in the team? And are you an effective worker yourself?
The team needs competent, responsible people whose hands grow from where they need to. To determine if your employees fall into this category, we wrote this article.
So, 10 qualities of an effective employee.
1. Reliability
You can count on him and you know that he will certainly fulfill the task assigned to him, no matter what it costs him. He does not have jambs (or their number is negligible). He acts consistently, without throwing and hesitation. You know that he will work equally well all the time, and not just when the muse comes to him.
2. Constructive communication
An effective employee can clearly and accurately express his thoughts and ideas. He communicates with colleagues on the merits, respects both the interlocutors and their participation in teamwork. He can be instructed to convey important information to others and at the same time be sure that everyone will understand everything as it should.
3. Ability to listen
I listen, but I do not hear - this is a disease of many. An effective worker is distinguished by the fact that he does not catch crows at work and carefully listens to the orders of his superiors. This is an important quality, without which it will not be possible to work effectively. He does not enter into an argument just to show that he is the smartest around. Does not challenge someone else's point of view until the interlocutor finishes his thought. Able to adequately respond to criticism in his address.
4. Activity
A good employee is active and proactive. Not only does he get the job done, but he can also contribute constructive ideas along the way. Never extinguished sitting idle while others are working. Voluntarily volunteers to perform a particular task, without waiting for the finger of the leader to point to him.
5. Sociability
6. Ability to work in a team
To achieve success, the team must act as a single organism. An effective employee is able to work in a team and achieve the goals set for the team. He can interact with colleagues.
7. Flexibility b
The team often faces changing conditions or creates the preconditions for change itself. Effective workers adapt easily to change. They do not complain, do not fall into a stressful state due to the fact that something has changed at work or new bosses have come. An effective worker is also able to be flexible in interpersonal communication change your point of view if it is wrong.
8. Responsibility
He feels responsible not only for himself, but also for his team, for the results of his work. Does everything possible to ensure that the work brings the maximum return, and requires the same from colleagues.
9. Ability to solve problems
Every team faces different challenges. Effective employees do not shy away from difficulties, at any moment they are ready to take on the solution of the problem that has arisen. They do not ignore the problem, do not look for the guilty, do not postpone the solution of the problem until later. They discuss the situation with colleagues and actively interact with them to develop a plan for solving the problem.
10. Respect for people
Effective employees treat their colleagues with respect, as well as their superiors or subordinates. In short, to all people, regardless of their status. They have a sense of humor that does not interfere with their professional activity.
And finally. An effective worker doesn't have to be a leader who flaunts his particular style or personality. He can be quiet, but not passive. Its main task is effective work in the form of the result obtained, and not in the process of obtaining it.
Every leader in an organization wants employees to work responsibly. It is possible to make an employee liable simply by law. financially responsible. Chapter 39 is dedicated to this. Labor Code RF.
There are several types legal liability, and one of them is the material liability of the employee to the employer - this is the obligation of the employee to compensate the employer for the direct actual damage caused through the fault of the employee (part 1 of article 238 of the Labor Code).
Existence of direct actual damage
As already mentioned, the organization must suffer direct actual damage (part 2 of article 238 of the Labor Code of the Russian Federation). This is a real decrease or deterioration in the condition of the employer's cash assets. It is also the need for him to incur expenses or excessive payments for “correction of the situation” - for the acquisition, restoration of property or for compensation for damage caused to third parties (in relation to property that belongs to third parties, but is with the employer, and he is responsible for it contract or law).
Employee misbehavior
The behavior of the worker, as a result of which the damage was caused, was unlawful. That is, the employee violated the job description, labor regulations and internal regulations, did not comply with safety precautions and other rules established by law or internal documents of the organization.
The damage was caused by the unlawful act of the employee
A prerequisite for bringing an employee to liability is the existence of a causal relationship between the actions of the employee and the infliction of direct actual damage. In this case, two necessary conditions must be observed:
- the illegal action of the employee precedes the moment of harm;
- harm to the employer is caused precisely by the unlawful actions of a particular employee.
Employee fault
The material liability of the employee arises only if the employee is at fault (part 1 of article 233 of the Labor Code of the Russian Federation). The concept of guilt is divided into intent and negligence. In case of intentional damage to the property of the employer or third parties, the employee is aware of what his actions will lead to, and in case of negligence - no, although he should.
EXAMPLE: Chief Accountant who has transferred a portion of the firm's proceeds to his own account knows that he is hurting the firm he works for. And the cleaner who, while wiping the table, broke the monitor, did not know that this would happen, although she should have been careful.
There are circumstances that exclude the fault of the employee and release him from liability.
First, it is an act of force majeure.
EXAMPLE: The driver was hit by hail, which shattered the windshield of the car. Of course, acts of force majeure include earthquakes, wars, uprisings, hurricanes, and all other natural and social phenomena that the worker can neither influence nor prevent them.
Secondly, the employer's failure to fulfill the obligation to ensure the conditions for the storage of property entrusted to the employee.
EXAMPLE: not only the employee who, under the contract, is responsible for its contents has the keys to the safe.
Thirdly, the normal economic risk, namely:
- there is no other way to achieve the desired result;
- all reasonable steps have been taken to prevent harm;
- the object of risk is property, not human life and health.
Liability: partial and full
The liability of the employee to the employer may be partial or full. The employee is liable for the full actual damage caused by him within the limits of his average monthly earnings, unless otherwise provided by the Labor Code or other federal law(Article 241 of the Labor Code of the Russian Federation). This is a partial responsibility.
The full liability of the employee consists in his obligation to compensate the direct actual damage caused to the employer in full (Article 242 of the Labor Code of the Russian Federation), and this can be a very impressive amount. Therefore, in addition to the conditions set out above, for full liability, special conditions must be “fulfilled” (Article 243 of the Labor Code of the Russian Federation).
- full financial responsibility is assigned to the employee by the Labor Code or other federal law;
- a special written contract was concluded with the employee;
- the employee was given the appropriate material values;
- the employee made a shortage of these material assets;
- the damage is intentional. It should be noted that in order to bring an employee to full liability for harm caused to the employer intentionally, it is not necessary to open a criminal case or an administrative offense case;
- the damage was caused in a state of alcoholic, narcotic or toxic intoxication. The form of guilt in this case does not matter. An employee who caused harm to an employer in a state of alcoholic, narcotic or toxic intoxication will bear full financial responsibility, regardless of whether he wanted to cause this harm or did not even suspect what his actions would lead to;
- if the damage was caused by the employee's criminal actions, as evidenced by a court verdict (not a decision to initiate a criminal case), which indicates that it was his illegal actions of the employee that led to the damage;
- if the damage was caused as a result of an administrative offense established by the relevant state body;
- if the damage was caused as a result of disclosure of information constituting a legally protected secret (official, commercial or otherwise). In this case, the employer must prove that the information disclosed by the employee constituted a legally protected secret. For example, he can present the Confidentiality Agreement concluded with the counterparty, or the Regulation on commercial and official secrets adopted by the organization;
- if the damage is caused by the employee not in the performance of the employee job duties(regardless of when it happened - during work or personal time).
Responsibility for the list
In order to bring an employee to full liability for the lack of valuables entrusted to him, it is necessary that, under an employment contract, he fill a position that allows him to be held fully liable for the full actual damage caused. This list of positions and professions was approved by the Decree of the Ministry of Labor of Russia dated December 31, 2002 No. 85 (hereinafter referred to as the List).
An employee may also bear full financial responsibility on the basis of a one-time document, for example, an invoice. It must be said that, according to one-time documents, those employees whose position or work performed are not included in the List usually bear full financial responsibility.
Individual and collective responsibility
The financial responsibility of employees can be individual and collective.
Individual responsibility
Full individual liability applies to a specific worker who:
- material values are transferred, and it is he who is entrusted with the function of ensuring their safety;
- instructed to store (process, sell, etc.) the transferred valuables, and for this he is provided with a separate isolated room and a place for storing valuables (for example, a safe);
- must independently report to the accounting department for the values \u200b\u200baccepted by him under the report.
Collective responsibility
Article 245 of the Labor Code is "responsible" for collective (team) responsibility. It can be introduced in an organization in the event that employees jointly perform certain types works related to the storage, processing, sale, transportation and other use of the values transferred to them. In order to introduce collective (team) responsibility in organizations, it is necessary to issue an order from the head of the organization and bring it to the attention of the team (team). Then the brigade should sign an agreement on full liability. At the same time, it should be borne in mind that this should be an agreement, one for all - at the end of the agreement there must be signatures of all employees of the team.
If the organization has collective responsibility, the employer should consider the following:
- the foreman is appointed by order of the director of the organization, but taking into account the opinion of the team. Consent must be obtained in writing. The majority of the workers of the brigade must vote "for";
- it is possible to accept a new employee into an already created team only with the consent of the team (in the manner similar to that described above);
- if the head (foreman) changes in the team or most of the employees leave (leave), the contract on full liability must be renegotiated by conducting an inventory;
- a member of the team may be released from full liability, but subject to evidence of the absence of guilt (for example, was on vacation at the time of the incident)
- if a team of workers compensates the employer for damage voluntarily, then the degree of guilt of each is determined by an agreement between the team (team) and the employer, and if compensation for damage goes through the court, then the degree of guilt will be determined by the judge.
A separate contract is required
Despite the fact that the concept of liability is considered within the framework of labor law, agreements on the full liability of employees must be concluded with them separately from employment contracts. If the employer simply includes the obligation to bear full financial responsibility in the text of the employee's employment contract, then this provision will not apply. After all, the presence of an appropriate written contract is one of the main conditions for the imposition of liability. At the same time, the employee must be at least 18 years old and service or use directly cash, commodity values or other property (Article 245 of the Labor Code of the Russian Federation).
But the employment contract must contain a clause stating that the employee performs work in accordance with the List and bears full financial responsibility, about which an appropriate contract must be concluded.
It is especially important to conduct an inventory before concluding an agreement on full liability in order to find out what values the employee or team will be responsible for. An inventory should also be carried out in connection with holidays of financially responsible employees, sick leave and dismissal.
The financially responsible employee must know ...
Material liability is assigned to employees only for the property that he received according to the primary accounting document.
In addition to contracts, such an employee must have a clear job description.
Steps to collect
In order to start recovering damages from an employee or a group of employees, the employer must follow a certain sequence of his actions.
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Step 1 |
Conduct an inventory of property in the organization, identify lost or damaged property |
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Step 2 |
Schedule an internal investigation |
Establish a Commission of Inquiry |
Establish causes of loss or damage to property |
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Step 3 |
Claim from the financially responsible person written explanations causes of damage |
If the material person refuses to give written explanations, draw up an act about this (Article 247 of the Labor Code of the Russian Federation) |
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Step 4 |
Determine the amount of damage (based on actual losses at market prices on the day the damage occurred, but not lower than the value of the property according to accounting data (including depreciation) (Article 246 of the Labor Code of the Russian Federation) |
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Step 5 |
If the damage was caused by several employees, determine the degree of fault, the type of liability limit for each of them individually |
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During the audit, as well as after its completion, the employee or his representative should be allowed to familiarize himself with its materials. If they deem it appropriate, then, according to the rules of Articles 386,391 of the Labor Code, they can appeal against both the findings of the audit and its materials.
How to claim damages
Damage can be recovered from the employee both without going to court and in court.
If the damage does not exceed the average monthly earnings of the employee, it can be recovered from him without going to court. To do this, the head must issue an appropriate order (in any form).
It happens that the employee agrees to compensate for the damage voluntarily. In this case, the organization can provide him with installments. But the employee must write a written obligation to compensate for the damage and indicate the period in which he plans to do this.
If a month has elapsed from the moment the damage was caused or the amount of damage exceeds the average monthly salary of the employee, and it was not possible to “agree amicably”, the employer may file a claim for bringing the employee to liability in court. As mentioned above, in this case, a reduced limitation period is applied - one year (Article 392 of the Labor Code).
If the employee quit without reimbursing the damage, the employer can also go to court (Article 248 of the Labor Code).
“One and only one person must be responsible for every task assigned.”
– Otto von Bismarck
Legislation and discipline
In accordance with the requirements of the Labor Code (LC), the employee is obliged to comply with the internal labor regulations of the organization and labor discipline.
Labor discipline is obligatory obedience for all employees to the rules of conduct, determined in accordance with the Labor Code, other laws, a collective agreement, an agreement, employment contract, local regulations of the organization.
The leader has the right to involve subordinates in disciplinary responsibility in case of non-compliance with the rules.
For damage caused to the organization due to non-fulfillment or violation of labor duties, employees are liable.
Experts also talk about the moral responsibility of the performer in cases of violation of professional moral standards. Moral responsibility has no fixed limits, but is very important in professional culture. Moral responsibility is of particular importance for professions such as doctors, journalists, and law enforcement officers.
Types of responsibility
Collective and personal responsibility
Collective responsibility is manifested when a group of employees or the entire team works on one project. For errors and miscalculations made by one or more members of the group, the entire team is responsible.
Team responsibility ensures team cohesion and increases its responsibility and focus on results. But “Every mistake has a name and a last name,” and often, to reduce risks and improve the quality of a company’s work, it is necessary to identify a bottleneck in the team’s work. At the same time, we are talking about the personal responsibility of each employee separately and the degree of his participation in the work of the team.
How to teach employees to take responsibility
The first point in the program of education of responsibility of employees is the definition of the boundaries of responsibility - that is, duties and powers.
Every company has job descriptions. It's time to get them out of the folder and carefully study how they differ from the standard text recommended by the Labor Code and other similar documents.
Second note: do not do the work for subordinates. Many managers believe that by doing the work for their employees, they save time and money. In fact, when you take on the tasks of a subordinate, he becomes more irresponsible. Delegate maximum tasks to subordinates to the extent of their competence. Conduct employee training when necessary - this will increase their efficiency and responsibility, and therefore improve the performance of the entire company as a whole.
The more specific and detailed they describe the responsibilities of each employee, the better. It is important to separately prescribe: the employee must perform his functions independently or in cooperation with others. In teamwork, the senior is determined. Exactly on the senior team will be personally responsible for the overall results of the work of the team that reports to him.
Third important point: control the execution of assigned tasks. If an employee knows that he must submit a report on the results to the manager in a certain period, he has an incentive to work with greater efficiency. It is the fact of future control that is decisive for the emergence of responsibility for the result. As the responsibility of an employee grows, you will be able to change his responsibility from personal to collective.
The fourth rule: publicity of the results of work. The results of an employee's work should be visible not only to management, but also to colleagues. This approach is very effective in increasing personal and collective responsibility.
How to determine the responsible?
How to identify that employees do not want to take responsibility? Broken deadlines, forgotten projects, poor quality of work indicate the problem.
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Translation of "responsible worker" in Russian
Other translations
responsible
, -, -on, -but
adj
responsible
,(work, assignment, moment)important
♦
responsible tenant
responsible tenant
♦
responsible worker
executive
One responsible worker territorial administration, which is a representative of the Ministry of Internal Affairs;
senior territorial administration official representing the Ministry of the Interior;">
Head of the Department of Administrative and Military Law; responsible worker General Directorate for Legislation, Ministry of Justice
Head, Department of Administrative and Military Law; official, Directorate General for Legislation, Ministry of Justice
Official, Directorate General for Legislation, Ministry of Justice">
Pursuant to section 92 of the Law on Criminal Liability responsible worker, through whose fault a serious accident occurs with the death of people due to the failure to ensure labor protection and safety equipment, is placed in a correctional institution for up to two years.
By article 92 of the Criminal Law a person in a responsible position who causes a loss of life or a serious accident because of a failure to provide labor protection and labor safety facilities, is committed to a reform institution for up to 2 years.
Responsible position who causes a loss of life or a serious accident because of a failure to provide labor protection and labor safety facilities, is committed to a reform institution for up to 2 years.">
With regard to the specific case mentioned in the report, he said that, in the view of his Government, responsible worker did not show enough tolerance towards other religions in Egypt.
With respect to the specific incident noted in the report, he said that his Government believed that the person in charge had not shown sufficient tolerance towards Egypt's other religions.
Person in charge had not shown sufficient tolerance towards Egypt"s other religions.">
Responsible worker Federation of DKO (sub-regional structure) on the training of DKO personnel (1990-1991).
Officer in the RCD Federation (subregional structure), 1990-1991.">
Responsible worker The health services in that county, for their part, responded to the incident by issuing a document instructing the hospital to reconsider inadmissible internal rules that determine the procedure for receiving and treating patients, which was and was performed.
The county medical officer, on the other hand, had reacted by instructing the hospital to change its unacceptable internal guidelines on the admission and treatment of patients, and the hospital had complied.
Officer, on the other hand, had reacted by instructing the hospital to change its unacceptable internal guidelines on the admission and treatment of patients, and the hospital had complied.">
Responsible worker ministries social development, Community and Gender Affairs, successfully leading the reorganization of the ministry and ensuring adequate human and financial resources necessary for the timely implementation of the goals and objectives of the ministry.
Responsible for the Ministry of Social Development, Community and Gender Affairs, directing the successful reorganization of the Ministry and securing adequate human and financial resources to enable the Ministry to meet its goals and objectives in a timely manner
Responsible for the Ministry of Social Development, Community and Gender Affairs, directing the successful reorganization of the Ministry and securing adequate human and financial resources to enable the Ministry to meet its goals and objectives in a timely manner">
Ms. Ban "Dau, former Minister of Energy and responsible worker World Bank, is a prominent figure whose experience makes her a well-suited candidate for this important post.
mmm. Ba-N "Daw, a former Minister of Energy and a former senior official at the World Bank, is an eminent person whose experience amply qualifies her to occupy this important position.
Senior official at the World Bank, is an eminent person whose experience amply qualifies her to occupy this important position.">
Each candidate declares that he is a responsible employee. This is one of the most frequent qualities mentioned in a resume. How to determine whether the applicant is responsible not only in words, but also in deeds? In the article you will find six ideas for such a check.
In one of financial companies opened a new department - the development of banking and insurance products. The HR service was given a difficult task - to find real professionals, to gather "stars" in the new department. Salaries were set accordingly. Together with the relevant divisions of the company, the HR service has developed tests and cases that allow assessing the professionalism of applicants. Soon the division of "stars" was completed. However, time passed, and the results of their work left much to be desired. creative ideas few, and even those that are, as it turned out, not carefully thought out. Errors popped up, various technical failures occurred.
After discussing the state of affairs with the CEO, the HR director set high KPIs for the “star” employees, made a schedule for when they would report. But that didn't fix the situation. Then the HR Director talked to the employees who, by the nature of their activities, communicated with the "stars", watched them himself and understood what was the matter. They were too self-confident, they believed that they knew and were able to do everything. These professionals treated their work with coolness. In a word, the specialists did not approach the matter responsibly enough. And this cannot be compensated by strengthening control and increasing KPI. It was decided to fire all the "stars" and recruit new employees. But only now to evaluate whether such a quality as responsibility is inherent in them.
1. The recruiting manager and the head of the division may have different understandings of what responsibility is. . Use 7 Definitions of a Responsible Employee
What new employee should have such a quality as responsibility, the manager usually indicates in the application for selection, which he sends to the HR service. With all the seemingly obvious meaning of the word "responsibility", it can be given different interpretations. There are at least seven definitions of a responsible employee:
- Responsible for his words, always fulfills promises, you can rely on him (or her).
- Does not wait for instructions, knows how to make decisions and follow them.
- Thinks about the team, takes responsibility for the work of colleagues and subordinates.
- He does not look for the guilty, admits his guilt and his mistakes and corrects them himself.
- Knows his business - works conscientiously, quickly and efficiently.
- Comes to work on time and delivers projects on time.
- Despite the difficulties, brings the work to the end.
It cannot be ruled out that the HR manager understands responsibility as something different than the head of the department. Therefore, ask hiring managers to check with the heads of departments how they understand responsibility in relation to a particular employee. Then many mistakes can be avoided.
2. Pay attention to the little things: did the candidate look at the location map, called if he was late
Even by the way a candidate gets to your company for an interview, you can judge how responsible he is. If, let's say, a candidate started calling you an hour before the interview and asking for the address of your company, specifying how to get there (although you sent the address and directions to email applicant), most likely, he is not a very responsible person. Otherwise, I would certainly have gone to the company's website, studied the location map, and if I called the company, it was only to clarify a separate nuance.
The level of responsibility is also evidenced by the behavior of the candidate in cases when he is late for an interview. If he calls in advance and warns that he has entered or drove in the wrong place, most likely he is responsible. If he calls at the time when the interview should already begin, or does not call at all and does not warn of being late, but simply comes later, it can be assumed that he is not responsible enough (for other little things that can serve as indicators of irresponsibility, see the diagram below ).
Scheme. 4 little things that show a candidate is irresponsible
3. Provoke the candidate to be frank, sympathize: “And you meekly performed such a volume of work ?!”
This can be said when you talk to a candidate about his previous jobs and responsibilities. Pretend to be surprised at how wide his job responsibilities were (maybe he really was). And then express slight bewilderment: “As soon as you had enough strength for everything ?! And you patiently dragged all this burden on yourself? You can also notice that there are unscrupulous employers who strive to put the entire load of work on those who are lucky, and then they also scold these executive employees for the slightest flaws, as if testing the patience of people.
See what the applicant's reaction to your words will be. Perhaps he will pick up your reasoning and begin to talk about unscrupulous employers. Then ask if the candidate had to deal with such employers, if he tried to somehow explain to the management that you can’t load employees like that.
Discussing negligent employers with an HR manager, the applicant said that he had to work for such. To the question of the recruiting manager about whether he had made any attempts to rectify the situation and reduce the unreasonably high workload, eliminate impossible requirements from the manager, the candidate said: “I tried, but it was useless. At some point, I just stopped doing some of the assignments. Yes, I lost part of the bonus. So what?! This part is not worth the effort. And the company is not my business. Why do I have to work for her 10 hours a day?!" There is a certain logic in such a position, and in principle the candidate can be understood. But the very fact that he simply took and silently did not complete the tasks suggests that he can be irresponsible. After all, the applicant was probably a link in the chain of business processes, and other people depended on his work. It turns out that he put them in a difficult position and, as follows from his words, did not think about it, did not even regret that he had to disrupt some tasks and let his colleagues down.
Let's say the following answer can be considered encouraging: “I realized that the workload was high, and when the management ignored my statements about this, I began to look for a new job. But before the dismissal, I tried to fulfill all the tasks. After all, the results of my colleagues depended on the results of my work. I could not let anyone down, and therefore I was late at work. This person is most likely responsible.
4. Invite the applicant to solve the case “I need a promotion”
So you will understand whether a person is ready to take responsibility. The essence of the case is as follows: an employee who has been in the same position in the department for several years asked the manager to promote him. He agreed, but put three conditions. The candidate must evaluate each condition. By what he says, you will be able to judge whether the candidate is afraid of responsibility or not. You can download the text of the case and the key to it in the Attached Documents section at the end of the article.
5. Ask: "What would a former boss say about you?" Then offer to call him
Ask this provocative question out of the blue: “If we asked your former boss, would he characterize you as a responsible person?” With a high degree of probability, we can assume that the candidate will answer: "Yes" (even if it is not). After that, say: “Let's call him right now. Do you have his mobile or work phone number?” Now observe the behavior of the candidate. If he says that he does not have the phone number of the former boss, or hesitantly says: “Well, I don’t know if this is good ...”, or suggests: “Let's not now?”, This most likely indicates that the candidate wants to avoid talking to former leader. Most likely, the person is not sure that the boss will characterize him as a responsible employee, and the candidate is inclined to embellish himself.
6. Tell a story about an employee's mistake. Understand if the candidate is responsible for their actions or tends to blame others
This is a projective test: we encourage the candidate to think abstractly, but in fact we understand how he acts and thinks himself. History could be like this.
A highly qualified specialist worked in the company, whom all employees respected, and the authorities appreciated. But suddenly competitors began to poach a valuable specialist. He nodded and walked over to them. However, he soon realized that high salary due to the fact that you have to work in conditions of terrible multitasking. Three months later, a valuable shot ran out of steam, quit his competitors and asked to join the company. The CEO gave permission to take it back.
Find out what the candidate thinks about this story. If he begins to say that the bosses of the company from which the specialist left are to blame for everything, then most likely the candidate is inclined to shift the responsibility to others. If, however, he begins to rest on the fact that the specialist should have clarified and found out everything before moving to another company, remember the proverb “It’s good where we are not” and do not discount that he was valued in the company, then he probably lays responsibility for their own actions. And not inclined to act thoughtlessly.
Important Findings
- To see if responsibility is really a character trait of a candidate, provocations will help: wonder how he could endure such a load. It may turn out that he ignored the tasks.
- The candidate will show a true attitude to work if he asks projective questions and cases (“There are negligent employers ...”, “An employee was lured away by competitors ...”).
- “Let’s call your manager now and ask if you were responsible for the matter?”. Offering this suddenly to a candidate, the HR manager will see a genuine reaction.
