Psychological portrait of the candidate: a perceived need. “Allergy to alcohol” is inappropriate or How to write a resume for a healthcare professional Description portrait profile of a potential employee

Portrait of an ideal employer. Let's draw together! I'm looking for something, I don't know what... Looking for a job without determining what you need is the same as going on a multi-day hike without asking about the weather forecast. A job search does not start with a resume or with site monitoring

A medical representative is a kind of link between drug manufacturers and their distributors, that is, pharmacies and medical institutions. Constantly in contact with pharmacists, pharmacists, doctors, he informs them about the emergence of new drugs, modern drugs. His task is to persuade his customers to choose certain products, so that they, in turn, appoint, sell it.

A medical representative is, first of all, a seller and his work is evaluated by sales volumes, growth in the implementation of the plan, and profit.

The ability to promote, sell your product is the most important skill for a candidate.

Based on the requirements of the profession, the following set of qualities necessary for working in this position are distinguished:

• presentation skills;
• the ability to establish relationships, establish contacts;
• sociability;
• the ability to build long-term cooperation;
• knowledge of advertising.

A medical representative promotes products. Without the ability to knock on closed doors, to get through to the directors through the secretaries of the sale will not raise.

He is required the ability to listen, understand the information received and convince oneself in the rightness, based on facts. He goes to meetings every day, so he must be easy-going, mobile. Have a representative appearance. Competent, well-formed speech.

Education and work experience

A typical medical representative is a graduate of a higher education institution of pharmaceutical or other faculties with a medical bias with at least 5 years of experience in sales.

With a well-established client base and extensive experience, some companies turn a blind eye to the lack of specialized education, which is valuable for its theoretical basis.

But it all depends on what products you have to promote. If the preparations are for the cores, a cardiologist is ideal. A chemist, biologist will do a good job of selling dietary supplements, various additives.

Who is the best person to interview?

An interview with a medical representative is quite specific. For the correct assessment of the candidate, the interviewer needs knowledge of medical terminology, the principles of sales formation and advertising campaigns, which the HR specialist does not have.

The recruiter conducts the first screening, reviewing all received resumes for compliance with the requirements. He talks with selected candidates by phone, during which he forms his opinion about each applicant, draws up his psychological portrait.

Only a small part of the candidates comes to a personal interview with a line manager who will be able to assess the level of their special knowledge. He needs to find out if the candidate has enough experience and knowledge to work successfully in the company.

If the recruiter evaluates the candidate in terms of his ability to fit into the team, then the immediate supervisor already sets real tasks and is more concerned about the level of competencies of the applicant, allowing him to cope with the job.

What questions will be asked?

In addition to the standard questions and answers at an interview for a medical representative, such as: “Why did you choose our company?”, “Why did you leave your previous job?”, “What salary are you applying for?”, at an interview with a medical representative, with a high probability, also ask the following:

1. How will you promote ineffective drugs?
2. What group of drugs do you prefer to work with?
3. What is the purpose of a medical representative?
4. Are there healthcare workers among your friends and relatives?

Tasks and testing

The applicant may be checked Given that the medical representative must be able to establish quick and most importantly favorable contact, it may well be expected by a gloomy, negative recruiter. They will not be rude to him, but they will interrupt, not believe, completely examine him with skepticism. Only a skilled candidate does not hesitate in such a situation and will be able to win over the interlocutor.

To assess the knowledge of a candidate with experience, tests are used:

1. Territory management (development of a new doctor, calculation of potential, research of competitors).
2. Ascertaining needs.
3. Psychometric (assesses the personality of each applicant, allows you to find out the possible level of human development).

How to evaluate responses?

The answers are evaluated in terms of matching the candidates to the image of an ideal medical representative:

1. Expert at work.
2. He knows how to properly distribute his work. Sets realistic goals and deadlines.
3. He treats any information critically, double-checks.
4. Confident communicator.
5. Able to adapt to the style of conversation of any person. Always in control of the conversation.
6. Good diplomat.
7. Tolerant of people, their characteristics.
8. Anticipates the interlocutor's questions. He has all the answers ready in advance.

How to interview for a medical representative

Having signed up for an interview, the candidate needs to spend a sufficient amount of time studying the company itself and its products. He must be prepared that he will immediately be offered to try to sell the product, which is hard to do without knowing the product well. Usually salespeople are asked to implement the pen in any way.

But every person knows what the pen does, how to use it, how to demonstrate its good sides. And when you get a completely unknown medicine with an incomprehensible composition, it’s hard to immediately start advertising it.

Therefore, the candidate should study the assortment of the company and make several sales blanks suitable for any drug.

The candidate is expected to have a clear motivation, an understanding of why he goes to a particular company. If the applicant cannot find a clear and thoughtful answer to the question “Why did he come here”, the job is more likely to go to someone else.

It is worth reviewing all the standard interview questions and prepare short answers. Already directly during the conversation, the candidate will issue a blank, slightly adjusting it depending on the wording of the question.

Results

No one will tell you the answer based on the results of the interview on the same day. Many candidates, one position. The most deserving one will be chosen.

Sometimes You have to wait a month for the results of the interview. The main thing is to clarify the timing of the decision at the end of the conversation. And remember that skills multiplied by knowledge always give a positive result.

Having a sufficient store of knowledge, a stable psyche, confident communication skills, the applicant can really hope for a positive outcome.

When interviewing a medical representative, the employer uses various methods of psychological pressure, trying to knock the applicant out of a comfortable state in order to determine the level of stress resistance. Applies tests to assess competence. To create a general portrait asks questions. Knowing How to Interview for a Medical Representative Position

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The manager wants “quality” work from employees for a minimum remuneration. The portrait of the worker is described in detail in the article.

The manager wants “quality” work from employees for a minimum remuneration, without explaining for the most part the meaning of this phrase. Although the concept of "quality of service" implies several components:

Knowledge of the technique of performing services (for example, classical massage as a base on which you can further string various types of massages and services, etc); Knowledge of the basics of communication and the basics of selling services - both your own and the salon as a whole; Knowledge of the brand of cosmetics on which the salon operates ; Knowledge of the basics of service - not in general, but specific to this salon or spa.

For the success of a beauty salon, the “portrait” of a specialist is also important, because in the service sector we work with people and the client is in contact with a specialist not for 5-10 minutes, as in other types of service and service enterprises, but for 1-3 hours and more.

Worker portrait

So, this portrait of an employee consists of four components to be assessed:

1. professional knowledge;
2. business qualities;
3. individual psychological and personal qualities;
4. psychophysiological qualities.

Let's consider them in more detail.

Professional knowledge:

The following elements can be considered here:

• general professional knowledge (when selecting medical staff, spa specialists and employees working in the field of beauty and health, this criterion becomes of great importance - therefore, authentication of documents on professional education, individual interview and testing, or initial certification of personnel should be used for assessment);
• knowledge, skills, safe, both for themselves and for the client, the performance of work included in the job duties;
• knowledge and skills that allow to identify (diagnose), prevent and eliminate dangerous situations.

The acquisition of the required knowledge and skills involves regular staff development. However, here, one should not go too far. By focusing on improving the professional qualities of a specialist, the manager can begin to raise an employee to competitors, because. any specialist seeks to apply the acquired knowledge in practice.

Professional training and retraining should be justified by the workflow in the spa, planned and prepared in advance. Pay attention to the standard of advanced training for doctors - once every 5 years! Of course, in the beauty industry, the deadlines are much shorter, but sending in professional training every quarter is an unforgivable waste of resources in the field of beauty and health. Business qualities:

For some reason, it is believed that business qualities are important in offices, but such qualities as:

• discipline, responsibility;
• honesty, conscientiousness;
• competence;
• initiative;
• determination

important in the service industry. Moreover, for each of the professions, some qualities will come to the fore. Depending on the extent to which certain qualities are expressed in an employee, it is possible to apply an individual development program to the employee, develop criteria for remuneration and principles of external motivation of the employee.

Business performance can be assessed in different ways. Someone uses psychographology, someone “reads” a person by facial expressions and gestures, someone uses psychological testing during the interview process. Individual psychological and personal qualities:

• motivation;
• level of intellectual development;
• emotional and neuropsychic stability - stress resistance;
• attention (volume, distribution, switching speed);
• memory;
• thinking (features of mental activity, ability to learn);
• flexibility in communication, style of interpersonal behavior;
• Ability to maintain long-term relationships with clients.
• lack of bad habits - abuse of alcohol, narcotic and toxic substances.

Psychophysiological qualities:

• endurance, performance;
• visual acuity, eye, color perception;
• sensorimotor reactions (speed, accuracy).

Both psycho-physiological and individual psychological, personal and psycho-physiological qualities of candidates are evaluated by the method of psychological testing or special techniques used during the interview (interview).

A deep and comprehensive study of candidates for work is not only a prerequisite for the qualitative fulfillment of their tasks, but also ensuring a certain security of the organization in which the candidate applies for work, maintaining its competitiveness and efficient operation.

Ample opportunities for studying job candidates are provided by the analysis of such documentary information carriers as questionnaire, which can be filled out when applying for a job, or a personal sheet for personnel records and autobiography applicant, since these documents are almost always at the disposal of an employee of the personnel department. However, not all personnel officers are attentive to their study, believing that they contain only such formal information about the candidate as age, gender, family composition, education, and certain work experience. But it is precisely these, at first glance, formal documents that can provide a lot of useful additional information about the candidate. The standard questionnaire and autobiography, as a rule, are filled in by the candidate himself when he is hired - when filling out a package of documents that is provided to the personnel department.

Of course, there are certain requirements for filling out the forms of such documents, and at first glance, all questionnaires and CVs are almost the same. But even in this similarity, there are differences, thanks to which it is possible to obtain the necessary additional information about the person who filled them out (for example, about events and facts from his life that require clarification or verification in the process of subsequent study of the candidate). At the same time, the most informative are those documents that are filled out (in full or at least partially) without lengthy deliberation directly in the premises of the personnel department. This is very important, because in this case there is no “help” from relatives, friends or just acquaintances, and therefore the content of such documents and the features of filling them out will provide information about the job candidate, and not about his environment.

Literacy check

The simplest additional information that can be obtained from the questionnaire and curriculum vitae is literacy candidate for a job, his vocabulary, the ability to logically express his thoughts, the ability to highlight key events, etc. And if, for example, the main requirements put forward for an applicant for filling a vacant position include the ability to write correctly, then the presence of spelling or punctuation errors in these simple documents may already be grounds for refusing to hire a candidate.

Graphological analysis

A questionnaire and autobiography written by one's own hand can also be material for conducting graphological analysis job candidate's handwriting. The implementation of such an analysis requires special training, but not every employee of the personnel department has the appropriate knowledge and experience. Therefore, we will focus on those aspects of the analysis of these documents that almost every personnel officer can carry out.

Note. The results of the analysis of the questionnaire and autobiography can be the basis for constructing a further interview and identifying questions that can be used to obtain additional information.

Building a genogram

Let us first consider the part of the questionnaire, which contains information about the candidate's close relatives. Of course, the least information can be obtained about those candidates who have few relatives. But even in this case it is possible to construct a part genograms relating to next of kin. As a rule, building a genogram is considered as a projective method for diagnosing problems of family relations, but its possibilities are much wider.

Despite the fairly clear instructions for filling out the questionnaire, it does not strictly regulate who and in what order to enter. And when constructing a genogram, one of the most important is information regarding the order in which relatives are listed. Even with the minimum composition of the family, the first one mentioned is the one of the relatives who is the most authoritative for the candidate at the time of filling out the questionnaire, who has more influence on him and whose behavior he is trying to inherit. Accordingly, we monitor this order.

"Father, mother", "Mother, father", "Father, mother, stepfather", "Mother, stepfather, father", "Mother, father, mother's husband", "Wife, mother, father" - all these are parts of the genograms of various families with unequal intra-family relations, with different levels of significance of family members for the candidate and their influence on him.

With a larger family composition, data on the order in which relatives are mentioned are more informative. For example: "Mother, father, wife, wife's brother, wife's father, wife's mother, wife's sister." This order of mentioning relatives indicates a greater importance for the candidate of his own family, while the father is less authoritative than the mother. In the wife's family, the candidate has a significant relationship with the wife's brother, and the relationship with the wife's sister is more formal.

For another candidate, relatives were mentioned in the questionnaire in the following order: "Wife, wife's father, wife's mother, wife's sister, wife's sister, mother, father." Here, with a high probability, it was possible to foresee the existence of certain problems (conflicts, alienation) in relations with their own parents. During the conversation, it turned out that the candidate is embarrassed by his parents, their rural origin, and his wife's family gives him the opportunity to break into people. It is clear that not every position is suitable for a candidate with such “individual characteristics”.

Also important is the entry about relatives, which to some extent contradicts the standard, generally accepted wording. For example, the use of the word "mother" instead of "mother" in the questionnaire may be evidence of a closer emotional relationship with the mother. The use of the phrase “mother’s husband” instead of “stepfather” (especially if such wording is found in the questionnaire of a young candidate living with her mother and her husband) may indicate that the mother’s husband is not recognized as a member of his family and tense relations with him.

No less important information is provided by the use of additional qualifying words, for example: "my mother", "my father", "my wife", "my husband". Such clarifications may be a manifestation of the candidate's claims (perhaps not always conscious) to a kind of ownership right to another close person.

Information related to filling in the questionnaire may also be interesting. persons not provided for by the instructions in particular, children, siblings under the age of 18, distant relatives and, finally, the candidates themselves. In addition to emphasizing the significance of additionally entered persons for the candidate, this may indicate, on the one hand, that the candidate does not understand the instructions, and, on the other hand, that they are prone to violating them. Therefore, in the process of further study of such job candidates, more attention should be paid to the study of their intellectual abilities, their ability to obey, discipline, etc.

The above-mentioned inscriptions and clarifications can also be a manifestation of certain personal qualities of the candidate. A vivid and somewhat extraordinary example is the questionnaire filled out by a forty-five-year-old job candidate. In it, all the closest relatives are entered in this order: "I, brother, father, mother, my daughter, daughter, wife." In this case, "my daughter" and "daughter" are twins. In the course of the analysis of the indicated order of mentioning relatives, an assumption was made about the candidate's selfishness, his authoritarianism, conflict and inflated self-esteem, which was almost completely confirmed in the process of further psychological study.

Study data analysis

Sufficiently informative regarding the individual characteristics of candidates are information about the educational institution they graduated from. For one candidate, we read in the questionnaire: “09.2001–06.2006 - Kyiv National University, Faculty of Law.” Another - “09.2001–07.2005 - Kyiv National University. T. Shevchenko, Faculty of Law, Bachelor of Laws; 09.2005–06.2006 - Kyiv National University. T. Shevchenko, Faculty of Law, Master of Laws.”

At first glance, there are almost no differences - both candidates graduated from the same educational institution, received the same education. But for the first, most likely, getting an education is a prerequisite for further employment, for the second - an important status that provides him with a higher education. At the same time, with a high probability it can be argued that the first one will focus on the content part of the work, the second - on the status one.

Job Description

Interesting for the study is also the section of the questionnaire in which the candidate describes his labor activity(A resume of a job candidate can be considered as its correspondence). When studying it, information is analyzed regarding the duration of the candidate’s work in one place, the frequency of variation in places of work, his compliance with professional training, as well as activities not formalized by an employment contract, entering data on education (not only higher, but also in general educational institutions), etc. d.

For example, we analyze the labor activity of a candidate for the position of a security guard. As a positive factor, we can note the experience of working as a security guard for three years. But over the years, the candidate changed seven jobs, at each of which he worked for no more than five months (the average duration of work in one place was three and a half months). Based on the above, it can be assumed that the candidate has either increased conflict, or a low ability to obey, or an inability to perform monotonous work. As a result of the subsequent study, the candidate's low level of subordination, his impulsiveness and tendency to violate discipline were confirmed.

Interesting information about the candidate can be obtained by analyzing it career moves, - job changes associated with constant career growth or horizontal movement or to a lower position; work in the same organization or in different ones; work in one area of ​​activity or related to a change in its semantic content, etc.

No less informative are the data concerning the duration of the period unemployment.

For example, the questionnaire indicates that the candidate moved from one organization to another to a higher position, but in the same area of ​​activity as at the previous place of work, where he worked for almost three years. At the same time, the gap between dismissal and employment was 8 days. We can immediately assume that the candidate has a certain ambition and endurance, the ability to plan, because such a transition to another job with an increase and “without a break in seniority” needs to be well planned and prepared.

Another case - after the dismissal, the candidate did not work for five months, and then found a job in a position equivalent to the previous one, but with a sharp change in the direction of activity that did not require special professional training. It is likely that the candidate first quit, and then, unable to find a job and lacking a livelihood, he agreed to the first job that came across. Undoubtedly, this candidate is unrestrained, impulsive, not inclined to foresee the consequences of his own actions, first he does something, and only then thinks about the possible result. Of course, such an assumption needs further verification (perhaps the candidate was fired due to a reduction in the staff) and clarification, but as a working hypothesis it has the right to exist.

Building a psychological profile based on additional information

Of course, when analyzing the information obtained from the questionnaire and the candidate's autobiography, one cannot draw conclusions only on the basis of some one fact. Such an analysis should be comprehensive and based on a comparison of various facts, comments, descriptions given in these documents.

For example, it was noted in the questionnaire that all family members (father, mother, brother) live together. At the same time, the parents are pensioners, the brother does not work. And in the autobiography it was mentioned that the brother left for permanent residence in Israel three years ago. In addition, it was indicated that the mother worked as a dishwasher in a restaurant, without specifying its name, that is, there was an attempt to formally raise the status of the mother's work (not some kind of canteen or cafe, but a restaurant).

Let's consider one more example. From the chronology of the candidate’s work activity, it can be seen that, while working in a state institution, he was transferred from the regional center to the district to an equivalent position, which actually means a demotion, and a year later in the same institution he sharply changed the direction of his activity with a transfer to another district and with a slight increase, but worked in a new position for only six months. It follows from the questionnaire that the candidate left his last job of his own free will and has not been working for almost a year, is registered with the employment center and receives unemployment benefits, and his autobiography indicates that two months ago he made a tourist trip abroad.

As you can see, already at the very beginning of the study of the candidate, a number of contradictions were found in his personal data and autobiography, giving rise to doubts about the reliability of the information provided and in need of clarification.

At the same time, according to personal data and autobiography, it is possible to construct a schematic psychological profile candidate.

Let's return to the above-considered questionnaire and autobiography. Obviously, the candidate who filled them out is rather inattentive, has low intellectual abilities, is ambitious, prone to manipulating others, he has low moral qualities, an underestimated level of responsibility, especially in the sphere of official relations, he is inclined to provide false information, condescendingly treats his own shortcomings.

During the subsequent study of the candidate, this psychological profile was confirmed, in addition, an increased level of irritability and aggressiveness, high demonstrativeness, conflict and vindictiveness, and a low level of performing discipline were found.

Thus, a comprehensive analysis of biographical data from his own

completed by the candidate questionnaire and autobiography can provide extremely useful information regarding his individual psychological traits and greatly facilitate the process of further study and determination of his suitability for the effective performance of the relevant work.

LITERATURE

1. Schutzenberger A. A. Ancestor Syndrome: Transgenerational ties, family secrets, anniversary syndrome, trauma transmission, and the practical use of the genosociogram. - M.: Publishing House of the Institute of Psychotherapy, 2005.

2. Kaslow Florence. Genogram as a projective technique in diagnostics and psychotherapy: Proc. settlement / Per. from English. and ed. N. A. Tsvetkova. - M.: Moscow Psychological and Social Institute, 2006.

• Recruitment and selection, Labor market

Keywords:

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Psychological picture is a set of psychological traits, character traits, personality traits, according to which it is possible to describe a person with high accuracy.

Each of us comes to the office with a set of not only professional qualities, but also weaknesses, complexes and moods. Therefore, it is useful for both him and his boss to understand what kind of “baggage” an employee comes to work with. This will help the employee to correct weaknesses and make the most of strengths, remove obstacles on the career path, and the employer - to create a comfortable atmosphere, reduce stress and increase production efficiency. portrait psychological worker employee

BUT portrait drawing algorithm

1) orientation (goal-motivational structure, system of motives - goals, motives, needs, interests, outlook on life, etc.);

2) character (moral and psychological character, attitude to work, to people, to oneself);

3) business qualities (intelligence, attentiveness, memory, purposefulness, perseverance, perseverance, organization, activity, independence, self-control, etc.);

4) preparedness (education, profession, experience, worldly wisdom);

5) temperament (poise, reaction speed, emotionality, stability, etc.). Going through this list in your mind, you should choose for this case what matters in specific conditions, and then proceed to a meaningful definition.

The second possibility is usually associated with the ruleaccountingopinions of others about the person. Such information, although not always, the employee still has. This information is of interest if the person reporting his opinion knows this person well or, at least, has already had the opportunity to get to know him.

Greater opportunities open up through personal contact and communication.

The reception was psychological portrait

Drawing up a psychological portrait is not a simple set of words containing some psychological characteristics. A psychological portrait is drawn up professionally, when an employee initially focuses on giving him certain characteristics and properties. There are some rules for this.

· The biographical rule proceeds from the fact that the psychology of a person in any year of his life is largely a product of his ontological (lifetime) development. In the qualities of a person - his life "written in him" his biography, the integral result of the totality of conditions, lifestyle, and his own activity. Therefore, having received information about this, it is possible with a high degree of certainty to assume that he has certain personal characteristics.

Such information can be obtained from a conversation with a person, asking him about those features of his past life at its various stages that could shape his orientation, value orientations, traits of moral and psychological character, cognitive, volitional and business qualities. To do this, during the conversation, attention is drawn not so much to the chronology of life (where he worked or studied), but rather to the circumstances that form psychology: What was the atmosphere in the family? What is the relationship of the parents? Why did they encourage and punish him? What did they demand? How did you study? What were you interested in? What did you like and dislike and why? What were you interested in? What were you trying to achieve? What result did you consider the most important and why? What is considered a failure? Who did you make friends with? What were these people? What did they like about them? How did you spend your leisure time, why so? What books did you like and what did you like about them? Etc. When asking, one should not only get opinions and answers, but also understand; listen not only to words, but also to the "soul", to understand.

The rule of life position continues to be studied during the conversation, but translates it into the present.

What do you like and dislike about modern society and why? What would you change if you had the power? What do you like or dislike about TV shows? What are the newspapers interested in? What does he do in his free time? How does it help parents? Who do you hang out with the most and what do you like about them?

There are several psychotypes of an employee:

If he drinks, then the salary has little effect on the quality of work. Prizes motivate him not to work, but to drink. You start to fine - there is not enough for diapers for his children, but he will always find for a drink. Can work intensively, but not for long.

What then to do with it? Preferably not hired at all. And if you take it, then to some low-skilled one, where no one goes at all. Of course, except for people like him. Where the only way out is the “replaceable clip method”. To, if necessary, replace one instance with another with minimal losses: as easy as changing a cartridge in a clip.

"Money"

A person is consciously and specifically looking for where to earn more. And if there is an opportunity, working more, getting more, he always uses this opportunity. He is satisfied with both the percentage and piecework wages, he is ready to work overtime, but not for a smile. Even on holidays, he prefers to receive gifts and other signs of attention in cash.

Money is a good incentive, and the "money worker", as an employee, is theoretically quite manageable.

Careerist

There is no negative meaning in this name: it is just an employee who is looking for a promotion and dreams of making a career. This is the most manageable type of employee. A fine for him is terrible not for the loss of money, but for the location of the leadership, and the rustle of the gentle voice of the boss in his direction is as sweet-sounding for him as the rustle of the “greens” in his wallet.

For him, it is not the size of today's salary that is more important, but the attitude of the management towards him and the prospects for career growth associated with this: future positions, functionality and the number of employees under his supervision.

salaryman

This one does not like to strain himself and is looking for a stable job with a stable salary. If part of his salary is replaced by a package of social services (payment of transport expenses, medical insurance, paid lunches, etc.), he will be even happier, because, by and large, he does not need money, but the maintenance of his usual lifestyle. Usually the main thing for him is home, family or his entertainment. And work is just a place where you need to constantly go.

The salaryman is afraid of losing his feeder, therefore he conscientiously fulfills his duties. True, you can’t force him to work overtime.

Romantic

He knows that happiness is not about money. He does not believe in his own strength to earn as much as he wants. As a rule, at work he is looking for a habitat to his liking. The main thing is to be drawn to work.

It's also a programmer guy. If he likes cool equipment with miles of memory, he will put headphones on his ears and, swaying to the pounding of hard rock, will sit and debug programs until the security guard drives him home. He does not want to leave work in the evening, because the same computer is waiting for him at home, only he will have to pay for electricity out of his own pocket.

As usual, he works independently, with enthusiasm and from the heart, but that is why it is impossible to control his labor behavior. If his boss convinces him of something, he is lucky, he will most likely take it into account. If not, as soon as the boss turns away, the romantic will do everything in his own way, because at his work the most important person for him is himself, and not the leader at all.

If he is interested, he works from the heart. Get bored - quit without hesitation.

Therefore, the manager should correctly select office employees in order to avoid all sorts of troubles.

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