Any modern organization sooner or later needs to find new employees. On the this moment experts offer a lot various options selection of personnel and the choice of one or another approach depends on many factors, ranging from the total number of employees to the professionalism of the manager who is responsible for recruiting. What modern recruitment methods are used and how to select them?

Intraorganizational recruitment methods

All these methods can be conditionally divided into two categories: internal and external. The first option implies a way to search and select employees using an internal reserve of personnel. At the moment when a new vacancy appears in the organization (for example, when expanding an enterprise or when introducing new position), the management team directs its attention to those people who are already on the staff.

The traditional way of recruiting employees is quite effective and differs from the rest in that it does not require any funding. Also positive feature this choice is the fact that the employee will not have to spend his time getting used to the new society, as he will continue his labor activity in familiar surroundings. However internal method Recruitment has its drawback - the limited choice and the inability to attract fresh forces to the company.

The internal recruitment system may consist of personal assistance from employees of the organization. This solution is rarely used in commercial enterprises, but it is no less popular in the modern world. This method consists in the fact that the employee can recommend to the management to appoint his friend or relative to the vacant position. Those who decide to listen to the opinion of a subordinate can thus successfully fill the vacant positions of ordinary specialists (this mainly concerns unskilled workers, for example, cleaners, helpers). In this case, the firm does not spend cash on personnel search and ensures the necessary level of compatibility of new personnel with the company through their close relationship with people who are already working.

While it is a good decision to listen to the advice of the mentees and hire their loved ones, any leader should be aware that there are many disadvantages.

• First, it is bad to promote the development of "nepotism" within the company.
• Secondly, this option does not make it possible to find a valuable and irreplaceable employee, since the search and selection of working personnel “by acquaintance” is based on the personal self-interest of the adviser, and not on the professionalism of the hired personnel.

External search and selection of personnel

For those who do not want to use the method of internal selection of staff, experts recommend turning their attention to recruiting agencies. First positive trait This method lies in the fact that firms whose activities are aimed at recruiting take on all the work associated with this process. The employer simply dictates personal conditions and looks through the candidates offered by the recruiting agency.

The success of such a search for personnel depends only on how correctly the employer was able to compose the image of the necessary employee. However, a significant role in this is played by how accurately the manager of the recruiting agency understood the formulated requirements of the customer. Often, leaders of any organization are advised to contact firms that specialize in finding employees of a certain level, for example, directors, junior staff, management, and so on. But before making such a decision, you should know that the services of this agency are paid and cost a considerable amount.

Another external method of search and selection of personnel has become the Internet. At the moment, there are a sufficient number of sites on the World Wide Web that have a function to search for employees or post job advertisements. In this case, you can use an Internet resource that covers the domestic labor market, the website of a print publication or a recruiting agency. This method is quite effective, but at the same time, one should immediately prepare for the fact that it can take a very long time to select and select personnel who will meet all the established requirements.

Non-standard methods of recruitment

Over time, all standard and traditional approaches gradually lose their value and authority. They are being replaced fresh ideas, new and non-standard methods. This trend could not bypass the labor market, due to which many managers of modern firms began to use not quite the usual methods of searching and recruiting personnel.

Non-standard methods of finding employees include:

• search at conferences of a thematic nature and at professional exhibition events;
• advertising mailing by e-mails on the Internet (spam);
• subscription to any thematic web resource that specializes in providing a service for posting job seekers and employers;
• attracting a personal staff of employees with the provision of bonuses for the search for specialists;
• attracting personnel of various specialties from provincial regions with low level life.

Along with such unusual approaches search for workers, quite in demand and non-standard methods staff assessments:

1. computer diagnostics;
2. assessment by the applicant's voice;
3. careful analysis of the resume of the candidate for the position;
4. assessment of the applicant by his photograph;
5. Candidate evaluation for:

• behavior in an informal setting;
• the results of the medical examination;
• references from a previous job;
• results of psychological tests.

Non-standard recruitment methods imply an unusual interview with the applicant (interview). Such interviews are divided into several types:

• case-interview (assessment of the sociability and resourcefulness of the applicant);
• projective interview (assessment of individual perception of a specific task assigned to a candidate for a position);
• structured interview (receiving answers from the applicant to strictly sequential questions);
• provocative interview (based on a preliminary refusal to the applicant for work and an assessment of his further behavior);
• brainteaser-interview (the candidate for the position must decide logical task or to answer an intricate question);
• stress interview (conducted in unusual place or during the interview, the applicant is asked unexpected questions).

The success of any company largely depends on the talent, competence and commitment of its employees. That is why the search for personnel for any leader is a very important issue. However, this task requires an integrated approach that takes into account the features that a specific area of ​​the organization has.

Personnel policy

This concept is relevant in any organization, even if its main provisions are not set out on paper. Personnel policy is a certain set of rules and principles that predetermine the effectiveness of personnel management. Moreover, its main features directly indicate how attractive the company is in the labor market for potential employees.

The main goal of any personnel policy is to provide all structures of the enterprise with the workers they need with a certain qualification. At the same time, such activities include the following areas, which include:

Hiring employees;
- selection and further promotion of personnel;
- training of qualified workers and their continuous education;
- placement of personnel in accordance with the existing production system;
- analysis of the labor potential of employees.

Recruitment

One of major areas the personnel policy pursued by the enterprise is the formation of the necessary personnel. The first step in this process is hiring staff. It can be described as a series of activities aimed at attracting certain candidates whose qualities the organization needs to achieve its goals.

Recruitment is a whole complex of organizational activities, which include such stages as recruitment and evaluation of personnel, selection of applicants, as well as their further admission to the staff of the enterprise.

List of necessary procedures

Organizational activities involving staffing activities consist of:

1. Set. This process is the creation of a database of candidates most suitable for vacant positions. In other words, it is a massive attraction of applicants.

2. Selection. Yes, at this stage, the most suitable candidates are selected from the reserve created during the recruitment. Selection is part of the recruitment process and is the selection of a certain number of candidates from a large number of people who want to take this place. The goal pursued by the personnel departments at this stage is to assess the compliance of the candidate's personal and professional suitability with the requirements put forward by this vacant position. Solve such a problem in the most as soon as possible possible by using legally, ethically and economically justifiable means.

3. Selection. This stage represents the choice of a position or activity that contributes to the fullest realization of all the capabilities of the employee. When selecting personnel, the identity of the characteristics of the candidate and the requirements of the position, as well as the organization as a whole, is established.

4. Choice. This stage involves the adoption of a commission decision on the preference of a certain candidate, based on the results of public procedures.

Recruitment

This stage is the most responsible in the work of personnel services. After all, the mistakes made today will cost the organization dearly tomorrow. In order to hire the right people for the enterprise, the person involved in the selection of personnel must have a certain talent. Indeed, when hiring worthy employees, the company will certainly work well, and bad ones, in addition to their unsatisfactory work, will negatively affect others.

That is why the selection of personnel is a continuous and painstaking work that will require special character traits and abilities, skills and knowledge. High professionalism recruiter assumes the presence deep knowledge in economics and law, psychology and sociology. In this case, you should use certain methods recruitment. Which one to choose, the organization decides for itself. However, as a rule, personnel services use the most common recruitment methods. Let's consider them in more detail.

Intraorganizational search

Sometimes, with the successful operation of the organization, it expands or there is a certain movement of employees within the company itself. What recruitment methods can be used in such cases? One of them is intraorganizational search. Its main goal is to recruit employees for the positions of top managers as well as middle managers.

In such cases, on vacancies management appoints those employees who are already working in the organization. This method has a number of advantages. It helps to increase the level of loyalty to the organization, and is also attractive because candidates do not have to go through the path of integration into the team. Among the shortcomings of the intra-organizational method, one can single out restrictions in the choice of applicants, the lack of the possibility of the arrival of new forces, as well as the encouragement of parochialism among the heads of structural divisions.

Help workers

Often, organizations require employees for ordinary positions, as well as unskilled personnel. What recruitment methods can be used in such cases? At the same time, personnel services can use the help of employees. The advantages of such a method include a high degree compatibility. Among the shortcomings, the ignorance of the employees who offered their help, the specifics of the vacancy, as well as their lack of experience in the selection of personnel, stands out.

Appeal to the media

Methods of search and selection of personnel sometimes involve the use of media space. This provides the maximum possible coverage of the audience of potential applicants. Moreover, when using this method, the organization will require small financial costs. The success of such an event, as a rule, depends on the frequency of release, circulation, ease of registration on the site, ease of use, etc. But be that as it may, when placing an ad in the media, personnel services must be prepared for the appearance a large number candidates.

Recruitment is the main service of most recruitment agencies. There are many articles and notes on the topic of recruitment, but their authors, despite the difference in opinions and judgments, agree on one thing: there are four main and most common methods of recruiting. In this article, I will share with you the best practices of the Inter-HR agency, whose specialists work in this area. long time and actively use both all the main methods and their own developments: a number of methods and search technologies.

In this article, I will first list the main recruitment methods, and then I will tell you more about the methods that our recruiters actively use in their work.

1. Recruiting is the search for candidates for grassroots or line positions in a company. This method involves a rather passive selection of personnel: according to job sites and responses to advertisements in the media. The search is conducted among applicants who are currently looking for a job and are actively considering offers.

2. Direct search, which is divided in turn into 2 subtypes:

1. Head hunting is a kind of direct search, which means "hunting" for specialists who are not looking for work. This is a targeted search and selection of management personnel and qualified specialists high level.
2. Exclusive search (direct, exclusive search) is the luring of specific employees (heads, top managers, rare specialists) from one company to the customer's company. This service is usually expensive. High price is connected, first of all, with the fact that the level of positions, as a rule, is extremely high, the lured person will have a key impact on the business, implement strategies for its development. This is the employee who will help increase profits in the customer company. And if you lure an employee, then you should offer him more in terms of wages than he has now.

3. Preliminaring (preliminaring) - a method that is usually used by HR employees within the company. With the help of work practice and internship, young specialists are attracted, who are still students or already graduates of universities. They may become employees of the company in the future.

Rice. 1. Flowchart "Methods of recruitment"

This process involves the selection of personnel for vacancies of lower and middle management. For example: cleaners, couriers and other mass vacancies. Such vacancies in the work of recruitment agencies are rare, because. it is much easier to close them with the help of the company's own personnel department, while they turn to a recruitment agency at a stage when it is difficult to find an employee on their own. But if we still have such vacancies in our work, then at the request of our beloved client. They are sought, as a rule, from those candidates who are currently in active search work. The search is carried out in two ways:

1. using all possible work sites for this (hunter, job, superjob, avito, social networks, etc.);
2. Looking through the responses to such vacancies, more than 50% of the responses are adequate.

On the initial stage job recruiting is usually used when dealing with all vacancies. As soon as we get a vacancy, we first look through all the sites and consider even those candidates who were updated 5-6 years ago. Then we proceed to a direct search, periodically looking at the “new ones” on work sites.

A feature of the search on job sites is that, depending on the keywords entered into the search engine, the list of resumes displayed will also vary. The more specific you type, the less summary it gives out.

Example: you have received a vacancy for a courier in a travel agency.

Search stage 1: enter “courier” into the search engine (the word should be found in work experience), “travel agency” (in companies) - this is a search in which a small number of, but very relevant candidates will be issued.
Stage 2: we enter the "courier" in the work experience, we look through all the couriers - suddenly he indicated "Pegasus" as the place of work and did not specify that this is a travel agency.
Stage 3: desperate - we enter the names of travel agencies, set a ceiling on wages and generally look at everyone who works there for the specified money.
Stage 4: the most desperate - options for the duties of a courier, for example, the transportation of documents.

Similarly for all other vacancies.

When considering a candidate's resume, attention should be paid primarily to work experience and compliance professional experience candidate the basic requirements of the customer.

The example is again about the courier: if the candidate has experience as a courier in a travel agency, but he lives in the region or has updated his resume for a long time, we will definitely offer him a client vacancy anyway.

It often happens that a candidate refuses a vacancy, because it is inconvenient for him to travel to the center of Moscow, he lives at the last metro station and wants to work near his home. This candidate can be interested in other advantages of the vacancy: higher salary, pleasant team, adequate management, comfortable office, more prospects for career development. It is unlikely that a person will refuse an interesting job just because the company is located in the center of Moscow.

Rice. 2. The recruitment process. Recruiting.

Head hunting - a kind of direct search

If we compare headhunting and exclusive search, then headhunting is a "light" version of exclusive with the difference that the specific name is not actually indicated the right employee and several people can approach the required vacancy. In other words, an exclusive lookup is applied if the client requests certain person from a certain company, and headhunting in the case when recruiters have an understanding that a certain specialist or employees similar to him are needed.

Headhunting is a method of finding candidates for mid-level or top-level vacancies. This method involves communicating with people who are not looking for work.

When working with mid-level and high-level vacancies, the likelihood of meeting suitable candidates on job sites and when working with responses is significantly reduced, because more than 90% of responses, even on headhunters, are sent by people who are not suitable for the vacancy. It seems that applicants at the sight of the word "chief specialist or manager, manager or premium company" decide to try their luck. A striking example: a slipper merchant in an electric train responds to the vacancy of a HR director with the words "I think I can handle it."

Exclusive Search

Search for an employee in the case when the customer has in mind a specific person. We start the search with work sites (suddenly there is an old resume there), we are looking for in social. networks or request recommendations from the environment of this employee. You can call directly to the organization where the employee we need works and, having come up with a legend, try to make sure that you are connected to the right person.

AT telephone communication neither you nor the candidate feel comfortable discussing the vacancy for too long and in detail. The most important questions that a recruiter needs to find out are: is the position interesting, what is the level of income, will it be convenient to get there? Then we offer to come to us and discuss the vacancy with us already in the agency. For candidates, there are obvious advantages of working with the agency: the resume goes straight to the Manager’s desk, which significantly reduces the review time, we help to discuss the conditions of employment with the company, and in the future, the agency will be able to offer vacancies with a closed and exclusive search only through personnel agency.

By e-mail, we also send a description of the vacancy, it does not differ much from the description on the headhunter website. The difference is that the recruiter can take into account when preparing a description of the particular motivation of this particular candidate. AT telephone conversation we identify them and can demonstrate why this particular vacancy suits this particular candidate.

Search methods, the specifics of working with candidates and clients distinguish our agency from many others. We have developed an individual approach to each client and candidate, thanks to which it is pleasant for everyone to work with our recruitment agency.

What are the most effective recruiting methods? What should you pay attention to when searching and selecting personnel? What employees and employees should be hired?

Hello dear friend! With you again one of the authors of the HiterBober.ru business magazine, Alexander Berezhnov.

Today we are pleased to invite you to the “open day” of an HR employee who will share with you all the secrets of finding and selecting employees who can bring success and prosperity to your company.

Our guest is Ksenia Borodina, a specialist in recruitment and recruitment.

In one of the previous articles, Ksyusha already told our readers, and today she will help us to reveal the topic of high-quality recruitment.

This article is filled with invaluable practical advice, which will help you understand and easily put into practice the intricacies of the art of finding the right people.

Enjoy reading!

1. Recruitment: basic concepts and terms

In order for the “personnel issue” in your company to be resolved effectively and competently, it is necessary to approach the recruitment process consistently and professionally.

The phrase "cadres decide everything" belongs to I. Stalin: if we ignore political aspect One cannot help but appreciate the wisdom of this statement.

This expression has become popularly loved and is widely used to this day.

As a recruiting specialist with 5 years of experience, I can confirm that the well-being of the company, the atmosphere within the team, the prospects for the development of the company and much more depend on the personnel.

The HR department of the company (the term comes from the English "Human Resource" - "human resources") is engaged in the selection of personnel, taking into account the long-term prospects for the development of the organization. Sometimes companies resort to the help of headhunters (head hunter), which literally translates as "headhunter".

So today they call professional recruitment agents who “poach” already working employees from one company to another on its order, offering the best working conditions.

For successful business it is necessary that employees are not only talented in their fields, but also able to work effectively in a team.

The search for qualified personnel is the first thing that the head of a new organization has to do.

The selection of employees is also relevant for an already operating company, if there is suddenly a stagnation in work or there are prospects for expanding the field of activity.

To begin with, let me remind you the meaning of the main terms and concepts.

This will help you better understand the terms.

Recruitment is a purposeful work to attract candidates to the company who have the qualities and skills necessary for the current and long-term needs of the organization. In other words, it is the search, testing and hiring of people who can and want to work, have the competencies and knowledge necessary for the employer, and share the values ​​of the company.

Applicants- persons applying for vacant position.

Job description- a document regulating the scope of duties and rights of employees, as well as the nature of their official relationship with other employees.

Recruitment agencies – professional organizations, acting as an intermediary between a company that needs to find employees, and job seekers.

High-quality selection of employees:

• increases the profits of the company;
• increases labor productivity;
• allows the company to grow.

An unprofessional approach to hiring employees is fraught with disruption of work deadlines, a decrease in company income, and failures in business processes. In the end, you will have to return to the starting point - start searching and spend money and time on recruiting new employees. Systemic errors in the recruitment process - I have observed this in practice - significantly increase the company's costs.

2. Types of recruitment sources

There are two types of sources for recruitment: external and internal.

In the first case, personnel are selected from among the employees of the company itself, in the second - at the expense of external resources. It is clear that internal sources are always limited, and it is impossible to completely solve personnel problems with their help.

The most common sources of hiring workers are external. Conventionally, they can be divided into 2 subspecies: budget and expensive.

Inexpensive sources are, for example, public services employment, contacts with universities and colleges. Expensive sources are professional recruitment agencies, media publications.

There are completely free sources of personnel - Internet sites that publish vacancies and resumes of applicants, for example - HeadHunter, Job, SuperJob.

Even in every major city there are usually several such local sites. Even in small towns there are often the city's own websites where you can post job ads.

In addition, organizations can always get resumes directly from job seekers without going through intermediaries.

Practice shows that even in times of crisis and unemployment, finding a qualified narrow specialist in any field is not an easy task. Personally, I have repeatedly had to use expensive sources to find the best representatives of the most sought-after professions. However, for positions that do not require special knowledge, the cheapest methods of attracting staff are usually used.

Types of external sources of recruitment:

1. By recommendation. Attracting candidates on the recommendations of relatives, friends and acquaintances of the company's employees. The oldest method, very effective and more suitable for small organizations. Statistics show that in organizations where the number of employees does not exceed 50-60, 40% of new employees enter the service through acquaintances. This approach has a significant drawback - there is a risk of hiring an unqualified specialist.
2. Direct work with potential employees. Work with "independent" candidates - people who are looking for work without contacting special services. Such candidates themselves call the company, send their resumes and are interested in vacancies. Usually this is due to the leading position of the company in the market. Even if the organization does not currently need such a specialist, his data should be stored in order to be used if necessary.
3. Advertising in the media. This is the most common way to attract applicants. Announcements are given in newspapers, on Internet portals, on television, after which the candidates themselves call or come to the company. There are specialized publications and websites focused on wide circle professions or individual industries. The use of online resources and print publications is the most effective and popular tool for attracting candidates, however, in order for ads to hit the target, the requirements for applicants and their future job functions should be stated as accurately as possible.
4. Contacts with universities. Many large forward-thinking corporations are focused on attracting graduates educational institutions who do not have full practice. To this end, employers hold events at specialized universities or participate in job fairs. Since it is difficult to assess professional skills without work experience without work experience, they are evaluated personal characteristics, planning and analysis skills.
5. Labor exchanges are state employment centers. A developed state is always interested in increasing the level of employment of citizens. For this purpose, special services are created that have their own databases and work with large companies. The method has a significant disadvantage: not all applicants apply to state structures for the unemployed.
6. Recruitment agencies. Behind recent decades recruiting has become an actively developing branch of the economy. Personnel companies have constantly updated databases and independently search for candidates in accordance with the tasks of customers. For their work, firms take a solid remuneration - sometimes up to 50% of the annual salary of the employee they found. There are companies that specialize in mass recruitment or, conversely, engaged in "exclusive search" - the selection of executives.

Right choice external sources ensures success in the recruitment of competent employees who correspond to the profile of the company and its spirit.

The table shows the comparative indicators of recruitment sources:

№	Personnel search methods	Average time spent	Total time
1	Through the media	The announcement in the newspaper is published in 5-7 days. For electronic media, the period is reduced to the day of the announcement. It takes 5-7 days to process resumes from candidates and preliminary interviews with applicants	6-14 days
2	Through friends and acquaintances	For a full-fledged survey of the circle of contacts, 3-5 days are enough	3-5 days
3	Among university graduates	Communication and interaction with employees of the relevant services of universities (5-7 days). Collection of resumes with subsequent processing - another week	2 weeks
4	Inside your own company	1-2 days are enough to analyze possible candidates from among the employee	1-2 days
5	Through job centers	Bringing information to the responsible employees of the Employment Centers - 7 days. Processing resumes of applicants - 5-7 days	2 weeks
6	Through free recruitment agencies	Establishing relationships with agency staff - 3 days. Data processing - 7 days	10 days
7	Through recruiting companies	Providing information to employees of companies - 1 day. Search and selection of candidates for a position by a recruiting agency - 5-10 days	1-2 weeks

3. Basic methods of personnel search

Let's look at the classic and newfangled methods of finding employees. I must say right away that experienced personnel officers always combine methods of attracting personnel in their work.

In a number of situations, you can really “not warm your head” and take advantage of the recommendations of work colleagues who are looking for a position for their friend or relative. In other cases, a multi-day search for a narrow specialist is required through specialized recruitment agencies and other paid channels.

Consider the most effective methods search.

Method 1. Recruiting

Recruiting is a method of selecting employees of common professions. Usually these are specialists of the so-called "linear level" - sales agents, ordinary managers, performers, secretaries. Recruiting itself consists in compiling a competent job description and placing this description where it will be seen by potential job seekers or recruitment sites. Emphasis in this case is done on people who are in the immediate process of finding a job.

Method 2. Executive Search

Selection of management personnel - heads of departments, directors of companies, heads of regional divisions. This also includes the search for rare and unique specialists. Unlike recruiting, "exclusive search" involves active actions on the part of the interested company. Typically, this type of recruitment is carried out by specialized recruitment agencies.

Method 3. Headhunting

Literally - "hunting for heads." A method of searching or luring a specific specialist (a recognized master in his field) from one company to another. The methodology is based on the premise that top-level employees do not look for work on their own and sometimes do not even think about changing one. The task of the "hunter" - an employee of a recruitment agency - is to interest the candidate more favorable conditions or development prospects from a competing organization.

Method 4. Screening

Quick selection of candidates on formal grounds. Psychological characteristics, motivation, personality traits are not taken into account during screening: the main criterion for such a search for employees is speed. The screening period is several days. The technique is used when recruiting secretaries, managers, sales consultants.

Method 5. Preliminaring (preliminaring)

Attracting candidates for the position through the work experience of young professionals (graduates specialized universities). The choice of a future employee presupposes that applicants meet certain psychological and personal qualities.

Preliminaring is aimed at the company's long-term business plan: it is the most promising way to create a strong and productive work community.

4. Recruitment companies - a list of reliable recruitment agencies, an overview of the advantages and disadvantages of using the services of recruiting companies

In my work, I have repeatedly had to resort to the services of personnel and recruiting agencies. The method is certainly costly, but quite effective.

The main advantages of working with an intermediary include:

• Having a huge database. The average number of resumes in the archives of recruiting agencies is 100,000. True, with today's Internet capabilities, it is not difficult to collect the required number of applicant profiles from job sites. Of this number, only “developed” resumes are really useful - that is, those on which the recruiter got in touch with the applicant and received permission to use the questionnaire.
• Professional and comprehensive approach to finding employees.
• The presence of a standard guarantee is a free replacement of the applicant if he did not fit the employer or he himself refused employment. The warranty period is valid up to six months.

With regard to such a service of recruitment agencies as an “evaluation interview”, in most cases you should not rely too much on efficiency and “exclusivity” this proposal. Recruiting agencies conduct such interviews mostly remotely, and without a personal meeting, a correct assessment of professional and personal qualities impossible.

The cost of agency services is calculated depending on the complexity of the search and the speed of closing the vacancy. Usually it is a certain percentage from the annual salary of the selected specialist. The market average is 10-30%. Services are paid approximately one week from the day the employee enters work.

I ask you to pay attention to the fact that due to the wrong approach and lack of proper attention in the field of recruitment, Russian companies lose hundreds of billions of dollars a year.

Among the disadvantages of searching for employees through agencies is the risk of encountering an unscrupulous approach of recruiting companies to their functions. The result of which is that the “wrong” employee who does not have the proper knowledge and qualifications comes to the workplace. And this negatively affects the activities of the enterprise and adds to me, as a personnel officer, a “headache” and red tape with paperwork.

To avoid this, I advise you to pay special attention to the choice of the company with which you want to cooperate. Be sure to study reliable client reviews about the work of the agency, check for guarantees, evaluate the speed feedback with company employees.

Here, for your convenience, we have already analyzed several reliable recruitment agencies to help you find the best employees for your business:

• Friendly family(www.f-family.ru) - Moscow
• staff line(www.staffline.ru) - Moscow
• InterHR(www.inter-hr.ru) - Moscow
• Gardarika(www.gardaricka.com) - St. Petersburg
• ANT group of companies(www.antgrup.ru) - St. Petersburg

5. The process and stages of the search for employees of the company

The selection process of employees consists of several stages that candidates for the position must go through. At each stage, some of the applicants are eliminated or they themselves refuse the vacancy, taking advantage of other offers or for other reasons.

Now we will consider with you the main stages of selection.

Stage 1. Preliminary conversation

The interview is conducted in a variety of ways. For some positions, it is preferable for the candidate to appear in person at a potential job, in other cases, a telephone conversation with a representative of the personnel service is sufficient. the main objective preliminary conversation - to assess the level of preparation of the applicant, his communication skills, basic personal qualities.

But here it should be remembered that only at the level of visual communication can one get the most accurate idea of ​​the personality of the job seeker. Therefore, now more and more often I have a preliminary conversation on Skype.

Stage 2. Interview

An extended interview is conducted directly by a personnel worker. During the conversation, it is important to get detailed information about the candidate and give him the opportunity to learn more about his future official duties and corporate culture of the environment where he will work.

Please note that at this stage it is very important not to make one mistake. You can not attach importance to personal sympathy for the candidate for the position. You may like a person outwardly, his behavior and manners are close to you, and even you and him found common interests in life. Under the influence of emotions and feelings, you are no doubt sure that you simply cannot find the best candidate, and he, like no one else, will “fit” into the team in the best way. And therefore there is no point in “torturing” him and asking tricky questions.

It is necessary to carry out a full testing of a potential employee, and if, according to important technical points, he does not meet the established requirements, then feel free to refuse him employment.

There are several types of interviews:

• Biographical, during which past experience the applicant and various aspects of his professional qualities;
• situational: the applicant is invited to solve practical situations in order to clarify his analytical abilities and other qualities;
• structured- the conversation is conducted according to a pre-compiled list of points;
• stressful- is carried out in order to test the applicant's stress resistance and his ability to adequately behave in provocative and non-standard situations.

Stage 3. Professional testing

Conducting tests and tests to obtain information about the professional skills and abilities of a future employee. The results of the tests will allow you to assess the current and potential capabilities of the candidate, form an opinion about the style of his work.

It is important to ensure that the issues of professional testing are relevant and comply with the law.

Stage 4. Checking the track record

For more full view it is worth talking about the employee with his colleagues at the previous place of work. Many people have a bad professional history”, although the reason for dismissal in labor is “on their own”.

Therefore, if possible, it would be good to talk with the immediate supervisor of the applicant to find out the reasons for the employee's departure from the previous job, this will improve the quality of recruitment. It will not be superfluous to familiarize yourself with the recommendations, characteristics, promotions and other items of the track record.

Stage 5. Decision making

Based on the results of the comparison of candidates, the one who the best way corresponds professional requirements and fit into the team. When the decision to enroll in the staff is made, the candidate is informed of this either orally or in writing. The applicant must be familiarized in detail with the nature of the forthcoming activity, informed about the working hours, holidays, days off, the rules for calculating salaries and bonuses.

Step 6. Filling out the application form

Candidates who have successfully completed the first and second levels fill out an application, a questionnaire and sign labor contract. The number of items in the questionnaire should be minimal: important information that finds out the performance of the applicant and his main qualities. The information provided relates to past work, professional skills, mindset of the candidate.

Below you can download samples of these three documents relevant for 2016.

The official introduction follows. Usually, this term refers to the first working day of a new employee, during which he directly gets acquainted with the procedure and rules of work and begins his official duties.

6. Non-traditional recruitment technologies

Non-traditional recruitment methods are becoming increasingly important. I have compiled a list of the most effective unconventional ways hiring employees:

1. Stress (or shock) interview. The meaning of such a conversation is to determine the candidate's stress resistance. During such an interview, various tricks, the purpose of which is to unbalance the interlocutor. For example, the person responsible for the conversation is first late for the meeting - for 20-30 minutes or even more. Or you can neglect the titles, merit and academic degrees candidate (“Moscow State University is not an authority for us - our cleaning lady graduated from Moscow State University”).
2. Brainteaser interview. Applicants need to certain time answer some intricate or tricky question or solve a complex logic puzzle. Typically, such methods are used when selecting creatives, marketers, programmers.
3. The use of irritants. These factors are: bright light in the eyes, as at an interrogation in the NKVD, indecent questions, too high a chair. The subject can be seated in the center of a circle, around the circumference of which are representatives of the employer.
4. Selection of personnel on the basis of physiognomy. It involves determining the character of a person by his appearance and socionics.

Non-traditional methods allow you to evaluate the flexibility of a candidate's thinking, test his intelligence, evaluate his ability to be creative, and finally, test his ability to work under pressure, which is important in a competitive business environment. In some large corporations (in particular, Microsoft), stress interviews are used on a mandatory and massive basis.

7. Personnel decide everything!

Recruitment - key element in the activities of the personnel management service.

The famous expression of I.V. Stalin, mentioned above, in practice are adopted not only by personnel officers, but also by managers, they understand that the efficiency of business and the stable operation of the company depend on the quality of people.

The formation of a strong team is the most profitable and promising investment for any company: save on personnel issue shortsighted and inappropriate.

The exception is situations where people can lie down from the side, for example using.

In the selection of personnel, one should pay special attention to the choice of tools and methods, not forgetting recent achievements scientific progress.

In many ways, the technique for selecting employees depends, of course, on the level of the company and its budget, but with proper and creativity even small opportunities for recruitment will allow you to select a knowledgeable and qualified specialist for a vacant position.

8. Conclusion

I hope that now you know much more about the personnel issue than before reading this article. Now you have an understanding of what is the selection and hiring of personnel, its main methods and stages.

And remember

A competent business structure is impossible without specific participants in the process, and effective human resource management is the main source of long-term prosperity for a company.

And in conclusion, watch a humorous video on the topic of recruiting.

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What is staff development full review concepts and methods of personnel training in an organization + 5 stages of personnel development through personnel rotation

Leading economists have long included human resources as an important part of the enterprise. It is true - without good employees, the development of any company is impossible. Therefore, the selection of good personnel is the basis for the effective operation of any company.

Rules for the selection of personnel for the enterprise

Competent recruitment is impossible without strict adherence to certain general principles:

• The need for the number of personnel should be determined in advance, taking into account the possible growth and expansion of the scope of the company;
• The division of hiring workers into two directions: long-term and short-term;
• Short-term employment involves solving operational problems. The manager is responsible for structural unit. It proceeds from operational analysis;
• Long-term employment - strict adherence to the business plan;
• The recruitment of personnel should involve the use of only open sources information;
• Competing firms must have equal and independent acceptance conditions;
• The principle of impartiality in relation to candidates is the key to success.

As well as the head of the organization, the head of the personnel department should not participate in production activities. If we consider this statement on the example of the director of the company, then: the head cannot be engaged in the decision production task, since by this he deprives himself of the ability to control production process. The same principle should be implemented in the selection of personnel.

Therefore, the main task of the recruiting manager should be formulated something like this: Identify the innate and acquired qualities of the employee and compare them with the position. Therefore, one of the main recruitment rules is a clear knowledge of the positions and the set of traits required for them.

Modern recruitment methods

History knows many methods of recruitment. From a three-day Chinese test, to an English fluent survey about relatives. All of them are good in their time and for their environment. But what works exactly in our time?

Now there are 4 recruitment methods that most managers use. Let's talk in more detail about each of them.

Mass recruiting

Recruitment method for junior and middle management positions. Assumes job search for certain vacancies. Now they use ads on company websites and / or appeal to special agencies. Typically, an employee who is hired in this way is minimally tested and allowed to work.

Exclusive search

As the name implies (exclusive search) - direct search for an employee. Usually used when looking for specialists top management or people with special knowledge and skills. Employees hired in this way most often provide direct influence for business. The search is conducted not only among freelancers.

head hunting

A variation of the previous method, only more subtle and complex. This is a hunt for one senior specialist who works in another company. The most difficult thing is collecting information about the specialist and preparing the poaching process itself. It can also be used when the manager does not know a specific specialist, and the hunter must find him on his own through the analysis of competing firms. Expensive, lengthy and responsible procedure.

Preliminaring

A method based on the use of young professionals through internships and work experience. Even during the training, promising students are recruited, who will subsequently become the key to the successful development of the company.

However, there is no clear guidance on which of these methods is best. Each of them solves the tasks assigned to the company in a certain period of time. The HR manager must decide for himself which of the methods to use and what he can give the company at one time or another.

How to choose the best specialist?

Unlike recruitment methods, there are much more ways to determine the competence of an employee. It is from these methods that the organization must compose its system for selecting candidates.

Despite the similarity of methodologies, the requirements of companies for candidates are very different. And this is understandable. When in one team the microclimate is more important than certain skills and experience, then in another, abilities come first, and they are forced to put up with character traits.

Based on the characteristics of the company, the HR manager must draw up a specific strategy to identify the best candidates for a particular position. That is why for objective evaluation candidates need to be fully aware of the selection methodology.

Primary data processing

The real selection of candidates takes place much earlier than their meeting with employers. Even at the stage of studying resumes, HR managers weed out most candidates. Of course, you can always find online how to fill out a resume correctly, but each company has its own, special, requirements for candidates.

Now the process of studying resumes is somewhat standardized. People just read the text without reading the information. This method deserves improvement, because reading between the lines will allow you to collect much more information and not miss a potential employee.

Interview

The definition of interview in the dictionary of business terms is: "A conversation conducted according to a predetermined plan."

It is precisely the fact that the preliminary plan of the conversation is drawn up in advance and distinguishes this method from others.

Apply different types interview, but the simplest is a short telephone interview.

After processing, managers call a potential employee and ask him for some additional information that turned out to be incomprehensible. During short conversation you can understand the seriousness of the applicant's intentions, and draw the necessary conclusions.

Interview

The main stage of the whole system. It is on it that the idea of ​​\u200b\u200ba potential employee should be built. A well-conducted interview provides many times more information than all other methods of evaluating a candidate. An HR manager must have experience in conducting interviews, which is gained only in conditions of constant thinking over their actions.

What else exist? Our article will cover this in detail.

In the article you will learn what a personnel management system is and why it should be introduced in an enterprise.

To properly assess personnel, carefully study the recommendations.

In order for the interview to go well, as mentioned above, you need to think over a plan in advance:

• Greeting and outlining the order in which the interview will be conducted;
• It is necessary to talk about the culture of the company and the details of the position. Answer the questions that have arisen;
• Go to the main part - ask questions and listen to the answers;
• The farewell stage, at which gratitude is expressed and further relations between the employee and the company are explained.
• Keeping this a simple recommendation can be interviewed at a high level.

self-presentation

One of the most difficult recruiting methods for a candidate is self-presentation. The applicant is invited to come up with and implement a story about himself, including everything that, in his opinion, the employer will need. Most approach this issue creatively, although it would be worthwhile to do everything concisely and to the point.

The method is not the most reliable, since most inexperienced candidates, as well as people who are closed and modest, are unlikely to be able to impress a manager. On the other hand, for high positions, which involve the ability to communicate and get along with people, this method fits perfectly.

Psychological tests and vocational testing

The value of psychological tests in recruiting is greatly overestimated. They should be used only to identify the qualities required for a particular position, no more, no less. Tests must be carried out professional psychologists, therefore, it forces to spend additional financial resources on hiring a specialist.

In the same time, professional testing is a great way to identify a potential candidate. Yes, this approach is somewhat standardized, but it allows you to create the right impression of the candidate's skills. Testing should be carried out by a specialist, most often the head of the department, together with the manager.

The main mistakes in recruiting

The system of personnel recruiting is poorly developed in Russia. Instead of one or a few highly qualified specialists doing this, more often than not, some girl with no experience is appointed to the position of HR manager, who slides into the role of secretary. From this, typical errors often arise:

• Error in setting the task. The situation when the manager himself does not understand what kind of person is required for a particular position. What data, traits and skills should he have;
• Error when interacting with agencies. If a manager turns to a recruitment agency for help, then he must understand what he wants and how he can get it. All disagreements and problems arise due to incorrectness in the formulation of the problem. The more specific information will be given to specialists, the better;
• Following stereotypes. The first thing a successful HR manager must get rid of is following stereotypes. One should never form an opinion about a person on unverified data and personal assumptions;
• Ignorance of the field of activity. A manager should at least roughly imagine what a person should do in a particular position, and what set of skills he should have. Only certain vacancies requiring special knowledge should be outside his competence;
• Making erroneous relationships. A fairly common mistake when a manager can find those connections that are completely beyond logical explanation;
• Failure to develop. Improvement in any position is a mandatory process. But many people forget about it and do not update their knowledge base.

Recruitment is an extremely difficult task. It is better to entrust it to a specialist who is not involved in other processes of the company. Knowledge of the methodology, methods and common mistakes will allow you to correctly draw up a plan and line of conduct when searching for the necessary candidates and select competent specialists.

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