Recruitment. What recruitment methods are used by modern companies Organization of recruitment work

Of all the types of resources used by the enterprise, labor costs are the most dynamic m. As a result, the cost of production is significantly reduced even with a low share of labor costs. At the same time, enterprises that have achieved a reduction in the cost of living labor can receive additional income by increasing the volume of production on the basis of the same technical base.

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Nesterov A.K. Recruitment in the organization // Encyclopedia of the Nesterovs

The recruitment process in the organization is regulated by the personnel policy, formalized in the form of a specific document, for example, in the form of an Enterprise Standard in the quality management system - personnel management.

Recruitment system in the organization

Recruitment in the organization is carried out on the basis of determining the need for human resources for the following reasons:

1. Changing the structure of the enterprise - the organization may need new employees with different qualification requirements for new departments, divisions, etc.
2. Changing the structure of departments - the selection of candidates will be carried out to staff the departments according to the new staffing table;
3. Personnel reshuffle - usually this reason appears if specialists are transferred to other projects, to other divisions, and the organization needs to replace its previous position;
4. Change in the type and volume of work - when changing activities or increasing the workload of the organization, it will be necessary to select personnel to fill positions due to a lack of human resources;
5. Natural attrition of employees - when employees retire, the organization selects personnel to fill vacant positions;
6. Personnel turnover - in a continuous mode, the organization conducts recruitment due to frequent changes of employees.

Determining the need for personnel is carried out monthly.

Determine the required number of workers and other personnel and their professional and qualification composition allow:

• manufacturing program;
• production standards;
• planned increase in labor productivity;
• work structure.

Having a database with available vacancies, employees of the Human Resources Department begin to search for applicants. The typical structure of recruitment sources is shown in the figure.

The personnel policy of most enterprises is based on the internal selection of candidates from personnel reserve and educational institutions. Most often, to search within a large organization, bulletin boards are used, which provide information about vacant positions, search for the required employees through those who already work at the enterprise, and also use the personnel reserve.

For the positions of employees of departments, especially for senior positions of various directions and levels, preference is given to employees who have worked for some time and have positively proven themselves.

In some cases, a very effective option for recruiting personnel within an enterprise is rotation. It is believed that such recruitment of managerial personnel, as the transfer of leaders, gives a better result than inviting a leader from outside.

This type of rotation, as a rule, leads to a broadening of horizons, an increase in managerial qualifications and, ultimately, is accompanied by the promotion of employees of the organization.

On average, the selection of personnel within the enterprise provides the need for personnel by 23%.

Announcements in the media and the Internet. This method allows a large-scale search, although a rather expensive option. However, not all who apply to the organization in response to the announcement really meet the formal requirements. The subsequent selection makes it possible to single out from this number those employees who, in all basic parameters, suit the enterprise. This source accounts for an average of about 12%.

The share of candidates attracted through channels with educational institutions accounts for an average of 28%. Among young people, many young specialists work as deputy heads of shops, heads of bureaus and laboratories, senior and shift foremen. The effectiveness of the search for candidates through educational institutions is the highest for industrial enterprises.

The choice among those who applied to the organization on their own. In addition to active recruitment techniques, potential job seekers can send resumes to the company. As a rule, these are people who are actively looking for work. Through such a search, the satisfaction of the need for personnel is ensured by an average of 11%.

The organization can also be contacted by those who are looking for a job and have among their relatives and friends already working at the enterprise. At the expense of candidates who applied on the recommendation, on average, the need of the enterprise for personnel is satisfied by about 5%.

The State Employment Service and recruitment agencies, as a rule, recruit personnel either for work that does not require highly qualified- for mass positions, or specialists - with clearly defined qualification requirements. Due to this source of recruitment, on average, about 21% of the need for personnel is satisfied.

Separately, it should be noted participation in job fairs. As a rule, organizers of job fairs, specialized forums for employers, etc. send their invitations or programs with an offer to take part in them. Representatives of the organization visit fairs, hold conversations with applicants, provide comprehensive information about the company, available and interesting vacancies.

The recruitment process in an organization

After the applicant's request for employment, the employees of the personnel department carry out:

• analysis of the documents presented by the applicant, according to Labor Code Russian Federation (employment book, documents on education, all available confirmations of advanced training and additional training);
• an interview in which they find out what the applicant is applying for, what job or position he would like to receive, as well as some other questions.
• selection of a job seeker according to the available vacancies and in accordance with the professional and intellectual capabilities of the applicant.

After the selection of a place is made, the employee of the personnel department invites a representative of the site or department where the candidate is sent for a more detailed interview with the head of the unit. Here the incoming candidate is told about his future work, duties, wages, show workplace. If both parties are satisfied with the negotiations, then the applicant writes an application for employment, it is endorsed by the head, head of the Human Resources Department and the job application begins.

If a future work implies that the employee has some special special skills and knowledge, professional or intellectual abilities, then testing is carried out.

A prerequisite for admission to work is the passage of a safety briefing, and each applicant signs in a special book that he is familiar with the safety rules and internal regulations. work schedule existing in the enterprise.

After all obligatory formalities are observed, the applicant is registered for a job.

From the date of commencement of work specified in the employment contract and in the order for employment new employee takes up his new duties. Within a week, all the necessary procedures for the official employment of a new employee of the company are carried out.

During probationary period again accepted employee employees of the personnel department control the organization of his workplace in accordance with established standards and the availability of work in accordance with the terms of the employment contract, monitor the process of adaptation in a new place and in a new team. In the future, repeated control is carried out and the degree of satisfaction with the work at the enterprise is clarified.

Typical disadvantages of recruiting in an organization

In most enterprises, the selection of candidates for vacant positions is not organized ideally. The table shows the typical disadvantages of this process.

The main problem with recruitment and selection technologies is that most organizations do not use modern technologies personnel management in the selection of personnel. Instead, the main reliance is on the intuition of the personnel manager and trial and error. AT modern conditions this approach becomes not only inefficient in terms of

Typical disadvantages of recruiting in an organization

	Recruitment problems in an organization	Characteristic
	Lack of calculations and planning in terms of staff needs, requirements for a vacant position are not formulated	Heads of departments, with an incorrect distribution of responsibilities within the department, may mistakenly decide that a new employee is needed, which will lead to additional and unjustified costs for the organization.
	Incorrect registration of the application for recruitment	Often the form of such an application does not allow to properly formulate and define the requirements for a candidate to fill a vacant position. The list of questions included in the application allows you to get a minimum of information. As a result, there is an insufficient level and elaboration of the criteria by which a candidate for a position is evaluated, since job description and the application for selection contain information only about the duties of the staff and biographical characteristics.
	Insufficient use of internal reserves in the selection of personnel for a number of vacant positions	Often, recruitment sources through the channels of educational institutions and employment services win in terms of the number of candidates who responded, but most of them do not have the required qualities. In this regard, the economic and time costs for processing resumes and received telephone calls are significantly increased.
	Evaluation and comparison of the actual qualities of the applicant to the requirements of the position are formulated orally, which subsequently causes a distortion of information.	The main reason for inaccuracies in determining the professional and social, personal and motivational suitability of a candidate is the methodology chosen to identify the qualities of a person. Therefore, when selecting personnel in an organization, it is necessary to use several assessment methods, or supplement them with your own criteria. The main disadvantage is subjectivity and, to a certain extent, an unformalized selection process. Therefore, the organization needs to formalize the recruitment process as much as possible.

Improving recruitment in the organization

The first is a staffing needs analysis. Such an analysis will be effective if there is a clear idea of ​​what kind of employee is needed, what knowledge, skills and abilities he should have, what production tasks the new worker will decide.

This is one of the typical recruiting problems. In particular, a situation is possible when there is complete clarity about the required personnel, but the requirements for work are formulated incorrectly or insufficiently carefully.

The optimal solution to this problem is a clear definition of the tasks and functions of employees, redistribution between employees and the totality of the necessary effective work knowledge and skills.

To assess the need for personnel in an organization, a recruitment test should be developed that precedes the search for candidates.

At the stage of formation of requirements for a vacant position, the main condition for determining the correct requirements is the accuracy and the possibility of an objective assessment of the requirements. Generalizations should be avoided, such as "good looks", "work experience", "higher than average education", etc.

Candidate in charge qualification requirements positions in their professional qualities, must have sufficient skills, knowledge and experience to solve the problems facing management at this stage of its development. Personal qualities will determine the ability of a person to perform this work, and compliance of the candidate with the organizational culture. Also, a person must be motivated to perform the work that is offered to him (for example, if he considers his level of compensation is not high enough, the work is uninteresting, or that his knowledge and skills will not be used to the full, then expect from such an employee full return on work is not necessary). Therefore, highlighting a set of priority characteristics of a candidate, one can further be guided by the definition of methods for their assessment at the stages of personnel selection for the applicant's suitability for the position.

One useful approach to this task is to take a critical look at existing employees to identify the personal and professional traits that make employees successful.

Improving the recruitment of personnel in an organization as a common method may include the development of an application form to search for a candidate for vacant position. This form of application for recruitment is designed to eliminate the above disadvantages on initial stage personnel selection process. With a more complete amount of information about the required characteristics and skills of the candidate, and for what purposes and work the staff is recruited, we are able to reduce the time spent on the initial screening of candidates during the review of resumes or telephone interviews.

The application for recruitment should take into account not only General characteristics, but also the individual characteristics of each applicant:

• physical data;
• qualification;
• intelligence;
• special inclinations;
• interests;
• character;
• motivation;
• circumstances.

At the same time, for each of these points, the manager will have to decide for himself what is for him:

1. Essential
2. Desirable
3. Contraindicated

The application for recruitment is filled out by the head of the department. Be sure to sign and date. Then this document agreed with the head of the personnel department, who can immediately clarify the details of interest on the characteristics of the candidate, and is transferred for execution to the unit, problem solving recruitment. The person responsible for the selection of personnel must, as necessary, contact the customer who submitted the request to clarify the requirements specified in the application. After that, these clarifications are recorded in the comments column.

The use of such an application for the selection of personnel at the exit allows you to systematize the information received to compile a profile of a candidate for a position, develop a strategy for attracting candidates, taking into account the timing, as well as determine the methods for selecting candidates for a position.

Also, if possible, increase the share of recruitment through internal search and personnel reserve.

Advantages of recruiting current employees of the organization to a higher position.

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 “day open doors” an employee of the personnel department who will share with you all the secrets of finding and selecting employees who can bring success and prosperity to your enterprise.

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.

HR department of the company (the term comes from the English " human resources» - « 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 a 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 smaller cities often have their own city 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 in this moment the organization does not 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 a wide range of professions or specific industries. Application of online resources and printed publications- the most effective and popular tool for attracting candidates, however, in order for the ads to be right on target, the requirements for applicants and their future job functions should be stated as accurately as possible.
4. Contacts with universities. Many large corporations working for the future are focused on attracting graduates of educational institutions who do not have a full-fledged practice. To this end, employers hold events at specialized universities or participate in job fairs. Since it is difficult to evaluate professional skills without work experience without work experience, personal characteristics, planning and analysis skills are assessed.
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 being created that have their own databases and work with big companies. The method has a significant disadvantage: not all applicants apply to government agencies for the unemployed.
6. Recruitment agencies. Over the past decades, recruiting has become actively growing industry 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 search methods.

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 in 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 job candidates through industrial practice young professionals (graduates of 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 A complex approach to find 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 the effectiveness and "exclusivity" of this offer. Recruiting agencies conduct such interviews mostly remotely, and without a personal meeting, a correct assessment of professional and personal qualities is 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 without proper attention in the field of recruitment Russian companies losing 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 for potential location work, in other cases it is enough to talk on the phone with a representative of the personnel service. The main purpose of the preliminary interview is 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

Extended interview conducted directly 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 have 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 the past experience of the applicant and various aspects of his professional qualities are revealed;
• 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 a more complete picture of the employee, it is worth talking with his colleagues at the previous place of work. Many people have a bad "professional history", although the reason for dismissal in the 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 best fits professional requirements and fit into the team. When the admission decision is made, the candidate is informed orally, or 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 the 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 non-traditional ways to hire 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 techniques are used, 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 disparage the titles, merits and academic degrees of the candidate ("Moscow State University is not an authority for us - our cleaning lady graduated from Moscow State University").
2. Brainteaser interview. Applicants need to answer some intricate or tricky question or solve a complex logical puzzle in a certain time. Typically, such methods are used when selecting creatives, marketers, programmers.
3. The use of irritants. Such factors are: a bright light in the eyes, as during 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 assess 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 business competition. In some large corporations (in particular, Microsoft), stress interviews are used on a mandatory and massive basis.

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Recruitment principles

Recruitment for a job is a series of activities undertaken to attract candidates who have the qualities necessary to achieve the goals set by the organization. The recruitment process consists of comparing the requirements of the employer and the qualifications of the candidate. If the requirements of the organization and the qualifications of the candidate at least partially match, they are compared. The hiring process usually requires concessions in the demands of both parties.

With the most qualified and careful selection, no one is immune from mistakes. Usually it is necessary to proceed from the fact that a candidate for a vacant position obviously cannot be 100% consistent with the intended activity.

Therefore, the one who meets the requirements more than other candidates is preferred.

The main purpose of the selection is to recruit employees with the necessary qualifications, the necessary personal qualities, who are able to solve the tasks as efficiently as possible.

Often, when working with a candidate, the HR manager is faced with the following situation: according to formal signs, everything fits, interviews, testing, professional testing - everything gives a positive result. But it is still clear that this is not “that” candidate. A professional can see this and understand: the whole point here is precisely that organizational culture, in which a person worked before, is completely different, and he will not be able to fit into this team. Or is the organization currently at that stage life cycle that this candidate, for various reasons, will also not be able to work effectively, even being a good specialist in his field.

Most employers try to select workers based largely on their education. However, the criterion of education must certainly be compared with the requirements of the job.

One of the most important personal characteristics of an employee is his social status. Some employers prefer workers with a high position, "powerful", others - those who are interested in the essence of the work, and the title of the position does not matter to them.

An important characteristic is also the age of the candidate and his personal characteristics. Employers may prefer outgoing candidates over introverted ones, and vice versa. To solve certain problems, certain personal characteristics are required.

Often managers find it difficult to formulate criteria. HR specialists clarify them by pronouncing the features, elements, key points of activity with managers. It happens that the criteria do not correspond to each other or even mutually exclusive. This can complicate selection and even make it impossible. The task of the HR specialist is to point out the discrepancies in the requirements from the very beginning and, together with the manager, bring them to a "common denominator".

One way to find out if an applicant will meet all the requirements and to choose the most suitable candidate from a group of candidates is to test applicants in conditions that are as close as possible to working conditions.

Testing methods must be reliable, reliable. The reliability of the selection method characterizes its non-susceptibility to systematic errors in measurements, that is, its consistency under various conditions. In practice, reliability in making judgments is achieved by comparing the results of two or more similar tests. Another way to increase reliability is to compare the results of several alternative selection methods (for example, test and conversation). If the results are the same or similar, the result can be considered reliable.

In addition, it is necessary to take into account the validity of the adopted selection criteria. Validity refers to the degree of accuracy given result, method or criterion predicts a candidate's potential.

The best result is achieved when the selection methods are combined, i.e. it is important to properly organize the whole process.

The selection process usually consists of several steps that "candidates" must go through. At each stage, some of them are eliminated for various reasons.

The initial interview is usually done over the phone. Its purpose is to get to know the candidate, find out more about his education, work experience, and communication skills. The further success of working with the candidate depends on how professionally the first stage is carried out.

Then comes the stage of filling out a special form-questionnaire. Usually, the questionnaire includes questions of a personal nature (date of birth, place of birth, address, social status, etc.) related to past jobs, education, hobbies. Often there are questions aimed at determining the level of self-esteem, attitudes towards various phenomena of social life.

The next stage is an interview, more or less structured and formalized. The results can be obtained both orally and in writing.

Only with a positive result of all the previous stages, the applicant is offered to pass the testing stage. Testing can be psychological, professional, psychophysiological, intellectual. In each specific case, a special testing program is developed, the so-called. battery of tests corresponding to the request of this vacancy. Testing can be done on one day or several days, individually or with a group. It is important that the battery of tests is correctly formed and the test measures precisely those qualities that are important for a particular position.

Finally, the last step is checking the recommendations. Practice shows that when talking with a previous manager, with a candidate’s colleagues, you can not only find out some information about him, but also get interesting recommendations on what this person is strong in, what problems he may have, what he can do well , which is not very good. When comparing this with the results of research and interviews, the picture becomes almost complete and clear.

Activities for the selection of a specialist end with a decision on the recommendation of certain candidates for the job and the presentation of the applicant to the employer.

So, recruitment is a separate task, a whole process that begins with an analysis of activities and ends with hiring a specialist. The success of the selection depends on many reasons, knowledge, skills and abilities of specialists dealing with these problems.

The selection and recruitment process in general includes the following aspects:

Definition HR strategy based on the overall strategy of the enterprise for the next few years.

The effective development of any enterprise is impossible without determining the basic values ​​of the company regarding hired personnel. primary goal personnel policy- outline the strategic direction in the field of personnel management for the next few years.

Drawing up a "professional portrait" for each vacant position.

Knowing the basic requirements for the candidate, it is necessary to draw up a specific professional portrait of the future employee before starting the search. Such a portrait is made personnel service together with the head of the relevant department. It contains the following information: educational and professional level, professional skills, availability of additional knowledge, work experience, in which company acquired, the level of tasks solved at the previous place of work and the degree of responsibility at the previous place of work, personal qualities, ability to learn, develop, work motivation, initiative, etc. characteristics. It also indicates other criteria by which a specialist will be selected: gender, age, driver's license, etc.

A professional portrait is created on the basis of not only complete information about the position, about the main and additional responsibilities and the intended results of these activities, but also the people with whom the specialist will interact.

Determining how to search for a candidate.

Use of a databank;

Very often, the personnel officers of companies in search of the right candidate, first of all, look through their database. This has both its advantages and disadvantages. Firstly, the candidate could have already found a job, secondly, it is not known to what extent the description of the candidate corresponds to reality, and thirdly, verification of the authenticity of diplomas, certificates, etc. will require significant effort.

Publish ads in media mass media, internet, radio, television;

Contacting regional employment centers;

Regional employment centers will assist in the professional selection of qualified specialists entered in the data bank at the preliminary request of the employer; in the organization of training, retraining and advanced training of personnel and redundant workers; will place information about the needs of the enterprise in personnel, in some media.

Contacting recruiting companies;

The experience of working with recruitment agencies made it possible to deduce one regularity: it is not the name of the company, its fame or turnover that is important, but the conscientiousness and professionalism of managers who work in a recruiting company. It is very important that employees of recruitment agencies have their own “techniques” for finding out the needs of the client, since sometimes the customer himself does not have a very good idea of ​​what he wants. It should be noted that in different occasions you need to resort to the services of different agencies, since some are "strong" in the search for managerial or secretarial candidates, others - in technical specialties, etc. Strong and weak sides agencies are usually clarified in the process of cooperation, and such experience is exchanged between HR managers of companies. For the correct setting of the task, the agency needs to give a detailed professional portrait of the necessary specialist and be sure to tell about corporate culture enterprises, psychological climate, leadership style and those employees with whom the future specialist will communicate daily. The agency is usually interested career prospect candidate and a package of social benefits, relying in addition to wages, and also finds out the features of the enterprise in Russia and its prospects.

Next, it is very important to prioritize your requirements for the candidate: suppose excellent knowledge foreign language is prerequisite and age limits may be revised. Thus, the elements of a professional portrait are ranked in order of importance and an "invariant" core of requirements is revealed. It is also necessary to agree with the agency on the form and content of the resumes of candidates that they will send you for the initial assessment, as well as determine ways to identify certain qualities.

Distribution of announcements about vacancies in mailboxes and on the streets;

Applications for graduates of educational institutions;

Some companies prefer to grow their staff from university graduates, investing a lot of effort and money in them. This very often justifies itself, as young people are more flexible in accepting a new corporate culture for them, more energetic, hardworking and creative, and you can grow very good people out of them. good specialists. But there may be failure if the candidate's ability to learn and develop is not accurately predicted. There are also failures of a different kind: you raised a wonderful professional by spending a lot of money on his training, but he left you because a competitor company offered him a higher salary and because he did not fully absorb the corporate culture of your company and did not loyal to her.

Informing acquaintances about existing vacancies;

It has both its pros and cons. The downside is the limited choice, since it is unlikely that each of us has many unemployed or job seekers acquaintances, besides good professionals in the right field. The advantage is that you can get first-hand recommendations about a person, and get a lot of necessary information.

Personnel leasing;

Some companies are trying to use various methods to reduce personnel costs, while striving to provide themselves with the maximum high quality working employees. As a result, recruiting companies offered the market a new service - "personnel leasing".

Leasing allows you to control the company's budget and regulate staffing, especially when their hard limits are set.

As part of the service recruiting company undertakes the enrollment of the employee in the state and registration with him labor relations, reference work books, calculation and payment of salaries, settlements with funds. An addition to the kit may be life and health insurance, business trips for employees, provision of temporary staff for vacations and illnesses. full-time employees etc.

Staff leasing helps companies to control qualified employees without laying them off, legally pay their employees a salary without a headache, give additional motivators to those who previously worked for civil law contracts, reduce administrative costs for personnel, have a qualified intermediary in relations with labor and tax inspections.

Appeal to the authorities state power and management.

Selection of candidates for the position.

The main purpose of the selection - to recruit workers with a high culture of work - can be carried out by managers-managers or people who control the interests of the company. The administration of the enterprise sets various goals for recruitment.