Irina Baranova: “The Russian mentality hinders effective communication within the company. Secular chronicle: Tango, Jazz & Hollywood evening in the Cabinet Lounge club office Clients about the trainer

"Habits developed from childhood determine our entire life." Aristotle

I remember myself at a career start: the one who was going to change the world with every phone call and endow everyone with the work of his dreams, as if by magic.

Several years have passed, and I still strive to change people's lives for the better with the help of my magic. It's just that now I am armed with knowledge and skills that significantly increase my effectiveness. I wish I had them at the beginning of the journey! So...

Searching in advance is half the battle

The sooner you realize that valuable specialists are in the active search mode for a very short time, and most of the resumes in the mail do not meet your requirements, the better. Take time in your busy schedule to look for candidates who are employed in another job but might eventually move to your firm. There is no need to wait for a flurry of resumes with HeadHunter, which will only create the illusion of your busyness.

Aim the sight

How can you find something if you don't know what to look for? You must have a fundamental understanding of the job for which you are recruiting: discuss it down to the smallest detail, asking a bunch of questions to the team. Make sure the answers are meaningfully related, as the initial conversation with the HR manager is the starting point of the hiring process. Before going into the people, I collect all possible information, so my rating of responding to a job offer is now 32%. This is a huge saving in time and effort in long-distance running.

Live and learn

The world of recruitment has changed a lot since I started working in this industry, and the most significant change is, perhaps, the introduction of technology. Automation is great in that it makes it possible to concentrate on really important things, namely, to make the right acquaintances and put people in their place, not in words, but in deeds.
And the profession itself continues to change, so change with it or be left behind!
Today you have so many resources at your disposal: great blogs, webinars, trainings - comprehend the secrets of the industry, read articles, learn the rules of the game by heart. In short, learn from your business.

Know what you do, do what you know

Learn to be confident when it comes to making decisions in negotiations with HR managers and those who ultimately make the choice. You are the expert in this human game, not them. Stand up for the candidacy you nominated, oblige the team to respond within 24 hours, and tailor your workflow to make it work the way you want it.

Leading the way

It is very important to notice what is happening in the company with which you work. If the design department has a shortage of employees, a lot of technical arrears and everyone is under stress - it's time to look for engineers. Start by simply talking to people about what they lack to be successful in their department. In general, learn to anticipate problems.

Everything defines a relationship (yes, that's right!)

Don't waste all your time searching, administering, mailing out, or scheduling appointments. This industry is based on human relationships. This is a long cycle. Someone you interacted with a couple of years ago might be the perfect candidate for the lead this year - if, of course, you stayed in touch and spoke respectfully with that person.

One live meeting is worth a dozen phone calls, so come to meetings, conferences and events and chat. Remember: Recommendations are our everything, they are your most important source, so be kind, always ready to help, but do not forget what you are here for.

Hiring a job is like a parachute jump: you want to do it over and over again in order to feel that adrenaline rush. Therefore, it does not matter who you are, a beginner or a well-deserved specialist in the third ten, just remember: your work really changes people's lives for the better ... and their income! Not bad for just work ...

A professional recruiter for the elite recruiting agency RJR Partners. Adventure / Endurance Team Athlete. Fitness Ambassador. Loves dogs, pastries, hipster coffee shops, travel and everything Italian.
http://blog.1-page.com/letter-young-recruiter/
Translation by HR Academics (Irina Baranova)

Moscow
Leading Trainer of the "KLASS" Personnel Training Center since 2002.

More than 8 years of experience in conducting trainings. She worked with various audiences: human rights activists, charitable foundations (including the British Charitable Foundation), Russian and Western companies.

Education

Higher.

Special education:
1997 - Training of trainers, Center for social and practical education "Golubka".
1999 - Internship in management in the Directory of Social Change (UK).
2000 - Master class on working with strong emotions at the training of G. Lakey (USA).
2003 - Training of trainers. Institute of Group and Family Psychology and Psychotherapy.

Author's trainings

The emotional intelligence of the Team.
Creative sales.
Sparring in communications.
Training of Frivolity.

An interesting and bright coach - he successfully combines depth and passion, originality of the presentation of the material and impeccable mastery of group dynamics.

Topics of ongoing trainings

An experience

Trainer of the Personnel Training Center "CLASS".
Director of the Foundation for the Development of Non-Profit Organizations "School of Non-Profit Organizations", Director of the CAF Russia Department.
Autonomous non-profit organization "Consulting for Associations and Foundations", Project Director.
Rehabilitation and art center for orphans "Maria's Children", fundraising specialist.

Clients

Volga Telecom OJSC, Sobinbank, DaimlerChrysler Rus, Variant LLC, Regional Environmental Resource Center, KOMUS, TJ Collection, UNHCR, British Charity Fund, Memorial Human Rights Organization, L-Foto, Organon, Clowns Without Borders ”,“ Doctors Without Borders ”, Merlion, Protek, Alfa-Bank, ABBYY Software, Volga-Dnepr Group, Huawei Technologies Co., Central Bank of the Russian Federation, Tez Tour and others.

Clients about the trainer:

“Thanks to Irina, the Team Building training has become the most productive and significant meeting in recent years. Despite all the difficulties - we have coped, and everything will be fine. Irina - many thanks! " - Concern Daimler Chrysler Rus.

“On behalf of the Variant Team we would like to thank our coach I. Baranova. Her professionalism and confident management of the group process helped us to overcome the raging sea of emotions and not crash on the reefs of interpersonal contradictions. Most importantly, the transformation into a Team has begun! " - Group of companies "Variant".

“I liked the optimism of the coach and the ability to get out of any difficult situation with humor and benefit for the group. Irina's work is very bright and at a high level of professionalism, gives a great charge of positive emotions for further professional development ”- Merlion.

“I would describe Irina's style of work as light, open, energizing with cheerfulness and at the same time clearly managing and feeling the group dynamics. He is an amazing open person and a brilliant professional ”- Participant of the Training of Trainers, autumn 2004.

“In the work of a coach, there was always a sense of support, a willingness to take risks together with the group. I would characterize Irina as a cheerful person with a good sense of humor, as if saying: “The game is great!” And at the same time who knows his job 100% ”- Participant of the Training of Trainers, spring 2005.

Our magazine spoke about corporate communications with Irina Baranova, HR Director of Gulkevichsky Starch Plant LLC. She talked about the difficulties of introducing communications within the company, how to achieve their effectiveness, why it is better to entrust the issuance of your own newspaper to contractors, and not do it yourself, as well as other effective methods for the development of corporate communications.

Baranova Irina Vladimirovna

HR Director of LLC "Starch plant" Gulkevichsky "

She was born in 1977 in Tashkent. She is married and has a 10-year-old daughter.

Graduated from Adyghe State University. A philologist by education, a teacher of the Russian language and literature. Since 2005 he has been working in the personnel services of regional companies. From 2006 to 2007, she was the head of the personnel department of JSC Glavnovosibirskstroy, the largest enterprise in the construction complex in Siberia.

From 2007 to 2008, she worked as the head of the personnel development department of the Yugptitseprom group of companies.

From 2008 to the present, he has been the HR Director of Gulkevichsky Starch Plant LLC. The company's activities are corn processing and production of starch, molasses, gluten, feed. In terms of production volumes, it is the second largest enterprise in the industry in the Russian Federation.

"Top managers began to understand that dialogue with employees is the key to business success"

Recently, one of the popular HR trends discussed at various forums and conferences is the development of the internal communications system in the company. How important do you think corporate communications are?

Indeed, this is a new direction for Russia, in which we are still significantly lagging behind Western companies: there is no trained personnel, a clear understanding of what it is and why it is necessary. Just like ten years ago personnel officers learned to be HR specialists, so now the latter are learning internal communications.

Modern top management is ready for changes and recognizes that corporate communications are necessary for companies of any level, and constructive dialogue with employees is the key to business success. Development is simply impossible without employees' awareness of a sense of belonging to a common cause, understanding of the future, loyalty and motivation to work in a team.

- Irina, let's first define what internal corporate communications affect.

A well-built system of internal communications solves many important business problems. First, it provides objective information about the development and prospects of the company, reliable information about all kinds of changes in the structure of the enterprise, personnel, management methods, the system of remuneration and motivation. Secondly, it makes it possible to manage the awareness of staff, and allows you to create a favorable image of management in the eyes of employees. Thirdly, it forms the “image of the future” in the minds of employees, strengthens the positive image of the enterprise, the HR brand. Fourth, it allows us to develop an adequate corporate culture, supports the values and traditions of the team, and motivates employees for professional achievements. And finally, I would like to note another rather significant task - managing the loyalty of my employees.

"Horizontal communications are more effective than vertical ones"

The positive aspects, as they say, are obvious. But many HR people complain that they face difficulties in the development of corporate communications. Why is this happening?

“I have a great education, a strong resume - so what? After 37 years as cut off - they do not take anywhere. And earlier, 6 years ago, when I changed my job for the last time, I was torn with my arms and legs, ”user Annina shares her problem on a popular women's forum. “I'm 45 years old, they give 30, but it doesn't matter,” Marianna develops the theme. - I occupy a good position, and my salary is normal. It seems to be enough for life, but now I wanted to leave. All acquaintances are perplexed: how is this, and the crisis, and the position is good - why? And I realized that this job wastes life and I won't have another. Of course, you need to make money, but I decided that I had to look for another way, when work is your favorite pastime. But nothing has been found yet. They say it's age ... "

Such confessions are not uncommon today, and almost all of their authors belong to the so-called generation X. This term - like the very idea of uniting us all into large groups of people whose interests, goals and life values are similar - was invented in 1991 by two Americans, an economist Neil Hove and historian William Strauss. “Xs” in Russia are those of us whose date of birth fell in the interval of two decades from 1963 to 1983, and sociologists call “igriks”, or millennials, those who, respectively, were born later. And each of us, whether we like it or not, has to solve an equation with these two variables on the way to a successful career and a good salary.

Generation Zuckerberg

It must be admitted that young and dynamic millennials among recruiters are really in vogue today. Their tastes, character and habits are studied with enthusiasm by employers, but they do not always say only good things about them. For example, holders of new university degrees are often blamed for a lack of knowledge, lack of experience in making independent decisions and practical skills in the profession they have acquired, and at the same time - for unjustified financial demands and ambitions. A few years ago, Rosstat sadly reported that only officially registered unemployed people aged 20-24 turned out to be 18.6%, and 16.2% of them were among those who are 25-29 years old. Traditionally, the professions "for the young" are those where you need to move actively and work hard for a very moderate or frankly low salary. But many "gamers" are not interested in this. Here is a popular recruiting joke: at the end of the interview, the young specialist gets up and vigorously says goodbye to the head of the HR department: "Thank you for the conversation - I will study all the information and, if the decision is positive, I will call you back!"

But, of course, millennials have certain advantages as well. The main thing is that all these people were born and grew up in a powerful stream of digital technologies, which means that they practically do not remember our life as it was before the Internet era. For them, there are almost no geographical boundaries - many from the very childhood could travel the world, study in another country and receive an international diploma, which means they could apply for work in international companies. Researchers from the largest recruiting agency Hays note: “The Russian generation Y knows what they want when it comes to work. For 72% of the respondents, the ability to do what they are interested in is of paramount importance. However, flexible hours and a pleasant work environment are also important. Other significant factors: a fair leader, a well-defined career path and the possibility of fast promotion. "

The same researchers note that, oddly enough, the general Russian business context plays into the hands of the “gamers”: “The country is dependent on natural resources, and the economy is in dire need of development and reforms. The population is shrinking, which is why the pressure on the younger generation is increasing, which is forced to assume leadership and leadership positions. It is possible that the country is on the verge of a tipping point when it simply needs big changes. At a time like this, it is especially interesting to be part of Generation Y in Russia. " But does this mean that there is no room at all for the girls belonging to Generation X at the celebration of life?

35 is a plus!

Some time ago in the US and Europe, the TV series Younger - "Younger" - from the creator of Sex and the City, Darren Star, made a splash. Here the action also takes place in New York, only in 2015, and the main character Lisa is about the same age as the girls of Sex and the City. The only difference is that ... at 40, she pretends to be a 26-year-old. They believe her - after all, many 40-year-olds today look no worse than 25-year-olds. Reason: after spending 15 years at home with a child and having filed a divorce, Lisa decides to go to work. But at the very first interview (with recruiters who are under 30) she “stumbles” over the question of how many social networks she runs. And when her exact age is found out, vacancies evaporate, despite the diploma of the most prestigious university. The situation changes when Lisa forges rights and appears in a new image.

We shared this story with the headhunters. They hurried to reassure us: today you can become successful at any age. Here are five key points to avoid being left out:

1. Don't lose your drive.“If 35 years and should be considered as a milestone, then only in order to consciously decide: what have I already succeeded and what else do I want to do? - explains Irina Baranova, managing partner of NGRS, a leading company in the Russian recruiting market. - It is important to understand: what drives you, what is a great game for you? It is even more important - by about thirty, not only to understand yourself as best as possible, but also to know your worth in the labor market. “It is fundamentally important to answer the question, 'who are you?' - says Baranova. - What are you - the best, outstanding in your field? For example: “I know how to sell the best and be the coolest at it. This is my drive, my professional challenge ””.

2. Find motivation. Recruiters are good psychologists, they often read on a non-verbal level, you are looking for a job because you are bored at home, or you are really ready to give your best. “Decide:“ what I can, what I want, in what positions I will work, ”Irina Baranova urges. "Your true motivation is the main thing that a good recruiter seeks to understand in the interview."

3. Sell your experience. Millennials are often accused of infantilism and high self-esteem. And those who gained experience in the turbulent 1990s have a simple but important trump card: they are adults. And at the same time they look good, watch about the same series and use the same gadgets. But - wisely. The creators of the E-xecutive.ru wikiproject for managers, for example, highlight the following advantages of a mature Generation X: readiness for change and the ability to choose, global awareness and technical literacy, the desire to learn and informal views, pragmatism, emancipation and hope only for oneself. Therefore, consider age not your flaw, but, on the contrary, an advantage. Moreover, in a number of industries in demand today - coaches, psychologists, recruiters, brokers - are deliberately looking for adult candidates. “Even in sales, where the most important thing is to listen and hear the client, life experience becomes a very significant advantage,” adds Baranova.

4. Don't neglect social media. Are you striving to be realized in the field of PR, marketing, media, communications, or are you promoting your own business? Having accounts on Facebook, LinkedIn, Instagram has long been a must. Are you applying for jobs in the back office - accountant, lawyer, financier, etc.? Social networks are not so fundamental here. But keep in mind that recruiters looking for staff today often look at candidates' accounts anyway. What repels: a radical political position, any aggressive statements, as well as a weakness for gossip. Therefore, it makes sense to track the content of your pages - especially if you are looking for a job.

5. Be real. According to experts, among other things, sincerity attracts representatives of the “20 plus” category. “An experienced person who has already been interviewed a dozen times often knows the“ correct ”answers and says exactly what they want to hear from him,” explains Irina Baranova. - And the young man most likely will not break himself: he wants to find something that will truly bring him pleasure. In general, this is the main thing that captivates in any candidate - the vital energy that he invests in his business, the desire to offer something new, change what he does not like, and move forward. Even if you lack some professional qualities or do not fit into the age bracket, passion wins over any employer. "

Do not write in your resume about your age and about the fact that "have worked for 20 years at the same enterprise." Modify this item into your achievements. For example, that you are a loyal employee with a number of unique skills (you know how to build relationships with colleagues, work on completely different projects, etc.).
Get some recommendations from former bosses or write them yourself.
Lose salary (at least at first) 10-15%.
Once and for all, leave a hired job for a contract (a temporary contract, for a specific project or start-up).
To look for a job primarily through friends, and not in an official way - this is how you can bypass recruiters with their age filters.

Late start

Everything comes on time to the one who knows how to wait and believes in himself. There are many famous examples of this.

On October 3, the Higher School of Economics - St. Petersburg hosted a presentation of the FIFA / CIES / HSE professional retraining program “Executive Program in Sports Management”. Irina Baranova, CIES representative in Russia, spoke in detail about the benefits of participating in the program and the conditions for admission. And the Russian footballer Roman Shirokov shared his personal impressions of the training.

The program has been implemented by the National Research University Higher School of Economics (NRU HSE) and the International Center for Sports Research (CIES) with the support and assistance of FIFA since 2014. This year, the fourth cycle of the program is being launched not only in Moscow, but also in the northern capital.

On October 3, the presentation of the program was held at the Higher School of Economics - St. Petersburg in a warm and friendly atmosphere. Its participants were specialists and managers of various sports organizations, as well as those who simply love sports and want to develop in the sports field.

Opened the event and greeted the guests Aigul Kadyrbaeva, Director of the Institute of Continuing Professional Education, National Research University Higher School of Economics - St. Petersburg.

Irina Baranova, CIES Representative in Russia, spoke about the Center's capabilities accumulated over 22 years of its operation. These are research activities, the provision of consulting services in the field of sports, the organization of conferences, forums and seminars on sports issues, as well as the coordination of sports educational programs.

Irina described in detail the program overseen by CIES: what it consists of, what is its purpose and advantages. The training provides students with comprehensive knowledge and skills for work in the field of sports management from the best practicing teachers. Graduates of the program receive two diplomas: an international one from FIFA / CIES and a professional retraining diploma in Management under the Executive Program in Sports Management program of the National Research University Higher School of Economics. In addition, a group project of alumni can participate in the competition for the Prize of the International Network of Universities FIFA / CIES - a trip to Switzerland with a visit to the CIES headquarters in Neuchâtel and the FIFA headquarters in Zurich.

We began to cooperate with the Higher School of Economics and are proud of this, because even in a short period of time, while the program is being implemented in Russia, we managed to do a lot with them.

Irina Baranova
CIES Representative in Russia

Three-time Russian football champion, UEFA Cup winner and sports leader of the program Roman Shirokov shared his impressions of the training with the guests.

At the end of my career, I was looking for information on where in Russia you can get a quality education in sports management. I had a good talk with one of our leaders, Zhenya Savin, he was finishing this program himself and directed me to do it. I came and looked - I liked everything. Submitted documents and passed the competition. I assumed that the teaching staff would be strong, but then I became convinced that it is even stronger than expected. There are a lot of practitioners who do marketing, finance, management, and sports law with their own hands. Plus very strong lecturers come from abroad