Personnel selection methods of personnel selection. Modern methods of personnel selection. Original recruiting methods

One of the main responsibilities of HR managers or recruiters.

Choosing the right candidate can help increase productivity, business profitability and employee loyalty. The wrong choice usually results in significant staff turnover or insufficient staff competence.

The process of searching and recruiting personnel begins with describing the vacancy and analyzing it for compliance with the current situation in the personnel market and the needs of the company. If necessary, the job description is corrected during the search process. Next, the stage of searching for candidates begins.

To begin with, the recruiter searches for candidates, a telephone interview is conducted with the candidates selected by the resume - some details of the resume are clarified and a face-to-face interview is appointed or not assigned based on the results of telephone screening.

Telephone interview

A form of preliminary contact with an applicant or a potentially interesting candidate. On the one hand, a telephone interview helps to weed out some of the candidates without inviting them for an interview, thereby saving the interviewer's time and effort. On the other hand, it is a way to get a strong candidate interested in the company and work in it so that he comes for an interview.

Further, the technologies are different. Many people decide to hire a new employee based on the results of a face-to-face interview. Sometimes a more serious assessment methodology is needed: tests, business games, an assessment center.

Different selection tools are used depending on the level and objectives of the position being searched for.

Executive search / HeadHunting / Direct search

Direct search is usually referred to as direct recruiter-driven access to targeted candidates in targeted companies as a result of a thorough analysis of the relevant industry and the definition of search areas. In essence, this is enticing a person from one company to another company.

The peculiarity of headhunting is that there is no need to search as such. The choice, in fact, has already been made, it is necessary to properly build communication with the desired candidate and work with his motivation. The need for direct search arises when working on vacancies of different levels. Historically, it was believed that this tool is an attribute of the work of headhunters who use it when looking for leaders. top echelon.

However, in the modern labor market, this method is used much more widely than before: when working on complex, rare positions of the middle and high level, but not only. Without a direct search, it is difficult to find candidates in a narrow professional niche, when there are only three or five such specialists on the market who, moreover, are not looking for a job and do not send out resumes. With the struggle for talent intensifying, when companies' efforts are justifiably focused on retaining valuable talent, many people do not respond to ads - they do not need to be active in looking for a new job, so in this case, using direct search is the most effective technology. When working in this direction, the emphasis is placed more on specialization in a certain segment of the market or business.

Assessment Center or Personnel Assessment Center

A method for assessing the business and personal qualities of specialists, based on observing the passage of the assessed series of presentations, business and role-playing games, tests, discussions held for a group of people at the same time. It is more often used in companies for the formation of a personnel reserve and the subsequent planning of the career of employees. But it is also used for the assessment and selection of candidates when hiring.

Hiring Testing

A method of assessing and selecting candidates for employment based on the use of formalized tests. In practice, qualification testing and personal (psychological) testing of candidates are used. Such testing is usually done not at an interview, but at an additional meeting.

Mass recruitment

It is used to select a large number of employees. These are mainly specialists with well-defined professional skills and experience. The emphasis is on the quantitative indicator of employed people. The main disadvantage of this type of recruitment is the high probability a certain amount replacements.

With all the variety of tools used, the recruitment procedure has several standard stages:

Planning quantitative personnel requirements - based on the adopted plan strategic development company or applications of line and functional services about the expected vacancies.
Building a competency model for vacant positions, describing the vacancy profile and job description.
Organization of search for candidates using internal and external sources, as well as non-standard approaches.
Initial selection of candidates (resume analysis, telephone interview, questionnaire analysis).
Secondary selection (interview, testing, case methods, etc.).
Making a decision to hire an employee.
Registration of an employment contract, enrollment in the staff, preparation and implementation of the adaptation program.

And yet the main thing is a successful combination of techniques

Job search and selection is not completed for the HR manager at the point of employment. Since it is important that after the first weeks or months of joyful discoveries and disappointments, both the employer and the employed candidate come to the conclusion that together they can develop and build a successful business, and also confirm this with specific indicators. Summarizing all of the above, we can conclude that the main thing in recruiting is a successful combination of techniques in the process of searching and selecting candidates for a particular position, based on the goals and objectives of the position itself and the business as a whole.

Expert comments

“The selection of the selection tool is carried out after the key procedure - the examination of the vacancy. In the absence of standardized requirements, a unified view in relation to identical positions in different companies, the level of the position, the specialist's tasks for a specific period, specific features, advantages and risks are determined. Having received the necessary information, it will be determined which tool or technology will be used.

Despite the use of combined technologies, more often “direct search / executive search” and “headhunting” are fundamentally different things. Direct search is a search for a specialist of a certain level from the list of enterprises that are attractive from the point of view of management or field of activity. Handanting is a technology of targeted selection of a specific candidate specified by the Customer.

In addition to these technologies, general recruitment / recruitment of top managers through personal or “warm contacts” and referral recruitment / recruitment based on recommendations are highly effective in the search and selection of top and middle levels.

A separate point is the development information technologies which is arming with new opportunities - recruiting through social media, such as Facebook, and social professional networks, such as LinkedIn, is becoming more popular. "

Anna Radchenko
head of development department
company Personnel Consulting

“I don’t agree with my colleague that recruitment is the main HR process, but I agree that this is a very important process that has a powerful effect on all other human resource management processes. I also agree that it is important to use a variety of techniques for different positions in the selection. It so happens that for one position, you have to change the selection methods in order to establish a stable process of selecting the right person.

In our company, it is customary for a candidate to analyze the reasons for not passing the probationary period and explore new opportunities for a more thorough and effective selection.

In selection tools greatest value I attach a personal complex interview in which you can see most of the candidate's competencies, clarify his expectations from the job, identify core values and compare them with the values of the company. Only coincidence in most of the points can ensure high loyalty of the future employee.

But in any case, no selection tool will give a 100% guarantee. Therefore, the selection process can last from 3 months to six months. And for some TOP positions, it can last even longer.

The process of entering an employee is also very, very important for the formation of the right relationships, loyalty of both the employee and other employees in the company - each employee is an internal client in the campaign, and by demonstrating respect and mutual interest, we form a culture of interaction in the team. For an employee, it is imperative to write a plan for a probationary period, define clear and understandable criteria for passing it. Interaction in the IS process primarily rests with the immediate supervisor and / or mentor, but the recruiter must monitor this process, since an unsettled input process reduces the efficiency of the entire recruiting process. "

Marina Pervushina
Deputy General Director for Human Resources
Medical laboratory "DILA"

« HeadHunting is the most expensive recruiting tool. Agency commission can be from 30% of the employee's annual income. In this case, the selection task from the Customer sounds very specific. For example, we need P.I. Ivanov. The task of the recruiter is to correctly assess the candidate, his expectations and motivation, to find bottlenecks in the current working conditions and career prospects.

Direct search is a broader tool, it is used in cases of searching for a person for a specific position from a specific industry. For example, you need a CEO from a financial company that has gone public. In this case, a list of donor companies is prepared in which people in similar positions are considered. Such people are not actively looking for work, they are very fond of employers.

Assessment Center. The tools require a balanced approach, it is necessary to work correctly with the candidate, motivating him to prepare a test task in order to assess the necessary experience and knowledge.

Testing. Some companies, when recruiting personnel, use psychological testing and perceive the test results as the basis for refusing a person in a vacant position. Legally, a person cannot be denied based on the results of a psychological test. The results of such tests should be taken as a determination of what kind of person will come to the team, what character traits he possesses.

In this regard, I will give an interesting example from my practice. The director of one company was of the opinion that people should be hired into the sales department only with a competitive type of behavior according to the results of the Thomas-Kilman test. As a result of the formation of a new team, the sales department recruited people with the same type of behavior in conflict situations. As a result, people could not work together, because they could not agree among themselves, each defended his own point of view. The team broke up.

In addition, it is always necessary to assess the validity and reliability of tests: what is appropriate for Americans may not necessarily be successful in Russia due to different mentality.

Another example from my practice. The director of one company tests the mathematical mindset of all employees by suggesting to perform complex mathematical calculations with decimal fractions without a calculator. In this regard, the question arises, why, for example, an office manager multiply three-digit numbers in his head. It is necessary to adequately select tests in relation to the position and tasks that the person will face.

Mass recruitment. For this instrument, I would like to add the following. The bulk recruitment process can be broken down into three stages: searching, calling candidates, and organizing face-to-face meetings. Responsible people can deal with each stage: Researchers and Recruiters. Such a differentiated approach will allow each individual employee to better understand his field of activity, to study well his functionality and the peculiarities of his area of responsibility. As a result, the speed and efficiency of the mass recruitment process itself will increase. "

Gennady Pysanko,
recruiting team leader,
Luxoft Personnel Ukraine

Recruitment technologies are actively developing, thereby reflecting the business needs for qualified specialists who are ready to move enterprises forward. The methods that were relevant several years ago are becoming a thing of the past: our society is changing rapidly, and outdated options simply do not show an effective result.

We adapt to the world around us

Why has the old technology of mass recruiting ceased to be effective? Our society has undergone the following changes:

demographic;
crisis;
motivational.

At the same time, the essence of recruiting remains the same - you need to find a person who would be completely suitable for the company. Success is getting harder and harder. The theory is that there are two key points that make up recruiting: search and selection. The correct approach to both stages will lead to a good result.

How to find?

Allocate four modern technologies search and selection of personnel:

mass recruiting;
recruiting;
headhunting;
direct search.

In the first case, we are talking about finding a large number of employees. As a rule, these are line specialists. They are subject to strict requirements for experience and qualifications, it is known in advance what professional skills people should have. But recruiting is a more complicated story, since you need to find a qualified specialist here. This method is in demand when the company is looking for an employee from among the free persons in the labor market.

Headhunting assumes a situation when a highly qualified specialist already works in a certain company, but another company, having evaluated his skills and abilities, is interested in poaching human resource and applies all possible means for this.

Finally, direct search is a recruiting and recruiting technology that allows you to find a rare specialist. This method is used to look for middle-level management personnel. It is possible to select people from among the temporarily unemployed, as well as those who already work in other firms, but there is a possibility of luring them away by more attractive working conditions.

Choosing staff

All recruitment technologies include a recruitment stage. At the same time, the characteristics of a particular person, his professionalism, experience and skills are studied in order to assess whether he will cope with the duties of a vacant position. The HR department interacts with several applicants, analyzing their parameters and selecting the best option for the given conditions. Consider:

personality;
interests of the company;
motivation;
person's character;
skill level;
specialization.

Selection stages

If a recruiting agency chooses employees for your company, most likely, the selection will be made according to the classical scheme. It looks like this:

conducting a preliminary interview;
filling out a questionnaire;
interview with a personnel specialist;
test;
verification of work experience and recommendations;
medical check-up.

The test results are presented to the head of the organization or the HR manager who decides whether or not to hire a person. The applicant does not always go through all the stages of personnel selection. In some cases, it is customary to use a simplified scheme. For example, if it is considered that this is a very valuable, important shot.

Selection principles

Classic recruiting technologies are guided by the following principles:

Highlight the strengths of the applicant.
Look for the right people, not the perfect ones.
Do not hire new employees if there is no need for it, regardless of their qualities.
Focus on qualified personnel, but not at a higher level than a specific position.
Work on the suitability of the job and the employee's requirements.

The most effective technologies for search and selection of personnel recommend paying attention to the number of selection criteria, warning that their excess will lead to failure - it will not be possible to find anyone. Key criteria that deserve the attention of a HR specialist:

education;
work experience;
skills;
quality;
professionalism;
personality type;
possibilities;
physical parameters.

External recruiting

Studying new recruiting technologies at Russian market labor, one cannot but pay attention to external recruiting. Despite the fact that the method came relatively recently, it has established itself as effective. This is largely due to the crisis that occurred shortly after the collapse of the Soviet Union, when all previously applicable methods suddenly lost their relevance and effectiveness.

As the economy has changed, so have the recruiting practices. If earlier young specialists were sent to jobs "according to distribution", now this method has exhausted itself. There are several higher educational institutions that today employ their students in this way, but there are very few of them.

Of course, a company can place an ad in a newspaper, on a bulletin board on the Internet, or post ads at checkpoints, but this method has proven to be ineffective, since it gives a very small audience coverage. This is most relevant in large cities. A recruiting agency came to the rescue. The number of such enterprises is growing by leaps and bounds.

What is it about?

The recruiting agency works in such a way that the client is satisfied. The slogans of such firms sound rather monotonous - “we will find you as many qualified workers as possible”. For this, the following recruitment methods are used: specialization of potential candidates, analysis of unemployment levels, specialization in a particular type of business or its form.

In most cases, recruiting agencies are ready to provide a guarantee for their services. If this is not an exclusive search, then the warranty period is usually three months. Firms use technologies of mass and direct search for workers, using the accumulated databases of temporarily unemployed and turning to other sources.

Exclusive search assumes that the recruiting agency is looking for a senior executive (CEO, top manager, management team) for the customer. This service has appeared on the market relatively recently, it is introduced by top agencies. Practice shows: quality can be achieved only with specialization in this matter.

Please note that in recent times there are many companies offering exclusive search, but providing this service of poor quality. These are rather small firms with a small database and a low level of specialists. Assuming that your business needs such a service, try to work only with reliable organizations.

This is such social technology recruiting, which involves the search for candidates by assessing the availability of recommendations. Only with such is it possible to close the vacancy. Proponents of this method say that it is very convenient to inquire about a potential employee with someone who is ready to give a recommendation, and to analyze whether this person will fit into the team. As they say, the effectiveness of this method is better. At the same time, the person submitting the recommendation can count on some bonus from the company interested in filling the vacancy.

The main advantage of this technology of search and selection of personnel is the opportunity to discover even passive ones, that is, those likely employees who are not looking for a new job right now. These are often the most valuable acquisitions for the firm.

Recommendations allow the HR department to have more information about a potential employee than a dry resume. In addition to her, they also get an idea of how a person is able to work from a character who is directly familiar with him, who deserves (from the point of view of personnel officers) trust.

Inside and outside the firm

The recommendation method is also widespread when it comes to recommending a person already in the company. This precise recruiting technology appeared in Russia relatively recently and is based on the recommendations that the current employee can give to his acquaintance. If on his "tip" the vacancy can be closed, such an employee receives some preference - for example, a bonus.

However, it is no less applicable in the case when the person recommending does not serve in a company interested in filling the vacancy. In this case, they resort to the services of independent persons who are ready to give recommendations. As a rule, their services are paid for, and contacts are made through the virtual Web.

Special recruiting sites have been developed that allow you to recommend your friends and get good money for this.

Recruiting Technologies: Verification

If a potential employee comes to the personnel department with recommendations, specialists must check their authenticity, and only after that make a specific decision. To do this, employees look for referees and conduct interviews with them, during which they find out whether the potential employee has previously successfully coped with the tasks assigned to him, as well as where he studied and lived.

If a person already works for a company, it is considered useless to seek recommendations here. On the one hand, this leads to an unwanted leak of information, on the other hand, the HR manager is hardly interested in giving a correct and accurate answer, since the personal perception of the employee who wants to leave the company plays a role.

It is best to check references from a previous job, where the person left a year ago or more. It is permissible to use information received from colleagues of a potential employee, as well as representatives of those professional societies with which he was forced to work.

Innovations

If before the recruitment technologies regulated the list of documents submitted by the candidate as rather small, recently it has grown somewhat. This includes, among other things, characteristics from previous jobs, as well as from the university. If a potential employee takes them with him to an interview, thereby he / she proves with documents that he treated his studies, work responsibly, diligently. This forms a positive assessment from the personnel specialist of the company where he wants to get a job.

social activity;
social activity;
hobbies and skills outside the profession.

Competent approach to personnel selection

The most effective recruiting courses recommend evaluating candidates according to their competencies, since this technique has shown greater efficiency than outdated options.

Selection stages:

Drawing up a list of competencies.
Creation of tools for assessing candidates within the competence.
Interviewing candidates.
Drawing up a resume for each candidate.

List of competencies: what is it?

As noted above, everything starts with the formation of such a list, which must be agreed with the head of the organization. It lists all those competencies that are important for the vacant position. In order to describe the workplace as accurately and in detail as possible, at the same time not to set too many conditions, you need to select 12-20 competencies.

With this approach, the recruiter will not waste time in vain. As soon as his communication with the candidate begins, he will immediately find out what is necessary for a particular workplace. This will allow you to collect an accurate and full information without omission and not waste time and energy on unnecessary work. At the same time, a correct analytical summary will allow assessing each of the candidates for suitability for the position.

professionalism;
motivation;
personal properties;
managerial qualities;
human security for the organization.

Examples

List of competencies for candidates from which you can form personnel reserve enterprises:

1. Management:

General vision of the enterprise.
Ability to organize a workflow.
Management skills.
The ability to form your own team.
Ability to express thoughts orally, in writing.

2. Strategic:

Purposefulness.
Customer focus.
Thirst for results.
Foresight.

3. Personal:

Leadership properties.
Ability to be flexible.
Ability to avoid conflicts.
Energy.
Desire to take the initiative.
Independence.

4. Security:

Loyalty.
Commitment to a long service life in the organization.

How does this happen?

In most cases, the project for such competencies should be developed by the manager who will interview the potential employee. It is he who forms the tools that help evaluate a person, then he will have to draw a conclusion based on the results of the interview. It is important not to lose sight of information about the company as a whole, about a specific position, and also to discuss competency points with the head of the department where the employee is hired and the head of the company.

There is no unified form of assessing a candidate according to pre-planned scores, so it is very important that the list of competencies is drawn up by someone who will then compare them with a living person and analyze how suitable he is for the company. The impossibility of formalizing the process has repeatedly caused controversy, on the basis of which digital technologies in personnel selection were developed. They are effective, but only applicable to line workers. As for the managerial staff, then it is still possible to evaluate only through personal interaction and a deep understanding of the area in which the person will work. It is necessary to form your own vision of the ideal employee, and then evaluate each candidate for the level of similarity with this image.

If the recruiter has an idea in advance of what qualities need to be assessed, he will be able to concentrate on them from the very beginning and not waste time in vain, not waste his energy. Competency assessment avoids drawing attention to secondary factors that are insignificant for a vacant position. This approach minimizes the risk that the wrong person will be hired. And in order to form a plan, you need to work out in advance the situations that may arise when communicating with the interviewee, formulate questions and think over written exercises.

Latest technology and recruiting

The technological revolution taking place in recent years simply could not but affect the labor market. It is assumed that another five years - and we will see a completely new system of recruiting employees in the company, completely dependent on the virtual Web and computers.

Recruitment managers are increasingly taking advantage of the opportunities that have become available with the introduction of the latest technologies:

accuracy of information;
the ability to control remote employees.

According to the estimates of consulting companies, in Russia by 2020 at least 20% of all employees will work remotely, but there is a possibility that this figure will be even higher. If now up to 80% of all tasks solved by recruiters are typical processes associated with mass interviews and information verification, then soon, as experts predict, this will be automated, which will allow people to deal only with difficult cases in which an individual approach is needed.

The main goals of recruiting today

As can be concluded from recent conferences on labor market issues, in the coming years this area will work in two main directions:

automation;
adaptability.

In the first case, we are talking about substitution manual labor machine. This has already happened in many areas human activity but the search for new employees has not yet been affected by technology. Now is the time to automate more and more complex issues. The first sign is the requirement for HR specialists to be closer to technology, to have deep knowledge of how they work in order to plan selection algorithms in the future.

Adaptability implies that human resources professionals must be able to accept new things. Our future is generations Y and Z, which should be treated in a special way. These are people who force the world around them to adapt to themselves, but are not ready to “cave in” themselves to the standards of firms. Soon, a person will be able to live in such an environment that he chooses for himself, and not within the strict framework given to him by the corporation. The HR manager should become a “freedom manager”, choosing for each temporarily unemployed just such a place where he will be comfortable and where he can show maximum efficiency.

Today, special attention is paid to attracting competent specialists who meet the requirements of the position as much as possible, i.e. possessing in full the necessary professional knowledge and skills, as well as harmoniously fitting into the psychological climate of an already established team. Personnel selection is one of the most problematic and, at the same time, one of the most necessary processes in the life of any organization. An important task is to optimize this process, to make it as efficient as possible.
From time to time, managers of different levels are faced with the following problem: “There is a good employee, but something does not suit him in his motivation (or in his qualities and characteristics). How to remake it? " In the overwhelming majority of cases, this is a personnel selection error. Such problematic situations can be avoided altogether if from the very beginning you hire exactly the one who is suitable for the tasks and the company's motivation system. To do this, you need to organize an effective system for the selection and recruitment of personnel.
Personnel are still deciding everything, but it is not easy to find people who are not only well-versed in their business, but also suitable for the organization in spirit. In the context of the “struggle for talents”, the selection of competent personnel to work in the company is the most difficult task for every employer. Hiring a good employee is a mutually beneficial agreement between two stakeholders. Of course, the candidate is trying to sell himself to the company, but at the same time, the employer must show the company's capabilities, identify the candidate's motivation, make the right offer in order to take the really best to the team.

PERSONNEL SELECTION METHODS

Personnel selection is a process of studying psychological and professional qualities an employee in order to establish his suitability for performing duties at a certain workplace or position and choosing from a set of applicants the most suitable one, taking into account the correspondence of his qualifications, specialty, personal qualities and abilities to the nature of the activity, the interests of the organization and himself.
The selection of personnel must be distinguished from the selection of personnel. In the selection process, there is a search for people for certain positions, taking into account the requirements and types of activities of the organization. When selecting - a search is carried out, identification of the requirements of various positions, types of activities for the known capabilities of a person, the professional experience accumulated by him, length of service and abilities.
The filling of vacancies can be carried out at the expense of external and internal resources. Closing with external resources involves attracting candidates for vacant positions from outside, i.e. attraction of new employees who were not previously associated with labor relations with the given enterprise (selection). The use of internal resources to address personnel issues involves the rotation of employees of the enterprise (selection). Each of these sources has advantages and disadvantages.

A source	Advantages	disadvantages
Interior	The employee already has a certain reputation and values it	Using only this source can lead to stagnation in the organization, i.e. to the lack of new ideas and methods of work
	The employee's capabilities are known to the administration	Deterioration of attitude towards an employee by his former colleagues
	Employee promotion can become good example for his colleagues and stimulate the increase of their business activity	The accumulation of complex interpersonal relationships, which worsens the psychological climate
	Secondary adaptation is usually faster and easier than primary adaptation.
External	Selection from a large number of candidates	Long adaptation period
	New employees bring new ideas and ways of working, which enrich the organization	Deterioration of the moral climate in the team due to the "grievances" of veterans
	Less threat of intrigue within the enterprise	Opportunities for new employees are not exactly known

To start the selection or selection of a specialist, it is necessary to determine the criteria for assessing the suitability of applicants for this particular position - you need to draw up a vacancy profile:
- job description (based on Job description or actually performed functionality);
- listing the requirements for job seekers (based on qualification handbooks, professional standards and objective tasks and working conditions);
- offer of compensation for work and a system of motivation.

After that, and before starting the search and selection, it is useful to conduct a labor market research on this position in order to understand the balance of requirements and the scope of tasks, the level of compensation (motivation), as well as the competitiveness of the employer's proposal for the specialists of interest to him. This analysis will show whether there is a sufficient number of potential candidates in the labor market who meet the requirements or they are in short supply, what are the salary expectations of such specialists and what offers competitors have for them.

Channels for informing the labor market about the vacancies of employers.

When an organization needs to close a vacancy, two questions arise: where to look for potential employees and how to notify future employees about the available jobs?
If this is an internal selection, then information about the vacancy is transmitted through internal communications:
- Bulletin board,
- corporate newspaper / radio,
- informing through managers and representatives of labor collectives,
- internal website of the company,
- sending by e-mail,
- other ways of informing, depending on a specific position. opportunities and rules in the organization.

To attract outside personnel, you need to use other channels:
- specialized work sites,
- specialized print media (newspapers, job posting magazines),
- social networks,
- forums and sites of professional communities,
- professional industry media,
- centers of employment of the population,
- recruitment agencies,
- job fairs,
- educational establishments,
- professional exhibitions, conferences, seminars, etc.,
- recommendations of colleagues, acquaintances,
- any other channels of information adequate to a specific vacancy.

Candidate selection methods.

The work of the HR department will be the more successful, the clearer its employees are about the specific purpose of the recruitment work. For example, when the task of mass selection of personnel for work in an organization is set, the same methods are used. In this case, the HR department is guided by criteria that are developed in the organization by decision-makers. To select personnel for a specific and specific position, the personnel service uses analytical assessments of candidates, taking into account the characteristics of the work and the requirements for the person who performs it, regardless of the nature of the activity and the size of the organization.
There are not many recruiting methods available. There are only four of them, and they have long and firmly entered the daily work HR managers of almost all companies.

1. Recruiting- search and selection of middle and lower level... As a rule, it is carried out among candidates who are already in the free search for a job.

2. Executive search (direct search)- direct targeted search and selection of top management personnel and rare specialists. This method is used when it is necessary to find people who have a key influence on the company's business, who ensure the implementation of the strategy - as a rule, these are management personnel. The search is carried out both among free specialists and those still working.

3. Head hunting- a kind of direct search, in which a kind of "hunt" for a specific specialist and his "enticement" to the company are conducted. This is a difficult job that is necessary when looking for top managers, as well as key and rare employees - both in their specialty and in terms of professionalism.
The search technology is complicated by the preliminary collection of information about the specialist and careful preparation of the "recruitment". Headhunting is also used if the customer does not know a specific specialist and the "hunter" must find him himself through a thorough analysis of competing companies and collecting information about the key employees of these organizations. This procedure is lengthy (on average - six months, sometimes up to several years), expensive and responsible.

4. Preliminaring- attraction to work through industrial practice and internships for promising young professionals (students and graduates of universities), which will become the key to the company's success in the future.
Which of the following methods can be considered the most modern? It is hardly possible to answer this question unequivocally - they are all good in their own way and in their time. When choosing a search method, it is necessary to proceed from the position and position, from the state of affairs in the company, from the urgency of the vacancy and the situation on the labor market. It seems that at present more attention should be paid to preliminaring, as the most promising method of forming a labor collective. It is clear that from the point of view of the general organization of personnel management in the company, it is very laborious, since we do not get a ready-made specialist with established experience and skills, but a newcomer who needs to be trained and monitored. But if the organization has a well-built system of adaptation and training, preliminaring is good way find loyal young employees who will renew the established team.

Selection methods for the best. Assessment of candidates.

It is worth dwelling in more detail on the methods of evaluating candidates for vacancies when recruiting personnel. There are much more of them than search methods, and they make it possible to form a personnel selection system suitable for each specific organization and solving its problems more efficiently.
So how do you choose the best one out of all the applicants who responded to a job posting? First, it should be noted that the concept of "best" will differ significantly from company to company. One organization needs an employee who exactly meets the stated requirements, so that from the first day of work it will be possible to get a full-fledged result (although it is unlikely that such a candidate will be found, and the employee will still have to be adapted to the conditions of the new company). Another employer is ready to put up with the lack of some skills and "finish teaching" a new specialist, but requires that he must have a certain set of personal qualities and quickly fit into the corporate culture. For the third company, the human qualities of the candidate are in the first place, and experience is not so important.
There are no universal recipes here, and there cannot be. But mastering the entire set of methods for evaluating candidates is necessary in order to make exactly the choice that will ideally meet the needs of the company.

Collecting data about applicants

Initial screening can occur before personal communication with candidates - already at the stage of receiving a resume. The internet is overflowing with recommendations on how to compose best summary to find your dream job. But do not forget that job seekers of certain professions and ages are more inclined to share their experiences in person, even by phone. Sometimes the unification of assessment techniques using formal filters leads to the fact that HR specialists stop carefully reading the resume and do not notice really interesting candidates, paying attention only to the formal side of information presentation. It must be admitted that this stage deserves a more thorough approach than searching for "keywords" in the resume of applicants. It is necessary to learn to "read between the lines" - and then the likelihood of missing a valuable employee will be less.

Interview

Interview- This is a conversation conducted according to a predetermined plan. It is the plan prepared in advance that distinguishes the selection interview from any other conversation. When recruiting personnel, various types of interviews are used.
Brief telephone interview
This is the most common type of interview; it is conducted by a HR specialist after studying written resumes from job seekers or upon an incoming call from an applicant for a vacancy. During a short telephone interview, you can clarify and supplement the information provided in the resume, as well as understand whether the applicant is ready to work in your company. This method is good for almost any job, it doesn't take a lot of time and effort.
Interview
Interview is the most common method that is always used when recruiting any employee. Experience in interviewing is acquired only in practice - provided that existing tools are used consistently and thoughtfully. Interviewing is best done from a peer-to-peer perspective. The exception is the so-called stressful interview.

The interview can take place in various formats:

- Structured interview contains an approved list of questions for a specific vacancy or category of personnel. It allows you to compare the answers of different candidates to the same questions and more objectively choose the best one.
- Free unstructured interview used in cases where there are not very many applicants for a vacancy and the position itself is quite creative. In this case, standard questions will not allow you to get a complete impression of the candidate.
- Situational interview It is used to obtain important data in the selection of personnel for managerial positions, as well as vacancies of managers with a high level of responsibility. In fact, given view interview is a special psychological test, adjusted to meet the requirements for the responsibilities of the future employee. For each question of the situational interview, several answers are offered, more or less close to the "correct" ones.
- Group interview
This method is also called an expert group interview - it means a situation when several interviewers communicate with an applicant. Such an interview creates the most stressful situation for the interviewee, and this allows you to assess whether he is able to withstand the pressure. The need for a group interview may arise when vacant position implies the presence of highly specialized knowledge that an HR employee cannot assess. To make sure that the applicant has the necessary knowledge, they invite representatives of the department in which the vacancy is open. In addition, a group interview allows you to assess not only the professional, but also the personal qualities of the applicant and reduce the likelihood that he will not join the new team.
When planning this type of interview, it is necessary to clearly assign roles between interviewers. However, a situation is possible when one of them is the leader, and the rest enter the conversation as needed to ask additional questions.
- Assessment center
One of the types of group interviews is the assessment center method. It was formed in the West during the Second World War. They used it to recruit junior officers in the UK and scouts in the United States. Subsequently, it was taken over by business organizations, and now in the West, almost every large company uses this method to assess personnel. In Russia, the assessment center began to be used in the early 1990s, and now this way human resource research is most popular. It is perfect for working in situations of mass recruitment, when it is necessary to choose the best candidate from a large number of candidates in the shortest possible period of time.
This method is based on the observation of specially trained assessors (assessors) for the behavior of employees in real work situations or when they perform various tasks. The content of assignments reflects the main aspects and problems of activities within a particular position. Each assessment center includes a number of procedures and is developed taking into account the requirements for employees. An important component of this method is measurement.
An assessment center is close to tests, since it involves standardization, that is, the presence of certain standards for conducting procedures and a system of assessments (criteria and assessment scales). Sometimes, in addition to specific assignments, the assessment center includes structured interviews and testing.

When conducting all types of interviews, one should not forget about such effective tools as projective techniques, self-presentation of candidates and case studies, which are an indispensable source of data for evaluating a potential employee of the company.

Testing

Testing is a fairly common method for selecting candidates and includes several types of assessment. Using them, you must adhere to certain rules.
Nowadays, many personnel services necessarily offer candidates for a variety of positions to undergo psychological testing. However, using psychological tests when recruiting personnel, you should remember about some restrictions:
- it is worth using testing only when there really is a need for it, for example, the position suggests that an employee has certain personal qualities that can be identified with the help of a test;
- tests for assessing candidates must be professional and appropriate for their purpose, they must have a high degree of objectivity, reliability and validity (that is, they really measure what they are intended for);
- a professional psychologist should conduct psychological testing of candidates.
In addition, there are ethical standards that must be followed when choosing this assessment method: the candidate must be tested voluntarily, since a person cannot be subjected to psychological examination against his will (except in special cases regulated by law, for which the recruitment process in ordinary companies not applicable).

Professional questionnaires

Professional questionnaires allow you to identify incompetent candidates already at the first stage of the interview and thus significantly save the HR manager's time. They are effective in recruiting employees for a wide variety of professions - accountants, lawyers, programmers, IT or telephony specialists. Questions are developed by the personnel service together with the head of the department in which the applicant will work. The completeness and depth of a candidate's knowledge in the professional field is assessed by his potential manager. The objectivity of this method can reach 80%.

Testing skills and abilities

This method can be classified as professional testing. It consists in the fact that the recruiter or expert checks the skills and abilities necessary for the candidate to perform the job well, for example, typing speed and / or knowledge of shorthand for the secretary, the level of proficiency foreign language for a translator, etc. The main condition is that the skill must be mandatory and can be easily measured. Of course, this method cannot be used in every case, but if it is suitable for a given vacancy, it should not be neglected. He is almost 100% objective and therefore should take its rightful place in the arsenal of any recruiting manager.

It is worth noting that there are no good and bad methods - there are suitable and not suitable for a particular company, position and situation. Typically, the recruitment process includes a set of methods, depending on the vacancy and the situation in the labor market. This is precisely the talent of a recruiter - to use exactly those methods that will be good in due time and in the right place.

RECEPTION OF STAFF

Recruitment of personnel is the final phase of its search and selection. In the process of hiring, the final clarification of the upcoming relationship between the employer and the employee takes place. It presupposes strict observance of the laws of the Russian Federation, decrees of the Government of the Russian Federation, departmental and other acts related to labor relations. In addition, it should be borne in mind that in market conditions, enterprises and organizations of various forms of ownership function and that the status of an employee in them may be different. He can be a shareholder of the company and at the same time work here, i.e. be either a working owner or an employee. The recruitment of personnel is formalized in accordance with Labor Code RF, which provides for the conclusion of an employment contract.
An employment contract is an agreement between the employer and the employee, according to which the employer undertakes to provide working conditions, to pay in full and on time wages, and the employee undertakes to personally fulfill the specified in this agreement labor function, comply with the internal rules of the organization (detailed wording - Article 15 of the Labor Code of the Russian Federation)
An employment contract can also be concluded on the basis of election to a position or by competition, appointment to a position, assignment to work against the established quota, a court decision on the conclusion of a contract. Besides, labor Relations may arise on the basis of the actual admission of the employee to work with the knowledge or on behalf of the employer or his representative in the case when the employment contract was not properly executed; in this case, the employer is obliged to draw up an employment contract in writing no later than three working days from the date of actual admission of the employee to work (Article 67 of the Labor Code of the Russian Federation).
Employment contracts can be concluded: for an indefinite period and for a specified period not exceeding five years (fixed-term employment contract).
Article 65 of the Labor Code of the Russian Federation establishes what documents a person applying for work provides when concluding an employment contract.
An employment contract is concluded in writing in two copies, each of which is signed by the employee and the employer (Article 67 of the Labor Code of the Russian Federation). One copy is given to the employee, and the other remains with the employer. At the same time, we recommend that you take from the employee a written confirmation of receipt of a copy of the employment contract. It is best if such a mark is on the copy of the contract kept by the employer.
On the basis of the employment contract signed by the parties, an order for employment is issued.
New employees hired (or employees of the enterprise who have been transferred to positions) are going through a period of adaptation. At the same time, labor and social adaptation are distinguished. In the process of labor adaptation, the employee learns the specifics of work at this enterprise(or position), and in the course of social adaptation new employee declares itself as a person and takes its place in the system of informal groups operating here.

CONCLUSION

Organizations in their development go through several stages, each of which presupposes a special management model. Crises in the economy have shown that the organizational models used are outdated long ago and a new breath is needed.
In the conditions of a consumer market oversaturated with offers, people do not want to receive a simple product or service, they want to see added value behind them, additional meaning, they want to experience emotion. Therefore, it is important for Companies to give additional meaning to both customers and employees, to build a corporate culture. Some have already understood this, others are at the stage of awareness, and it will come to others later.
It is important to understand that the time and effort invested in hiring the right people will save you time and resources that could have been spent on fixing the situation. Hiring a random / unsuitable person is like giving your body a transfusion of the wrong type of blood.
People do not come to the Company ready "inside and out". The company serves as a place of power where people can unleash their talent. And become what he could have become. The company should see him not as he is now in the moment, but see him as the future. The company helps a person to become such, to feel the taste of victory. For him to say, “Wow! I managed!" The task of the person is to enter the right door, and the task of the company is to let him in.
The wrong choice can happen in life and in your career. It's not scary, you just need not be afraid to part on time. There is no point in torturing a person who realized that he had chosen the wrong path. At that moment, the person stops developing, and the company can no longer motivate him to work effectively in its business.
There will always be companies of different types, with different corporate and organizational cultures, with different values and missions. But the place at the top of the TOP ratings is occupied by companies where I understand the full value human capital... Wherever there is creativity, creativity and human talents are liberated, there is more added value, which means a larger market share, more finance, more margin and all that comes with it. Vivid examples of this are companies such as Google, Microsoft, VTB24, GK LANIT, Nokian Tires Russia, Kaspersky Lab, OJSC Gazprom Neft, MTS and Megafon, Starbucks, adidas Group, SAP, 3M and many others ...
In a highly competitive environment, those companies that create opportunities to unleash the potential of each employee of their team will win.

What are the most effective recruiting methods? What should you pay attention to when searching and selecting personnel? What kind of employees and workers should you hire?

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

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

Ksenia Borodina, a recruiting and recruiting specialist, is our guest again.

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

This article is filled with invaluable practical advice that will help you understand and easily apply in practice the subtleties of the art of finding the right people.

Enjoy reading!

1. Personnel selection: basic concepts and terms

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

The phrase “cadres decide everything” belongs to I. Stalin: if we ignore the political aspect, one cannot but appreciate the wisdom of this statement.

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

As a recruiter 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 personnel.

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 head hunters, which literally translates as "bounty hunter".

This is how professional recruiting agents are called today, who "lure" already working employees from one company to another on its order, offering the best working conditions.

A successful business requires that employees are not only talented in their fields, but also know how to work effectively in a team.

Finding qualified personnel is the first thing the head of a new organization has to do.

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

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

This will help you understand the terms better.

Staff recruitment Is a purposeful work to attract candidates to the company with 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 that the employer needs, and share the values of the company.
Job seekers- persons applying for a vacant position.
Job description- a document regulating the range of duties and rights of employees, as well as the nature of their service relationships with other employees.
Recruitment agencies- professional organizations that act as an intermediary between a company that needs to find employees and job seekers.

Qualitative selection of employees:

increases the company's profits;
increases labor productivity;
allows the company to grow.

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

2. Types of recruitment sources

There are two types of recruitment sources: 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. They can be conditionally divided into 2 subspecies: budgetary and expensive.

Inexpensive sources are, for example, government services employment, contacts with universities and colleges. Expensive sources are professional recruiting agencies and 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 large city, there are usually several such local sites. Even smaller cities often have their own city websites where you can post job advertisements.

In addition, organizations can always obtain resumes directly from job seekers who do not go to 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 demanded professions. However, for jobs that do not require specialized knowledge, the cheapest recruitment methods are usually used.

Types of external recruiting sources:

By recommendation. Attracting candidates based 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 does not exceed 50-60 people, 40% of new employees enter the service through acquaintances. This approach has a significant drawback - there is a risk of hiring an unqualified specialist.
Direct work with potential employees. Working with "independent" candidates - people looking for work without contacting special services. Such candidates themselves call the company, send their resumes and ask about vacancies. This is usually 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 saved in order to use it if necessary.
Advertising in the media. This is the most common way to attract job seekers. Advertisements 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 targeting a wide range of professions or specific industries. The use of online resources and printed publications- the most effective and popular tool for attracting candidates, however, in order for ads to hit right on target, you should as accurately as possible state the requirements for applicants and their future job functions.
Contacts with universities. Many large corporations working for the future are focused on attracting graduates of educational institutions who do not have full-fledged 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, personal characteristics, planning and analysis skills.
Labor exchanges - state centers employment. 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 large companies. The method has a significant disadvantage: not all applicants apply to government agencies for the unemployed.
Recruitment agencies. Over the past decades, recruiting has become an actively developing branch of the economy. Staffing 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 find. There are companies specializing in mass recruitment or, conversely, engaged in "exclusive search" - the selection of executives.

The right choice of external sources ensures success in recruiting competent employees that match the company's profile 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 deadline is reduced to the day the announcement is submitted. It takes 5-7 days to process candidates' resumes and preliminary interviews with applicants	6-14 days
2	Through friends and acquaintances	3-5 days are enough for a full-fledged survey of the social circle	3-5 days
3	Among university graduates	Communication and interaction with employees of the relevant services of universities (5-7 days). Collection of resume with subsequent processing - another week	2 weeks
4	Inside your own company	To analyze possible candidates from among the employee, 1-2 days are enough	1-2 days
5	Through employment centers	Bringing information to the responsible employees of the Employment Centers - 7 days. Processing of applicants' resumes - 5-7 days	2 weeks
6	Through free recruiting agencies	Establishing relationships with agency employees - 3 days. Data processing - 7 days	10 days
7	Through recruiting companies	Providing information to company employees - 1 day. Search and selection of candidates for the position by a recruiting agency - 5-10 days	1-2 weeks

3. Basic methods of personnel search

Let's take a 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 colleagues at work, looking for a position for your 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 recruiting employees for common professions. Usually these are specialists of the so-called "line level" - sales agents, ordinary managers, performers, secretaries. Recruiting itself consists in drawing up a competent job description and posting this description where it will be seen by potential job seekers or sites looking for personnel. The emphasis in this case is on people who are in the immediate process of looking for work.

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 action by the interested company. Usually, specialized recruiting agencies are engaged in this type of recruiting.

Method 3. Headhunting

Literally - "headhunting". The method of finding or luring a specific specialist (a recognized master in his field) from one firm 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 recruiting agency - is to interest the candidate in more favorable conditions or development prospects from a competing organization.

Method 4. Screening

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

Method 5. Preliminaring

Attracting candidates for the position through the internship of young specialists (graduates of specialized universities). The choice of a future employee presupposes the conformity of applicants to certain psychological and personal qualities.

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

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

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

The list of the main advantages of working with an intermediary includes:

The presence of a huge database. The average number of resumes in the archives of recruiting agencies is 100,000. However, given the current possibilities of the Internet, it is not difficult to collect the required number of jobseeker questionnaires from job sites. Of this number, only "worked out" resumes are really useful - that is, those for which the recruiter contacted the applicant and received permission to use the questionnaire.
Professional and comprehensive approach to the search for employees.
The presence of a standard guarantee - a free replacement of the applicant if he did not fit the employer or refused to work himself. The warranty period is valid up to six months.

With regard to such a service of recruitment agencies as a "appraisal interview", then in most cases you should not rely too much on the effectiveness and "exclusivity" of this proposal. 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 filling a vacancy. Usually it is a certain percentage of the selected specialist's annual salary. The market average is 10-30%. Services are paid in about a week from the day the employee leaves for work.

I ask you to draw your attention to the fact that due to the wrong approach and without due attention in the field of hiring, Russian companies lose hundreds of billions of dollars a year.

Among the disadvantages of recruiting employees through agencies is the risk of facing an unfair approach by recruiting companies to their functions. The result 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, "headaches" 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 agency's work, check for guarantees, evaluate the speed of feedback from company employees.

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

Friendly family(www.f-family.ru) - Moscow
StaffLine(www.staffline.ru) - Moscow
Inter-HR(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 searching for employees of the company

The employee selection process 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 conversation is being held different methods... For some positions, it is preferable for the candidate to appear in person at the potential job, in other cases, a phone call with a HR representative is sufficient. The main purpose of the preliminary conversation is to assess the level of the applicant's training, his communication skills, basic personal qualities.

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

Stage 2. Interview

The extended interview is conducted directly by the personnel officer. During the conversation, it is important to obtain detailed information about the candidate and provide him with the opportunity to learn more about his future job responsibilities and corporate culture environment where he will work.

Please note that at this stage it is very important not to make one mistake. It is impossible to 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 undoubtedly sure that the best candidate simply cannot be found, and he, like no one, will “fit” into the team in the best possible way. And so there is no point in “torturing” him and asking tricky questions.

It is necessary to conduct a full testing of a potential employee and if on 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 applicant's past experience and various aspects of his professional qualities are revealed;
Situational: the applicant is invited to solve practical situations in order to find out his analytical abilities and other qualities;
Structured- the conversation is conducted according to a pre-compiled list of items;
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 trials to obtain information about the professional skills and abilities of the future employee. The test results will allow assessing the current and potential capabilities of the candidate, form an opinion about the style of his work.

It is important to ensure that the professional testing questions are up-to-date and in line with the law.

Step 4. Verification of 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 force is "on its own".

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

Stage 5. Making a decision

Based on the results of the comparison of candidates, the one who best meets the professional requirements and fits into the team is determined. When the decision on admission to the state is made, the candidate is informed about it orally or in writing. The applicant must be thoroughly familiar with the nature of the upcoming activity, informed about the work schedule, vacations, days off, the rules for calculating salaries and bonuses.

Step 6. Filling out the application form

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

Below you can download samples of these three documents that are current for 2016.

This is followed by the official inauguration. 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 job duties.

6. Non-traditional recruiting technologies

Non-traditional recruiting techniques are becoming increasingly important. I have compiled a list of the most effective non-traditional ways to hire employees:

Stressful (or shock) interview. The point of such a conversation is to determine the candidate's stress tolerance. In the course of such an interview, various techniques are used, the purpose of which is to unbalance the interlocutor. For example, the person in charge of the conversation is initially late for the meeting - 20-30 minutes or even more. Or you can disdain the titles, merits and academic degrees of the candidate (“Moscow State University is not an authority for us - our cleaner graduated from Moscow State University”).
Brainteaser interview. Applicants need to answer some intricate or tricky question or solve a complex logical puzzle in a certain time. Usually, such methods are used when selecting creatives, marketers, programmers.
The use of irritating factors. 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 which representatives of the employer are located.
Staff recruitment based on physiognomy. Assumes the definition of a person's character by his appearance and socionics.

Unconventional methods allow one to assess the flexibility of a candidate's thinking, test his intelligence, assess 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 - in Microsoft), stress interviews are used on a mandatory and massive scale.

Personnel selection and assessment methods

An employer's contact with a recruiting agency always guarantees an excellent result. Upon completion of the selection and evaluation process, the client's organization is replenished with new qualified employees who can improve the performance indicators and, accordingly, the profitability of the enterprise.

Such efficiency is achieved due to a clear comprehensive scheme for evaluating applicants and an individual approach to each customer and a specific case. Personnel selection and assessment methods differ in some aspects, which allows you to always achieve the best result, focusing on a specific goal and requirements for employees.

Personnel selection techniques

The method that will be used for the selection of personnel depends on the number of people, the requirements of the employer, the required qualifications of the employee, the specifics of the position, and the specifics of work in a particular organization.

If it is required to hire a large number of junior or, less often, middle-level employees, the mass recruitment method or recruiting is used. The essence of the method is to assess applicants, at the moment job seekers... Search methods are aimed at speeding up the process as much as possible, increasing the number of candidates' reviews and at the same time maintaining the quality of the selection.

To find employees in important management positions or mid-level employees performing strategically important work, the method of actively searching for the right employee is used. In this way, you can find a worthy candidate for any position. A targeted and detailed study of the labor market makes it possible to choose the best candidate.

Sometimes a method is even used to entice important highly skilled workers from competing companies.

Assessment methods

The main focus in the assessment of any personnel is to screen out unsuitable applicants, screen out unscrupulous workers and select best option among the remaining applicants.

This is achieved by conducting a series of checks regarding the reliability of the data provided, the applicant's past work experience, work experience and qualifications. More detailed information retrieved from interview results. On the basis of the research carried out, agents can make a conclusion about the professional suitability of applicants and recommend the best candidates to the client.