Personnel search - methods and sources. Internal and external sources of recruitment Recently, methods such as

The shortage of staff is forcing HR managers to be resourceful in finding employees. Traditional ways of finding employees are no longer enough, because there is a real “war” for personnel. Consider modern personnel search channels with which you can expand your arsenal.

Announcements, flyers, billboards.

Posting ads with a list of open vacancies in the organization is an effective and low-budget tool. The maximum return can be obtained by constantly posting ads and periodically updating the list of vacancies. To avoid trouble, use specially designated places for this. Recently, a lot of companies have appeared that provide services for posting information on glassed stands located next to residential buildings, in entrances and in elevators.

The distribution of leaflets-ads on the streets and in the mailboxes of residential buildings now often leads to a negative effect. Residents of cities are already tired of paper trash on the street and in the porches. And the effectiveness of hitting the target audience is extremely small.

For a mass recruitment of employees, it is possible to apply the placement of advertisements on the back of rent receipts. To do this, you should contact the housing and communal services of the city.

Billboards installed at important transport arteries of the city, road intersections, roadsides, sidewalks, public transport stops are good because they provide a constant return at a one-time cost. If you have a constant need for employees of certain categories, it is advisable to make an appropriate billboard and place it on the side of the road next to the enterprise.

Advantages: effective for closing mass positions in the shortest possible time (search for sellers in connection with the opening of a new store or laborers in connection with the expansion of production).
Disadvantages: narrow territorial coverage, suitable mainly for the search for lower-level personnel. Careful selection among candidates is required to eliminate the risk of hiring applicants with “problems”.

Printed media and newspapers free classified ads of regional importance.

Placement of vacancy announcements in news newspapers or in specialized printed publications for job search (newspapers "Job for you", "Vacancies", "Job and Salary" magazine, etc., which are distributed in your region).

As a rule, placement in newspapers from organizations is paid, discuss the most convenient conditions for you (tariff plan). If you do not have the financial means to pay for the placement of ads, then use newspapers for free ads.

Print media ads are more suitable for recruiting low-skilled personnel and candidates of an older age category. they do not have access to the Internet.

Advantages: effective for closing mass positions in the shortest possible time from groups without access to the Internet, as well as almost the only way to recruit specialists from the older age group.
Disadvantages: Many of this category still do not know how to write a resume and are afraid to undergo interviews. Here the emphasis is on telephone interviews, and then an invitation to a face-to-face meeting.

Advertising on television and radio.

Placing ads on radio and television in big cities is a rather costly way to find personnel, but in the provinces, placing such information on local radio and television broadcasting studios does not cost much, there this method has already established itself as one of the fastest and most effective.

Advantages: effective for closing mass positions in the shortest possible time.
Disadvantages: high cost of advertising on television, low efficiency of the running line.

Internet resources for the selection of personnel.

Most often, vacancies are published in specialized job search portals (for example, avito.ru, hh.ru, superjob.ru, rabota.ru, etc.).

You register on the portal on behalf of the organization by following the instructions provided. Once your registration is confirmed, you can start posting vacancies. It is recommended to pre-compile the entire list of vacancies in a separate document. Indicate the title of the position, responsibilities, requirements for work experience and education of the applicant, write down the conditions under which you offer the job (salary, schedule, place of work, etc.), as well as phone numbers or email addresses. And then copy it into the form on the site.

The second way is to analyze the resumes of applicants on employment sites. When using this method, the scheme for selecting applicants is as follows. First, the most suitable candidates are selected on formal grounds (does the qualification meet the stated requirements or not), an initial telephone interview is conducted, based on the results of which they are invited to a face-to-face interview.

Advantages: Notification of the vacancy of a large circle of applicants interested in the work. Complete structured information from applicants. Education, experience, achievements, personal qualities - simplifies the selection and narrows the number of candidates.

Disadvantages: Recently, job search portals and sites are introducing a paid service for organizations. This is either a fee for registering an enterprise in the system, or a fee for removing the restriction on the number of posted vacancies, or paid access to the bank of applicants' resumes. You can find a specialist of any level, but the search time may be delayed.

Social media.

Today, social networks are a relevant tool used to establish valuable connections and find employees of all categories. Nowadays, through social networks, HR managers check a potential candidate even before the interview. First of all, employers study the interests and hobbies of the candidate, look through his photos and professional contacts, check the accuracy of the information from the resume. Pay attention to materials that can compromise the applicant.

For this type of recruiting in social networks, the organization must have its own account (group). The account (group) must contain information about the organization, news, press releases, information about services or products. In general, to be alive and regularly filled.

If an HR manager searches for employees in social networks from his personal profile, then the information and photos on the page must strictly correspond to the goals (photos in the working environment, information about membership in professional associations, publications in the media, etc.), otherwise the employee profile can damage the reputation of your organization.
The most popular resources in Russia are Odnoklassniki, Vkontakte, Facebook, My Circle, etc.

The main options for finding candidates using social networks:
1. Post information in your group, and wait for feedback.
2. Make a mass mailing about vacancies for group subscribers.
3. In social networks, there are a huge number of groups that unite users on different grounds. The recruiter only needs to choose the right group to search for potential candidates. Professional groups, interest groups, age groups, etc.
4. Professional social networks Professionaly.ru, LinkedIn, etc. Very suitable for searching for candidates for key and top positions. In these networks, users provide information about their education, work experience, professional achievements and qualities.

Advantages: the number of social network users is growing rapidly, and given that a large number of people are dissatisfied with their current job, the flow of those interested in the vacancy will be steadily high. By offering better working conditions, it is possible to quickly fill vacancies from service personnel to high-level specialists. This method is one of the cheapest and fastest.
Disadvantages: a large flow of "interested" in the vacancy, but do not meet the requirements set in the vacancy. To minimize it, you need to set clear requirements for job seekers, as well as describe your working conditions and bonuses.

Corporate website.

Your corporate website is the face of the company, and the staff is its content. Therefore, your site must have a section "Jobs" or "Careers in the company."

The section should contain a welcoming speech by the head of the personnel department, information on corporate values, success stories of employees and career growth, etc. And most importantly, a section on open vacancies and recruitment to the personnel reserve.

It is necessary to technically organize the possibility of sending a resume from the site for a vacancy you like or a general reserve. Here you are free to arrange everything according to your taste. Design a resume form for further automated processing, only the information you need and nothing more. And also through the corporate website, you can organize online professional testing, for the initial screening of candidates for filling a vacancy.

Advantages: the applicant who left the application from the site is interested in the vacancy and work in your company.
Disadvantages: as usual, low attendance of the corporate site. Jobs must be updated periodically.

Cooperation with educational institutions.

In search of staff, many companies choose to cooperate with educational institutions. Now universities are willing to cooperate with enterprises in view of the fact that the criterion for evaluating the effectiveness of a university is the percentage of employed graduates. On this issue, you can talk with the rector or vice-rector for educational work of the university.

The most common option is to post information about vacancies in the educational buildings of specialized universities, on the website of the university, the university newspaper.

A more effective way to attract the attention of students and graduates is to hold a company presentation within the walls of an educational institution.

Conclusion of agreements on the direction of students for practical training in the organization. You can talk with the leadership of the university to recommend the most gifted and responsible students.

A more promising option for the future– conclusion of contracts for targeted training of students in specialized specialties. What do you get as a result:
organizing a competition among applicants for targeted places;
more in-depth study of subjects by students in your profile;
attracting the best graduates of specialized educational institutions;
formation of sustainable professional interest of students to work at the enterprise;
formation and strengthening of a positive image of your organization as an employer among the student audience.
passing all types of practices at your enterprise, getting to know the enterprise.

Young employees turn out to be generators of various ideas for the organization, as well as a source of information about the latest scientific developments. At the same time, the cost of remuneration of interns is usually much less than the cost of salaries of specialists working at the enterprise permanently.

Advantages: relative cheapness and high loyalty of "grown" employees. Identification and involvement of creatively and professionally active youth. In addition, an important social task is solved in this way - assistance in finding employment for young people.

Disadvantages: the method is focused mainly on closing initial positions.

head hunting. Hunting for professionals.

Organizations that need key or rare specialists in the market cannot do without headhunting. All sorts of trainings, exhibitions, seminars, specialized sites and communities are quite effective for establishing professional contacts. A recruiter needs to be able to easily enter any professional “party”, this speeds up the process of reaching the right candidates.

You can also engage in "poaching" personnel from competitors - in war, all means are good. For example, send an invitation to a meeting through social networks. The main thing is confidentiality, because many are in no hurry to leave their place of work or position, and they are also afraid to compromise themselves.

At the meeting, it is necessary to state the benefits of a job change and special conditions for a specialist (large pay, employment without a probationary period, corporate events, etc.). If you refuse, ask to recommend your colleagues who have the appropriate professional characteristics and may be in search.

Advantages: direct access to candidates that meet the requirements of the company.
Disadvantages: high price, limited use for ethical reasons, lack of motivation on the part of candidates to change jobs.

Recruitment agencies.

One of the most modern methods of personnel selection, which has recently become more and more attractive for companies, is the technology of personnel selection through recruiting agencies.
Such organizations take all the work on their shoulders, and the only thing left for the employer is to dictate his own conditions and sort through the candidates found by the agency. The success of the selection in this case largely depends on the correctness of the profile of the candidate and on the accuracy in understanding the formulated requirements by the agency manager, and, of course, on his professionalism and conscientiousness.

Sometimes it is more efficient to apply to agencies that specifically specialize in finding employees of a certain level (top management, managers and directors, or vice versa, workers and junior staff) or in recruiting personnel for a profession of a certain orientation (engineers, IT specialists). In any case, no matter which agency you contact, it is worth understanding here that their services are usually paid and they are not cheap.

Advantages: providing candidates that meet the requirements of the company.
Disadvantages: high price.

In the recruitment process, you should constantly analyze which sources of search are most effective. The necessary information can be obtained from the statistics of telephone calls and data from questionnaires and resumes filled out by applicants. Based on its results, a decision is made on the appropriateness of a particular method. For example, for jobseekers applying for low-paid jobs that do not require high professional qualifications, the most popular source of information is street advertisements, and the second most effective source is advertising in newspapers. Candidates for more prestigious and highly paid ("top") vacancies receive the necessary information on the Internet or through professional contacts.

For the successful operation of any enterprise, personnel or, as they say in modern society, personnel are of great importance. From those people who perform the functions and duties assigned to them, the income of the company and its competitiveness in the market of goods or services depend. Therefore, recruitment is an important component of the activities of the personnel service or manager, whose competence includes the search, hiring and adaptation of employees. This article will answer the question of what are the internal and external sources of staff recruitment. And also in the article we will talk about what are the advantages and disadvantages of these sources.

External sources

External sources of recruitment include:

recruiting companies and recruitment agencies;
private and public services and employment centers;
specialized educational institutions;
professional clubs;
public organizations.

Methods of external attraction

In order to attract candidates to the company successfully, the HR manager needs to apply the following series of methods:

holding seminars, conferences or exhibitions within the company;
conducting job fairs;
notification of open vacancies through the media (television, press, radio, Internet);
holding so-called career days in specialized educational institutions;
visits by the manager to professional clubs or public organizations;
organization of competitions of professional skill.

In order to be able to apply each of these methods, it is initially necessary to assess the situation on the labor market in the region where the enterprise is located and analyze the main criteria for requirements for the candidate. For example, if an organization needs young and active specialists, then the method of contact and cooperation with higher educational institutions would be ideal. But if a candidate with extensive work experience is required, such a source of staff recruitment for the organization will be completely ineffective.

As already noted, each method and source has its advantages and disadvantages, but it is worth dwelling on this issue in more detail. This is necessary in order to understand in which companies external sources of recruitment will work best, and for which companies, on the contrary, they will only become an obstacle in the search for specialists.

Benefits of External Sources

The main advantage of external sources of attracting personnel can be considered a wide range of possibilities for choosing specialists.
With the arrival of new professional employees, the company often has new impulses in its development.
External sources of personnel attraction are fully capable of satisfying the organization's need for people.
Recruitment from outside reduces the risk of intrigues in the team.
New people often bring new ideas to the company for its development.
If an enterprise is engaged in the production of specific products or uses certain technologies in its activities, an external source of attracting personnel at financial costs is much cheaper than training or retraining people already involved in the enterprise.
Attracting personnel from external sources, at the same time it is possible to advertise the enterprise in the external environment.

Disadvantages of external sources

We can highlight the following disadvantages of external sources of recruitment:

Significant waste of the company to attract specialists.
There is a high possibility that an employee may not pass the probationary period, which will contribute to workforce turnover.
New employees are poorly oriented in the workplace, therefore, difficulties may arise in adapting, getting used to the management style and corporate culture of the enterprise.
The involvement of middle and senior employees blocks the possibility of career advancement for the rest of the employees, which can negatively affect the motivation of the staff.
Decrease in labor productivity due to the period of adaptation.

Internal sources of personnel search

The internal sources of attracting specialists for the enterprise include:

personnel reserve;
candidates who show initiative in their work;
worthy employees of the enterprise;
personal contacts of employees (friends, relatives, acquaintances who meet the requirements of the position);
former employees of the organization.

Methods of internal attraction

In order for the application of methods to search for personnel within the organization to be successful, the manager needs to make a sufficiently large amount of effort. You will need:

organization of "open days";
design and creation of corporate press or bulletin boards;
internship and practice;
organization of "career days";
creation of the work program "Fast Career";
informing about vacancies at general meetings or meetings;
organization of internal corporate professional competitions.

It should be noted that the internal source of search and selection of personnel is the labor resource of the enterprise. In this case, it should be borne in mind that each of the listed methods must be applied based on the current goals of the organization. Thus, for example, you can search for candidates for vacancies within the organization:

if the management wants to minimize the number of staff;
when organizing the horizontal redistribution of personnel;
when organizing the vertical redistribution of personnel.

Recruiting within the organization is an integral part of the work of the personnel department and the personnel policy of the company, which is focused on the certain development of its employees and obtaining professional returns from them, and as a result, profit from their activities. But this recruitment option also has a number of advantages.

Benefits of Internal Engagement

These include:

Increasing the chance of building a career and, accordingly, the emergence of a sense of attachment of staff to the organization.
Low staffing costs.
Reduced adaptation time.
Opportunity to "educate" their own staff.
Emergence of purposefulness of professional development of employees.
The ability to avoid staff turnover in the organization.
There is an opportunity to assess the ability of staff.

Disadvantages of internal sources of recruitment

The main ones are:

Limited selection of staff.
The likelihood of creating stressful and conflict situations in the team.
The emergence of familiarity.
The likelihood of losing an employee with great experience due to a possible refusal to him in a vacant position.
Additional costs for reprofiling or training workers.
When employees are promoted, new vacancies appear for their old positions, so the need for personnel does not decrease, but only its level changes.

Search and selection of employees for senior positions

The first thing you need to pay attention to when looking for a candidate for a leadership position is his role in the organization, namely whether it will be operational or strategic. There are the following sources for finding high-ranking candidates:

own personnel reserve;
labor market;
other companies.

The best source can be considered the organization's own personnel reserve, and this is due to the fact that many experts note a clear trend in the lack of competent and professional managers. The creation of a reserve consists in analyzing the potential of employees, selecting the best employees and training them in managerial functions. The only drawback of the reserve is the length of this process.

Turning to external sources of search for leaders, it is necessary for the manager to determine the technology of the process of searching and selecting candidates. If standard recruiting is not able to satisfy the organization's need for a leader, then the following targeted search technologies are used - Executive Search and Headhunting.

Executive Search - selection of managers who are able to effectively fulfill their duties, manage people and are able to make independent decisions, as well as favorably influence the development of the organization. Such a targeted search is organized by certain recruiting companies that study the customer's company, form an optimal candidate profile, analyze the labor market, form a list of applicants, organize personal meetings between the candidate and the customer and accompany the candidate and the customer at the initial stage of the labor process.

Headhunting is a search for top-ranking leaders and very rare specialists. The essence of such a search for leaders is to lure highly qualified personnel from other organizations. It is worth noting that only an experienced manager or an employee of a recruiting company can handle the Headhunting method, since such a search requires experience in the economic, psychological and managerial fields. And also you need to be able to interest a specific person so that he decides to change his job in favor of the customer's company.

Release:

Bibliographic description of the article for citation:

Komaricheva M. O. Internet as a means of finding work and personnel // Scientific and methodological electronic journal "Concept". - 2017. - T. 39. - S. 2726–2730..htm.

Annotation. The article discusses such a method of personnel search as Internet search. Monitoring of various professional sites and social networks was carried out, as a result of which the pros and cons of this method were identified. The result of the work is a number of significant proposals for finding work and personnel on the Internet.

Article text

Komaricheva Maria Olegovna, student of the Lipetsk branch of the Russian Academy of National Economy and Public Administration under the President of the Russian Federation, Lipetsk [email protected]

The Internet as a means of finding work and personnel

Annotation. The article discusses such a method of personnel search as a search on the Internet. Monitoring of various professional sites and social networks was carried out, as a result of which the pros and cons of this method were identified. The result of the work is a number of significant proposals for finding work and personnel on the Internet. Key words: recruiting, types of recruiting, worldwide network, recruitment methods, advantages and disadvantages of recruitment methods.

In the modern world, a person cannot imagine his life without the Internet. He helps us in everything. Also, the Internet is now becoming a great way to find work and personnel. Today, the Internet is the best means of finding a job. Its main advantage is the regular updating of the database of vacancies posted on the Web. This makes it possible to send a resume to the employer immediately after the vacancy appears, which significantly increases the chances of successful employment and saves time. Social networks, thematic forums, blogs are popular today as a job search. In addition to a quick response to a vacancy, they provide an opportunity to leave a comment, communicate with the employer directly, i.e. there is a possibility of feedback. Social networks allow you to get detailed information about the vacancy without going through an interview. This saves a lot of time for both the employer and the employee. The downside of searching for jobs online is the possibility that the ad is posted online for fraudulent purposes. Therefore, it is better to use the Internet to search for work exclusively through trusted and well-known recruitment agency sites, where ads and the persons who posted them are carefully checked for authenticity and security. The World Wide Web for a company employee whose goal is recruitment and their further development is quite attractive. Since it provides access to a huge amount of a wide variety of information. Recruitment is also called recruiting. Recruiting is a business process that is one of the main responsibilities of HR managers or recruiters [Recruitment and selection Gareth Roberts competency-based approach / Gareth Roberts; Moscow, 2010. Ser. Practical guides.]. There are varieties of it: targeted search. Its essence is to find the best candidate for a leadership position. Typically, a leader is sought among those who have shown themselves at work as a successful and active employee, and not among those who are actively searching. That is, such recruiting tends to engage in "poaching" the best employees from other firms, attracting them with higher fees and more favorable working conditions; outplacement. This is a service that is based on the employment of personnel dismissed from the company. As a result, the dismissal procedure is greatly facilitated - the extra stress goes away, and compromise decisions are made much faster. The customer company pays for this service; personnel leasing. A service in which the agency provides the company with an employee for "lease". The task of this employee is to perform work in accordance with his position for a certain period of time. In this case, mutual settlements between the parties look as follows: the customer company pays the company-lessor the fee fixed in the previously signed contract, and the company, in turn, pays for the work of the “leased” employee. It is no secret that the most significant stage in the management process is recruitment. The future of the company depends on how this stage passes. Most employers have long mastered such a recruitment method as searching for employees on the Internet. It doesn't take that much time and energy. And now everyone has access to the Internet. Nowadays, there are thousands of opportunities for recruiting and working on the worldwide web. The number of professionals posting their portfolios, resumes, examples of completed projects and work, and many other indicators of work on the Internet is growing every day. Therefore, the search for personnel and specialists is noticeably simplified. First of all, this is due to the fact that this approach makes it possible to assess the skills and abilities of the candidate without wasting time on an interview. Statistics show that large companies find about 90% of their employees through the Internet, on recruitment sites. The positions that are offered on Internet resources are diverse - from loaders to top managers and bosses. It was also found that 7 out of 10 job seekers choose such a search tool as the Internet. This indicator is explained by the fact that this method is much more convenient and simpler, since it becomes possible to track vacancies in real time, while doing equally important things. But do not forget that in the absence of good skills, work experience and sufficient qualifications, despite the number of vacancies offered, the chances of getting the desired job are reduced. There are various sites specializing in this, for example, such as: hh. ru, superjob. ru, work. ru and others. They are also suitable for professionals who are looking for work. You just need to register on the site, following the instructions. The job description must be as specific and informative as possible, without errors or typos. It is desirable to state your requirements in the form of a list. When compiling an ad, it is advisable for employers to indicate their contact details and write a little about the history of the company. A job seeker must also attach a phone number to his e-mail. A variation of this method of personnel search is also the posting of vacancies on the company's own website. This is very effective for large organizations with a positive reputation, fairly well-known, prestigious for potential employees. At the same time, applicants are given the opportunity to get acquainted not only with the positions, but also with the company as a whole, learn about its history, corporate culture. Also on many sites there is an opportunity to leave a resume or fill out a candidate questionnaire, which is common for an organization. Additional information about the enterprise for a potential employee is provided by the design of the site, the frequency of news changes, the openness of information, and so on. Search engines contain catalogs of various resources broken down by topic. Also, search engines have a search bar - a line in which you can enter a keyword (for example, "work"), and by clicking the "search" button, get a list of sites containing this word or phrase. There are also search strings on many thematic sites, with their help, documents are searched on this particular site by a keyword. The advantages of this method of recruiting include: notification of a vacancy for a large circle of job seekers, full structured information from the applicant. Education, experience, achievements, personal qualities - simplifies the selection and narrows the number of applicants. Among the shortcomings, one can single out the fact that recently portals and job search sites have been introducing a paid service. You can find the right ad, but it can take a lot of time. A special place is occupied by the search for personnel through social networks. Social media has been taking up most of our time lately. However, there you can find a lot of useful information, including work. In turn, it is easier for the employer to study a potential employee. Through his social media page, they can view his interests, social circle, photos, professional contacts. The source of more useful information is the list of groups in which the potential employee is a member and his activity in them. For this type of search, the organization must have its own account or group. This group should contain information about the organization, news, detailed information about the product or service being produced. The news must be constantly updated so that potential employees can track them. Everyone who posts an ad on a social network publishes on his own behalf, you can always go to the profile page and list of friends, analyze the reliability and ask mutual acquaintances about the reputation of the employer or job seeker. When viewing someone else's profile, you can always see if there are mutual friends. It is these contacts that will help establish business relationships between the employer and the applicant. According to the publications on the page of a person, one can analyze and evaluate his general moral character, habits, preferences, inclinations and lifestyle. In social networks, there are not only individual publications on private pages about finding employees, but also entire communities dedicated to finding a job: just enter the word “work” and the city of residence in the community search field. In popular communities, publications are moderated, so publications with inappropriate information are rejected. There is another way to find an open job using a social network. To do this, you need to publish a job search advertisement on your page, indicating your specialty with a hashtag without a space in the text (several close options are better, for example, #programmer #IT #work). The “#” symbol, which is called a hashtag, instantly transforms any word written without a space after it into a hyperlink; therefore, if you click on such a hyperlink, the current news feed will open, sorted by date of publication, starting with the most recent.

The most popular resources in Russia are Odnoklassniki, Vkontakte, Facebook, My Circle, and so on. These networks are developing very rapidly and are constantly gaining an audience. It is here that most of the population is concentrated, namely, potential employees and managers recruiting staff. And if Odnoklassniki, Vkontakte and My Circle gather a Russian-speaking audience, then Facebook has more than 400 million registered users and only about 1 million Russian speakers. Politicians, businessmen, media representatives, social activists, bloggers, people with connections abroad gather here. The Facebook.com network allows you to find middle managers and line specialists. It contains a large number of different professional communities. In addition to social networks created for entertainment and communication, there are so-called business networks. They are not yet so developed and relevant in our country. The essence of their creation is the conduct of business discussions, the search for new contacts, work and employees. Already formed social networks such as: LinkedIn.com

formed as a "network for finding and establishing business contacts." The audience here is businesslike, but there is one minus. This is the lack of a Russian-language interface; Moikrug.ru is one of the Yandex services. Basically, this site is similar to LinkedIn.com, but much better. Initially, this network was not planned as a business network, but today on the main page you can find such links: vacancies, resumes, services and companies; Professionalali.ru is another analogue of LinkedIn.com. You can find specialists in various fields in this social network, most of them have experience working in Russian companies; Habrahabr.ru is a social network for IT specialists; You can also use blogs and microblogs to search for employees: livejournal.com, diary.ru, blogspot.com , blog.ru, liveinternet.ru, twitter, chikchirik, tumbler and others. The main options for finding potential employees using social networks: 1. Post information in your group, and wait for responses.2. Make a numerous newsletter about vacancies for subscribers of the group.3. In social networks, there are a huge number of groups that unite users on different grounds. the employer only has to choose the right group to search for potential candidates. Professional groups, interest groups, age groups, and so on. Thus, the advantages of finding personnel through social networks include the fact that the number of social network users is growing rapidly and, taking into account the fact that a huge number are dissatisfied with their current job, the flow of those interested in vacancies will be consistently high. Offering the best working conditions, it is possible to quickly fill vacancies from service personnel to high-level specialists. This method is one of the cheapest and fastest. Also, do not forget that these social networks have a focus - this is a business. These networks allow you to reveal the professional skills and qualities of a particular job seeker. Among the shortcomings, one can single out the fact that there is a large flow of “interested” in vacancies, but not meeting the requirements set out in the announcement. To minimize it, you need to set clear requirements for job seekers, as well as describe your working conditions and bonuses. Many people believe that the Internet audience is limited and cannot be compared with the audience of paper publications. However, many will not agree with this. The World Wide Web is now gaining momentum very quickly, here you can find any information that interests you. It is because of the large audience that more and more well-known companies are looking for staff on the Internet. After all, it is very convenient and does not take much time. You just need to write an ad, which details the qualities and skills that a potential employee should have, his duties and other information that is necessary for him.

The efficiency and quality of production is due to the formation of the labor potential of the company. This can be achieved through the selection of additional personnel of the required professional qualification level. Recruitment of personnel in an organization is important for maintaining a business, implementing its strategic goals and for solving personnel problems. When deciding whether to fill vacant positions, an employer has two options: use internal or external resources. Internal resources are those employees who are already doing work in the organization. The use of external resources is the attraction of new employees. Of course, no one will give you a guarantee that you will find the vacancy you need on the Internet, and the employer will find the staff you need. This method can be considered additional to the usual methods of finding work and personnel. In the recruitment process, you should constantly analyze which sources of search are most effective. The main thing to remember is that in order to find the right position, you need to be purposeful, a desire to work, an active life position and, of course, your experience and professional skills. Thus, the relevance of this method is due to the fact that labor resources are part of the able-bodied population, which, according to its age, physical, educational data, corresponds to a certain field of activity. At the same time, it is necessary to distinguish between real labor resources (working people) and potential ones (those that can be involved in labor).

The Internet gives us many opportunities, including job search. The number of people placing ads on the Internet is growing every day. And this is not surprising. The World Wide Web is gaining momentum and in the future we have every chance to develop this method even more. Which I think will happen in the near future.

Links to sources1. Bukhanovsky A.V. Social Computing: the third paradigm in the social sciences. URL: http://socio.escience.ifmo.ru/content/files/file/Social_Computing.pdf2.