In practice, inspectors can fine for violations of personal data protection for completely absurd reasons. What to expect from the inspection of Roskomnadzor, says a personnel expert.

Whether to register in the registry?

While many employers have been inspected by the State Labor Inspectorate, not everyone knows about Roskomnadzor inspections.

Information about whether the enterprise will come scheduled inspection Roskomnadzor can be found on the website of the Prosecutor's Office of the constituent entity of the Russian Federation.

So how do you prepare and pass such a test without penalties? First you need to figure out: is it necessary for a company to register in the Roskomnadzor register?

In accordance with the legislation, the operator of personal data is recognized, among other things, a legal entity that processes personal data. According to the law "On Personal Data", the operator, prior to the processing of personal data, is obliged to notify the Office of the Federal Service for Supervision in the Sphere of Communications, information technologies and mass communications (Roskomnadzor) about its intention to process personal data. One of the exceptions is the processing of personal data in accordance with labor laws.

However, this exception does not apply to personal data of terminated employees, family members of employees and their children.

That is, in practice it turns out that a notification must be filed in any case.

What is the inspector looking for?

In the personnel department, inspectors will be interested in the existence of contracts with work sites, an order to appoint a person responsible for the processing of personal data in the company, as well as local regulations governing the work with personal data in the company.

Roskomnadzor inspectors will pay special attention to the content of the written consent to the processing of personal data.

Problems due to applicants

In accordance with the law, the information in the questionnaire about the relatives of the applicant must correspond to the volume provided for in paragraph 10 of the unified form N T-2, approved by the resolution of the State Statistics Committee Russian Federation.

That is, the employer is supposed to know about the relatives of the applicant (employee) only the degree of their relationship, last name, first name, patronymic and year of birth of the next of kin.

Any other information, such as the date and month of birth or the place of work of a relative, will be considered redundant and the company will be fined for this.

And how to do this if there is no other information in the questionnaire is not clear. The reviewers do not comment on this situation.

Everything is clear about the storage of personal files of employees— they must be kept in closed racks under lock and key.

Summary

The exception is cases when a recruitment agency acts on behalf of the applicant, with which the person has entered into an appropriate agreement, as well as when the applicant independently posts his resume on the Internet, accessible to an unlimited circle of people.

According to the requirements of Roskomnadzor, upon receipt of a candidate's resume on e-mail- feedback is required to confirm the fact that the specified resume was sent by the candidate himself.

The same must be done in case of refusal to hire a candidate - the resume must be destroyed within 30 days. Therefore, it is easier not to print a resume at all.

When the employer sends inquiries about previous places of work, to clarify or obtain additional information about the applicant, obtaining his consent is also a prerequisite.

Personnel reserve

Therefore, the applicant must be familiar with the conditions for maintaining the personnel reserve: with the terms of storage of his personal data and the procedure for exclusion from the personnel reserve. Consent to the inclusion of the applicant in the personnel reserve of the organization is issued either in the form of a separate document or by putting a mark in the appropriate field of the electronic form of the applicant's questionnaire on the Company's website.

The site of the company

When using a window feedback with clients or candidates, the policy or regulation on the processing of personal data must be posted on the website, and consent to the processing of personal data must be confirmed by the applicant or client by ticking the appropriate box.

Transfer of data to third parties

If yes, then another pitfall for the employer is to maintain confidentiality when transferring personal data to third parties and the consent of the employees themselves to such a transfer for the manufacture, for example, of business cards or ordering air and railway tickets through agencies, referral for a mandatory medical examination.

For this, confidentiality agreements must be concluded with the relevant contractors.

In such contracts, inspectors are interested in the list of actions performed with personal data, the purposes of processing and ensuring data security.

Business card - as a reason for a fine

As for fines, their specific amounts are specified in Article 13.11 of the Code of Administrative Offenses. Fines range from 15 to 70 thousand rubles, depending on the type of violation. To minimize the risks, the employer must instruct the responsible persons before the inspection on what explanations to give to the inspector.

As practice shows, it is more difficult to prepare for a Roskomnadzor audit than for a GIT audit, because the requirements of Roskomnadzor are not as widely known to employers as the requirements of labor legislation.

In addition, it happens that the decisions of the inspectors, at first glance, seem paradoxical.

There are precedents when a company was fined, for example, for the fact that a payroll accountant, in consent to the processing of personal data, does not have consent to transfer personal data to companies that order business cards, airline tickets, and where employees undergo medical examinations, who are supposed to undergo them in in accordance with the law.

Therefore, any court decision in favor of the company will be a significant milestone in disputes of this kind.

Including additional information about yourself is the finishing touch to your resume. This section helps the recruiting manager to determine what kind of person you are, to see you from the side opposite to work. Leaving the section blank means showing that you have nothing to say about yourself, and thereby missing the opportunity to draw attention to your candidacy.

The main task of this section is to interest the employer, to make him choose in your favor, so you should pay special attention to it. In the additional information about yourself section, you have the opportunity to specify information that cannot be contained in the rest of the applicant's questionnaire. The main rule is not to deviate from the purpose of your resume, so all additional information in the resume should only concern those factors that will help you get the desired position. Here you can better describe yourself, which means it is more profitable to present your candidacy.

An example of additional information for the position of chief accountant:

Additional information:

Marital status: married, two children.

Driver's license: yes.

Possibility of business trips: yes.

Periodically published in the magazine "My Accountant".

Here are a few things you can use on your resume:

Family status. This information is very important, it makes it possible to determine that you are not a windy person and want stability in your work, or vice versa - you have the opportunity to devote more time to work, are ready for changes and relocations.

Hobby. This item will allow you to reveal yourself as a person, to show that you, in addition to work, have other interests, that you are a comprehensively developed person, thereby win over the recruiter.

Having a driver's license. For some positions, this is one of the mandatory conditions employment (driver, taxi driver), and for others an additional advantage, for example, if the work is associated with constant business trips, whether Sales Representative or purchasing manager.

Also, in the information about yourself, you can indicate the possibility of business trips, or moving to another city. For a particular vacancy, this can be a very significant factor.

More info on resume

Adding extra details to your resume adds weight to your professional image.

This section provides an opportunity to once again focus the employer's attention on those aspects of the candidate's personality and competencies that will help them quickly succeed in a new workplace.

Since this section with additional information is less important than the sections of professional experience and education, it is placed last in the resume.

Additional information is information that is not directly related to your professional experience, but can harmoniously complement information from other sections (for example, work experience).

When completing this section, it is important to avoid a few common mistakes. One of them is related to the description of their “outside of work” hobbies. For example, "growing roses and tulips" or "cycling and football" would not be useful supplementary information (unless you are a florist or fitness instructor).

It is important to understand the appropriateness of providing such information. It is unlikely that a mention of your hobby or a description of your behavior in your personal life will be of interest to employers at the stage of reviewing your resume. Write about your hobbies only if they directly affect the performance of work duties. The employer can find out all the additional information from you at the interview.

Also, the "Additional Information" section should be used to indicate your age if it is "critical". Employers will at least read about your experience first, and they may be more interested in it than your age.

An important point regarding the indication of personal information.

Often, the phrase “35 years old, not married, no children” and the like makes it necessary to refuse further communication with a candidate. This applies to both male and female applicants. Such information repels potential employers. If you have nothing to brag about in your personal life, then this kind of information does not need to be indicated. Personnel officers are very suspicious and the first thing they see in such situations is some kind of problem. It is easier for them to invite a candidate with a more positive resume than to spend time finding out the reasons.

Graduates in this section should reflect their achievements. It is clear that they will be very modest and it will be a stretch to call them professional achievements. Therefore, their location in this section will be the most adequate. Mark your achievements in sports and all kinds of competitions, contests, participation in voluntary social movements. List any promotions and awards received during your studies.

If you are ready to consider related positions, and not just the goal that you described in the appropriate section, indicate here related areas of activity. This move will help demonstrate that you are really a professional, since you still strive to improve in one direction, while other, related positions are less desirable for you than indicated in the section "Resume Purpose".

A big plus can be a mention of participation in any professional movements, clubs, associations. Employers are interested in candidates who have business contacts in their industry.

If you have a driver's license, a personal car or a passport, and the future position is related to traveling or business trips, also do not forget to mention them. You can indicate your readiness to work with irregular working hours and the presence of business connections. In this section, you can also indicate the possibility of providing recommendations and feedback.

Playing sports and maintaining a healthy lifestyle (absence of bad habits) is a very important additional information, be sure to include it in your resume if the job advertisement has such requirements or it may be useful for a future position.

What additional information should not be included in a resume?

1. Do not write about why you would like to work for the company and other information related to motivation. To indicate this information, there is another document - a cover letter, which must also be attached to the resume. It can already reflect what you consider most important for yourself in your future work, what long-term goals you would like to achieve, what new skills you would like to master and what makes you different from other candidates.

In addition, the presence of a cover letter indicates the seriousness of the candidate, his interest in the position and professional maturity. The chance of getting an invitation to an interview in this case increases several times. For graduates and young professionals - this is especially important!

2. You should not write in your resume about the presence or absence of any documents - a military ID, registration certificate (or that you served or did not serve in the army, if the vacancy does not require it), pension certificate, TIN, passport, etc.

The resume is only meant to show the employer that you intend to apply for the job. If necessary, when inviting you for an interview, the employer himself will inform you what documents you need to take with you to the interview.

Therefore, use a small rule: write only about what meets the requirements of the vacancy - this is reflected in the ad. Well, if you are a professional and know all the nuances and “bottlenecks” of your business, then your competence in these matters should be reflected in the section on professional achievements.

3. Personal information (gender, religion, criminal record, children, housing conditions, etc.) should not be indicated if they can be considered as unfavorable (this was already mentioned above). Again: if such data is needed, the employer will tell you about it.

Remember the rule: Don't answer a question you haven't been asked! During employment, you cannot be absolutely honest and open - this is not necessary for the employer - he is only interested in one thing: whether you can do the job or not. You need to be somewhat diplomatic when you talk to an employer about yourself. Provide only the information that favorably present your candidacy! This will help you, both when writing a resume, and at an interview, which we will talk about in a separate note.

Additional information in the resume

In the last paragraph of the summary - Additional Information information about the applicant that is not included in the remaining sections of the document is indicated:

Provide relevant data relevant to future work here. Indicate only those information that can advantageously present your candidacy and distinguish you from competitors. In the summary section Additional information, you do not need to emphasize and place the data that may alert the employer. For example, you should not indicate the address of residence if you live very far from your place of work.

An example of additional information in a resume

Let's provide a sample of additional information in the resume for the position of sales manager:

What additional information should be in the resume, recommendations for compiling

Properly writing a resume when looking for a job is an important point. Here is information about the applicant, describing not only his personal data, but also professional skills. Competently filled out, this document aims to convey to the potential employer information that will persuade him to provide the job seeker with the desired position.

The form of compilation, in general, implies conciseness of presentation. And if the basic information, which describes education, previous work experience and the like, usually does not cause difficulties, it is not clear to everyone what the additional information in the resume means.

Usually, this section puts something that does not fit the rest in the format, but, according to the applicant, the employer needs to know. Most often it concerns personal qualities. Leaving this column empty is not recommended, since this can only mean that there is nothing more to tell about yourself, but the main purpose of the resume is to provide information in such a way as to interest a potential employer so that he singles out this particular candidate from many similar ones. Therefore, some people appreciate this section originality and creativity, especially if the future position implies the presence of these qualities.

However, for many resume components, additional information is the presence of such personal qualities like accuracy, stress resistance, punctuality, etc. Yes, of course, all this is important, but such filling is more like a banal formality, while not characterizing the applicant in any way, and without revealing his personality.

Additional information about yourself in the resume should be relevant and relevant to the intended position. So, here it is necessary to indicate the level of knowledge of foreign languages, marital status, computer skills (indicating specific specific programs needed in future work).

In addition, the section "additional information" in the resume suggests a description of the desired work schedule, you can note the readiness for business trips, irregular working hours. Here you can also indicate whether you are currently receiving additional education or taking courses in your specialty. However, this is stipulated only if the training is already taking place, you should not dedicate the future employer to your plans and write about what is planned, he is unlikely to appreciate it.

Some job seekers find that additional information on a resume includes a description of a hobby. If it relates in any way to future work and can characterize the job seeker as a specialist, then it is worth mentioning it. For example, a florist applying for a position may mention a passion for indoor flowers. However, if free time does not apply to future work, then it is not worth talking about it. So, it is unlikely that most employers will be interested in the fact that a managerial candidate loves diving or mountaineering.

It is not recommended to write very detailed. It must be remembered that the main thing here is conciseness, since a recruiter usually spends less than a minute reading it, especially if there are a lot of applicants for a place. Therefore, in a few phrases, correctly and clearly composed, a large amount of information should fit, giving an idea of ​​​​the writer as an individual and peculiar person suitable for the position.

Additional information in the resume may include achievements and awards, titles, bright and successful projects led by the applicant. Reports or presentations at various conferences can also be listed here. However, it is not worth mentioning that on the topic does not apply to the proposed work.

Summary paragraph "Additional information": how to hook?

Writing the perfect resume is half the battle. Whether it will “hook” the future employer or not is a big question. Are there any tricks to do this?

Professional experience and education are integral parts of any resume. But for some reason, a part of the “Additional Information” item is generally forgotten or filled out fluently, without paying attention to it. special attention. But in vain. This is what will help you "hook" the employer.

What is usually indicated in this paragraph? Firstly, the level of knowledge of foreign languages, and secondly, personal qualities, sometimes computer literacy (which is often indicated in the "Skills" section), the presence of a driver's license, marital status, date of birth, hobbies ... Agree, everyone has something to write about -That. Let's dwell on some points in more detail. How can they help us?

1. Foreign languages

Of course, the more topics, the better, because knowledge of foreign languages ​​means not only that you are a diversified personality, but also that you care about developing your career. Just do not try to embellish, because everything is easily verified. A couple of questions for foreign language, whose name you only know - and you will not see work in this company as your ears. One of the main requirements of modern society for a person is the possession English language, an international means of communication. As a rule, the resume indicates the level: “fluent”, “understand”, “reading and translation with a dictionary”, etc. But if you want to focus HR's attention on this, write in Latin: advanced, intermediate, elementary, etc. Just do not forget to check which language is indicated in the vacancy: if a company needs a specialist with knowledge of German, and you have been studying French all your life, then your resume will end up in the trash. Of course, the realities of modern society are such that often specialists with knowledge of the language working for a Russian employer have, at best, to translate letters and documents, and not negotiate in the language itself. But even in spite of this, it is necessary to indicate your level.

1. Driver license

A hundred years ago, the pace of life was low, and people could do everything during the working day. Now there are problems with this. The standard of living is increasing at an incredible rate from year to year, and, accordingly, greater mobility is required of us. The car helps to provide freedom of movement. In most vacancies, having a driver's license is a mandatory requirement, and not having one is a serious obstacle on the way to the desired position. Therefore, if there are rights, we write. This is another competitive advantage for you.

Your hobbies can tell a lot about you, both as a person and as a professional. For example, you love to travel or collect art. In the event of such recognition, an HR specialist may well think that you will also apply for a higher salary compared to other candidates and, perhaps, your hobby will take up a lot of your time: of your own free will (of course, if you have sufficient financial resources) from, say, Paris, no one returned. If you have any sporting achievements, be sure to include them. Even if it's a volleyball category or a prize in a university chess tournament. However, be careful with revelations: some HRs, for example, believe that fans of wrestling and martial arts are aggressive in nature and therefore they should not be taken into the company.

It would seem that everything is simple: if the candidate is suitable for age, then his candidacy will be considered by recruitment specialists. But what about those who are slightly younger or, conversely, older than the desired position? There is an opinion among HRs: if your age is not between 27 and 39 years old, then the trick is to indicate your age not at the beginning, as many people usually do, but at the end of the resume. In this case, the HR specialist, being impressed by your labor success and achievements, he will remember his age last. Of course, no one is immune from bureaucrats, who, if they are looking for a candidate 28 and a half years old, will only invite them for an interview, but nevertheless ...

1. Family status

As a rule, considerable attention is paid to this item if the candidate belongs to the fair sex. There are employers who prefer not to employ young mothers, others are only looking for specialists with two children, others are generally unmarried ... Although the marital status of men also comes under close scrutiny. Especially if the company has rules not to promote, for example, unmarried people.

In conclusion, I would like to note: since resumes are viewed on average for 7-8 seconds, do not be too lazy to do everything possible to “hook” the attention of HR. The "Additional Information" block is a great opportunity to do this.

The article says why you need to look for information about a promising applicant. Search methods are described: blogs, web business cards, articles, interviews, social services. How can each of these services be useful?

When looking for a job, each job seeker tries to use any suitable source for this. A person who is looking for a job has many opportunities to learn about open vacancies of various organizations. Wishing to find suitable job, as a rule, apply to various recruitment agencies, re-read newspaper publications with vacancy announcements, just as a potential employer can use the same means to place an advertisement looking for an employee for a specific position. However, progress is moving forward, and even the job search system is not standing still. Opportunities for the applicant and the employer are not limited to newspapers with ads or recruitment agencies with a legal address. The World Wide Web also comes to the rescue in this matter.

Today on the Internet there are many recruitment agencies, sites that provide the opportunity, both vacancies and their services. By registering on one of these sites, job seeker must fill out a resume that contains detailed information about the professional skills and capabilities of a person applying for a particular position, his contact details, in general, everything that his future employer needs to know. The employer, in turn, can view the resumes not only of those who responded to his vacancy, but also of other users to select the most suitable frame.

One of these sites is . Each site designed to search for work and employees has its own resume form, which must be filled out. The site developers are trying to add columns to the resume form that are most fully capable of revealing the professional data, skills, abilities, work experience of the applicant. . There is a catalog of vacancies that will help the applicant find a job that is right for him. In addition, each applicant leaves here his detailed resume, which can most fully reveal personal and professional quality applicant for a specific position. The advantage is that an employer who does not want to advertise an open vacancy in order to avoid a collapse of resumes of insufficiently professional or unsuitable applicants can independently review any resumes posted on the site and select a suitable candidate, already directly contact him with a job offer. Also, to facilitate the search, you can view here, groups of people belonging to the same profession, occupation.

On the site, after registration, the process of searching, adding resumes and vacancies is greatly simplified by automatically substituting the data entered in the profile (geography, contact person, e-mail, for a resume - age). This site is one of the most popular and visited in RuNet, it is visited daily by more than 15,000 unique visitors who view more than 150,000 pages. The monthly audience coverage is more than 400 thousand people. The resource has one of the most technologically advanced opportunities for working with vacancies and resumes with strict ad moderation, and an analysis of more than 60,000 registered users confirms the literacy, professionalism and education of the audience. So that each potential employer can be sure that the site will be able to find a competent, professional applicant for vacant position. Here, each employer will receive the most complete and detailed information about the applicant, necessary for employment.

But it sometimes happens that the information indicated in the resume is not enough, or the employer needs to know much more than the data entered in the resume. This is necessary in order to form a conscientious team of a certain orientation, or to select an employee with certain hobbies or with the absence of any specific preferences. In any case, a person providing a job to a candidate for a certain position is interested, and often necessary, to know more about him than just about his professional skills. Blogs, web business cards, articles, interviews, various social networks of the Internet come to the rescue in this situation.

Also, web business cards can tell about professional skills and other data necessary for a potential employer. Web business cards provide all the necessary information about the job seeker, his professional data, contact information, portfolio and other important information. Web business cards are completely different, depending on the wishes of its author and owner. But, for example, a web business card of a designer, web designer, animator can simultaneously serve as an example of work, a kind of example of a specialist's capabilities. So, a web business card can provide information about a specialist in the best possible way and in full.

Another source of information about a person is social networks, and they can rather tell not about professional skills, but about a person’s personal qualities, about his hobbies, his social circle, and passions in any area. Social networks on the Internet are called a structure consisting of a group of nodes, whose representatives are a certain society - people, organizations, etc. Such in social networks registered great amount people, leaving some information about themselves. In a social network, each person creates a certain image for himself, communicates with friends, acquaintances and strangers, fills out a profile about himself, starts a blog, uploads his photos and videos. Based on all this, you can clearly and in detail form an idea of ​​\u200b\u200bany person. Such social networks have the right audience of users and functionality that contributes to the search process. Social networks on the Internet are created to bring together people of different interests, to find old friends, classmates, for fun.

One such site is the Runet giant in this area Odnoklassniki.ru (odnoklassniki.ru). The number of registered users of odnoklassniki.ru exceeds 20 million people. Here a huge number of people find their classmates, classmates, old friends, countrymen, new friends and acquaintances. Each user of Odnoklassniki (odnoklassniki.ru) has his own page, which contains information about him, his photos, a forum with friends, acquaintances and people who simply visit his page. How can Odnoklassniki (odnoklassniki.ru) help in finding information about a person? Each user registered on Odnoklassniki (odnoklassniki.ru) has free access to the page of any user, view his photo, blog, information about himself. He can also safely write any message to a person, knowing that he will most likely receive a response. Most importantly, on such sites, a person is not afraid to post information about himself, which can help an interested potential employer form a certain opinion about a particular person. Also, with the help of Odnoklassniki (odnoklassniki.ru), you can learn about a person's hobbies, hobbies and interests. The so-called "groups" in which he may be a member will tell about this. People unite in groups according to interests and hobbies, belonging to some occupation. For some potential employers, this information can be very useful in order to either sort out people with suspicious addictions, or, conversely, having become interested in a person, invite them to a certain position.

Another representative of the social network is VKontakte (vkontakte.ru), the purpose of which is to communicate between registered users, find new friends, maintain friendly relations and, of course, entertainment. Just like on Odnoklassniki (odnoklassniki.ru), the user of VKontakte (vkontakte.ru) leaves almost all information about himself that may be useful to the employer. Here you can also view the pages of users, his photos, with whom he is friends and how a person lives. Unlike Odnoklassniki, here the user can upload not only their photos, but also videos, which, if necessary, can be viewed by anyone. The VKontakte website (vkontakte.ru) may contain data about the user's friends and communication with them, interest groups, meetings with friends and acquaintances on the site. These and other similar social networks can be very useful to potential employers. As mentioned above, using all the information that users post on such sites (vkontakte.ru, odnoklassniki.ru), you can get a fairly complete picture of the user. In part, most social networks work to find personnel, since many use them for this very purpose.

Such sites are used by and. It usually goes like this. The HR manager first finds interesting people (who are already in thematic communities or who communicate on professional themes), looks through their profiles and pages, invites them to the community, group, offers to add them as friends, communication begins. Then, in the process of correspondence, as if by chance, they begin to be interested in the work of the interlocutor, the possibility of changing the workplace to another, and if he is interested, they are invited for an interview. Thus, an HR manager can process dozens of people at the same time and the probability of finding several suitable candidates is very high. In addition, people themselves actively use their social connections to find a new job. So the candidate for vacancy can find an employer. Often, bosses are also registered in such social networks, which sometimes may want to know what is happening with their subordinates, and quite often various interesting details are found.

In a word, today there are practically no barriers to finding information of interest about any person. AND worldwide network The Internet provides many opportunities for this. On the global Internet, you can learn about almost any of its users, since today almost everyone who has at least some access to the Internet will definitely take advantage of the opportunities provided on the Internet. Even if a person does not have his own bolg or web business card, most likely he can be found on social networks, because a person is inherently sociable, looking for new acquaintances and maintaining old friendships. And then everything depends only on the potential employer himself, how he will act to attract the applicant who is interested in him to his company and how he will use the information received.

Write to an expert!

Contract for the provision of employment services

The contract is concluded legal entity with an individual for the provision of employment services, as well as for the processing of personal data of the applicant.

Targetprovision by the "Applicant" of personal data and their subsequent processing by the "Contractor": receipt by the "Applicant" of the free services of the Contractor, namely information about vacancies and assistance in finding employment.

AGREEMENT No.

provision of employment services

Lobnya Fifth of December two thousand th. of the year

Ivanov Ivanov Ivanovich, hereinafter referred to as the “Applicant”, acting on the basis of passports 00 00 № 000000, passport issued Department of Internal Affairs of the Babushkinsky district of the passport and visa department of the city of Moscow, subdivision code 000 , date of issue 00.00.0000 , registered at: 000000 Moscow, st.
Ivanova d. 0 apt. 00, and Limited Liability Company « Snils" , hereinafter referred to as the "Contractor", represented by CEO Ivanov Ivanov Ivanovich acting on the basis of the Charter, on the other hand, have concluded this Agreement as follows:

1. SUBJECT OF THE CONTRACT

1.1. According to this agreement, the "Contractor" undertakes to provide services for the selection of vacancies and employment of the "Applicant" in the specialty / profession or other position with the consent of the Applicant , and the “Applicant” undertakes to pay for these conditions.

1.2. The "Contractor" does not guarantee employment to the "Applicant", as it cannot influence the decision of employers in matters of recruitment.

2. RIGHTS AND OBLIGATIONS OF THE PARTIES

2.1. The "Contractor" undertakes to provide the following services:

• enter the “Applicant” into your database;
• with the oral consent of the "Applicant", to offer his (her) candidacy to employers, in accordance with the applications received from them;
• use information about the "Applicant" only for the implementation of this Agreement.

2.2. "Contractor" has the right:

• start performing services only after receipt of payment;
• engage in the distribution of resumes by e-mail, as well as by fax in order to employ the "Applicant";
• with the oral consent of the “Applicant”, check recommendations from previous jobs or from persons whom the “Applicant” indicated as recommenders;
• refuse to execute this Agreement if the "Applicant" has provided false or inaccurate information about himself.

2.3. Applicant undertakes:

• provide the Contractor with complete and accurate information about yourself and your professional activity necessary for employment;
• in case of changes in personal data, within 2 (two) weeks, make changes to the questionnaire (resume) and provide new information to the Contractor;
• consider the vacancies offered by the "Contractor", attend interviews with the Employer;
• in case of employment, within a three (3) day period, inform the Contractor about going to work;
• pay for the services of the Contractor in the manner and in the amount established by this Agreement;

2.4. Each party has the right to terminate this Agreement unilaterally by notifying the other party of its termination no later than 2 (two) weeks in advance.

2.5. The obligations of the Contractor are considered fulfilled from the moment the "Applicant" is admitted to work on the vacancy proposed by the "Contractor", with the exception of the first two (2) trial days, regardless of whether the employment was properly executed (in accordance with the Labor Code of the Russian Federation).

3. COST OF SERVICES AND PAYMENT PROCEDURE

3.1. The “applicant” pays the cost of services rendered in the amount of: 0000 (amount) rubles.

3.2. Payment for services is made in the amount 100% in advance payment within three (3) banking days from the moment of invoicing, in a convenient way for the “Applicant”. Installment payment is not provided.

3.3. If, within a month after two (2) trial days, the "Applicant" refuses the job offered to him for the vacancy selected by the "Contractor" in accordance with clause 1.1 of this Agreement, for any reason other than inconsistency with the desired position, the Contractor's services are considered to be performed in full .

3.5. In the case of employment in a vacancy for which the employer pays for services, the “Applicant” is exempted from paying for the services of the “Contractor”, but if the “Applicant” leaves within three (3) months for own will, That cash are not returned.

4. RESPONSIBILITIES OF THE PARTIES AND PROCEDURE FOR RESOLUTION OF DISPUTES

4.1. In case of non-compliance with the deadlines specified in clause 3.2. the guilty party shall pay to the other party a penalty in the amount of 0.1% of the amount owed for each day of delay.

4.2. In the event of disputes regarding the execution of this Agreement, the Parties undertake to take all possible measures to resolve them through negotiations. If it is impossible to resolve these disputes through negotiations, the parties submit them for consideration to the court at the location of the Respondent.

5. TERM OF THE CONTRACT

5.1. This Agreement shall enter into force upon its signing by both parties.

5.2. The term of the Agreement is until employment.

6. FINAL PROVISIONS

6.1 This Agreement is made in duplicate, having equal legal force.

6.2. Annexes to this Agreement, signed by the parties, are its integral part.

6.3. All changes and additions to this agreement are valid only if they are made in writing and signed by authorized persons of both parties.

7. LEGAL ADDRESSES AND SIGNATURES OF THE PARTIES

"Executor": Applicant:

_______________/ / _______________/ /

Signature Full name Signature Full name

Annex No. 1 to the Contract for the provision of services for the search and selection of personnel

Agreement on consent to the processing of personal data

Sides:"Applicant" and "Contractor" accept and agree to the following provisions:

Personal Information- any information about the Applicant, including his last name, first name, patronymic, year, month, date and place of birth, address, family, social, property status, education, profession, income, other information related to the search for a job that the Applicant indicates at will.

Under processing of personal data"Applicant" (the subject of personal data) generally means the actions (operations) of the Contractor with personal data, including the collection, systematization, accumulation, storage, clarification (updating, changing), use, transfer to other persons, destruction of personal data.

The "Contractor" informs the "Applicant" that it does not independently create, own, store or register any databases job seekers. All personal data of applicants are used only on a "here and now" basis, only for a specific vacancy.

Target provision by the "Applicant" of personal data and their subsequent processing by the "Contractor": receipt by the "Applicant" of the free services of the Contractor, namely information about vacancies and assistance in finding employment.

The "Contractor" undertakes not to provide any personal information about "Applicants" to individuals and organizations declaring the possible misuse of such information (sending unauthorized advertising, "spam", providing information to other persons, etc.).

Sending by the “Applicant” to the contractor information about himself in in electronic format, containing: surname, name, patronymic; date of birth; postal addresses; information about education and places of work; telephone and fax numbers; e-mail addresses (E-mail), is his unconditional consent to the processing of his personal data, as well as confirmation that the content of the rights of the subject of personal data in accordance with the Law of the Russian Federation "On the Protection of Personal Data" is known and understandable to the "Applicant".

"Applicant" grants the Contractor the right carry out the following actions (operations) with personal data: collection and accumulation; indefinite storage, clarification (update, change); usage; destruction; depersonalization.

Transfer of personal data of the “Applicant” to third parties (representative of a specific company-employer) is carried out only after obtaining the prior oral (by phone) or written (by e-mail) consent of the "Applicant". Consent is not documented or stored.

Withdrawal of consent for the processing of personal data can be carried out by sending the relevant order to the electronic form to the Executor.
This agreement is not an agreement between the "Contractor" and the "Applicant" on the employment of the latter and does not guarantee the employment of the "Applicant".

_______________/ / _______________ /

Write to an expert!

Seems like the easiest way to get an answer is to ask a question. However, during negotiations with applicants, this approach does not always work. How can a recruiter quickly find out the necessary information about a candidate?

And what should be done so that the process of finding personnel does not become a reason for litigation? And what should be done so that the process of searching for personnel does not become a reason for litigation?

What prevents you from getting an accurate answer from the applicant?

The development of the labor market has created significant difficulties in finding out reliable information about the candidate. IN last years a steady trend was the high preparedness of applicants. Thousands of books and articles have done their job. Almost everyone has learned how to professionally write a resume, write cover letters and answer model questions in a socially desirable way. So in the process of communicating with a candidate, the HR manager only checks his ability to pass an interview.

However, often employer representatives do not even know how to create a friendly atmosphere that would help the applicant open up. " I come to the final interview, by the way, in a very well-known publishing house. They have a meeting, I'm waiting. Half an hour after the appointed time, several people leave the meeting room. One of them stops next to me and silently watches. I ask: “Probably, I was sent to you for an interview?” We sit down in the negotiation room. My interviewer rests his gaze on the laptop monitor and begins the interrogation. Is this normal for a candidate?”- copywriter Elena is indignant. Recruiter attempts to get answers to too personal questions (eg, religion, marital status, housing problem, planning children, etc.) are also extremely annoying job seekers. And forcing a person to give out information that he would like to keep to himself, of course, not only does not interfere with a normal dialogue, but also sets the interlocutor against you.

And in general, it must be admitted, the questions practically do not differ in variety. And the talkativeness of HR managers often provokes the candidate to give the right answer. In addition, vaguely posed questions, such as, for example, " tell us a little about yourself”, only confuse the applicant, instead of helping him open up as a specialist.

In addition, getting the right information is hampered by the tendency of many candidates to give false answers to questions related to clarifying their experience, as well as the availability of professional skills and personal qualities necessary for the job. This behavior is explained by the fact that vacancies often indicate initially overestimated requirements, as well as the opinion prevailing in society “if you don’t deceive, you won’t sell”. One of the most embarrassing questions in this series: "" Since speaking negatively about former employer- bad form, then if in reality the relationship with the authorities served as the reason for the dismissal, in 99% of cases no one will tell you the truth.

And the strictly formalized approach to recruitment does not contribute to a normal dialogue at all. Quite often candidates different levels go through the same stages of the interview. And it’s okay if a recruiter selects ordinary employees, requiring them to complete several psychological tests, creative tasks and answer a dozen questions. Another thing is the selection of management staff and highly qualified specialists. Faced with this attitude, the applicant will leave, and you will not get the desired result, scaring off the right employee. " There was a vacancy for the director of the legal department. During a personal meeting, it turned out that the HR manager does not understand anything at all, as I understand, not only in the field of law, but also in his own. At the interview, he bombarded me with questions like “what color do you prefer wallpaper, spoons, nesting dolls, etc.”. At the same time, he blushed, stuttered, and for a long time marked something on his piece of paper. The feeling that they were looking not for a lawyer, but for a painter ...” – Alexander shares his impressions.

Sergei Marchenko, managing partner of Executive Search agency SM Consulting, lists six common mistakes recruiters make when recruiting top talent:

1. The level of the position for which the applicant is applying is not taken into account. They are trying to drive him through the standard stages of selection and tests, sometimes much more suitable for yesterday's graduate.
2. At the very beginning of the meeting, serious questions are asked to the applicant. For example, about his personal motivators, about the level wages in the previous place, etc., when the conversation is still far from confidential. In this case, it is unlikely that an answer will be received, and if received, then most likely it is insincere.
3. A key question is determined, the correct answer to which will determine the fate of the applicant for the vacancy. As Sergei quite rightly points out, there can be no such question. Moreover, the candidate is able to be cunning, try to guess the correct answer based on the reaction of the recruiter, or simply get confused.
4. Frequent use of closed questions in a conversation that provokes a socially expected response.
5. The incompetence of the recruiter in the client's business and the specifics of the vacancy. “If the top does not feel a professional in the recruiter, then a full-fledged interview will not work - the applicant will close in on himself and wait for the end of the interview with irritation,” Sergey warns.
6. Test abuse. Especially if the candidates for an open position can be counted on the fingers of one hand, and the applicant must travel thousands of kilometers for the meeting.

Also among the prohibited methods in relation to highly qualified specialists are stress interviews and interviews using a lie detector. Such an approach is more likely to anger and set the candidate against the company than to help the recruiter solve the tasks assigned to him.

Can a recruiter's questions lead to litigation?

A recent trend has also been the desire of citizens to protect their labor rights. Many employees are well versed in the Labor Code of the Russian Federation, and especially corrosive and resentful ones are ready to defend their own interests even in judicial order. Therefore, the HR manager must be prepared for such a turn of events and know how to act so as not to create problems for the employer.

“Questions in and of themselves, regardless of their content, cannot be discriminatory,” explains Sergei Saurin, head of legal direction ANO Center for Social and Labor Rights. At the same time, according to Art. 3 Labor Code RF, no one can be limited in labor rights, regardless of gender, race, skin color, nationality, language, origin, property, family, social and official position, age, place of residence, attitude to religion, belonging to public associations and other circumstances not related to business qualities worker." Here it is important to clarify what exactly is meant by the business qualities of an employee. The decision of the Plenum of the Supreme Court of the Russian Federation dated December 28, 2006 No. 63 established that “ the business qualities of an employee should, in particular, be understood as the ability of an individual to perform a certain labor function taking into account the professional and qualification qualities he has (for example, the presence of a certain profession, specialty, qualification), the personal qualities of the employee (for example, the state of health, the presence of a certain level of education, work experience in this specialty, in this industry)».

"Thus, it is not so much the question itself that is important" Do you have any children?“, how much is the motive that prompts the recruiter to ask him. It's one thing if a company, say, has its own kindergarten or other forms of support for working parents are used, and the HR manager asks such a question only to further suggest that the new employee use them. And it's a completely different matter if the company has a clear policy - not to hire women with small children. “In the second case, there is a discriminatory practice,” the lawyer gives an example.

As you know, at the moment the legislation does not regulate the procedure for conducting an interview. personnel worker has the right to ask any questions. “However, if an applicant who gave an honest answer or refused to answer is denied employment, the company may well get a lawsuit demanding to employment contract, on the recovery of compensation for unlawful deprivation of the opportunity to work and on compensation for non-pecuniary damage,” Sergey Saurin warns. Of course, it will be very difficult for the applicant to prove that labor rights have been violated. “But if he succeeds, a tidy sum can be collected from the employer. So, an accountant from Voronezh collected 290 thousand rubles. from the employer who refused to hire him as unsuitable for his age - the applicant at the time of employment was 57 years old, ”says Sergey.

Besides, current legislation discrimination is subject to administrative liability ( Art. 5.62 of the Code of Administrative Offenses of the Russian Federation - fine up to 100 thousand rubles. for the company) and criminal liability ( Art. 136 of the Criminal Code of the Russian Federation - fine up to 300 thousand rubles. for a responsible person or other punishment, up to imprisonment for up to two years). Although, according to Sergei Saurin, there is no practice of bringing violators to justice under these articles today, one should not forget about their existence.

How to ask to get the right answer

But be that as it may, the recruiter is obliged to select an employee who meets the specified requirements. So, it is necessary to clarify all issues before the final offer is made to the applicant. How can a personnel manager do his job so that both the wolves are fed and the sheep are safe?

First of all, do not forget that often the shortest path is not uphill, but around. Instead of asking the question Why did you leave your previous job?” and hear a rehearsed answer, try a more neutral option for the candidate. For example, you can use design issues type: " Why do you think people change jobs?» So instead of accusations, you will give the applicant the opportunity to philosophize and casually blurt out the true reasons for his departure. As a rule, one question is not enough to find out all the nuances. Therefore, clarifying questions are needed. It is best to ask them in conjunction, shifting the focus from the company to the applicant and vice versa. So, you can ask what tasks in the previous organization at the interview stage were planned to be assigned to the applicant, what compensation was promised, what happened in reality, whether the results the employer needed were achieved, what became Starting point for a job search and what he is currently looking for.

It is also worth remembering that in your arsenal there are a lot of techniques that will help you get necessary information. It can be role-playing games, tasks to identify personal qualities, professional tests. If there is a need to clarify any circumstances from the biography of the applicant, this can be easily done by dispersing the relevant questions according to the selection stages adopted by the company. That is, asking about the same thing in different interpretations during a preliminary telephone conversation, and at an interview in the personnel department, and at a meeting with a potential manager, and when checking recommendations. You can also include the desired question in the questionnaire with a warning about the consequences that await those who give false answers.

At the same time, one should not forget about the danger of dragging the company into lengthy litigation. To avoid this, Sergey Saurin recommends not giving the applicant grounds to consider the attitude towards him discriminatory: “The interview should be conducted in such a way as to get the most complete picture of the capabilities of a potential employee. However, if you still need to obtain information that is not directly related to business qualities, explain to the applicant why the company needs such information. Questions about religion, age, marital status, etc. perceived as discriminatory only by virtue of the characteristic motive attributed to them. If these questions are due to the specifics of working in a company, then it is quite correct to ask them - the main thing is that the applicant should be aware of this in advance. And also try not to give out emotions in response to the information received from the applicant. Often, the HR manager, having found out that in some part the candidate does not meet the requirements of a potential leader, immediately grunts or sums up with the words: “ Well it's all clear". And if such a reaction to the words of the applicant is considered by him as discriminatory who will guarantee that he will not sue you?

In general, to solve the tasks assigned to the recruiter, it is enough to apply the following principles in practice:

• Before the interview, study the applicant's questionnaire and determine the topics that you would like to talk about. Preparing for a meeting will not only save your own time, but will also show respect for your counterpart.
• During the interview, try to create a friendly atmosphere that would allow you to continue communication in the future without stress. To do this, give the candidate a short tour of the office, offer him a cup of tea or coffee.
• At the first meeting, do not give the applicant too much information about the company and the preferences of the potential leader, so as not to provoke his socially desirable responses to your questions.
• Ask specific questions. And if you really want the candidate to make a self-presentation, instead of " tell us about yourself» Invite him to tell what he considers necessary.
• Speak with the applicant in the same language. In this way, you will not only show your professionalism and be able to build a more constructive conversation, but also reduce the chances of the interlocutor misleading you.
• Treat applicants differently depending on their status, age, work experience, etc. It's one thing to ask a job applicant with no work experience to fill out a six-page application, and it's another thing to try to get a CFO candidate to do it.
• Offer to complete a creative task or case, taking into account the specialization of the person. " The most idiotic assignment I've ever been asked to do was to draw a pack of Winston cigarettes, and nothing but the pack, so that I would want to buy it. And this despite the fact that at that moment I got a job as a programmer- says Alexey. - And in one law office they showed two stacks of books ( science fiction and historical novels) and asked which one I would like to read first -1