Recruitment consists of creating the necessary reserve of candidates for all positions and specialties, from which the organization subsequently selects the most suitable employees for it. This work is carried out in literally all specialties - office, production, technical, administrative. The amount of recruiting work required is largely determined by the difference between available labor force and future need for it. The organization determines this need at the previous stage - personnel planning, which we have considered.

To recruit candidates, the organization formalizes the requirements for the candidate. Formalization - clear and detailed description profile of the ideal candidate. Information for this is the work analysis carried out at the planning stage, as well as the wishes of the line manager.

According to a sociological study (see note), when asked whether the company has formalized requirements for a candidate, 33% of respondents answered in the affirmative, which indicates a careful attitude to drawing up requirements for applicants for a particular vacant position. 28% of respondents are limited to only a general idea of ​​the ideal candidate, based on the job description and the wishes of the line manager; 17% of respondents, speaking about the formalization of requirements for a candidate, mean the presence of a minimum set of characteristics required for a given vacancy (education, work experience, knowledge foreign languages); 11% of respondents are guided by an application for replacement vacant position from the line manager.

So, social data Research has shown that managers are well aware of the need to formalize requirements for candidates, but they pay unequal attention to this. Some companies think this a necessary condition successful personnel search, while others rely on intuition, trying to avoid a too “formal” approach to this issue. However, to ensure the effectiveness of personnel selection, a combination of the intuition of the HR manager is necessary, which is, as a rule, a consequence of many years of experience; and a detailed profile of the ideal candidate, which greatly simplifies the selection procedure.

Sources of recruitment (recruitment, search) can be external and internal. This is determined depending on the position, deadlines, time and personnel policy. All this is approved at the planning stage.

External dialing tools include:

Placing advertisements in the media;

Contacting recruitment agencies;

Searching for candidates using Internet resources;

Participation in job fairs and career days.

As a survey of leading Russian and foreign companies showed, the most popular recruitment method is placing advertisements in the media (mainly in specialized print publications). Respondents note the relative cheapness of this method of selecting candidates and a fairly quick response to advertisements, although this method also has a drawback - many irrelevant responses, that is, a large flow of people who do not meet the requirements, and the associated significant costs of the organization’s internal resources.

About 50% of survey participants search for candidates using Internet resources. According to respondents, this method is good because it is cheap, but it requires a certain amount of time and knowledge of the principles of electronic recruiting. In addition, not many people use the Internet in Russia yet.

At least 40% of respondents, when searching for candidates to fill a vacant position, are guided by recommendations from company employees. Respondents note the cost-effectiveness of this method and believe that it ensures an influx of professional candidates who meet the requirements of the organization’s corporate culture. Moreover, some companies have various reward systems for employees who recommend a subsequently accepted candidate. Some respondents believe that along with a system of rewards there should also be a system of punishments (for an unsuccessful candidate). Others believe that it is enough to encourage an employee without holding him responsible for the “quality” of the candidate, since this limits the initiative of the company’s employees, because in any case, the responsibility for hiring lies with the organization.

In addition, 33% of respondents turn to partners, colleagues and acquaintances for recommendations. To attract new personnel (mostly young professionals), 17% of respondents participate in job fairs, career days, and conduct presentations for senior students and graduates educational institutions.

So, as the survey data shows, organizations use all recruitment methods in combination. The main priority for many is the low cost of the method. However, we believe that the potential of young professionals is underestimated by most businesses as a means of recruiting, with only 17% participating in job fairs and other events.

All of the above methods give employers the opportunity to attract greatest number relevant candidates and provide them with maximum choice, which allows you to fill vacant positions.

Most organizations choose to recruit primarily within their organization. 50% of respondents use this method of recruitment, because it, as a rule, does not require significant financial costs, helps strengthen the authority of management in the eyes of employees and does not confront selected candidates with the need to integrate into the company. In addition, it increases their interest, improves morale and strengthens employees' attachment to the company.

When recruiting candidates within the company, the HR department announces vacancies using internal media: the corporate newspaper, information leaflets, and also turns to line managers with a request to nominate candidates. Some organizations make it a practice to notify all employees of any opening, giving them the opportunity to apply before outside applications are considered. This approach ensures personnel rotation in the company and opens up opportunities for each employee. However, internal recruitment also has negative sides: according to respondents, they encounter resistance from line managers who do not want to lose valuable employees. The recruitment (search) stage is decisive, since recruiting the “wrong” candidates already guarantees an unsuccessful selection of personnel. That is, if you choose from unsuitable applicants, then it is not possible to find suitable ones (corresponding to the given vacancy). As we see, the main problem of this stage is the contradiction (conflict) between the requirements of the line manager and the HR manager. And as a consequence, there is uncertainty in the priority of these requirements, which does not allow effectively organizing candidate recruitment tactics.

Recruitment service

Any company or organization from small business Before the largest corporations periodically face the question of hiring employees. It is important to approach this task responsibly and carefully, because the success of the work and profitability of the organization largely depends on the staff.

The personnel selection service will help you find the best employees for any position.

Recruitment process

The personnel selection process consists of several important stages, the successful implementation of which ensures the most objective choice in favor of a suitable candidate.

At the first stage, the personnel selection service examines the proposals of applicants and their resumes. From the resumes of all applicants, those that meet the basic requirements of the employer are selected.

Next, the list of candidates is studied in more detail. Documents and information provided by eligible employees must be checked for accuracy. It is also necessary to check the potential employee for a criminal record and study the references from the previous place of work. At the same time, attention is paid to both the professional skills and qualification level of the employee, and his personal qualities, ability to work in a team or other characteristics required for a particular position.

At the last stage, interviews are conducted with the remaining candidates. Personal acquaintance allows you to finally get to know a person, clarify important nuances, which are difficult to find out without a personal conversation. Already during the interview with a potential employee, the details and specifics of working in a particular organization are discussed and clarified.

Benefits of using a recruitment service

Cooperation with a recruitment agency brings the following benefits to the employer:

• Objectivity and competence in assessing potential employees.
• Possibility of choice the best options among a large number of offers.
• Possibility of checking all provided data and documents.
• Significant time savings for the employer.
• The effectiveness, speed and quality of task performance by service employees.

Professional approach and prompt execution important task of personnel selection guarantees stable and profitable operation of any organization without wasting time searching for suitable employees.

Recruitment system

Hiring new employees often does not bring the expected results, and updating or expanding staff does not always have a positive effect on the work of the organization. In order to avoid this and always get the desired result, you need to follow some rules that allow you to most objectively select the person suitable for a specific position.

Some rules are quite difficult to follow if you are recruiting personnel yourself, as they require a lot of time and resources. Recruitment agencies come to the aid of employers in such situations. Well-coordinated work, extensive experience in this field and a proven system allow them to perform the task efficiently and quickly.

Recruitment system

Recruitment agencies providing individuals and legal entities recruitment services cope with this task quickly and efficiently, as they adhere to a specific strategy when searching for employees.

The personnel selection system involves a thorough study of the employer's needs and labor market offers. Only when all the requirements for the candidate, the specifics of the vacant position and other important nuances are clarified, can a list of applicants be formed.

From all possible offers, employees who are unsuitable in terms of qualification level, employees with a bad reputation and negative reviews from previous places of work, persons who have committed offenses, candidates who do not meet all the employer’s requirements, and persons whose qualifications do not correspond to the requested salary level are immediately eliminated.

Thus, the system allows you to create an optimized list of candidates who are capable of filling the desired vacancy. This strategy significantly saves time; personal meetings and interviews are carried out only with applicants who have passed the first stage of selection.

The main condition for the correct compilation of the initial list is a correct and in-depth study of the requirements and proposals of the recruiting agency’s clients. Having received all the necessary information, agents can begin to directly evaluate applicants, analyze the information and documentation they provide, conduct personal interviews and draw appropriate conclusions.

Upon completion of all checks and tests, the best candidate is recommended for hiring for the vacant position.

Recruitment, selection and hiring of personnel

One of the most pressing problems of any company is the problem of personnel selection: where to find adequate candidates with the necessary qualifications, experience and a responsible attitude to work? Employees personnel service and the manager jointly search for candidates for the vacant position. Recruitment and search of personnel, as a rule, is always on the agenda of any manager. Proper organization The process of selecting candidates will not only provide your business with the necessary personnel, but also increase productivity and reduce personnel costs. After all, you should always remember a simple truth - mistakes in the selection of employees are ultimately costly for both the company and the candidate.

Free Directory of Policies and Procedures for Recruiting, Recruiting, and Hiring

Recruitment of personnel in the organization

Professional personnel are the main resource of a company, necessary for its prosperity. No matter how strange it may sound, everything is decided not by money, not by technology, not by resources, but by people. The prosperity of your business depends on the quality of your human capital. Modern recruitment methods are the foundation of your HR system. Who you hire and where you hire will determine your corporate culture, level of productivity, and degree of creativity. Companies don't have great ideas, the people who work in the company have great ideas.

What is the difference between recruitment and personnel selection?

When a company has a vacant position, it can be filled either internally or external candidates. This process is called personnel selection. Personnel selection is aimed at creating a reserve of personnel for specific positions, on the basis of which selection is made in favor of a person suitable for performing professional tasks.

Recruiting personnel from external sources is called recruitment. In other words, hiring personnel is all the actions of the manager and the management department aimed at finding and attracting specialists in the labor market who have the necessary experience, knowledge and qualifications, as well as preparing all documentation related to labor relations.

Both external and internal applicants undergo a personnel selection procedure. Personnel selection is the process of studying and assessing the compliance of a candidate's professional and psychological characteristics with job responsibilities in the workplace. As a result of the selection, one employee is selected from the set and an offer is made to fill the vacant position.

In large companies, the responsibility for recruiting may be divided between the recruitment department, which is responsible for recruiting, and the development and development department. career growth who deals with issues.

Recruitment and selection methods

The purpose of personnel selection is to assess candidates' compliance with job requirements. Additionally, many companies also evaluate the personal and behavioral qualities of candidates, their compliance with the characteristics of the workplace, the dynamics of team life and corporate culture companies. Here various methods of personnel selection and assessment are used:

• Chronological interview - when a future employee is asked to tell his story in chronological order professional activity and describe your main responsibilities and achievements in previous jobs;
• Structured interview - when all applicants are asked standard, pre-approved questions, asking them to provide examples of situations that would best illustrate their most important competencies. And then they compare the answers of each candidate and select the strongest applicant for the vacant position;
• Business cases are a personnel selection technique where the applicant is asked to familiarize himself with a specific business situation and offer options for solving it. Thus, the employer simulates business reality and watches how the candidate will behave in this or that case;
• Various psychological and sociometric tests;
• Gamification in recruitment - a method of selection HR personnel using games;
• Group interview - allows you to implement mass methods of personnel selection in an organization. In this situation, several candidates are invited to a panel interview and assigned team tasks. In this active recruitment method, the human resources department watches and evaluates the behavior of applicants while performing group tasks.

Some managers organize the personnel selection process within the company. Advantages of the internal method of recruiting employees for a job - the person knows the corporate specifics, has the qualifications, education and skills to perform job requirements. In addition, it gives employees the opportunity to grow and move up the career ladder within the company.

Risks of the employee hiring process

Procedures for selection, search and selection of personnel are associated with a number of risks. Managers and HR staff should consider the following:

1. As they say, “we are all people, we are all human,” and therefore we tend to perceive reality through the prism of our beliefs and prejudices. Our biases can be especially pronounced during the candidate selection process. We all tend to project our understanding and previous experiences onto those around us and jump to conclusions. For example, if we previously had an employee who smoked and spent a lot of time on cigarette breaks, this does not mean that all smoking applicants suffer from laziness and low productivity. The threat of bias and stereotyping during the selection process can be significantly reduced by involving more interviewers in the assessment process and by making collective hiring decisions.
2. The company's reputation plays an important role in the success of recruitment. If your company is highly rated in the labor market and has a reputation as a good employer with decent pay, it will not be difficult to attract the candidates you need, and you will have plenty to choose from.
3. Recruitment timing will dictate which personnel selection methods you can use. If you are pressed for time and the vacant position needs to be filled urgently, most likely you will have to spend a larger budget on recruiting workers or offer a higher salary level.

You can get rid of the risks of personnel selection by attracting an experienced HR specialist, developing a personnel reserve and long-term personnel planning.

Personnel selection system in the organization

Modern personnel selection technology consists of coherent staffing planning processes, the use modern methods recruitment, effective system adaptation, reasonable policies for the development and promotion of the personnel reserve and an adequate system of payment and motivation. An integrated approach is important here: one will not work without the other. Every time you evaluate applicants, you should think about:

• what are the long-term prospects for the demand for the candidate’s experience and knowledge in the company;
• what growth potential does this candidate have;
• what is his level of competence and how salary expectations correlate with the level of knowledge and experience of already recruited employees, as well as the company’s motivation and remuneration system;
• what will be the level of adaptation of the new employee during the probationary period;
• whether this person is ours, based on his values, way of thinking and behavior.

Only an integrated approach to personnel management and personnel selection criteria according to professional, business and personal characteristics will ensure high efficiency and sustainability of your company’s human capital.

Principles of personnel selection

There are two fundamental principles for recruiting and selecting personnel from a legal point of view:

• objectivity;
• absence of any forms of discrimination.

Everything else is determined in the company by its strategic and tactical priorities, personnel management system and type of activity. As a rule, a business seeks to select employees based on the following principles:

• employee motivation and its compatibility with corporate philosophy;
• level professional knowledge and experience;
• leadership skills;
• assessment of hidden reserves, strengths of the applicant and forecasts for his future growth;
• level - how quickly an employee can get up to speed and begin to establish connections with suppliers, colleagues, clients, and supervisor;
• taking into account legislative standards and equal approach to applicants for vacant positions.

Recruitment stages

Best practices for the hiring process include a step-by-step selection process. The purpose of the procedure is to evaluate applicants and identify an employee who meets the requirements of the position. The practical implementation of the selection method is carried out as follows:

1. Resume scanning or pre-sampling. This takes place in the mode of viewing all applicants’ applications for a vacancy and filtering according to basic criteria or over the telephone using a pre-prepared interview form. For mass vacancies, some companies use call center employees or an automatic calling service.
2. Telephone interview. At this stage, HR employees seek to obtain information about the candidate’s experience and education, learn in more detail about his achievements and motives for searching for a new job.
3. Personal interview. The purpose of this stage is to assess the candidate’s suitability for the vacant position, to better understand his personal qualities and motivation.
4. Carrying out additional testing. This stage gives the head and employee of the HR department additional information or about the professional skills and intelligence, or the personal or leadership qualities of the applicant.
5. Reference checking process. The HR department employee checks with the previous employer or former colleagues about the accuracy of the information provided by the applicant, and asks who and how could characterize the candidate.
6. If necessary, a medical examination procedure. Catering workers, production workers, civil servants and a number of persons specified in Article 213 are required to undergo inspection. Labor Code RF.
7. Hiring decision.
8. Concluding an employment contract with the applicant and clarifying the period and conditions for the probationary period.

Basics of personnel selection in an organization

Analysis of the organization of recruitment and selection of personnel at an enterprise allows us to identify the level of efficiency of personnel processes and establish the reasons for turnover. Here are some examples of key performance indicators for recruitment, selection and staffing that companies use:

All this data allows you to constantly optimize the recruitment process, reduce the cost of searching for candidates and improve the company’s reputation in the labor market.

Improving the personnel selection system

The labor market does not stand still. The expectations of applicants are changing, new methods of assessing candidates are emerging, and businesses are changing their search priorities. Among the current trends in the field of recruitment and personnel assessment are the following:

• Active involvement social networks into the recruitment process. Some studies claim that nowadays up to 80% of job seekers use social media to find a job. And these numbers will only grow.
• Personal recommendations continue to play a huge role. On the one hand, candidates try to find a job with the help of their circle of acquaintances, using the entire networking resource. On the other hand, many companies promote recruitment programs based on employee recommendations (referrals).
• Gamification of recruitment methods. Many companies, especially in the technology industry, invite applicants to play games during the hiring process and, as a result, find a job based on their skills, qualities and leadership ability.

Techniques that allow the use of artificial intelligence to improve the quality of selection are becoming increasingly popular. For example, there are already programs on the market using AI (Arificial Intelligence), which with enviable accuracy not only assess the candidate’s profile, but also the behavioral model in social networks and predict the likelihood of the candidate’s dismissal probationary period. And this is only a special case among the revolutionary changes awaiting the labor market with the advent of “Big Data”.

That which will remain unchanged even in the age of universal transparency, artificial intelligence and robotization, it is a fact that the quality of human capital will determine the viability and success of any business strategy. Therefore, the issue of effective recruitment, selection and selection of personnel will continue to be relevant in the list of leadership and management tasks of managers and human resource management departments.

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

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

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

Our guest again is Ksenia Borodina, a specialist in personnel selection and hiring.

In one of the previous articles, Ksyusha already told our readers, and today she will help us cover the topic of high-quality personnel selection.

This article is filled with invaluable, practical tips that will help you understand and easily practice the art of finding the right people.

Enjoy reading!

1. Recruitment: basic concepts and terms

In order for the “personnel issue” in your company to be resolved effectively and competently, it is necessary to approach the matter of personnel selection consistently and professionally.

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

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

As a recruiter with 5 years of experience, I can confirm: the well-being of the company, the atmosphere within the team, the development prospects of the company and much more depend on the personnel.

HR department of the company (the term comes from the English “Human Resource” - “ human resources") is engaged in personnel selection taking into account long term prospects development of the organization. Sometimes companies resort to the help of head hunters, which literally translates as “head hunter.”

This is what today they call professional recruitment agents who “lure” already working employees from one company to another on its order, offering Better conditions work.

For successful business It is necessary that employees are not only talented in their fields, but also able to work effectively in a team.

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

Recruiting employees is also relevant for an already existing company if there is suddenly a stagnation in work or prospects for expanding the field of activity arise.

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

This will help you understand the terms better.

Recruitment is a targeted effort to attract candidates to the company who have the qualities and skills necessary for the current and long-term needs of the organization. In other words, this is the search, testing and hiring of people who can and want to work, have the competencies and knowledge required by the employer and share the company’s values.

Applicants– persons applying for a vacant position.

Job description– a document regulating the range of responsibilities and rights of employees, as well as the nature of their official relationships with other employees.

Recruitment agencies – professional organizations, acting as an intermediary between a company that needs to find employees and job seekers.

High-quality selection of employees:

• increases company profits;
• increases labor productivity;
• allows the company to develop.

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

2. Types of recruitment sources

There are two types of recruitment sources: external and internal.

In the first case, personnel are selected from among the employees of the company itself, in the second - at the expense of external resources. It is clear that internal sources are always limited, and it is impossible to completely solve personnel problems with their help.

The most common sources of hiring workers are external. Conventionally, they can be divided into 2 subtypes: budget and expensive.

Inexpensive sources are, for example, public services employment, contacts with universities and colleges. Expensive sources are professional recruitment agencies and media publications.

There are also completely free sources of personnel - Internet sites that publish vacancies and resumes of applicants, for example - HeadHunter, Job, SuperJob.

Even in every major city there are usually several such local sites. Even smaller cities often have their own city websites where you can post job openings.

In addition, organizations can always receive resumes directly from applicants without going through intermediaries.

Practice shows that even in conditions of crisis and unemployment, finding a qualified specialist in any field is not an easy task. Personally, I have repeatedly had to use expensive sources to search best representatives the most in-demand professions. However, for positions that do not require special knowledge, the cheapest methods of attracting personnel are usually used.

Types of external sources of personnel selection:

1. By recommendation. Attracting candidates based on recommendations from relatives, friends and acquaintances of company employees. The oldest method, very effective and more suitable for small organizations. Statistics show that in organizations where the number does not exceed 50-60 people, 40% of new employees enter the service through acquaintances. This approach has a significant drawback - there is a risk of hiring an unqualified specialist.
2. Direct work with potential employees. Working with “independent” candidates – people searching for work without contacting special services. Such candidates themselves call the company, send their resumes and inquire about vacancies. This is usually due to the firm's leading position in the market. Even if the organization does not currently need such a specialist, his data should be saved in order to be used if necessary.
3. Advertising in the media. This is the most common way to attract applicants. Advertisements are given in newspapers, on Internet portals, on television, after which the candidates themselves call or come to the company. There are specialized publications and websites focused on a wide range of professions or specific industries. The use of online resources and printed publications is the most effective and popular tool for attracting candidates, however, in order for advertisements to hit the target, the requirements for applicants and their future job functions should be stated as accurately as possible.
4. Contacts with universities. Many large corporations working for the future are focused on attracting graduates of educational institutions who do not have full-time practice. To this end, employers hold events at specialized universities or participate in job fairs. Since it is difficult to assess professional skills without work experience, personal characteristics, planning and analysis skills are assessed.
5. Labor exchanges are state employment centers. A developed state is always interested in increasing the level of employment of citizens. For this purpose, special services are created that have their own databases and work with large companies. The method has a significant disadvantage: not all applicants apply to government agencies for the unemployed.
6. Recruitment agencies. Over the past decades, recruiting has become an actively developing sector of the economy. Recruitment companies have constantly updated databases and independently search for candidates in accordance with the customers’ tasks. Firms charge substantial remuneration for their work - sometimes up to 50% of the annual salary of the employee they find. There are companies specializing in mass recruitment or, conversely, engaged in “exclusive search” - the selection of executive employees.

The correct selection of external sources ensures success in recruiting competent employees who correspond to the profile of the company and its spirit.

The table shows comparative indicators of recruitment sources:

3. Basic methods of personnel search

Let's look at the classic and newfangled methods of finding employees. I’ll say right away that experienced HR specialists always combine methods of attracting personnel in their work.

In a number of situations, you can really “keep your head down” and use the recommendations of work colleagues who are looking for a position for their friend or relative. In other cases, a multi-day search for a narrow specialist through specialized recruitment agencies and other paid channels is required.

Let's consider the most effective methods search.

Method 1. Recruiting

Recruiting is a technique for selecting employees for common professions. Usually these are specialists at the so-called “line level” - sales agents, ordinary managers, executives, secretaries. Recruiting itself consists of drawing up a competent description of the vacancy and posting this description where potential applicants or websites engaged in personnel search will see it. The emphasis in this case is on people who are in the immediate process of searching for a job.

Method 2. Executive Search

Selection of management personnel - heads of departments, company directors, heads of regional divisions. This also includes the search for rare and unique specialists. Unlike recruiting, “exclusive search” involves active actions on the part of the interested company. Typically, this type of employee selection is carried out by specialized recruitment agencies.

Method 3. Headhunting

Literally - “headhunting”. A method of searching for or luring a specific specialist (a recognized master in his field) from one company to another. The methodology is based on the premise that top-level employees do not look for a job on their own and sometimes do not even think about changing one. The task of the “hunter” - an employee of a recruitment agency - is to interest the candidate with more favorable conditions or development prospects from a competing organization.

Method 4: Screening

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

Method 5. Preliminaring

Attracting candidates for positions through industrial practice young specialists (graduates of specialized universities). The choice of a future employee presupposes that applicants meet certain psychological and personal qualities.

Preliminary work is aimed at the company's long-term business plan: it is the most promising way to create a strong and productive work community.

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

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

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

• Availability of a huge database. The average number of resumes in the archives of recruiting agencies is 100,000. True, with today’s Internet capabilities, collecting the required number of applicant profiles from job sites is not difficult. Of this number, only “researched” resumes are really useful - that is, those for which the recruiter contacted the applicant and received permission to use the questionnaire.
• Professional and comprehensive approach to employee search.
• The presence of a standard guarantee - a free replacement of the applicant if he was not suitable for the employer or refused employment. The warranty period is valid for up to six months.

Regarding this service recruitment agencies as an “evaluation interview”, then in most cases you should not rely too much on the effectiveness and “exclusivity” of this offer. Recruiting agencies conduct such interviews mainly remotely, and without a personal meeting, a correct assessment of professional and personal qualities impossible.

The cost of agency services is calculated depending on the complexity of the search and the speed of filling the vacancy. Usually it is a certain percentage of the annual salary of the selected specialist. The market average is 10-30%. Services are paid approximately a week from the date the employee returns to work.

Please pay attention to the fact that due to the wrong approach and lack of due attention in the field of recruitment Russian companies losing hundreds of billions of dollars a year.

Among the disadvantages of searching for employees through agencies is the risk of encountering an unfair approach by recruiting companies to their functions. The result of which is that workplace the “wrong” employee arrives, not having the proper knowledge and qualifications. And this negatively affects the activities of the enterprise and adds headaches and red tape for me, as a personnel officer, with paperwork.

To avoid this, I advise you to pay attention to choosing the company with which you want to cooperate, Special attention. Be sure to study reliable client reviews about the agency’s work, check for guarantees, and evaluate the speed feedback with company employees.

Here, for your convenience, we have already analyzed several reliable recruitment agencies that will help you find best employees for your business:

• Friendly family(www.f-family.ru) - Moscow
• StaffLine(www.staffline.ru) - Moscow
• Inter-HR(www.inter-hr.ru) - Moscow
• Gardarika(www.gardaricka.com) - St. Petersburg
• ANT Group of Companies(www.antgrup.ru) - St. Petersburg

5. Process and stages of searching for company employees

The employee selection process consists of several stages that candidates for a position must go through. At each stage, some applicants are eliminated or they themselves refuse the vacancy, taking advantage of other offers or for other reasons.

Now we will look at the main stages of selection.

Stage 1. Preliminary conversation

The conversation is held various methods. For some positions, it is preferable for the candidate to appear in person at the potential job site; in other cases, a telephone conversation with a representative of the personnel department is sufficient. The main goal of the preliminary conversation is to assess the applicant’s level of preparation, his communication skills, and basic personal qualities.

But here it should be remembered that only at the level of visual communication can one get the most accurate idea of ​​the personality of the job applicant. Therefore, now more and more often I conduct preliminary conversations via Skype.

Stage 2. Interview

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

Please note that at this stage it is very important not to make one mistake. You cannot attach importance to personal sympathy for a candidate for a position. You may like a person externally, his behavior and manners are close to you, and you also have common interests in life. Under the influence of emotions and feelings, you are without a doubt sure that best candidate you just can’t find him and he, like no one else, will “fit” into the team in the best way. And therefore there is no point in “torturing” him and asking tricky questions.

It is necessary to conduct a full testing of a potential employee, and if on important technical points he does not meet the established requirements, then feel free to refuse him employment.

There are several types of interviews:

• Biographical, during which the applicant’s past experience and various aspects of his professional qualities are revealed;
• Situational: the applicant is asked to decide practical situations in order to determine his analytical abilities and other qualities;
• Structured– the conversation is conducted according to a pre-compiled list of points;
• Stressful– is carried out with the aim of testing the applicant’s resistance to stress and his ability to adequately behave in provocative and unusual situations.

Stage 3. Professional testing

Conducting tests and trials to obtain information about the professional skills and abilities of the future employee. The test results will allow you to evaluate the candidate’s current and potential capabilities and form an opinion about his work style.

It is important to ensure that professional testing issues are relevant and comply with legal requirements.

Step 4: Check your track record

To get a more complete picture of the employee, it is worth talking with his colleagues at his previous place of work. Many people have a bad “professional history”, although the reason for dismissal at work is “on their own”.

Therefore, if possible, it would be good to talk with the applicant’s immediate supervisor to find out the reasons for the employee leaving his previous job, this will improve the quality of personnel selection. It would be a good idea to familiarize yourself with the recommendations, characteristics, incentives and other points of the track record.

Stage 5. Decision making

Based on the results of comparing candidates, the one who best meets the professional requirements and fits into the team is determined. When the decision to enroll has been made, the candidate is informed of this either orally or in writing. The applicant must be thoroughly familiar with the nature of the upcoming activity, informed about working hours, vacations, days off, rules for calculating salaries and bonuses.

Step 6. Filling out the application form

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

Below you can download samples of these three documents relevant for 2016.

This is followed by the official assumption of office. Typically, this term refers to the first working day of a new employee, during which he directly becomes familiar with the procedures and rules of work and begins his job duties.

6. Non-traditional recruitment technologies

Non-traditional personnel selection methods are becoming increasingly relevant. I've compiled a list of the most effective non-traditional ways to hire employees:

1. Stressful (or shock) interview. The point of such a conversation is to determine the candidate’s resistance to stress. During such an interview, various techniques are used, the purpose of which is to unbalance the interlocutor. For example, the person responsible for the conversation is, to begin with, late for the meeting - by 20-30 minutes or even more. Or you can be dismissive of the candidate’s titles, merits and academic degrees (“MSU is not an authority for us - our cleaning lady graduated from MSU”).
2. Brainteaser interview. Applicants need to answer some intricate or tricky question or solve a complex logic puzzle within a certain time. Typically, such methods are used when selecting creatives, marketers, and programmers.
3. Use of irritating factors. Such factors are: bright light in the eyes, like during an interrogation in the NKVD, indecent questions, a chair that is too high. The subject can be seated in the center of a circle, around the circumference of which are representatives of the employer.
4. Personnel selection based on physiognomy. It involves determining a person’s character by his appearance and socionics.

Non-traditional methods allow you to assess the flexibility of a candidate’s thinking, test his intelligence, evaluate his creativity, and finally, test his ability to work under pressure, which is important in a competitive business environment. In some large corporations(in particular, at Microsoft), stress interviews are used mandatory and en masse.