Recruitment, selection and recruitment

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

Free catalog of policies and procedures for the selection, recruitment and recruitment of personnel

Recruitment in the organization

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

What is the difference between recruitment and recruitment?

When a position is open in a company, it can be filled by both internal and external candidates. This process is called recruitment. Recruitment is aimed at creating a reserve of personnel for specific positions, on the basis of which a selection is made in favor of a person suitable for the performance of professional tasks.

Recruitment from external sources called hiring. In other words, recruitment is all the actions of the head 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 the execution of all documentation related to labor relations.

Both external and internal applicants go through a selection process. Personnel selection is the process of studying and evaluating the conformity of the candidate's professional and psychological characteristics with job duties in the workplace. As a result of the selection, one employee is selected from the set, to whom an offer is made for employment vacant position.

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

Recruitment and selection methods

The purpose of personnel selection is to assess the compliance of candidates 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 the corporate culture of the company. Here, various methods of recruiting and evaluating personnel are used:

• Chronological interview - when a prospective employee is asked to tell the story of their job 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 of the candidates and select the strongest applicant for the vacant position;
• Business cases are a recruitment technique when the applicant is offered to get acquainted with a specific business situation and offer options for solving it. Thus, the employer simulates business reality and looks at how the candidate will behave in this or that case;
• Various psychological and sociometric tests;
• Gamification in recruitment - a method of selection personnel using games;
• Group interview - allows you to realize bulk methods recruitment in the organization. In this situation, several candidates are invited to a panel interview, who are given team tasks. With this method of active recruitment, the HR department monitors and evaluates the behavior of applicants during group tasks.

Some managers organize the recruitment process within the company. The advantages of the internal method of selecting employees for work - a person knows corporate specifics, has the qualifications, education and skills to fulfill job requirements. In addition, it gives employees the opportunity to grow and move up the career ladder within the company.

Hiring Process Risks

Selection, search and recruitment procedures involve a number of risks. HR managers and staff should consider the following:

1. As they say, “we are all people, we are all people”, and therefore we tend to perceive reality through the prism of our beliefs and prejudices. Our prejudices can be especially pronounced in the process of selecting candidates. We all tend to project our understanding and previous experiences onto the people around us and jump to conclusions. For example, if we used to have an employee who smoked and spent a lot of time smoking breaks, this does not mean that all smoking job seekers suffer from laziness and low labor productivity. The threat of bias and stereotyping during recruitment can be significantly reduced by involving more interviewers in the assessment process and by making hiring decisions collaborative.
2. The reputation of the company plays an important role in the success of hiring staff. 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 select from whom.
3. Recruitment timing will dictate which recruitment methods you can use. If you're pressed for time and need to fill a position urgently, you'll likely have to spend more on recruitment or offer higher pay.

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

Recruitment system in the organization

The modern technology of personnel selection consists in the coherence of planning processes headcount personnel, the use of modern recruitment methods, an effective adaptation system, a reasonable policy for the development and promotion of the personnel reserve and an adequate system of payment and motivation. An integrated approach is important here: one without the other will not work. Each time, evaluating 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 is the growth potential of this candidate;
• 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 system of motivation and remuneration by the company;
• what will be the level of adaptation of a 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 recruitment criteria according to professional, business and personal characteristics will ensure the high efficiency and sustainability of your company's human capital.

Recruitment principles

There are two fundamental principles for the selection and selection of personnel in terms of legislation:

• objectivity;
• absence of any form 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 of professional knowledge and experience;
• leadership skills;
• assessment of hidden reserves, strengths applicant and forecasts in terms of its future growth;
• level - how quickly an employee can get up to speed and start building relationships with suppliers, colleagues, customers, and a manager;
• taking into account legislative standards and an equal approach to applicants for a vacant position.

Stages of recruitment

The best practices for the recruitment process involve a phased selection process. The purpose of the procedure is to evaluate applicants and identify an employee who meets the requirements of the position. Practical implementation The selection method is carried out as follows:

1. Scanning resume or prefetch. It occurs in the mode of viewing all applications of applicants for a vacancy and filtering according to basic criteria or in telephone mode using a pre-prepared interview form. For mass vacancies, some companies use call center employees or an automatic call service.
2. Phone interview. At this stage, personnel officers seek to obtain information about the experience and education of the candidate, learn more about his achievements and motives for finding a new job.
3. Personal interview. The purpose of this stage is to evaluate the candidate for his suitability for the vacant position, to better understand him personal qualities and motivation.
4. Conducting additional testing. This stage gives the head and the employee of the personnel department additional information about either the professional skills and intelligence, or the personal or leadership qualities of the applicant.
5. Recommendation review process. An employee of the personnel department checks with the previous employer or former colleagues the accuracy of the information provided by the applicant, asks about who and how could characterize the candidate.
6. If necessary, a medical examination procedure. Inspection is mandatory for employees of catering, production, civil servants and a number of persons specified in Article 213 Labor Code RF.
7. Employment decision.
8. Conclusion employment contract with the applicant and clarification of the period and conditions for probation.

Fundamentals of recruiting in an organization

Analysis of the organization of recruitment and selection of personnel at the enterprise allows you to identify the level of efficiency of personnel processes and establish the causes of turnover. Here are a few examples of key recruiting, recruiting, and recruiting performance metrics 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 recruitment system

The labor market does not stand still. Job seekers' expectations are changing, new methods of evaluating candidates are emerging, and businesses are changing their search priorities. Among the modern trends in the field of recruitment and staff assessment are:

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

Methods that allow the use of artificial intelligence to improve the quality of selection are gaining more and more popularity. For example, there are already programs on the market using AI (Arificial Intelligence), which, with enviable accuracy, not only assess the profile of a candidate, but also the behavioral model in social networks and predict the likelihood of a candidate being fired during a trial period. And this is just a special case in a series of revolutionary changes that await the labor market with the advent of “Big Data” (Big Data).

What will remain unchanged even in an age of universal transparency, artificial intelligence and robotization is the 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 managerial tasks of managers and human resource management departments.

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

Announcements, flyers, billboards.

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

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

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

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

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

Printed media and newspapers free classified ads of regional importance.

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

As a rule, placement in newspapers from organizations is paid, discuss the most convenient conditions for you ( tariff plan). If you don't have financial resources to pay for services for placing ads, then use newspapers for free ads.

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

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

Advertising on television and radio.

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

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

Internet resources for the selection of personnel.

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

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

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

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

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

Social media.

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

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

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

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

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

Corporate website.

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

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

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

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

Cooperation with educational institutions.

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

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

More effective method attracting the attention of students and graduates - holding a presentation of the company within the walls of the educational institution.

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

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

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

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

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

head hunting. Hunting for professionals.

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

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

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

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

Recruitment agencies.

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

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

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

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

In order for the recruitment process to bring maximum benefit, you need to have an idea of ​​\u200b\u200bwhat recruitment methods exist and know how this or that method is applied in practice. This will allow recruiters to select talented and enterprising employees.

You will learn:

• Why you need to use different recruitment methods.
• What are the sources of recruitment.
• How to recruit staff.
• How to evaluate the effectiveness of methods.
• Who is responsible for recruiting.

Unprofessional recruitment may lead to a delay in the completion of work, a drop in the company's profits, a violation. As a result of systemic errors in the field of recruitment, you will be forced to return to the starting point: to engage in the selection of new personnel, spending time and money on this.

External and internal recruitment methods

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

External sources of recruitment are divided into the following types:

1. By recommendation. Employees are involved taking into account the recommendations of acquaintances, friends, relatives of the company's employees. This is one of the oldest recruiting methods, but it is very effective and is great for small companies with less than 60 employees. According to statistics, it is in such companies that about 40% of new employees are accepted on the basis of recommendations. With all the advantages of this method, its disadvantage is the high degree of risk of hiring an insufficiently qualified specialist.
2. Direct work with potential employees. This type involves the interaction of HR specialists with candidates who are independently looking for a job, without contacting specialized employment agencies. As a rule, such job seekers can call the company directly to find out about open vacancies or send their resume to the personnel department. Often, applicants offer their candidacies to those organizations that have proven themselves in the market. Sometimes the data about the applicant is postponed in order to return to them later if necessary.
3. Advertising in the media. This method of attracting employees is most common. The company advertises vacancies in print media, on Internet portals or on television. Applicants respond to vacancies, call by phone or come to the company. In addition, today there is a wide range of specialized resources, publications and websites that are focused on a wide range of professions or specific industries. This recruitment method is an effective and popular means of attracting new employees, but it is important to take into account its specifics and formulate requirements for candidates as clearly as possible, describing in detail their future job responsibilities.
4. Contacts with universities. Many serious and large organizations such as holdings or corporations that have ambitious plans for the future often invite graduates of educational institutions without experience and work experience. Representatives of such organizations can be met at thematic events in universities or at job fairs. As a rule, the selection of candidates takes place according to such parameters as personal characteristics, the ability to think strategically, analyze, and plan.
5. Labor exchanges are state employment centers. Any prosperous state benefits from an increase in the level of employment of citizens. To achieve this goal, the state invests in the creation of specialized services that form their own databases and work with large employers. This method of recruitment has one significant drawback: the number of job seekers applying to state job search services is not very large.
6. Recruitment agencies. In the last ten years, the field of recruiting has become an actively developing sector in the economy. Recruitment agencies constantly update and expand their databases, actively search and select applicants, strictly focusing on the requirements and fully taking into account the wishes of the employer. Such services are not cheap, sometimes the reward for finding a suitable employee reaches 50% of the annual salary of this specialist. Among the recruitment agencies, there are those that are engaged in mass recruitment, and there are those that offer more sophisticated methods, for example, "exclusive search" - that is, they are looking for talented leaders and managers for the company.

Success in building a professional team consisting of valuable and talented employees who fully share its values ​​with the company and meet all its requirements directly depends on the correct choice of external sources and methods of recruitment.

This table shows comparative indicators by recruitment methods:

	Personnel search methods	Average time spent	Total time
	Through the media	Information is placed in the newspaper in 5-7 days. For electronic media, the deadline has been reduced to the day the announcement is submitted. It takes 5-7 days to process responses from applicants and screening interviews with applicants
	Through friends and acquaintances	A full survey of the entire circle of contacts takes from 3 to 5 days
	Among university graduates	Communication and interaction with employees of the relevant services of universities (5-7 days). Processing of received resumes takes up to 7 days
	Inside your own company	1-2 days are enough to test possible candidates from among employees
	Through job centers	Providing information to responsible employees of employment centers - 7 days. Processing resumes of applicants - 5-7 days
	Through free recruitment agencies	Establishing contact with agency staff - 3 days. Information processing - 7 days
	Through recruiting organizations	Providing information to employees of companies - 1 day. Search and selection of candidates for the position by forces recruiting agency– 5-10 days	1-2 weeks

Touching upon the topic of modern methods and technologies of personnel selection, it is worth mentioning the following types and their characteristics:

• Search for candidates in social networks is a modern, cost-effective, but at the same time rather time-consuming method of recruiting personnel. With its help, it is best to search for and select young employees and mid-level specialists.
• Search for candidates online (forums, specialized communities)- it is laborious, but does not require large financial costs a method through which you can reach a narrow circle of specialists and get information about the most talented.
• Posting job ads on the Internet in video format- is one of the most common methods of search and selection of personnel today. The cost of shooting a video about a company or a video story is about the same as for the implementation of traditional recruitment methods. This method is highly effective, and thanks to the popularity of the network these days, there is a chance that a large number of job seekers will watch your video.
• Mass recruiting - necessary if the company requires a large number of new employees. Usually, mass selection personnel is used as a method for selecting line-level specialists with specific skills and experience in this area.

All of the above methods of search and selection of personnel began to be actively used as the Internet developed and grew in popularity. First, those who are looking for a job appeared on the expanses of the global network, and after them, those who can offer them this job.

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The main methods of recruitment in the organization

• recruiting

Recruiting is understood as a certain system of recruitment methods for various, but most often, the most demanded professions. As a rule, these are “line level” specialists, that is, sales agents, managers, performers, secretaries. Recruiting involves writing a job description and placing it on various sites and resources where it can be seen by potential candidates. The websites of specialized recruitment agencies are also used. In this case, recruiters focus primarily on specialists who are actively looking for work.

• Executive Search

This is recruitment for leadership positions: heads of departments, directors of companies, heads of regional branches. The Executive Search method searches for rare specialists with unique skills or knowledge. The method of exclusive search and selection of personnel implies activity on the part of an interested employer. As a rule, companies turn to specialized recruitment agencies in order to select worthy specialists.

• headhunting

This term literally translates from English as "headhunting" and today is widely used to refer to the method of recruiting by luring talented and rare specialists from one company to another. This method is based on the understanding that high-value employees, top-level specialists, almost never think about changing jobs and, accordingly, are not actively looking. In this case, the hunter for valuable personnel himself takes the initiative and offers the valuable specialist some special working conditions, benefits, opportunities for career or personal development.

• Screening

Screening is a quick process of selecting applicants on formal grounds, and this is the main criterion for this recruitment method. The selection does not take into account such characteristics of applicants as personal qualities and motivation. Screening should be carried out in a short time, this technique is widely used when searching for specialists for positions such as secretary, manager, sales assistant.

• Preliminaring

This term means the process of attracting applicants (young professionals, graduates of specialized universities) to a vacancy by offering them to pass industrial practice. After the completion of the internship, the company offers a job to those applicants who have shown certain psychological and personal qualities suitable for working in the company in a particular position.

Preliminaring is a process related to the long-term business goals and objectives of the company. This method of recruitment is aimed at creating a strong and efficient workforce.

Modern recruitment methods

1. Aggressive headhunting

Headhunting methods are based on the fact that high-value specialists most often do not think about changing jobs and therefore are not actively looking for vacancies. Headhunting aims to get in touch with a valuable employee and offer him more favorable working conditions in a new company. Aggressive headhunting, as the new recruitment methods are collectively called, began to be actively used several decades ago in America at First Merit Bank and Cisco Systems. Today, this method is becoming more and more popular in the Russian labor market due to the fact that the struggle for valuable and rare specialists is intensifying.

How is aggressive headhunting different from regular headhunting? The fact that it is, one might say, a war with its own special techniques, "victims" and "prisoners". From the point of view of aggressive headhunting, the struggle for valuable personnel is one of the important components of competition between companies. It is important not to miss a single action of a competitor, and in best case try to always be one step ahead of him. In such a war for talented workers, any means are used.

So, let's look at the main elements that the process of aggressive headhunting includes:

• Direct impact on the company's profits. Specialists who are attracted through headhunting are perceived as an asset that can bring additional income to the company's piggy bank.
• The emergence of a corporate culture of recruiting - the process of searching and attracting personnel takes place with the participation of not only the recruitment department, but also the entire workforce of the company (directly or indirectly).
• Personnel poaching: Aggressive headhunters focus on employed and working top-level specialists, and not on free applicants who are actively looking for work.
• Encouragement of those who give recommendations for talented employees, including material.
• Interaction not only with candidates for vacant positions, but also building relationships with promising specialists in advance.

According to some people, all these elements are a demonstration of the use of unacceptable principles and methods of recruitment, but it is important to know that such methods are actively used today. Aggressive headhunters use a variety of recruiting methods. One of them is to address the employee on some important holiday for him: birthday, vacation, family celebration. From the point of view of psychology, a person at such moments becomes especially sensitive to new offers and is more positively disposed towards recruiters who call him. This forces headhunters to collect as much data as possible about a potential candidate: information about his family, personal preferences, hobbies and other areas of life.

1. HR branding

HR branding is becoming popular in Russia today. More and more companies are looking to follow this new trend and apply it. As part of HR branding, an attractive company image is created. There are two important components to this process:

• The visual range is a slogan and artistic image that reflects the company's advantages, its corporate values ​​and its exclusive position in the labor market.
• Internal corporate policy of the company, which is closely related to personnel work.

Both components should realistically reflect reality and be interconnected. For example, if the motto of the company contains a promise to employees to provide conditions for rapid career development, then the company should actually provide such conditions. Branding will not be needed for those companies whose goals are only to find one or two employees, but not to strengthen their position in the market. For those organizations in which a constant influx of fresh personnel is important, branding is a mandatory process.

The trends in the development of the personnel market in Russia are such that in the coming years we should expect increased competition among companies in the struggle for personnel. This is primarily due to the fact that on the one hand, there is a demographic problem, and on the other hand, there is an intensive growth of the market. Under these conditions, companies will be forced to actively work on creating a positive HR brand, and those who will do it most successfully, competently and efficiently will be able to attract the best specialists.

In the West, a serious and responsible attitude towards personnel has long been normal. Companies perceive their employees as one of the most important components of successful business development. As for Russia, here HR-branding is still at the stage of development. It should be noted, however, that this development is happening quite quickly, since the formation of HR branding is accompanied by a high level of competition in the market and thus becomes an excellent motivation for quality work with personnel in the company and creating excellent working conditions for employees. A company with such priorities will definitely be competitive in the modern labor market, as it will be able to attract talented employees.

1. IT- recruitment systems

The new trend of 2017 is HR-digital. This is not only an automated recruitment method, but also the creation of a new concept of thinking, new approaches to work and interaction with potential and real employees of the company.

Many experts agree that by 2018 the market for digital technologies and programs for recruiting will approach the value of $ 2 billion. As of 2015, 88% of employers already used various Information Systems for personnel management (from professional 1C or SAP applications to regular Excel). In 2017, new opportunities appeared in this area; among the most modern, special modules for the selection and hiring of ATS (Applicant Tracking Systems) employees can be distinguished.

ATS are aimed primarily at the implementation of specific functions, including:

1. Processing and storage of resumes of applicants.
2. Comparison of the resume and the profile of the vacancy for which the author of the resume applies.
3. Publication of information about company vacancies on many different resources and sites.
4. Processing and collecting responses to the vacancy from a variety of possible sources.
5. Collaboration with recruitment agencies that provide data on potential applicants by uploading their resumes directly to the ATS of the client company.
6. Individual approach to each applicant in the process of hiring him.
7. Activity in social networks.
8. Working with passive candidates, information about which is stored in the ATS.
9. Creation of an information database with a large amount of information.

There are a lot of companies and their products on the modern ATS market: both expensive and “heavy” for large corporations, and free cloud systems for small and medium-sized companies. Most popular today: Taleo, Kenexa-Brassring, Jobvite, iCims, SAP-SuccessFactors, Peoplefluent, ADP, Silkroad, iRecruitment, Greenhouse, Newton Software, Ultipro, Jobscore, Lumesse, Hrsmart, Bullhorn.

For any recruiting program, the minimum objective is to simplify the work of the recruiter, and the maximum objective is to improve the company's recruitment strategy.

1. Remote recruitment

Among the innovative methods of recruitment, one can single out the remote method, which has already become familiar. Thanks to him, the traditional situation in the labor market of recruitment agencies has changed dramatically. If everything is organized correctly, then the remote recruitment method can have many advantages:

1. Ability to hire a candidate from almost anywhere in the world.
2. Conducting a remote interview with the applicant without his physical presence for the purpose of primary selection.
3. Minimal time spent on interviews.
4. Possibility of conducting several interviews simultaneously in different regions for company branches.

Every day, the range of vacancies is expanding, for which a candidate can be selected and accepted remotely. If a few years ago this circle included mainly IT professions, accountants, designers and journalists, today even employees of working specialties can be remotely hired.

The remote recruitment method also has a significant drawback, namely, a high risk of obtaining false information about the applicant. To minimize this risk, it is important to use video during remote interviews, as visual data can tell a lot about a candidate. A remote recruiting specialist needs to identify and weed out problem candidates, as well as to see exactly those who really fit the vacancy they are applying for.

1. HR outsourcing

HR outsourcing is a special recruitment method that is highly effective. The process of cooperation with an outsourcing company is different from working with a recruitment agency. The difference is that the interaction between the company and the customer in the process of HR outsourcing involves closer cooperation. In the most ideal scenario, employees of an outsourcing company deeply study the corporate history and culture of the customer, conduct interviews in the office of the organization itself.

Outsourcing company thus assumes the role of an intermediary between the employer and job seekers. At interviews with candidates, representatives of the outsourcing company talk about their impression of the company with which they work, and applicants, in turn, have more confidence in a third-party specialist, which allows the recruiter to get a more complete and objective image of the applicant.

Candidates who come in for an interview form their opinion of a company mainly based on various details: how they were met, who conducted the interview, in what manner they were communicated with. One of the main tasks of an HR outsourcing specialist is to build communication with candidates so that they have a favorable impression of the company.

In addition to this important function, the HR outsourcing specialist has a second important function in communication with the candidate, which is to provide feedback based on the results of the interview. As a rule, recruiters in a company conducting an interview end it with a promise to call the candidate back, but sometimes they don’t even do this if the company is not ready to hire him. The outsourcing company organizes its communication with candidates in such a way that it informs the candidate about the decision in any case. This largely contributes to the formation of a positive image of the company in the eyes of employees and applicants.

HR outsourcing can be of several types:

1. Outsourcing of the entire HR department. It is rarely used in practice, as it is not easy to find a truly professional third-party HR specialist who can take on all the functions personnel department companies.
2. Recruitment outsourcing. This is one of the most common types of outsourcing, which consists in organizing events for the selection, evaluation, and training of employees.
3. HR outsourcing. It is used to relieve HR specialists from current tasks and reorient them to solving more important and priority issues.

With any type of personnel outsourcing, it is important to give preference to cooperation only with highly qualified specialists and companies, because the security and competitiveness of your business will depend on the level of their professionalism.

• Human resource management: what does it mean and why is it needed

How to determine the effectiveness of recruitment methods

• Closing factor.

The most important thing for a leader is the availability of staff in the company. The quality and cost of the goods are secondary issues. If the company does not have the necessary specialists, then this is a very serious problem for the manager. Therefore, the closing rate is very important in the work of a recruiter.

This coefficient can be calculated in different ways. Sometimes the company takes the staffing as a basis. Then they draw up a recruitment plan for the year ahead, set the deadlines in which this or that staff should be selected. If all positions are taken as 100%, and vacancies are taken as the share of the need for employees (also as a percentage), then the smaller the share, the higher the closing rate. However, the number of open vacancies in the staff list is not directly related to the selection of personnel.

Suppose a company has very well developed planning. The staffing table is updated annually: all positions that open during this period of time are included in the plan at a time in December or January. To what exact number of specialists are needed, when it is necessary to start work on finding and attracting personnel, whether the personnel officers will have time to select the necessary employees within the planned time frame or not - is unknown.

Thus, calculations using this method rather indicate how busy the recruiting manager is during the year, but do not reflect the degree of efficiency of his work. In addition, if the staffing table is not developed with sufficient quality, and some vacancies are added to it “just in case”, then the calculation of the closing rate by staffing becomes meaningless.

There is another way for which the calculation formula has been developed:

The term "vacancy" should be clearly defined here. For example, the manager sets the task for the personnel service: to find 20 installers in the same specialization. The company's rules are such that the manager's request is made in the form of an application. It is the number of applications, not vacancies, that is taken into account in the calculations.

In addition, in the work of a recruiting manager, it is important to consider deadlines. For example, in a month 15 vacancies were opened and 13 employees were hired:

Consider another situation: three days before the end of the reporting period, three new positions were opened. It is obvious that the personnel department will not be able to select the necessary personnel and fill vacancies in such a short time. In this case, the closing rate will be lower, but not through the fault of the personnel department.

It is best to calculate the closing rate not from the ratio of open and closed vacancies for the reporting period, but from the ratio of vacancies closed in fixed time and vacancies closed with a delay. This requires more work, however, the results of such a calculation will be more accurate, especially if the process is automated. The formula for calculating the closing coefficient itself will not change.

• Selection cost.

The question of what is the cost of recruiting is of interest, first of all, to the manager. In general, despite the importance and necessity of the personnel service in the company, from the point of view of business and accounting policy, it is the center of costs. Any recruiter should always keep this feature in mind: all the costs of finding employees are distributed among the profit centers of the company - the departments - that provide the organization with profit. Recruitment officers are required to report and explain how and on what they spent the funds.

If we talk about the cost of recruiting, then in Russia it is customary to include only the direct costs of disseminating information about open positions in the company. As a rule, cost calculations do not include such costs as the labor of a recruiter, rental of premises, operation of equipment, the cost of various accessories: paper, stationery, forms, etc. But to improve the image of the personnel department in the company, the manager must make such calculations. If a recruiting team does a good job, then their services will be at least two to three times cheaper than those on the market, and managers will benefit from knowing this.

There are two main metrics that determine the overall cost of recruiting. This is the total number of open positions and the cost of hiring one employee (unit costs). Decisions on the number of open vacancies are made by the manager, based on operational need, and the recruiter does not influence these decisions. However, it directly depends on what methods are used for the selection of personnel, how rationally and economically spending on the needs of the personnel department occurs. In many ways, it is these factors that determine the amount that will ultimately be needed to attract and hire each new employee.

Unit costs for the selection of one employee are calculated by the formula:

It is important to clarify that there is an effect of scale. For example, you need to hire five electricians. You publish information about open vacancies in one of the specialized publications. For five jobs, you use one ad, so the cost per ad can be divided by five. But if you need to select only one specialist, then you will also place an ad. And all the costs of advertising in this case will fall on one unit of staff, which means that unit costs will increase.

• Selection quality.

The quality of the selection is a rather subjective concept, however, according to the laws of marketing, it must correspond to the ideas of the client, that is, the customer-manager. This means that the candidate must meet all the requirements specified in the vacancy profile as much as possible. As a rule, at the very first interview, the applicant is assessed.

If the manager is satisfied with the quality of recruitment, then questions of cost or timing are relegated to the background. Sometimes the company hires applicants whose qualities do not quite match the requirements of the vacancy, however, over time, the employee expands his competence, and the manager is satisfied with his work. There are also situations when a company is forced to hire obviously unsuitable employees. There may be various reasons for this: the lack of the necessary specialists, the uncompetitiveness of the company's offer, difficulties in finding specialists of the required qualifications. One way or another, the selection of inappropriate personnel can lead the company to depletion and lower the quality of human resources. This can slow down the development of the company and lead to the fact that your business will no longer meet the challenges of the modern market. As a result, a gradual decrease in the value of the company can be expected.

There is another factor that can be used to judge the quality of recruitment: the number of employees from among those accepted into the company who have passed the probationary period. A successful interview and a preliminary high rating of the applicant are not a guarantee of successful integration and productive work of this employee in the company. It is entirely possible for a candidate to perform well in an interview, but in reality will perform irresponsibly and inefficiently. If the number of such employees grows, then the question arises about the quality of the work of the recruitment service.

On the other hand, shifting all responsibility for the successful completion of the probationary period onto the shoulders of one recruiting manager is unfair. What to do in cases where the manager does not provide even minimal support to a new employee? Or, for example, the conditions promised at the interview do not correspond to the real state of affairs in the company. What if, for this reason, an employee decides to leave the company before completing their probationary period? Thus, there may be different factors that are not directly related to the effective work of the recruiting manager. This means that the number of employees who have passed the probationary period is an indirect factor for judging the quality of work of HR specialists.

How to Choose the Best Recruiting and Selection Methods

Recruitment Specialist in the performance of their official duties must adhere to the following principles:

• Complexity. You should not select employees based on any one factor. For example, to hire a system administrator only on the basis of his high professionalism. In order for an employee to truly be able to benefit the company and become part of the team, he must have such qualities as responsibility, accuracy, efficiency. For all these qualities, it is imperative to test applicants even before hiring.
• Objectivity. Since the interviewer's evaluation will always be subjective, it is important to put into practice recruitment and evaluation methods that could help to obtain a more objective opinion about the candidate. For example, if you are hiring a waiter and you choose from several candidates, let them set the table for guests. Based on this test task, you will get more objective results based not only on your assessment, but also on the assessment of the guests.
• Scientific. The simplest type of interview always remains popular and in demand, however, one should not forget about other methods of recruiting and evaluating personnel, which can help to create a more reliable portrait of the applicant and draw a conclusion about his suitability for the position and the company. You can refer to modern methods evaluating the effectiveness of recruitment, psychological tests and techniques (including non-standard ones).
• Continuity. The recruiter must work continuously until the vacancy is closed and a new employee is accepted into the company.
• impartiality. If the recruiter does not like this or that feature of the candidate that is not capable of interfering with the performance of his professional duties (for example, having several children, an inexperienced university graduate, a person with disabilities), this should not be a reason for refusal.

A recruiter will be able to professionally approach the process of searching, selecting and hiring valuable employees only if he adheres to all five principles.

It is useful to study the methods of evaluating a candidate in the selection of personnel. Surprisingly, there are many more of these methods than search methods. Thanks to them, it is possible to create such a personnel selection system that could be adapted to any company and would allow solving its problems more effectively.

It is difficult to talk about any universal recipes and recommendations regarding the selection of personnel. However, it is worth noting that it is important for a recruiter to master the full range of candidate assessment methods and analyze recruitment methods, as this can allow them to make better decisions in choosing employees who could really become valuable personnel and fully meet the requirements of the company.

1. Gathering information about applicants.

Even at the stage of studying the resumes of candidates (that is, even before the moment of personal communication), the so-called primary screening takes place. Today, perhaps, everyone knows exactly how a well-written resume should look like. It is not a particularly difficult task for recruiters to conduct an initial selection of candidates based on the evaluation of their resumes. Unfortunately, the unification of techniques causes recruiters to often stop reading the content, so they can miss an interesting candidate. Of course, at this stage, you should be more attentive to the content of the resume and study the candidates more carefully.

1. Interview.

This concept has many interpretations. In our case, let's turn to a dictionary of business terms, which defines an interview as a conversation conducted according to a predetermined plan. Thus, a selection interview with a candidate differs from any other conversation in that the interviewer prepares a conversation plan in advance.

1. Interview.

In the selection system, the interview is milestone. In addition, this is the most common and familiar method of recruiting.

Only practical experience conducting interviews can help achieve professionalism in this type of work with personnel. It is important to constantly apply existing tools and do it wisely. The most optimal variant of the interview is from the position of equal partners. Sometimes the employer conducts a stressful interview, in which, of course, there is no question of equal partnership positions. It is hoped that this type of interview will be used less and less. If we talk about the structure of the interview, then we can focus on the approximate sequence of stages:

• Greeting: acquaintance, presentation of the upcoming stages of the conversation.
• Brief presentation of the company (3-5 minutes), story about the vacancy.
• Main part: consists mainly of the interviewer's questions and the applicant's answers.
• The interviewer expresses gratitude to the candidate and acquaints him with the procedure for further actions and the time frame in which the candidate can learn about the decision on his candidacy.

There are various interview formats:

• Structured interview is carried out based on the approved list of questions for a specific vacancy or category of employees. This format allows you to compare different answers of candidates to the same questions, which allows you to give them a more objective assessment.
• Free unstructured interview(conversation) is used in the case of a search for a specialist for a creative position and a small number of applicants. A conversation will be a more effective recruiting method in this case, since standard questions will not help to make a full impression of a particular candidate.
• situational interview carried out in order to obtain important information about applicants applying for managerial positions, as well as for positions of managers with a high level of responsibility. Such an interview can be called psychological testing. The candidate is offered a series of questions and several answers that are close to the only correct one. The psychological test should take into account the requirements for the vacancy for which applicants are applying.

1. Group interview.

Sometimes this recruiting method is called an expert group interview, that is, this is the format when there is one candidate and several interviewers representing the company. Naturally, this is a stressful situation for the candidate, not everyone can withstand this kind of psychological stress. For an employer, this is an ideal option for testing a candidate for stress resistance. A group interview is usually conducted when it comes to hiring an employee in a narrow specialty, and it is difficult for the recruiting manager to delve into all the intricacies of the profession, so he invites an experienced specialist who could, with the help of his questions, find out the applicant’s qualification level . At a group interview, you can also determine the personal characteristics of a person, assess his level of sociability and conflict.

For the successful conduct of this type of interview, it is important to clearly allocate the roles and tasks of the interviewers at the planning stage. However, a format is possible that involves one main facilitator, and all the others can enter into a conversation and, as necessary, ask clarifying questions.

1. Assessment Center.

Today, the assessment center method is becoming popular, which is based on the observation of specially trained assessors of the work of employees and their performance of various tasks related to a particular position. Each assessment center develops special requirements for employees. Measurement is the main component of this method.

The assessment center method is close to the testing method, since it also implies standardization: the existence of standards for procedures and an assessment system. In some cases, the assessment center also includes structured interviews and testing.

Recruitment specialists should not forget about other effective methods: projective methods, self-presentation of applicants, case studies - all these tools are a source of data for evaluating a potential employee.

1. Testing.

Testing is a very popular recruitment method and can consist of several types of evaluation. It is important to adhere to some rules.

In many personnel services applicants are offered to pass psychological tests for various positions. You need to know some of the limitations that exist with this method of recruiting:

• Testing should only be offered to a candidate if there is a real need for it. For example, if it is necessary to identify some qualities of the applicant, which are very important for the position for which he is applying.
• Only professional tests should be used. It is important to pay attention to the high degree of their objectivity, reliability and validity.
• Psychological testing of candidates should be carried out by a professional psychologist.

In addition to these requirements, psychological testing should be used only with the full consent of the candidate.

1. professional questionnaires.

Professional questionnaires are aimed at saving the time of the recruiter. They allow you to weed out unsuitable candidates at the very first selection interview. Professional questionnaires can be used in the selection of candidates for various professions: accountants, lawyers, programmers, IT specialists, telephony. Questions are prepared in advance by recruiters together with the head of the department in which you want to accept a new employee. A potential manager checks a future employee for professional skills and abilities. The objectivity of this recruitment method can reach 80%.

1. Checking skills and abilities.

This method is one of the types of testing, during which the expert checks the candidate for the availability of professional skills and abilities that are necessary for effective work in the desired position. For example, a stenographer will be tested for typing speed, a translator - for the level of foreign language proficiency. The most important condition: the skill should be mandatory and easy to measure. This method is not suitable for all professions, however, its objectivity reaches 100%, and, if possible, it should be actively used.

Unusual and non-traditional recruitment methods

• Anthropological selection method.

With the anthropological method of selecting a candidate, the structure of his skull is studied: the size of the superciliary arches, the shape and position of the lips, ears, etc. According to the results of the study, the creative and intellectual abilities of a person are determined and evaluated.

• Graphological method of selection.

The graphological selection method involves the analysis of the candidate's handwriting, on the basis of which individual characteristics his personality and business qualities. In Europe, this method is quite widespread, while in Russia it is unpopular due to the fact that graphology is classified as a pseudoscience.

• Astrological selection method.

With this method of evaluation and selection of personnel, the candidate and his personal characteristics are analyzed from the point of view of astrology. A considerable number of people in the world trust astrology and are convinced that the sign of the zodiac will allow you to predict how an employee will be able to find his place in the team, how much he is disposed to a particular activity, profession, position. This selection method in Russia is considered rather exotic and is used extremely rarely.

• Numerological selection method.

This method implies that the usefulness and suitability of the applicant is determined using numerology (for example, by analyzing the numbers that make up the date of birth of the candidate).

• Palmistry.

Palmists claim that they are able to evaluate not only the personal, but also the professional qualities of a person by the parameters of the palm. Palmistry was at the peak of popularity in Russia in the 90s. Then palmist specialists (as well as magicians and psychics) were actively involved in the most different types activities. The use of palmistry as a method for recruiting personnel is rather doubtful. Firstly, the involvement of a palmist in the process of selecting employees removes the responsibility for making a decision from a personnel worker, and secondly, it is not known how reliably and objectively a palmist can evaluate a candidate.

• Polygraph.

The use of the polygraph (lie detector) in hiring has been going on for over 100 years, this method has a real scientific basis and has recently become more and more popular. The reliability of the candidate's assessment when using a polygraph can reach 95%.

• Polygraph testing of employees: how to bring personnel to clean water

Mistakes to Avoid in Recruiting Methods

Some specialists who are not too often and actively engaged in recruitment may make mistakes due to inexperience. Let's take a closer look at some of them:

• Limitation. If a recruiter sets strict requirements for the form of communication of a candidate with a company (for example, send a resume only by fax or only by e-mail), then he thereby significantly narrows the circle of potential applicants. All people are different, some do not have the opportunity to use a fax to send their resume, and some prefer personal communication to e-mail. It is important to give everyone an equal chance to compete for a position.
• Pickiness to the applicant. Sometimes a really valuable and talented employee can be hidden behind a poorly written resume. There are people who do not attach much importance to writing a resume or do not know how to do it, but this does not mean that they should be eliminated immediately.
• Selfishness. If the resume indicates that the applicant seeks to work in big company anyway invite him for an interview. It may turn out that your conditions in a small company will be satisfactory for him.
• Stealth. If the job description does not contain any information about wages, the number of applicants ready to respond to your offer will be significantly reduced.
• Lateness. An interviewer being late for an interview is completely unacceptable. Most likely, applicants will form a negative opinion about the company and will not want to work in it further.
• Disapproval of a previous employee. Unflattering remarks about previous employees can alert a new employee. He may imagine that he will be referred to in the same way and refuse to work for such an employer.

Pros and cons of outsourcing recruitment to an organization

The involvement of third-party recruitment agencies can be considered both positively and negatively. After getting acquainted in detail with all the advantages and disadvantages of this recruitment method, you will be able to make your decision regarding cooperation with recruiting agencies.

So, the advantages of working with agencies are:

• Huge base of applicants. If a recruitment agency is serious and has been on the market for a long time, then most likely it has a large database of applicants. For you, this means choosing from a large number of specialists.
• Willingness to take on unusual tasks. Real professionals in a recruitment agency will not be afraid of any task, they will even take it upon themselves to lure a director from a competing company. The most important thing is to offer the candidate more favorable working conditions, and then there will be no problems with hunting for a talented employee.
• Flexible terms of cooperation. You can choose convenient terms of cooperation: work on a permanent basis with a recruitment agency or use their services for a certain period of time. In the same way, you can agree on paying for the services of specialists in the search and recruitment of personnel.
• Guarantee. If you entrust the recruitment task to a recruitment agency, you get a partner who will be responsible for the quality of their work.
• Preliminary screening of candidates. The recruiter will take on communication with a variety of applicants, including those who are not the most pleasant and well-mannered of them. Thanks to this, you, as the head of the company, will be able to deal with already selected candidates who, most likely, will not cause you many problems and troubles, but will be set up in a businesslike way.

Interaction with recruiting companies may have and flaws:

• Inability to find a common language with the agency manager. The agency manager may not understand you, and in the absence of mutual understanding, it is unlikely that productive work with good results will turn out.
• Unprofessionalism individual employees agencies. Most likely, you will be able to protect yourself from this risk if you do not contact unreliable companies.
• Money question. In any case, the services of a recruiting company will not be free for you. It is important to determine a reasonable limit for the payment of services, taking into account the location, the prestige and experience of the company, your requirements, etc.

Recruitment agencies often use this scheme in their work:

To avoid mistakes when choosing a recruiting company, pay attention to the following tips:

1. Do not contact agencies whose prices for services will be much lower than market prices. As a rule, such agencies are not able to offer qualified specialists for work.
2. It is extremely important for the recruiting manager to get a clear understanding of your requirements. Do not use general words and vague wording, express your requirements as clearly and specifically as possible.
3. Be wary if you hear unflattering comments about your competitors from a recruiting agency representative. True professionals, as a rule, do not allow themselves to insult competitors.
4. Give preference to more experienced organizations, they will have a larger customer base, and they will make fewer mistakes due to their experience.
5. Do not continue to work with those who have already let you down or deceived you. It is better to make a choice in favor of another specialist or company.

Practitioner tells

It is more convenient and profitable to work with a recruitment agency

Zhanna Dibrova,

Head of Human Resources, Forum Group, Moscow

In my opinion, it is more profitable and more convenient for a company to conclude an agreement with a recruitment agency than to search and select personnel on its own. The fact is that for high-quality work with personnel and the selection of personnel quickly and efficiently, you must have at least two personnel specialists: one will communicate with candidates before inviting them for an interview, conduct an initial selection by phone. The second specialist will already communicate with those who are invited for an interview and want to find out various organizational issues. If the company does not have a regular need to update staff, and vacancies appear from time to time, then it is more profitable to work with third-party recruitment agencies: it will be both cheaper and more efficient.

Recruitment involves the creation of the necessary reserve of candidates for positions and specialties, from which the organization then selects the most suitable employees for it. this work produced in all specialties. At the same time, the necessary and sufficient amount of recruitment work is largely determined by the difference between the existing workforce and the future need for it, which is determined even at the personnel planning stage discussed above.

To implement the recruitment of candidates, it is necessary to formalize the requirements for the candidate. Under formalization in this case is understood as a clear and detailed description of the profile of the ideal candidate based on an analysis of the work done at the planning stage and the wishes of the line manager.

Modern managers, as a rule, are clearly aware of the need to formalize the requirements for the candidate, but they pay different attention to this process. So, for example, some companies consider formalization a necessary condition for successful recruitment, other managers rely more on intuition, trying to eliminate excessiveness in the "formal" approach to this issue. However, it should be borne in mind here that in order to ensure the most effective recruitment, there must be a combination of intuition from the top management of the organization and a detailed profile of the ideal candidate, which greatly facilitates the recruitment process.

As noted above, recruitment sources can be external or internal, the use of which is determined based on the specifics of the position, timing, time and personnel policy of the organization, which are approved at the planning stage.

Specific means of implementing external recruitment are: placement of advertisements in the media; contacting recruitment agencies; search for candidates through Internet resources; recommendations from company employees, partners and acquaintances; participation in job fairs and other similar events.

Among modern Russian organizations The most popular recruitment method is placement of advertisements in the media - mainly in specialized print publications. It should be noted that this method is relatively cheap, but its significant drawback is a large flow of people who do not meet the requirements, which causes significant costs internal resources of the organization Pribylova M. Selection of personnel without errors. Part 1 - Methods for selecting candidates / http: //www.i2r.ru/static/318/out_12460. shtml.

For the most part in Russia, it is generally accepted that the services of specialized recruitment agencies are too expensive and significantly increase the time to find the necessary personnel. In addition, in the process of cooperation with such agencies, the "portrait" of the ideal candidate is often distorted, since one employee of the agency conducts negotiations with the enterprise and discusses the requirements for the candidate, while another is directly looking for candidates. In recent years, the popularity of the services of such agencies has been increasing. The main and obvious advantage of this method of personnel search is that candidates who have already passed the pre-selection come to the organization for an interview. It should be noted that, for the most part, enterprises prefer working with already proven partners - agencies whose services they have already used. Such agencies often have information on the situation on the labor market, as well as the specifics of the organization's business, its structure and strategy. Today, the search for candidates through Internet resources is becoming increasingly popular. This method is cheap, but requires significant time and knowledge of the principles of electronic recruiting. A noticeable disadvantage of this method for our country is still insufficient coverage of the population using the Internet. In addition, among the most popular methods for searching for candidates in our country, recommendations from company employees should also be mentioned. This method is very economical and many managers consider it quite effective, providing an influx of professional candidates who meet the requirements of the corporate culture of the organization. It is worth noting that in some companies there are incentive systems for employees who recommended a subsequently accepted candidate. A number of managers also turn to partners, colleagues and acquaintances for recommendations from candidates. Some organizations to attract new staff (mostly young professionals) participate in job fairs, career days, hold presentations for senior students and graduates of educational institutions Recruitment technology. / http: //www.hr-portal.ru/article/tekhnologii-podbora-personala.