Modern ways of searching and recruiting personnel. Selection of personnel in the organization How is the selection of personnel

Recruitment is one of the most important tasks of the personnel department of any enterprise. This is not only staffing, but also the creation of a pool of candidates for all jobs, taking into account future changes, such as employee retirement, maternity leave, expiration of employment contracts, and more. Recruitment of personnel is a long and responsible job, since it refers to the initial stage of personnel management. Let's talk about all the nuances associated with recruiting.

In this article, you will read:

• What is recruitment, how does it differ from o
• What influences recruitment
• Recruitment Sources
• What are the stages of recruiting

Recruitment and selection of personnel: what is the difference

The term "recruitment" is usually used to refer to the search, selection and hiring of a significant number of employees. Recruitment can be described as a large-scale recruitment of personnel for an organization. In order to implement the process of work on the mass selection of personnel, you need to know the details.

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The term "personnel selection" in most cases is used when it is necessary to find and select new employees, in accordance with the requirements vacant post... In particular, applicants enter these phrases into a search engine when looking for vacancies at factories and industrial enterprises... Undoubtedly, we are talking about professional specialists who have experience with computers and the Internet. The term "personnel selection" is used among cadre employees who are familiar with the specifics of personnel management work.

What influences recruitment

Recruitment activity is driven by macro- and micro-environment factors that determine the speed and purpose of the recruitment. Macro environment factors:

Legislative limitation. Legislatively enshrined the permissible conditions that the employer must comply with when hiring employees in the company (infringement of rights on national, racial, religious and gender grounds is prohibited, the introduction of workplace standards for employees with disabilities and for young people);

Market situation work force... The number of employees hired by the company is determined by the number and composition of the workforce of sufficient professionalism;

Geolocation of the company. The location of the company in a certain area, as well as the area of ​​choice of the workforce, affects the number of interested people who want to work in a given company.

Microenvironment factors:

HR policy of the organization - principles, areas of work with personnel, the presence of strategic personnel programs(for example, life-long employment);

How to start recruiting staff in the organization

There are a number of purposes workforce planning, the main of which is the provision of the organization with qualified workers. Vacancies are determined by comparing the planned indicators of the number of employees with the number of employees. The plan for the number of employees is established and can be adjusted. It is the initial stage of the procedure, which is associated with the recruitment and selection of personnel.

The next step in the recruitment process is to determine the requirements that candidates must meet. The process of attracting a future employee begins with these two stages. If the organization has a passive recruitment policy, then this process begins with recruiting.

What is the sequence of recruiting activities

The process of attracting personnel - recruiting (recruiting) - is a specific type of marketing activity.

Like marketing activities, the recruiting process consists of certain stages:

1. Market research - directions of the labor market, employment characteristics, competitors' policies, etc.

2. Product development - in the labor market is, first of all, the provision of competitive working conditions, the attractiveness of the workplace, which is reflected in the advertising information.

3. Pricing in the recruitment process involves the development of a salary system, benefits and compensation. Supply and demand in the labor market, as well as working conditions, directly affect the pricing process.

4. Product promotion is the recruitment of candidates for vacancies, ie. ways to attract.

Recruitment Sources

1) Internal - the recruitment of employees occurs at the expense of the organization itself. Advantages:

Recruiting employees at the expense of the organization itself is faster and cheaper than recruiting employees from outside;

An employee who has worked in a particular organization for some time is less likely to leave than new employee;

An employee who is well known by management and the HR department is more reliable than someone who comes from another company;

Knowing the capabilities of an employee who has been working in the company for a long time, the management can profitably use his skills;

Is increasing employee motivation, as he sees that he is appreciated and can be promoted, which means that there is a chance for career growth.

2) External. The recruitment of employees occurs at the expense of the resources of the external environment. It is known that most of the vacant jobs are closed with the help of outside employees. The disadvantage of such a search for an employee is the high costs of the company, as well as a long process of choosing among applicants. Correct planning of this selection will exclude the possibility of costs or reduce them to a minimum value.

External recruitment sources can be divided into:

Less costly with a small number of candidates - these are several applications of candidates, an agreement with a university or school, local employment center.

More costly, which allow you to choose among a huge number of candidates. These are employment agencies as well as advertising campaigns.

What are the recruitment methods

1) Active methods - these methods are mainly used in cases where the demand for employees exceeds supply. The company is recruiting employees, which involves creating contact with potential employees of interest to the company. Examples of such recruitment are the conclusion of contracts with educational institutions for the provision of qualified specialists, cooperation with employment centers and recruitment agencies.

A less expensive way to find personnel is to attract job seekers with the help of acquaintances from the HR department. You can also use methods such as giving presentations, participating in job festivals, raising the company's image.

These activities are used to search for workers in specialties of medium and low level of professionalism. Other methods are used to find professionals.

2) Passive methods. These methods are mainly used in cases where the supply of employees exceeds the demand. The main way to search for an employee is to place an advertisement in the media about a vacancy, which indicates the requirements for the applicant, working conditions, salary and other requirements for the candidate. Placing advertisements on television will attract a large number of people, but the targeting will be small. Also, this method of searching for an employee is the most expensive.

Employee search ads should show the company's activities, and should also be informative, clearly written, concise, truthful, catchy.

The announcements must contain the following information:

• activity of the company;
• vacancy description;
• Requirements for a candidate;
• the level of remuneration;
• rewards;
• conditions of the competition for the vacancy ( Required documents, the timing of their submission);
• Contact Information.

3 recruiting tools that work great in the West

Tool 1. Automated analysis of social media behavior.

The special Gild program allows you to search for the appropriate developers and engineers for the company. She helps to search social networks for engineers and developers suitable for the company. This program, by entering a name or e-mail, can find the required person on a social network (Linkedin, Facebook, Twitter, Google+, Skype, Quora, etc.). Gild returns the fifty words that person uses the most; determines the frequency of use of the Linkedin profile; determines the programming languages ​​that this person speaks; analyzes his demand in the labor market and how often he changes jobs. Linkedin is the premier job search resource. The result of the analysis of each of the three criteria is shown as an arc of five sectors, filled depending on the low (few sectors) or high (many sectors) level of the criterion:

Expertise. To determine the list of programming languages ​​that an engineer owns, the program analyzes more than eighty services and communities for open source software development, for example, "Google Code". The program also examines discussions in these communities on a "question and answer" basis. There is a resource "Habrahabr" in Russia, where specialists in the field of programming can ask questions to each other.

The demand for this specialist. Demand research is carried out based on information about education and labor activity.

Willingness to change jobs. The study of the frequency of work changes is carried out on the basis of algorithms that show more than twenty million events of work changes and patterns of behavior that existed before.

Tool 2. Video interview without employer participation.

Startups are mass recruiting, when companies are constantly looking for many engineers and programmers. In order to speed up this process, there is a special program "We pow". This program makes it possible to pass an interview using a phone or laptop connected to the Internet, without the participation of an employer. In order to use this program, the company looking for job seekers creates its own profile and records a video message to a potential employee, in which he talks about the company's activities and working conditions. Next, you need to write down a list of questions to the applicant, which he will have to answer by recording his video interview in the program.

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All video interviews are processed and compared using a special filter. For each video interview, you can make comments, notes, invite to view, and more. The advantage of this program is that you do not need to tell each applicant about the company's activities and the vacancy personally, as well as bring the interview to the end when it is clear that the applicant does not meet the requirements. Therefore, a personal interview takes place with a suitable specialist.

The program generates analytical data - this is the percentage of applicants who stopped the interview on each of the questions, as well as how the candidate evaluates the company after seeing the appeal, and others. The cost of the program varies depending on the number of vacancies posted and on the number of users of the company. The monthly subscription is $ 199 for 5 jobs and 3 users, $ 349 for 10 jobs and 5 users, $ 799 for 15 jobs and 10 users. In the case of free posting of vacancies and work in the program of various users, the price is set individually.

Tool 3. Study all coursework and theses students.

Almost every IT company has a recruiting office in the best universities (Stanford University, Harvard University, Massachusetts Institute of Technology). They employ young people, as it is believed that they can easily come into contact with students because of the same age. The main goals of the staff of the recruiting office are: studying the achievements of students from the beginning of their training, maintaining term papers, collecting feedback from teachers, conducting tests in order to identify the best of the best.

In the third year of study, IT companies select the best students and provide them with financial support in the amount of $ 30,000. These funds pay off part of the tuition fees and go towards the payment of scholarships. After graduation, the student has the right to choose another company for cooperation. Wherein cash it does not return (this is prohibited by US law). A student can undertake an internship in this company, starting from the third year of study at the university. During the internship, the IT company provides housing in Silicon Valley (this is about one and a half to two thousand dollars a month). In addition, the intern is paid a scholarship once a month. This is about two thousand dollars (half goes to taxes). The best students continue to work for the company.

Subconscious Assessment Recruitment Developed in Russia

Marina Shvoeva, HR Director, BBDO Group, Moscow

The Russian Research Center for Experimental Technologies has created the Joozzy program, which allows you to get an unbiased opinion about the candidate. The employer needs to choose what exactly he wants to evaluate: the knowledge of the applicant, his personal qualities, abilities, psychological characteristics. Then you need to send the candidate an invitation to take the test on the program website. This can be done remotely or, if it is more convenient for the company, in the office during a face-to-face interview.

During the test, statements are displayed on the screen for one second (for example, "I can achieve my goals under stress"), but not in the form of words, but in the form of encoded pictures - they look like a TV screen when there is interference. The subject needs to, after seeing the picture, click on the mouse button. The program records the time from the start of displaying the picture to the click of the mouse, analyzes the data according to a specific algorithm and gives the result in the form of digital assessments of the level of knowledge and skills of the candidate.

If you evaluate several people for one vacancy using the program, then you can compare their results by any criterion. The reliability of the test results, the developers say, is 95%. And the cost of evaluating one person starts from 50 rubles.

Effective ways to recruit staff in a short time

1. Advertise vacancies in places where your potential employees can often visit. You can do a little research to find out what type of transport and what routes potential employees use. You can also post information about vacancies in the passenger compartment and on the backs of the seats or on its body itself.

2. Hang the poster in mall... This is a very effective way of posting a job and is not very expensive compared to posting banners on the street or distributing flyers. The optimal size for a poster is A2, as it is easy to see at this size. You need to fix it at eye level, for example, near the cash register.

3. Place flags with job descriptions in public places. They can be hung near bus stations or railway stations, metro stations, parking lots, etc. This way you can draw attention to yourself on the street.

4. Give newcomers who come on the recommendation of full-time employees a “confidence bonus”. You can set a small incentive bonus (5-10% of the salary), which will be paid after the successful completion of the probationary period. But it is imperative to notify the employee in advance. Potential job seekers should be aware of this information in order to attract even more candidates. This means that the staff member who recommends a friend, and the newcomer himself, will be interested.

How to find a hundred handymen in a month, even if the company cannot offer attractive conditions

Alexey Mirsky, general manager company "Festalpine Arcada Profile", Yartsevo (Smolensk region)

Our company is located in a small town with a population of only about 30 thousand people. In addition to us, there are several other large industrial organizations working here that attract handymen, which is why this category of personnel is characterized by a high turnover of personnel. To complicate matters, the company usually only needs laborers for a few months a year. I'll tell you about our recruitment system.

The choice of channels for disseminating information about the vacancy. We focus on local media, employment centers and recommendations of friends, we work with educational institutions and military registration and enlistment offices.

Selection without strict requirements. Our company does not have any special requirements for handymen. Only a few conditions are fundamental for us: a candidate must not have bad habits and an outstanding criminal record, not be registered in special medical institutions, have good physical fitness, so that if necessary, work overtime. We also pay attention to the neatness of dress and the adequacy of the behavior during the interview; in addition, we often check the reliability of candidates with the help of the internal affairs bodies.

Job promises and agreements. It is important not to create illusions in the aspirants. During the interview, it is necessary to convey to them that the position involves hard physical labor and constant stay on the street, and also that this work is temporary (the contract is concluded for four months). If the employee shows himself well, we can subsequently offer him a permanent job in the state - not only as a laborer, but also as a stacker-packer with the possibility of subsequent career growth and training for the position of operator and adjuster of automatic rolling lines and modular machines (no educational institution in Russia trains such specialists). You don't need to tell applicants that if you successfully complete your duties, you will re-invite them next season. Practice shows that this, unlike the prospect of getting a permanent job, does not motivate people in any way.

Compensation for unattractive working conditions. The average salary of a handyman in our city is 12 thousand rubles, while in our factory it is 16 thousand rubles. The enterprise has a mixed form of remuneration, for general workers the guaranteed part of the remuneration is 13 thousand rubles. Production is assessed by the volume of work performed: for example, for packers - by the number of packed running meters of the profile. It is also important to compensate for the inconvenience. For example, the company provides service buses for commuting and returning.

What are the next steps in recruiting

1) Questioning of candidates. It doesn't matter which method of attracting staff you choose, you need to conduct a survey of candidates and compare the data with the requirements for a vacant position. The structure of the questionnaire and the questions of different companies may be different, but there is a list of mandatory items for everyone:

Surname, name and patronymic of the applicant;

Date of his birth;

The vacancy he is applying for;

Education;

Health problems such as disability;

Qualifications and training;

Previous few jobs;

At the end of the questionnaire, the applicant's signature is put, as well as the date of filling out the questionnaire.

Subsequently, this profile is saved in the employee's personal file.

2) Personnel selection. At this stage, the company evaluates the applicant, correlates his data with the requirements that must correspond to the position. This is done to determine if a given applicant is eligible. As a result, a list of applicants is drawn up for the next stage of selection.

3) Interview. Then it is determined how the interview will take place: group, individual or sequential. A personal conversation with the applicant is a mandatory stage in the selection of a candidate, and proper planning will avoid problems with its implementation.

With the help of an interview, you can determine the level of education of the applicant, identify personal qualities, study appearance and other. During the interview, you need to mark the necessary information and monitor the behavior of the applicant. All data must be retained in case the candidate disputes the decisions of the HR department employee.

In cases where company employees find a suitable job seeker, they offer this workplace verbally, and then send a written invitation to work.

4) Written confirmation of the job offer. Recruitment is terminated when the applicant verbally confirms his desire to work for the company. Then the company sends a written invitation to work, which indicates all the points employment contract and working conditions. They also send a document containing the following information:

Surname, name and patronymic of the applicant, as well as company details;

The date from which you need to start work;

The size of wages and the system of payments;

Working hours and conditions for granting all types of leave (sick leave, compulsory leave, nursing leave, annual leave, retirement leave);

Inner order rules;

Full title of the position;

Location and address of the place of work;

The period during which the employee must warn about the dismissal, as well as the period during which he will warn about the resignation.

Information about the author and company

Artem Ovechkin, CEO and owner of Virgins, Moscow. Graduated with honors from the Moscow State Machine-Building University with a degree in electrical equipment for tractors. Since 1999 he has been running his own business. He currently runs two internet marketing agencies (one of which has been operating since 1999), two nightclubs and two yoga schools. Member of the professional organizations "Association of Internet Marketing", "Club of Optimizers" and "Closed Club of Internet Marketing".

Marina Shvoeva, HR Director, BBDO Group, Moscow. Graduated from St. Petersburg State University (Faculty of International Relations), then Master's degree from Central European University in Budapest (Soros Foundation scholarship) with a degree in Political Psycology. In current position since 2009. In 2013, she was included in the list of the 100 best HR directors in Russia according to the Kommersant publication (1st place in the Media direction).

Alexey Mirsky, General Director of Festalpine Arkada Profile, Yartsevo (Smolensk Region). Festalpine Arcada Profile CJSC. Business profile: production of reinforcing profiles and anchoring plates for PVC windows, fasteners for plasterboard systems, load-bearing structures for hinged ventilated facades, installation systems for cable routes and utilities, trellis posts for vineyards and garden plots. Territory: head office - in Yartsevo (Smolensk region); branches - in Krasnodar, Moscow and St. Petersburg, as well as in Minsk. Number of staff: 320. Annual turnover: 1 billion 145 million rubles.

A.K. Nesterov Recruiting personnel in the organization // Encyclopedia of the Nesterovs

The process of recruiting personnel in the organization is regulated by the personnel policy, formalized in the form of a specific document, for example, in the form of an Enterprise Standard in the quality management system - personnel management.

Recruitment system in the organization

The selection of personnel in the organization is carried out on the basis of determining the need for human resources for the following reasons:

1. Changing the structure of the enterprise - the organization may require new employees with different qualifications, for new departments, divisions, etc.
2. Changing the structure of divisions - the selection of candidates will be carried out to staff the divisions according to the new staffing table;
3. Reshuffle of personnel - usually this reason appears if specialists are transferred to other projects, to other departments, and the organization needs to replace his previous position;
4. Change in the type and amount of work - when changing activities or increasing the workload of the organization, it will be necessary to recruit personnel to fill positions due to a lack of human resources;
5. Natural loss of employees - when employees retire, the organization recruits personnel to fill vacant positions;
6. Personnel turnover - the organization is constantly recruiting personnel due to frequent changes in employees.

Determination of the need for personnel is made monthly.

Determine the required number of workers and other personnel and their professional and qualification composition allow:

• manufacturing program;
• production rates;
• planned growth in labor productivity increase;
• structure of work.

Having a database with available vacancies, employees of the Human Resources Department begin to search for applicants. The typical structure of recruiting sources is shown in the figure.

The personnel policy of most enterprises is based on the internal selection of candidates from personnel reserve and educational institutions... Most often, to search within a large organization, message boards are used, which provide information about vacant positions, search for the required employees through those who already work in the enterprise, and also use the talent pool.

For the positions of employees of departments, in particular for leadership positions of various directions and levels, preference is given to employees who have worked for some time and have positively proven themselves.

In some cases, a very effective option for recruiting personnel within an enterprise is rotation. It is believed that such a recruiting of management personnel, such as the transfer of managers, gives a better result than inviting a manager from outside.

This type of rotation, as a rule, leads to a broadening of horizons, an increase in managerial qualifications and, ultimately, is accompanied by the growth of the organization's employees.

On average, the recruitment of personnel within the enterprise meets the need for personnel by 23%.

Announcements in the media and the Internet. This method allows for large-scale search, although it is quite an expensive option. However, not all people who apply to the organization in response to an advertisement really meet the formal requirements. Subsequent selection makes it possible to select from this number those workers who are satisfied with the enterprise in all the main parameters. This source accounts for an average of about 12%.

The share of candidates recruited through channels with educational institutions accounts for an average of 28%. Among young people, many young specialists work as deputy heads of shops, heads of bureaus and laboratories, senior and shift foremen. The efficiency of searching for candidates through educational institutions is the highest for industrial enterprises.

The choice among those who applied to the organization on their own. In addition to active recruiting techniques, potential job seekers can send their CVs to the company. As a rule, these are people who are actively job seekers... By means of such a search, the satisfaction of the need for personnel is ensured by an average of 11%.

The organization can also apply to those who are looking for work and have among their relatives and friends already working at the enterprise. At the expense of the candidates who applied on the recommendation, on average, the company's need for personnel is satisfied by about 5%.

The state employment service and recruitment agencies, as a rule, recruit personnel either for jobs that do not require high qualifications - for mass positions, or specialists - with clearly defined qualification requirements. Due to this source of personnel selection, on average, about 21% of the need for personnel is satisfied.

Participation in job fairs should be noted separately. As a rule, organizers of job fairs, specialized employer forums, etc. send their invitations or programs with an offer to take part in them. Representatives of the organization visit fairs, conduct interviews with applicants, provide comprehensive information about the company, available and interesting vacancies.

The recruiting process for the organization

After the applicant has applied for employment, the personnel of the personnel department carry out:

• analysis of documents submitted by the applicant, according to Labor Code RF ( work book, educational documents, all available confirmations of advanced training and additional training);
• an interview in which they find out what the newcomer is applying for, what job or position he would like to get, as well as some other questions.
• selection of a job seeker according to the available vacancies and in accordance with the professional and intellectual capabilities of the applicant.

After the selection of the place has been made, the employee of the personnel department invites a representative of the site or department, where the candidate is sent for a more detailed interview with the head of the department. Here the candidate is told about his future work, responsibilities, wages, and shown the workplace. If both parties are satisfied with the negotiations, then the applicant writes an application for employment, it is endorsed by the head, the head of the HR Department, and registration for work begins.

If the future job requires the employee to have some special special skills and knowledge, professional or intellectual abilities, then testing is carried out.

A prerequisite for applying for a job is to undergo a safety briefing, and each applicant signs in a special book that he is familiar with the safety rules and internal labor regulations that exist at the enterprise.

After all the mandatory formalities are followed, the applicant is issued for a job.

From the date of commencement of work stipulated in the employment contract and in the order for employment, the new employee begins to perform his new duties. During the week, all necessary procedures on the official employment of a new employee of the company.

During the probationary period of a newly hired employee, employees of the personnel department monitor the organization of his workplace in accordance with the established norms and job security in accordance with the terms of the employment contract, monitor the adaptation process in a new place and in a new team. In the future, repeated control is carried out and the degree of satisfaction with the work at the enterprise is ascertained.

Typical shortcomings in the selection of personnel in the organization

In most enterprises, the selection of candidates for vacant positions is not ideally organized. The table summarizes the typical disadvantages of this process.

The main problem with recruiting and screening technologies is that most organizations do not use modern technologies personnel management in the selection of personnel. Instead, it relies heavily on the HR manager's intuition and trial and error. V modern conditions this approach becomes not only ineffective in terms of

Improving the selection of personnel in the organization

The first is an analysis of the need for personnel. Such an analysis will be effective if there is a clear idea of ​​what kind of employee is needed, what knowledge, skills, and skills he should have, what production tasks the new employee will solve.

This is one of the typical recruiting problems. In particular, a situation is possible when there is complete clarity about the required personnel, but the requirements for the work are formulated incorrectly or not sufficiently carefully.

The optimal solution to this problem is a clear definition of the tasks and functions of employees, redistribution between employees and the totality of knowledge and skills necessary for effective work.

To assess the need for staffing in the organization, a recruitment test should be developed, which precedes the search for candidates.

At the stage of forming the requirements for a vacant position, the main condition for determining the correct requirements is the accuracy and the possibility of an objective assessment of the requirements. Generalizations should be avoided, for example, "good looks", "with work experience", "educational level above average", etc.

A candidate who meets the qualification requirements of the position in terms of his professional qualities must have sufficient skills, knowledge and experience to solve the problems facing management at this stage of its development. Personal qualities will determine a person's ability to perform this work, and candidate match organizational culture... Also, a person must be motivated to do the job that is offered to him (for example, if he considers his level of compensation not high enough, the job is uninteresting, or that his knowledge and skills will not be fully used, then expect from such an employee full dedication to work is not necessary). Therefore, highlighting a set of priority characteristics of a candidate, one can further be guided by the determination of methods for their assessment at the stages of personnel selection for the applicant's suitability for the position.

One useful approach to solving this problem is to critically examine existing employees in order to identify the personal and professional traits that make employees work successfully.

Improving the recruitment of an organization, as a common method, may include developing an application form to find a candidate for a vacant position. This recruitment application form is intended to address the above shortcomings at the initial stage of the recruitment process. With a more complete amount of information about the required characteristics and skills of the candidate, and about what purposes and jobs the staff is being recruited, we are able to reduce the time spent in the initial screening of candidates during resume views or telephone interviews.

The recruitment application should take into account not only general characteristics, but also the individual characteristics of each applicant:

• physical data;
• qualification;
• intelligence;
• special inclinations;
• interests;
• character;
• motivation;
• circumstances.

At the same time, for each of these points, the head will have to decide for himself what is for him:

1. Essential
2. Desirable
3. Contraindicated

The application for personnel selection is filled in by the head of the department. Be sure to sign and date. After that, this document is agreed with the head of the personnel department, who can immediately clarify the details of interest according to the characteristics of the candidacy, and is transferred for execution to the department that solves the problems of personnel selection. The person responsible for the selection of personnel should, as necessary, contact the customer who submitted the request to clarify the requirements specified in the application. After that, these clarifications are recorded in the comments column.

The use of such an application for recruiting at the exit allows you to systematize the information received to compile a profile of a candidate for a position, develop a strategy for attracting candidates, taking into account the timing, as well as determine methods for selecting candidates for a position.

You should also, if possible, increase the proportion of recruiting through internal search and talent pool.

Benefits of recruiting existing employees in the organization for a higher position.

Recruitment system

Hiring new employees often does not bring the expected results and the renewal or expansion of the 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 must follow some rules that allow you to most objectively choose the person who is suitable for a specific position.

Some rules are difficult to follow if you are recruiting yourself, as they are time-consuming and resource-consuming. Recruitment agencies come to the aid of employers in such situations. Well-coordinated work, extensive experience in this area and a well-proven system allow them to perform the assigned task efficiently and quickly.

Recruitment system

Recruitment agencies providing physical and legal entities recruitment services, cope with this task quickly and efficiently, as they adhere to a certain strategy in the search for employees.

The recruiting system provides for a thorough study of the needs of the employer and the proposals of the labor market. Only when all the requirements for the candidate, the specifics of the vacant position and other important nuances are clarified, it is possible to form a list of applicants.

From all possible proposals, employees who are unsuitable in terms of qualifications, employees who have a bad reputation and negative reviews from previous jobs, persons who have committed offenses, candidates who do not meet all the employer's requirements, persons whose qualifications do not meet the requested level of wages are immediately eliminated.

Thus, the system allows you to compile an optimized list of candidates who are able to fill 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 the correct and in-depth study of the requirements and proposals of the recruiting agency's clients. Having received all the necessary information, agents can proceed to direct assessment of applicants, analyze the information and documentation provided by them, conduct personal conversations and draw appropriate conclusions.

Upon completion of all examinations and tests, the best candidate is recommended for admission to the vacant position.

Staff shortages are forcing HR managers to be creative in finding employees. Traditional methods of searching for employees are no longer enough, because there is a real "war" for personnel. Consider modern personnel search channels that you can use to expand your arsenal.

Announcements, leaflets, billboards.

Posting ads with a list of open vacancies in the organization is an effective and low-budget tool. You can get the most out of your ads by continually posting and updating your list of vacancies from time to time. To avoid trouble, use the designated areas for this. Recently, many companies have appeared that provide services for the placement of information on glazed stands located near residential buildings, in entrances and in elevators.

The distribution of leaflets 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 waste on the street and in the entrances. And the effectiveness of getting into target audience extremely small.

For a massive recruitment of employees, it is possible to apply the placement of ads on back side rent receipts. To do this, it is worth contacting the housing and communal services of the city.

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

Advantages: effective for closing bulk positions in as soon as possible(search for sellers in connection with the opening of a new store or handymen in connection with the expansion of production).
Disadvantages: narrow territorial coverage, suitable mainly for finding low-level personnel. Careful selection of candidates is required to eliminate the risk of recruiting candidates with “problems”.

Regional print media and free classifieds newspapers.

Placement of vacancy announcements in news newspapers or in specialized print publications for job search (newspapers "Work for you", "Vacancies", the magazine "Work and Salary", 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 the services of placing ads, then use the newspapers for free ads.

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

Advantages: effective for closing mass positions in the shortest possible time from groups that do not have access to the Internet, and also almost the only way to select specialists from the older age group.
Disadvantages: Many of this category still do not know how to write a resume and are afraid to pass interviews. Here the emphasis is on telephone interviewing and then inviting to a face-to-face meeting.

Advertising on television and radio.

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

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

Online recruiting resources.

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 following the proposed instructions. After confirming your registration, start posting vacancies. It is recommended to pre-compile the entire list of vacancies in a separate document. Indicate the name of the position, responsibilities, requirements for work experience and education of the applicant, write down on what conditions you offer the job ( wage, 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 resume of job seekers on job sites. When using this method, the selection scheme for applicants is as follows. First, the most suitable candidates are selected based on formal criteria (whether qualifications meet the stated requirements or not), conduct an initial interview by phone, following the results of which they are invited for a face-to-face interview.

Advantages: Announcement of vacancies for a wide range of interested applicants. Complete structured information from job seekers. Education, experience, achievements, personal qualities - simplifies the selection and narrows the number of candidates.

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

Social networks.

Today, social networks are a relevant tool used to establish valuable connections and find employees of all categories. Currently, HR managers use social media to screen 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 reliability of information from the resume. Pay attention to materials that could 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 released goods. In general, be alive and regularly refilled.

If an HR manager is looking for employees on social networks from his personal profile, then the information and photos on the page must strictly correspond to the goals (photos in a work environment, information about membership in professional associations, publications in the media, etc.), otherwise the employee's 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 responses.
2. Make a mass mailing of vacancies to subscribers of the group.
3. In social networks, there are a huge number of groups that unite users on different grounds. The recruiter only has to choose the right group to search for potential candidates. Professional groups, by interests, age groups, etc.
4. Professional social networks Professionals.ru, LinkedIn, etc. Very suitable for finding 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 users of social networks is growing rapidly, and given the fact that a large number are dissatisfied with their current job, the flow of those interested in the vacancy will be steadily high. By offering better working conditions, it is possible to quickly fill vacancies from service personnel to high-level specialists. This method is one of the cheapest and fastest.
Disadvantages: a large flow of "interested" in the vacancy, but not meeting the requirements set for 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 your staff is its content. Therefore, your site must have a section "Vacancies" or "Career in the company".

The section should contain a welcoming speech from the head of the HR department, information on corporate values, employee success stories and career growth, etc. And the most important is the 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 the vacancy you like or general to the reserve. Here you are free to arrange everything according to your taste. Develop 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 a vacancy.

Advantages: an applicant who has left an application from the site is interested in a vacancy and work in your company.
Disadvantages: as usual, low traffic to the corporate site. Jobs should be updated periodically.

Cooperation with educational institutions.

In search of personnel, many companies choose to cooperate with educational institutions. Now universities willingly cooperate with enterprises in view of the fact that the criterion for assessing the effectiveness of a university is the percentage of graduates who are employed. 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 academic buildings of specialized universities, on the university website, in the university newspaper.

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

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

A more promising option for the future- conclusion of contracts for targeted training of students in specialized specialties. What do you get as a result:
organization of a competition among applicants for target places;
more in-depth study of subjects by students in your profile;
attracting the best graduates of specialized educational institutions;
the formation of a stable 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 internships 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 on 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 who work at the enterprise on a permanent basis.

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

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

Head hunting. The hunt for professionals.

Organizations that need key or rare specialists on the market cannot do without headhunting. All kinds of trainings, exhibitions, seminars, specialized sites and communities are effective enough to establish professional contacts. A recruiter needs to be able to easily enter any professional "get-together", 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 a meeting invitation via social media. The main thing is to respect confidentiality, because many are in no hurry to leave their place of work or position, and they are also afraid to compromise themselves.

When meeting, it is necessary to state the advantages of changing jobs and special conditions for a specialist (high pay, employment without a trial period, corporate events etc.). If you refuse, ask for the recommendation of your colleagues who have the appropriate professional characteristics and may be in search.

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

Recruitment agencies.

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

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

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

In the process of recruiting, you should constantly analyze which search sources are most effective. The necessary information can be obtained from the statistics of phone calls and the data of the questionnaires and resumes completed by the applicants. Based on its results, a decision is made on the appropriateness of a particular method. For example, street advertisements are the most popular source of information for job seekers applying for low-paid and low-skill jobs, followed by newspaper advertisements. Candidates for more prestigious and highly paid ("top") vacancies receive the necessary information on the Internet or through professional contacts.