Modern methods of search and selection of personnel briefly. Recruitment methods - studying important nuances

We will tell you about basic, modern and non-standard methods of personnel selection. HR specialists shared tips on choosing technologies. By following them, you will avoid hiring amateurs.

★ Recruitment: a manual for HR

From the article you will learn:

Related materials:

Basic recruitment techniques

The correct choice of selection method allows you to save the company’s budget and spend a minimum of time on filling a vacancy. By using modern technologies you will weed out unsuitable applicants, reducing the likelihood of subjective assessment and problems after hiring.

When choosing methods of personnel selection, focus on the requirements for the candidate, the urgency of hiring and other factors. Adequately assess your strengths. If you do not master a certain technology, it is better to choose another or seek help from specialists.

Draw up a document and determine the approximate cost of the search to avoid unplanned expenses:

Method No. 1. Preliminaring

Preliminaring is one of the promising technologies. Its essence is to attract young professionals who are looking for a place to undergo internship and gain experience. So that you do not constantly waste time visiting educational institutions, enter into an agreement with one of them. Students will be introduced to the peculiarities of the company's work, and when the time for internship or graduation approaches, they will be sent to you for an interview.

Cooperation with universities and other organizations that train young people is beneficial when there are no increased requirements for personnel and no experience is required. If you need professionals who understand the specifics of the job and know all the intricacies, you cannot replace them with students.

Recruitment method No. 2. Head hunting

Headhunting is suitable for finding senior employees. It implies a real game without rules, " bounty hunting " The main task of a recruiter is to lure the right specialist to the company by any means. As a rule, this can be achieved by offering higher salaries, intrigue, psychological pressure and other techniques.

The main difficulty of selection is collecting information about a potential employee, his work, relationships with colleagues and management, and family. You need to use reliable sources, because if you make a mistake, there is a risk that the specialist will refuse to contact the recruiter.

Since not all HR people know technology, managers turn to private companies. Agents take care of everything: establishing contacts, assessing, talking, etc. Turnkey work helps to avoid problems at all stages of candidate “processing”. All you have to do is conduct the final interview and induct the person into the position.

Experts from the HR Director magazine will give

Important! If you don't know the subtleties« bounty hunting» -don't improvise! Selecting the wrong manager can lead to serious material losses, the size of which will significantly exceed the cost of selection by agents.

Method No. 3. Exclusive search

The main methods of personnel selection include elite targeted search. It is a type of "headhunting". The work is carried out with a specific specialist, whom everyone is trying to recruit accessible ways. If you need senior managers involved in the formation and implementation of company policy, entrust their search to private agencies.

Method #4 Recruiting

Recruiting is a low-cost method of finding low- and mid-level employees for work positions. Recruitment technology is simple and accessible, and all HR managers should be proficient in it. The selection is carried out among available applicants.

Look for service offers or publish advertisements on job sites and in newspapers. If you do not want to process a large number of applications, practice internal search, look for newcomers based on recommendations from colleagues. Additionally, establish contacts with government employment centers.

Application for candidate selection

Non-standard types of personnel selection

Non-standard selection methods have long been used by foreign companies that are really looking for talented people, and not just educated specialists. Many managers are sure that it is not enough to know theory and practice; you also need to have creative thinking, courage, and resourcefulness. To select such personnel, non-standard types of search are being developed.

Technology No. 1. Competitions as a method of personnel selection

Selecting the best employees is akin to finding a needle in a haystack, so managers come up with competitions in which the strongest can emerge victorious. If you decide to select personnel in this way, develop tasks that require you to demonstrate important qualities.

Technology No. 2. Gamification

Game-based recruitment and selection methods have proven successful. Thus, managers are looking for young specialists who know how to solve problems and are not afraid of difficulties. The process of their assessment is facilitated by the fact that there is no need to test applicants for a long time or study the basics of psychological assessment.

The main problem of using games in selection is the complexity of their development. A company needs to invest a lot of money and time before it can select candidates using gamification. If an organization is constantly in need of recruiting, games make it easier to interact with and evaluate applicants.

Method No. 2. Track record check

When recruiting personnel, ask for references from the workplace, but do not believe all the information that is reflected in them. Firstly, managers do not always want to let their employees go, so they can write negative characteristics . And secondly, it is possible that the employer wants to get rid of the specialist, so he writes an ideal review about him.

Method No. 3. Assessment center

Assessment center refers to unconventional methods recruitment, while being close to tests and surveys. Initially, it was used for the selection of reconnaissance groups and junior officers. It can be used for mass screening of applicants, but you need to have knowledge of the techniques, otherwise you will not be able to weed out weak applicants.

Assessors monitor the applicant, who is given the task of completing the assignment in conditions as close as possible to workers. A special scale is used for assessment, and specific indicators are taken into account. Additionally, the candidate can make a self-presentation or participate in solving a case. , the methods used to screen candidates for positions were explained by experts from Sistema Personnel. In the material you will find options for tasks, principles for choosing exercises and much other useful information.

Method No. 3. Testing

The method is common in the selection of mid- and senior-level employees who must meet strict requirements, be mentally stable and developed. Some specialists use psychologists to evaluate them in order to get accurate results.

Adhere to ethical standards - do not force applicants to undergo psychological tests forcibly. They must decide for themselves whether they need it.

Method No. 4. Polls

Questionnaires consist of questions or judgments covering different areas. The specialist is asked to answer them within a certain period of time in the presence of the recruiter. If you use an online survey format, processing the results will not take much time. When filling out the forms, you will have to analyze the answers manually.

If you do not organize the procedure correctly, for example, by sending out forms and asking them to fill out at a convenient time, the results will be inaccurate. Few applicants will not decide to check the correctness of the answers on the Internet or other available sources in order to pass the selection.

Questionnaires and tests with keys in all areas

Recruitment methods and their characteristics: table

How personnel selection and assessment will be carried out depends on the recruiter, his skills, the needs of the company and many other factors. If you don’t know where to stop, compare the methods and evaluate their advantages and disadvantages.

Recruitment methods and their characteristics

By combining recruitment methods with each other, you can get the maximum exact information about the applicant, his professional and personal qualities Oh. But you shouldn’t waste a lot of time, effort and money if you are selecting a person who will perform the same type of actions.

Editorial advice : It takes time to master recruitment methods. If managers cannot afford on-the-job training due to high workloads, enroll them in distance courses. For example, in School of HR Director you can take a course that includes . After successful testing, a diploma or certificate is issued.

Leading economists have long included human resources as important components of enterprise. It's true - without good employees development of any company is impossible. Therefore, selecting good staff is the basis efficient work any company.

Rules for recruiting personnel for an enterprise

Competent selection of personnel is impossible without strict adherence to certain general principles:

• The need for personnel must be determined in advance, taking into account the possible growth and expansion of the company’s scope of activities;
• Dividing the hiring of workers into two directions: long-term and short-term;
• Short-term hiring involves solving operational problems. The manager is responsible for it structural unit. It comes from operational analysis;
• Long-term hiring – strict adherence to the business plan;
• The hiring of personnel should involve the use only open sources information;
• Competing firms must have equal and independent conditions for admission;
• The principle of impartiality in relation to candidates is the key to success.

Just like the head of the organization, the head of the personnel department should not participate in production activities. If we consider this statement using the example of a company director, then: a manager cannot be busy solving a production problem, since by doing this he deprives himself of the opportunity to manage production process. The same principle should be implemented when recruiting personnel.

Consequently, the main task of a recruiting manager should be formulated something like this: Identify the innate and acquired qualities of an employee and compare them with the position. Consequently, one of the main rules of recruitment is a clear knowledge of the positions and the set of traits required for them.

Modern recruitment methods

History knows many methods of recruitment. From a three-day Chinese test to an English fluent survey about relatives. They are all good in their time and for their setting. But what works in our time?

Now there are 4 recruitment methods that most managers use. Let's talk in more detail about each of them.

Mass recruiting

Recruitment method for low and mid-level positions. Involves searching for work for specific vacancies. Nowadays advertisements are used on company websites and/or contacting special agencies. Typically, an employee hired in this manner is minimally tested and cleared to return to work.

Exclusive search

As the name suggests (exclusive search) is a direct search for an employee. As a rule, it is used when searching for senior specialists, or people with special knowledge and skills. Employees hired this way are more likely to have a direct impact on the business. The search is carried out not only among free specialists.

Head Hunting

A variation of the previous method, only even more subtle and complex. This is a hunt for one senior specialist who works in another company. The most difficult thing is collecting information about the specialist and preparing the luring process itself. It can also be used when the manager does not know a specific specialist, and the hunter must find him on his own through an analysis of competing companies. Expensive, lengthy and responsible procedure.

Preliminaring

A method based on the use of young specialists through internships and practical training. Even during training, promising students are recruited, who will later become the key to successful development companies.

However, there is no clear guidance on which of these methods is best. Each of them solves problems assigned to the company in a certain period of time. The HR manager must decide for himself which method to use and what it can give to the company at one time or another.

How to choose the best specialist?

Unlike recruitment methods, there are much more ways to determine the competence of an employee. It is from these methods that the organization should create its system for selecting candidates.

Despite the similarity of methodologies, companies’ requirements for candidates are very different. And this is understandable. When in one team the microclimate is more important than certain skills and experience, then in another, abilities come first, and character traits are forced to be tolerated.

Based on the characteristics of the company, the HR manager must draw up a specific strategy for identifying the best candidates for a particular position. That is why, in order to objectively evaluate candidates, it is necessary to be fully aware of the selection methodology.

Primary data processing

The actual selection of candidates occurs much earlier than their meeting with employers. Even at the stage of studying resumes, HR managers eliminate the majority of candidates. Of course, you can always find online how to fill out a resume correctly, but each company has its own special requirements for candidates.

Nowadays, the process of reviewing resumes is somewhat standardized. People simply read the text without understanding the information. This method deserves improvement, because reading between the lines will allow you to collect much more more information and not miss a potential employee.

Interview

The definition of interview in the business dictionary is: “A conversation conducted according to a predetermined plan.”

Exactly what preliminary plan conversation is compiled in advance and distinguishes this method from others.

Apply different types interview, but the simplest is a short telephone interview.

After processing, managers call the potential employee and ask him for some additional information that turned out to be unclear. During a short conversation, you can understand the seriousness of the applicant’s intentions and draw the necessary conclusions.

Interview

The main stage of the entire system. This is what the idea of ​​a potential employee should be based on. A well-conducted interview provides many times more information than all other methods of assessing a candidate. An HR manager must have experience in conducting interviews, which can only be gained through constant thinking through their actions.

What others exist? Our article will tell you about this in detail.

In the article you will learn what a personnel management system is and why it should be introduced at the enterprise.

To properly conduct personnel certification, carefully study the recommendations.

In order for the interview to go well, as mentioned above, you need to think through a plan in advance:

• A greeting and a statement of the order in which the interview will be conducted;
• You need to talk about the company culture and the details of the position. Answer any questions that arise;
• Skip to the main part - ask questions and listen to answers;
• Farewell stage, where thanks are expressed and explanations are given further relations employee and company.
• By observing this simple recommendation, you can conduct an interview at a high level.

Self-presentation

One of the most difficult recruitment methods for a candidate is self-presentation. The applicant is invited to come up with and implement a story about himself, including everything that in his opinion the employer will need. Most approach this issue creatively, although it would be worthwhile to do everything concisely and to the point.

The method is not the most reliable, since most inexperienced candidates, as well as closed and modest people, are unlikely to be able to impress the manager. On the other hand, for high positions that require the ability to communicate and get along with people, this method is perfect.

Psychological tests and professional testing

The importance of psychological tests in recruiting is greatly overrated. They should be used only to identify the qualities required for a particular position, nothing more and nothing less. Tests must be carried out professional psychologists, therefore, this forces you to spend additional financial resources to hire a specialist.

At the same time, professional testing is an excellent way to identify a potential candidate. Yes, this approach is somewhat standardized, but it allows you to create the right impression of the candidate’s skills. Testing should be carried out by a specialist, most often the head of a department, together with a manager.

Main mistakes when recruiting personnel

In Russia, the personnel recruitment system is poorly developed. Instead of one or more highly qualified specialists doing this, more often some girl with no experience is appointed to the position of HR manager, who slides into the role of a secretary. This is where typical errors often arise:

• Error in problem statement. That situation when the manager himself does not understand what kind of person is needed for a particular position. What data, traits and skills should he have;
• Error when interacting with agencies. If a manager turns to a recruitment agency for help, then he must understand what he wants and how he can get it. All disagreements and problems arise due to incorrectness in the formulation of the problem. The more specific information given to specialists, the better;
• Following stereotypes. The first thing a successful HR manager should get rid of is following stereotypes. You should never form an opinion about a person based on unverified data and personal assumptions;
• Ignorance of the field of activity. The manager must have at least a rough idea of ​​what a person should do in a particular position, and what set of skills he should have. Only certain vacancies requiring special knowledge should be beyond his competence;
• Drawing up erroneous relationships. A fairly common mistake is when a manager can find connections that are completely beyond logical explanation;
• Failure to develop. Improvement in any position is a mandatory process. But many people forget about this and do not update their knowledge base.

Recruiting staff is an extremely difficult task. It is better to entrust it to a specialist who is not involved in other company processes. Knowledge of the methodology, methods and common mistakes will allow you to competently draw up a plan and line of conduct when searching for the necessary candidates and select competent specialists.

In contact with

For each company, the best recruitment methods are those that are applicable in its conditions. This is perhaps why it is difficult to determine which of them are innovative and which are outdated. The decision remains with the HR service specialists, but for it to be correct and justified, it is necessary to master the entire set of techniques and tools that allow you to select highly professional and successful employees.

Personnel search methods

As you know, there are not many recruitment methods. There are only four of them, and they have long been firmly established in the daily work of HR managers in almost all companies. Let's briefly describe each of these methods.

1. Recruiting- search and selection of middle and lower level personnel. As a rule, it is carried out among candidates who are already looking for a job.

2. Exclusive search(exclusive search, direct) - direct targeted search and selection of senior management personnel and rare specialists. As a rule, this method is used if it is necessary to find people who have a key impact on the company’s business and ensure the implementation of the strategy - as a rule, these are management personnel. The search is carried out both among free specialists and those still working.

3. Head hunting- a type of direct search, in which there is a kind of “hunt” for a specific specialist and his “enticement” to the company. This is complex work, which is necessary, as a rule, when searching for senior managers, as well as key and rare employees - both in their specialty and in their level of professionalism.

The search technology is complicated by the preliminary collection of information about the specialist and the careful preparation of “recruitment”. Head hunting is also used if the customer does not know a specific specialist and the “hunter” must find him himself through a thorough analysis of competing companies and collecting information about key employees of these organizations. This procedure is lengthy (the average period is up to six months), expensive and responsible.

4. Preliminaring(preliminary) - attracting promising young specialists (students and university graduates) to work through practical training and internships, who will become the key to the company’s success in the future.

Which of the following methods can be considered the most modern? It is hardly possible to answer this question unambiguously - they are all good in their own way and in their own time. When choosing a search method, it is necessary to proceed from the position and position, the state of affairs in the company, the urgency of the vacancy and the situation on the labor market. It seems that at present more attention should be paid to preliminarization as the most promising method of forming labor collective. It is clear that from the point of view general organization HR management in a company is very labor-intensive, since we do not get a ready-made specialist with established experience and skills, but a newcomer who needs to be trained and supervised. But if the organization has a high-quality adaptation and training system, preliminaring is good way find loyal young employees who will renew the established team.

Methods for selecting the best

It is worthwhile to dwell in more detail on the methods of assessing candidates for vacancies during personnel selection. There are many more of them than search methods, and they make it possible to create a personnel selection system that is suitable for each specific organization and solves its problems more effectively.

So, how do you choose the best applicant from all the applicants who respond to a job advertisement? First, it should be noted that the definition of “best” will vary significantly from company to company. One organization needs an employee who exactly meets the stated requirements, so that from the first day of work it is possible to get a full-fledged result (although it is unlikely that it will be possible to find such a candidate and you will still have to adapt the employee to the conditions of the new company). Another employer is ready to put up with the lack of certain skills and “finish training” for a new specialist, but demands that he must have a certain set of personal qualities and quickly fit into the corporate culture. For the third company, the human qualities of the candidate come first, and experience is not so important.

There are no universal recipes here, and there cannot be. But it is necessary to master the entire set of methods for assessing candidates in order to make exactly the choice that will ideally meet the company’s needs.

Collection of data about applicants

Primary screening, as a rule, occurs before personal communication with candidates - already at the stage of receiving a resume. It seems that now only the lazy do not know how to write a resume correctly, and it will not be difficult for recruiters to complete the initial assessment. But sometimes it is the unification of these techniques that leads to the fact that HR specialists stop carefully reading the resume and do not notice truly interesting candidates, paying attention only to the formal side of the presentation of information. We must admit that this stage deserves a more thorough approach than searching." keywords" in applicants' resumes. You need to learn to "read between the lines" - and then the likelihood of missing out on a valuable employee will be less.

Interview

This concept has quite a few interpretations, but for our article the definition that is most suitable is given by the dictionary business terms: “An interview is a conversation conducted according to a predetermined plan.” It is the plan prepared in advance that distinguishes the selection interview from any other conversation.

When recruiting personnel, various types of interviews are used.

Brief telephone interview

This is the most common type of interview, conducts it personnel specialist after examining written resumes from applicants. Many recruiters neglect this method, shifting these responsibilities to assistants. But in vain! During a short telephone interview, you can clarify and supplement the information presented in the resume, as well as understand whether the applicant is ready to work in your company. This method is good for almost any vacancy; it does not take much time and effort, so you should not abandon it.

Interview

This is central key stage selection systems. Interview is the most common method that is always used when recruiting any employees.

But, as with any rule, there are exceptions. Well-known startup website manager Anton Nosik, who launched such portals as Rambler and Lenta. ru and many others, prefers to use email correspondence and blogs for recruiting. He believes that a personal interview is not informative, and gives the following arguments:

The interview does not last long - on average half an hour, and during this time the candidate can gather himself and “play the role” of a successful and interesting person, although in fact it is not.

The situation can be just the opposite: an intelligent and experienced, but overly modest professional gets lost, which is why he looks withdrawn and does not make the right impression.

But interviews are usually not neglected. There is an opinion that a well-conducted interview is much more effective than all assessment methods combined. Experience in conducting interviews is gained only through practice - subject to constant, thoughtful use existing tools. It is best to conduct an interview from the position of equal partners. The exception is the so-called stress interview (I think this type is already going out of practice). As for the structure of the interview, its order may be as follows:

1. It’s best to start with a greeting and an outline of the interview procedure.

2. Then you should briefly talk about the company (within 3 - 5 minutes) and provide the candidate with more detailed information about the vacancy.

3. Body: At this stage, the interviewer asks questions to the candidate.

4. The interviewer answers the candidate’s questions.

5. You should thank the applicant and explain further actions and deadlines.

Prepare for the interview in advance: make notes on your resume, think through a rough list of questions. Don't confuse an interview with an interrogation. The candidate must see the logic of the questions; give him time for possible clarifying explanations or counter questions. Help the applicant understand the question correctly and, if necessary, reformulate it. Before you find out anything, clarify for yourself why you are doing this, what you want to find out. The wording of questions must be correct - tactful and not subject to double interpretation. Do not ask questions whose answers are contained in the resume - this is only permissible at the very beginning of the interview in order to “get the candidate to talk.”

The interview can take place in various formats:

- Structured interview contains an approved list of questions for a specific vacancy or category of personnel. Allows you to compare the answers of different candidates to the same questions and choose the best one more objectively.

- Free unstructured interview(actually a conversation) is used in cases where there are not very many applicants for a vacancy and the position itself is quite creative. In this case, standard questions will not allow you to get a full impression of the candidate.

- Situational interview used to obtain important data when recruiting personnel for management positions, as well as vacancies for managers with a high level of responsibility. In essence, this type of interview is a special psychological test, adjusted to meet the requirements for the responsibilities of the future employee. For each situational interview question, several answer options are offered, more or less close to the “correct” ones.

Group interview

This method is also called an expert group interview - this refers to the situation when several interviewers communicate with the applicant. Such an interview creates the most stressful situation for the interviewee, and this allows you to assess whether he is able to withstand pressure. The need to conduct a group interview may arise when a vacant position requires highly specialized knowledge that an HR employee cannot assess. To ensure that the applicant has necessary knowledge, invite representatives of the department in which the vacancy is open. In addition, a group interview allows you to evaluate not only the professional, but also the personal qualities of the applicant and reduce the likelihood that he will not join the new team.

When planning this type of interview, it is necessary to clearly distribute roles between interviewers. However, a situation is possible when one of them is the leader, and the rest join in the conversation as necessary to ask additional questions.

Assessment center

One of the types of group interviews can be called the currently popular assessment center method. It was formed in the West during the Second World War. It was used to recruit junior officers in the UK and intelligence officers in the USA. Subsequently, it was adopted by business organizations, and now in the West almost every big company uses this method to evaluate personnel. In Russia, the assessment center began to be used in the early 1990s, and now this method of studying human resources is the most popular. It is perfect for working in mass recruitment situations, when it is necessary to select the best one from a large number of candidates in the shortest period of time.

This method is based on the observation of specially trained assessors (appraisers) of the behavior of employees in real work situations or when they perform various tasks. The content of assignments reflects the main aspects and problems of activities within a particular position. Each assessment center includes a number of procedures and is developed taking into account the requirements for employees. An important component of this method is measurement.

The assessment center is close to tests, since it involves standardization, that is, the presence of certain standards for carrying out procedures and a rating system (criteria and rating scales). Sometimes, in addition to special tasks, the assessment center includes a structured interview and testing.

When conducting all types of interviews, do not forget about such effective tools as projective techniques, self-presentation of candidates and cases, which are an indispensable source of data for assessing a potential employee of the company.

Testing

Testing is a fairly common method of selecting candidates and includes several types of assessment. When using them, you must adhere to certain rules.

Psychological tests

Nowadays, many personnel services require candidates to undergo psychological testing for a variety of positions. However, when using psychological tests in recruitment, there are some limitations to keep in mind.

Testing should be used only when there is really a need for it, for example, a position requires the employee to have certain personal qualities that can be identified using a test.

Tests used to assess candidates must be professional and fit for purpose. They must have high degree objectivity, reliability and validity (i.e., actually measure what they are intended to measure).

A professional psychologist must conduct psychological testing of candidates.

In addition, there are ethical standards which must be followed when choosing this assessment method: the candidate must undergo testing voluntarily, since a person cannot be subjected to a psychological examination against his will (except in special cases regulated by law, to which the hiring process in ordinary companies does not apply).

Professional questionnaires

Professional questionnaires make it possible to identify incompetent candidates already at the first stage of the interview and thus significantly save the HR manager’s time. They are effective in selecting the best employees different professions- accountants, lawyers, programmers, IT or telephony specialists. The questions are developed by the personnel service together with the head of the department in which the applicant will work. The completeness and depth of the candidate’s knowledge in the professional field is assessed by his potential supervisor. The objectivity of this method can reach 80%.

Testing skills and abilities

This method can be classified as professional testing. It consists of the fact that the recruiter or expert checks the skills necessary for the candidate to perform the job well, for example, typing speed and/or knowledge of shorthand for a secretary, level of proficiency foreign language for a translator, etc. The main condition is that the skill must be mandatory and can be easily measured. Of course, such a method cannot be used in every case, but if it is suitable for a given vacancy, it should not be neglected. It is almost 100% objective and therefore should take its rightful place in the arsenal of any recruiting manager.

Summing up

We looked at the main methods of searching for candidates and assessing them, used when recruiting personnel for a company. It is worth noting that there are no good or bad methods - there are suitable and not suitable for a specific company, position and situation. Therefore, to create a better and more flexible personnel system, each HR service can choose means and methods that meet the goals and interests of the company. Typically, the selection process includes a set of methods depending on the vacancy and the situation on the labor market. This is precisely where the talent of a recruiter lies - to use exactly those methods that will be good in their time and place.

Staffing shortages are forcing HR managers to be creative in finding employees. Traditional methods of finding employees are no longer enough, because there is a real “war” for personnel. Let's consider modern personnel search channels with which you can expand your arsenal.

Announcements, leaflets, billboards.

Posting advertisements with a list of open vacancies for an organization is an effective and low-budget means. The maximum return can be obtained by constantly posting advertisements and periodically updating the list of vacancies. To avoid trouble, use specially designated areas for this. IN Lately Many companies have appeared that provide services for posting information on glass stands located next to residential buildings, in hallways and in elevators.

The distribution of leaflet advertisements on the streets and through mailboxes of residential buildings now more often leads to a negative effect. City residents are already tired of paper waste on the street and in their hallways. And the effectiveness of reaching the target audience is extremely low.

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

Advertising boards installed on important transport arteries of the city, road intersections, roadsides, sidewalks, stopping places public transport They are good because they provide constant returns with a one-time cost. If you have a constant need for certain categories of employees, it is advisable to make an appropriate billboard and place it on the side of the road near the enterprise.

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

Print media and newspapers free advertisements of regional importance.

Placing advertisements about vacancies in news newspapers or in specialized print publications for job searches (newspapers “Work for You”, “Vacancies”, 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 advertisement placement services, then use newspapers for free advertisements.

Advertisements in print media are more suitable for selecting low-skilled personnel and candidates in 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 without access to the Internet, and also almost the only way to select specialists from the older age group.
Flaws: Many in this category still do not know how to write a resume and are afraid to undergo interviews. Here the emphasis is on telephone interviewing, 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 that much, where 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.
Flaws: high cost of advertising on television, low efficiency of the ticker.

Internet resources for personnel selection.

The most common method is to publish vacancies 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, you begin posting vacancies. It is recommended to first 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, indicate the conditions under which you are offering the job (salary, schedule, place of work, etc.), as well as telephone numbers or email addresses. And then copy it into the form on the website.

The second way is to analyze applicants’ resumes on employment 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 their qualifications meet the stated requirements or not), an initial interview is conducted by phone, and based on the results they are invited to an in-person interview.

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

Flaws: Recently, portals and job search sites have been introducing paid services for organizations. This is either a fee for registering an enterprise in the system, or a fee for removing the limit on the number of posted vacancies, or paid access to a bank of applicants’ resumes. You can select a specialist of any level, but the search time may take a long time.

Social media.

To date social media is 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 at his photos and professional contacts, and check the accuracy of the information from the resume. Pay attention to materials that may compromise the applicant.

For this type of recruiting on 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 is looking for employees on social networks from his personal profile, then the information and photographs 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 mass mailing about vacancies for group subscribers.
3. There are a huge number of groups on social networks that unite users according to different criteria. The recruiter just has to choose the right group to search for potential candidates. Professional groups, by interest, age groups and so on.
4. Professional social networks Professionals.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 are dissatisfied with their current jobs, the flow of people interested in the vacancy will be consistently high. By offering better working conditions, it is possible to quickly fill vacancies from service personnel to specialists high level. This method is one of the cheapest and fastest.
Flaws: a large flow of people “interested” in the vacancy, but who do not meet the requirements set out in the vacancy. To minimize it, you need to set clear requirements for job applicants, 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 website must have a “Vacancies” or “Career in the company” section.

The section must contain greeting head of the personnel department, information on corporate values, employee success stories and career growth, etc. And most importantly, a section about open vacancies and recruitment to the personnel reserve.

It is necessary to technically organize the ability to send a resume from the site to a vacancy you like or a general one 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 extra. 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 submitted an application from the site is interested in the vacancy and work in your company.
Flaws: as usual, low traffic to the corporate website. Vacancies must be updated periodically.

Cooperation with educational institutions.

When looking for personnel, many companies choose to cooperate with educational institutions. Nowadays, universities willingly cooperate with enterprises due to the fact that the criterion for assessing the effectiveness of a university is the percentage of graduates who are employed. You can talk about this issue 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 university website, or in the university newspaper.

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

Concluding agreements on sending students for practical training in the organization. You can talk with the management of the university and recommend the most gifted and responsible students.

A more promising option for the future– concluding agreements 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 in working at the enterprise;
formation and strengthening of a positive image of your organization as an employer among the student audience.
completing 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 about the latest scientific developments. At the same time, the costs of paying trainees are usually much lower than the costs of salaries of specialists working full-time at the enterprise.

Advantages: relative cheapness and high loyalty of “grown” employees. Identifying and attracting creatively and professionally active youth. In addition, in this way an important social task is solved - helping young people find employment.

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

Head hunting. Hunting for professionals.

Organizations that need key or rare specialists on the market cannot do without headhunting. All kinds of trainings, exhibitions, seminars, specialized websites and communities are quite effective for establishing 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 - all means are good in war. For example, send a meeting invitation via social networks. The main thing is maintaining confidentiality, because many are in no hurry to leave their place of work or position, and are also afraid of compromising themselves.

At the meeting, it is necessary to outline the advantages of changing jobs and special conditions for the specialist (higher 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 who meet the company's requirements.
Flaws: high price, limited opportunity 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 increasingly attractive for companies, is the technology of personnel selection through recruiting agencies.
Such organizations shoulder all the work, and the employer can only dictate his own terms and sort through the candidates found by the agency. The success of the selection in this case largely depends on the correctness of the candidate’s profile and on the accuracy of the agency manager’s understanding of the formulated requirements, and, of course, on his professionalism and integrity.

Sometimes it is more effective to contact agencies that specifically specialize in finding workers of a certain level ( senior management, managers and directors, or vice versa, workers and lower personnel) or in the selection of personnel for professions of a certain focus (engineers, IT specialists). In any case, no matter which agency you contact, you should understand that their services are usually paid and they are not cheap.

Advantages: providing candidates who meet the company's requirements.
Flaws: high price.

During the recruitment process, you should constantly analyze which search sources are most effective. The necessary information can be obtained from telephone call statistics 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 applicants applying for low-paid jobs that do not require high professional qualifications vacancies, the most popular source of information is street advertisements, the second most effective is newspaper advertising. Candidates for more prestigious and highly paid (“top”) vacancies receive the necessary information on the Internet or through professional connections.

To understand all the methods of personnel selection, you need to understand the methodology. Recruitment methodology can be understood as a system of principles, as well as a set of ideas, concepts, methods, methods, and means of personnel selection. The methodology can be considered in two forms: theoretical and practical. The theoretical model refers to the ideal knowledge model. It includes the teachings of G. Mintzberg, M. Weber, A. Maslow, F. Taylor and others. On the practical side of the methodology, we can say that it is a program, a set of specific methods and techniques to achieve the desired practical goal. IN modern organization There are many recruitment methods. There is no single selection model, since each organization creates its own rules and criteria by which, in fact, personnel selection will be carried out. The HR manager must carefully determine which traditional methods he will use in his work. Whether he will work with one or combine several methods depends on the purpose of the selection. The goals of recruitment are different for each organization, but in general they consist of recruiting the organization's talent pool for all jobs, with consideration of future personnel or organizational changes, expirations of contracts, retirements, layoffs, and changes in the nature of the company's activities. In various cases, this may be either an acute shortage of personnel or the recruitment of a reserve for all occasions. Environment organizations are constantly changing, something new, modern appears, and the old fades into the shadows and becomes irrelevant. The HR manager must carefully monitor various innovations in the field of personnel selection in order to correct errors or adjust the recruitment strategy in a timely manner and keep abreast of events in the labor market in order to react and take action in a timely manner. An HR manager can also be an innovator of ideas and offer something new, unusual, unconventional, thereby discovering new methods and principles of personnel selection that will be more effective and better than the previous ones.

Traditional recruitment methods

Traditional methods of personnel selection include generally accepted selection methods. Recruitment is divided into recruitment and selection.

Recruitment is the mass attraction of candidates for a vacant position.

There are two types of recruitment sources: internal - recruitment is carried out within the company, at the expense of employees of the organization itself, external - recruitment is carried out outside the company, at the expense of external resources.

External sources are the most common, since the organization’s resources are limited; when filling a vacant position, the previous place of work of the employee who occupied this vacant position is vacated.

External sources can be divided into expensive and inexpensive. Expensive ones include recruitment agencies and publications in media mass media(radio, television, print media). Inexpensive ones include government employment centers, contacts with higher educational institutions, etc. In addition, there are external sources searching for potential candidates who may be completely free for the organization. It's about about Internet resources, which contain all kinds of free sites with which you can post an advertisement for a proposed vacancy and review the resumes of potential candidates. The organization can also receive resumes from job seekers themselves who are searching for work on their own without any intermediaries. If a company needs highly qualified specialists, then, in the conditions of current unemployment, it is better to turn to expensive sources. As for workers who do not require high qualifications, the organization can recruit personnel in a cheaper way.

There are the following types of external sources:

1. Attracting candidates for a vacant position through recommendations of people working in this organization, their relatives and friends. This method is common and effective in small organizations. It is typical for narrowly focused companies, where the number of specialists is limited and external search can be long and ineffective. In addition, there is a high risk that the recommended person may be an unqualified specialist or not the candidate the organization would like to see.

2. “Independent” candidates are people engaged in an independent job search without recourse to employment services and agencies. Organizations often organize all sorts of open days and participate in “job fairs” in order to attract such candidates. They themselves call the organization, send their resume, and apply to the specific organization in which they would like to work. And even if the company does not need the services of this candidate, it is better to save information about him in case the need arises.

3. Advertising in the media. The most common recruitment technique is placing an advertisement in the media about a vacancy available in an organization. In this case, the applicant applies directly to the personnel service of the employing organization. The most popular media for posting job advertisements are periodicals and the Internet. Periodicals (newspapers and magazines) that advertise job vacancies can also be divided into two categories: general publications and specialized professional publications. The same can be said about the Internet. There are servers dedicated to employment, on which job seekers publish their resumes, and employers publish information about vacancies. Also, publishing information about vacancies and posting resumes is possible on specialized portals, which are virtual professional communities.

4. Contacts with educational institutions. Many large organizations focused on recruiting university graduates with no work experience. To this end, the employing company holds presentations at specialized universities and also takes part in job fairs.

5. State employment services (labor exchanges). Databases are maintained here containing information about applicants (their biographical information, qualification characteristics, job of interest). Organizations have access to such databases and can search them at little cost.

6. Recruitment agencies. Agencies carefully study the requirements that the company imposes on applicants, select candidates, conduct testing and interviews. If a candidate is hired, the agency’s services are paid by the company in the amount of 30-50% per annum wages hired employee.

The second part of recruitment is selection. Personnel selection is the natural conclusion of the process of selecting employees in accordance with the human resource needs of the organization. The final selection decision is usually formed at several stages that applicants must go through. At each stage, some applicants are eliminated or they refuse the procedure, accepting other offers.

First stage. Preliminary selection conversation. The main purpose of the conversation is to assess the applicant’s level of education, his appearance and defining personal qualities. For effective work, it is advisable for managers and specialists to use a general system of rules for assessing a candidate at this stage.

Second phase. Filling out the application form. Applicants who have successfully completed the preliminary interview must fill out a special application form and questionnaire. The number of questionnaire items should be kept to a minimum, and they should ask for information most relevant to the applicant's future job performance. The information may relate to past work, mindset, situations encountered, but in such a way that on their basis it would be possible to conduct a standardized assessment of the applicant. Questionnaire questions should be neutral and allow for any possible answers, including the possibility of refusing to answer.

Third stage. Conversation for hire (interview). Interviews are the most common method of assessing candidates for a position. During the interview process, not only the employer receives information about the candidate, but the candidate himself has the opportunity to learn more not only about working conditions (by asking questions to the interviewer), but also about corporate culture this organization. A candidate can draw conclusions about the corporate culture of the employing organization, as well as about his compatibility with it, based on the level of organization and interview conditions, the professionalism of the interviewer, etc.

There are the following types of interviews:

Biographical interview. Its task is to find out the candidate’s past experience in order to predict his capabilities and abilities. During the biographical interview, various aspects are clarified professional activity candidates that are not disclosed in the resume.

Situational interview. The candidate is asked to solve several practical situations (hypothetical or real problems). This method allows you to identify the candidate’s general and analytical abilities, the approaches he uses to solving non-standard problems, and his ability to get out of difficult situations.

Structured interview. Its goal is to identify the professional and personal qualities of the candidate using a pre-developed structured list of questions. This type of interview is the most common. It can combine elements of all other types of interviews.

Competency interview. The purpose of this type of interview is to determine the candidate's level of suitability key competencies necessary to work in a given organization and in a given position. To determine the level of competence, as well as opportunities for its development, the interviewer during the interview process refers to the candidate’s past experience.

Fourth stage. Check references and track record. Information from letters of recommendation or conversations with people whom the candidate has named as recommenders can make it possible to clarify exactly what the candidate did and with what success previous places work, study, residence. It is advisable to seek recommendations from previous places of work if the period of dismissal exceeds one year, as well as from colleagues from other organizations and professional societies with whom the candidate interacted on business issues.

Fifth stage. Medical checkup. It is carried out, as a rule, when a potential job places certain requirements on the candidate’s health.

Sixth stage. Decision-making. Comparison of candidates. Presenting results for consideration by decision-making management. Decision making and execution.

recruitment manager problem

Offer to fill a vacancy. If a candidate has received and accepted a verbal offer to fill a vacancy, the employer must provide written (official) confirmation to the candidate. In this letter, the employer must repeat all previously agreed terms and conditions of employment, giving great importance accuracy of wording, since they will form the basis of the employment contract.

Official introduction to the position. Introduction to a position means the entire process of hiring an employee on the first day at a new place, familiarizing him with the rules and procedures of work, with employees and his immediate responsibilities, as well as with the traditions and culture of the employer company. This may be seen as the beginning of an in-house training period or as the final stage of the personnel selection process.

A modern HR manager must know that personnel selection is the most critical stage in personnel management, since a mistake is too expensive. The ability to hire the most suitable people is a great and rather rare talent that a personnel manager can possess. The HR manager must have knowledge in the field of psychology, law, sociology and economics in order to immediately understand whether the company needs a candidate and whether he should go through further stages of selection. Thereby giving chances to more capable candidates. Having analyzed the above methods, we can conclude that there is no one optimal selection method, so the HR manager must master the entire set of techniques.