Internal methods of personnel selection. Recruitment methods

Any modern organization sooner or later feels the need to find new employees. On this moment experts offer a lot various options personnel selection and the choice of one approach or another depends on many factors, ranging from the total number of employees to the professionalism of the manager who is responsible for personnel selection. What modern methods of personnel selection are used and how to choose them?

Intra-organizational methods of personnel selection

All these methods can be divided into two categories: internal and external. The first option implies a method of searching and selecting workers using an internal personnel reserve. At the moment when a new vacancy appears in an organization (for example, when an enterprise expands or when a new position is introduced), the management team directs its attention to those people who are already on the staff.

The traditional method of recruiting employees is quite effective and differs from others in that it does not require any funding. Also positive feature This choice is the fact that the employee will not have to waste his time getting used to the new society, since he will continue his labor activity in a familiar environment. However, the internal method of personnel selection has its drawbacks - limited choice and the inability to attract fresh forces to the company.

An internal personnel selection system may consist of personal assistance from employees of the organization. This solution is rarely used in commercial enterprises, but it is no less popular in modern world. This method consists in the fact that an employee can recommend to management to appoint a friend or relative to a vacant position. Those who decide to listen to the opinion of a subordinate can thus successfully fill the vacant positions of ordinary specialists (this mainly applies to unskilled workers, for example, cleaners, helpers). In this case, the company does not spend money on personnel search and ensures the necessary level of compatibility of new personnel with the company through their close relationship with existing people.

Despite the fact that listening to the advice of mentees and hiring their loved ones is good decision, any leader should know that there are many disadvantages here.

Firstly, promoting “nepotism” within a company is bad.
Secondly, this option does not make it possible to find a valuable and irreplaceable employee, since the search and selection of working personnel “by acquaintance” is based on the personal self-interest of the adviser, and not on the professionalism of the hired personnel.

External search and selection of personnel

For those who do not want to use the method of internal staff selection, experts recommend turning their attention to recruiting agencies. First positive trait This method lies in the fact that companies whose activities are aimed at recruiting personnel take upon themselves all the work associated with this process. The employer simply dictates personal conditions and reviews the candidates proposed by the recruiting agency.

The success of such a personnel search depends only on how correctly the employer was able to create the image of the required employee. However, a significant role in this is played by how accurately the manager understood the formulated requirements of the customer. recruiting agency. Often, managers of any organization are advised to contact companies that specialize in finding employees of a certain level, for example, directors, junior personnel, management, and so on. But before you make such a decision, you should know that the services of this agency are paid and cost a considerable amount.

The Internet has become another external method of searching and recruiting personnel. At the moment, there are a sufficient number of sites on the World Wide Web that have a search function for employees or post vacancy announcements. In this case, you can use an online resource that covers the domestic labor market, the website of a printed publication or a recruiting agency. This method is quite effective, but at the same time you should immediately prepare for the fact that it may take a lot of time to recruit and select personnel who will meet all established requirements.

Non-standard methods of personnel selection

Over time, all standard and traditional approaches gradually lose their value and authority. They are being replaced by fresh ideas, new and non-standard methods. This trend could not bypass the labor market, due to which many managers of modern companies began to use unusual methods of searching and selecting personnel.

Non-standard methods of searching for employees include:

search at conferences of a thematic nature and at professional exhibition events;
advertising mailing emails on the Internet (spam);
subscription to any thematic web resource that specializes in providing a service for posting advertisements for job seekers and employers;
attracting personal staff with the provision of bonuses for finding specialists;
attracting personnel of various specialties from provincial regions with low living standards.

On par with such unusual approaches search for employees, non-standard methods of personnel assessment are also quite in demand:

diagnostics using a computer;
assessment based on the applicant's voice;
thorough analysis of the candidate’s resume for the position;
assessment of the applicant based on his photograph;
assessment of the candidate by:

behavior in informal settings;
results of a medical examination;
recommendations from previous place of work;
results of psychological tests.

Non-standard methods of personnel selection involve conducting an unusual interview with the applicant (interview). Such interviews are divided into several types:

case interview (assessment of the applicant’s sociability and resourcefulness);
projective interview (assessment of individual perception of a specific task assigned to a candidate for a position);
structured interview (obtaining answers from the applicant to strictly consistent questions);
provocative interview (based on a preliminary refusal to work for the applicant and an assessment of his further behavior);
brainteaser interview (the candidate for the position must decide logic problem or answer a tricky question);
stress interview (conducted in unusual place or during the interview process the applicant is asked unexpected questions).

Recruitment technologies are actively developing, thereby reflecting business needs for qualified specialists who are ready to move enterprises forward. Those methods that were relevant several years ago are becoming a thing of the past: our society is changing quickly, and outdated options simply do not show effective results.

Adapting to the world around us

Why old technology Has mass recruitment ceased to be effective? Our society has undergone the following changes:

demographic;
crisis;
motivational.

At the same time, the essence of recruiting remains the same - you need to find a person who would fully suit the company. It is becoming increasingly difficult to achieve success. The theory says that there are two key elements that make up recruiting: search and selection. The correct approach to both stages will allow you to achieve a good result.

How to find?

There are four modern technologies search and selection of personnel:

mass recruiting;
recruiting;
headhunting;
direct search.

In the first case we're talking about about search large number workers. As a rule, these are line specialists. They are subject to strict requirements for experience and qualifications; it is known in advance what professional skills people should have. But recruiting is a more complicated story, since here you need to find a qualified specialist. This method is in demand when a company is looking for an employee from among the available persons on the labor market.

Headhunting involves a situation where a highly qualified specialist is already working in a certain company, but another company, having assessed his skills and abilities, is interested in poaching the human resource and is using all possible means to do this.

Finally, direct search is a recruitment and selection technology that allows you to find a rare specialist. This method is used to search for mid-level management personnel. It is possible to select people from among the temporarily unemployed, as well as those who already work in other companies, but there is a possibility of luring them away with more attractive working conditions.

Selecting personnel

All personnel selection technologies include a personnel selection stage. At the same time, the characteristics of a particular person, his professionalism, experience and skills are studied in order to assess whether he will cope with the responsibilities of the vacant position. The HR service interacts with several applicants, analyzing their parameters and selecting best option for given conditions. Take into account:

personality;
interests of the company;
motivation;
person's character;
qualification level;
specialization.

Selection stages

If a recruitment agency selects workers for your company, most likely the selection will be made according to the classical scheme. It looks like this:

conducting a preliminary interview;
filling out a form;
interview with a personnel specialist;
test;
checking work experience and references;
medical check.

The results that the test gives are provided to the head of the organization or the manager responsible for personnel, who decides whether or not to hire the person. The applicant does not always go through all stages of personnel selection. In some cases, it is customary to use a simplified scheme. For example, if it is considered to be a very valuable, important shot.

Selection principles

Classic personnel selection technologies are guided by the following principles:

Highlight strengths applicant.
Look for the right people, not the perfect ones.
Do not hire new employees if there is no need, regardless of their qualities.
Focus on qualified personnel, but not at a higher level than a specific position.
Work to match the job and employee requirements.

Most efficient technologies search and selection of personnel, it is recommended to pay attention to the number of selection criteria, warning that their excess will lead to failure - it will not be possible to find anyone. Key criteria that deserve the attention of a HR specialist:

education;
experience;
skills;
quality;
professionalism;
personality type;
possibilities;
physical parameters.

External recruiting

Studying new technologies for recruiting Russian market labor, one cannot help but pay attention to external recruiting. Despite the fact that the method came relatively recently, it has proven itself to be effective. This is largely due to the crisis that occurred shortly after the collapse of the Soviet Union, when all previously applicable techniques suddenly lost their relevance and effectiveness.

As the economy has changed, recruiting practices have changed along with it. If previously young specialists were sent to jobs “by assignment”, now this method has exhausted itself. There are several higher educational institutions, who even today employ their students in this way, but there are very few of them.

Of course, a company can place an advertisement in a newspaper, on a bulletin board on the Internet, or hang advertisements at entrances, but this method has proven to be ineffective, since it provides a very small audience reach. This is most relevant in major cities. A recruitment agency came to the rescue. The number of such enterprises is growing by leaps and bounds.

What is it about?

The recruitment agency works in such a way that the client is satisfied. The slogans of such companies sound quite monotonous - “we will find you as many qualified workers as possible.” To do this, the following personnel selection techniques are used: specialization of potential candidates, analysis of unemployment levels, specialization in a particular type of business or its form.

In most cases, recruitment agencies are ready to provide a guarantee for their services. If this is not an exclusive search, then usually guarantee period- three months. Firms use technologies for mass and direct search for workers, using accumulated databases of temporarily unemployed and turning to other sources.

An exclusive search assumes that a recruitment agency is looking for a senior executive (CEO, top manager, management team) for the customer. This service appeared on the market relatively recently, it is being introduced by top agencies. Practice shows: quality can only be achieved by specializing in this issue.

Please note that in Lately There are quite a few companies offering exclusive search, but providing this service with poor quality. These are fairly small companies with a small database and a low level of specialists. Assuming that your company needs such a service, try to work only with reliable organizations.

It's like this social technology personnel selection, which involves searching for candidates by assessing the availability of recommendations. Only with these conditions is it possible to fill the vacancy. Proponents of this method say that it is very convenient to make inquiries about a potential employee from someone who is willing to give a recommendation, and analyze whether this person will fit into the team. As they say, the effectiveness of this method is better. In this case, the person submitting the recommendation can count on some bonus from the company interested in filling the vacancy.

The main advantage of this technology of search and selection of personnel is the opportunity to discover even passive ones, that is, those potential employees who are not looking for something new right now workplace. Often these are the most valuable acquisitions for a company.

Recommendations allow the HR department to have more information about a potential employee rather than a dry resume. In addition to this, they also get an idea of how a person is able to work from a character directly familiar with him, who deserves (from the point of view of personnel officers) trust.

Inside and outside the company

The recommendation method is also widely used when it comes to recommending a person already working in the company. This precise personnel selection technology appeared in Russia relatively recently and is based on recommendations that an existing employee can give to his friend. If, based on his “tip,” the vacancy can be filled, such an employee receives some preference - for example, a bonus.

However, it is no less applicable in the case where the recommending person does not work for the company interested in filling the vacancy. In this case, they resort to the services of independent persons who are ready to give recommendations. As a rule, their services are paid, and contacts are made through the virtual Web.

Special recruiting sites have been developed that allow you to recommend your friends and get good money for it.

Recruitment technologies: check

If a potential employee comes to the personnel service with recommendations, specialists must check their authenticity and only then accept specific solution. To do this, employees look for recommenders and conduct interviews with them, during which they find out whether the potential employee has previously successfully coped with the tasks assigned to him, as well as where he studied and lived.

If a person already works in a certain company, asking for recommendations here is considered useless. On the one hand, this leads to an unwanted leak of information, on the other hand, the HR manager is hardly interested in giving a correct and accurate answer, since the personal perception of the employee who wants to leave the company plays a role.

It is best to check references from a previous job where the person left a year or more ago. It is acceptable to use information received from colleagues of a potential employee, as well as representatives of those professional societies with which he was forced to work.

Innovations

If previously recruitment technologies regulated the list of documents submitted by a candidate as quite small, recently it has grown somewhat. This includes characteristics from previous jobs, as well as from the university. If a potential employee takes them with him to an interview, he thereby documents that he treated his studies and work responsibly and diligently. This forms a positive assessment from the HR specialist of the company where he wants to get a job.

social activity;
social activity;
hobbies and skills outside the profession.

Competence-based approach to personnel selection

The most effective recruitment courses recommend assessing candidates based on their competencies, since this technique has shown greater effectiveness than outdated options.

Selection stages:

Drawing up a list of competencies.
Creation of tools for assessing candidates within the competence.
Interviewing candidates.
Drawing up a resume for each candidate.

List of competencies: what is it?

As noted above, it all starts with the formation of such a list, which must be agreed upon with the head of the organization. It lists all the competencies that are important for the vacant position. In order to describe the workplace as accurately and in detail as possible, at the same time not to set too many conditions, you need to select 12-20 competencies.

With this approach, the recruiter will not waste time. As soon as his communication with the candidate begins, he will immediately find out what is needed for a particular workplace. This will allow you to collect accurate and full information without omissions and without wasting time and energy on extra work. At the same time, a correct analytical summary will allow you to evaluate each candidate for suitability for the position.

professionalism;
motivation;
personal properties;
managerial qualities;
human security for the organization.

Using examples

List of competencies for candidates from which to form personnel reserve enterprises:

1. Managerial:

Overall vision of the enterprise.
Ability to organize work process.
Management skills.
Ability to form your own team.
Ability to express thoughts orally and in writing.

2. Strategic:

Determination.
Customer focus.
Thirst for results.
Foresight.

3. Personal:

Leadership properties.
Ability to be flexible.
The ability to avoid conflicts.
Energy.
Desire to take initiative.
Independence.

4. Security:

Loyalty.
Focus on long term service in the organization.

How does this happen?

In most cases, the project of such competencies should be developed by the manager who will be interviewing a potential employee. It is he who forms the tools that help evaluate a person, and then he will have to make a conclusion based on the results of the interview. It is important not to lose sight of information about the company as a whole, about a specific position, and also discuss the competency points with the head of the department where the employee is being hired and the head of the company.

There is no standardized form of assessing a candidate based on pre-planned points, so it is very important that the list of competencies is compiled by someone who will then compare them with a real person and analyze how suitable he is for the company. The impossibility of formalizing the process has repeatedly caused controversy, on the basis of which digital technologies in personnel selection have been developed. They are effective, but only apply to line workers. As for the management team, assessment is still only possible with personal interaction and a deep understanding of the area in which the person will work. It is necessary to formulate your vision of the ideal employee, and then evaluate each candidate for the level of similarity to this image.

If the recruiter has an idea in advance of what qualities need to be assessed, he will be able to concentrate on them from the very beginning and not waste time or waste his energy. Assessment based on competencies allows you to avoid drawing attention to secondary factors that are not significant for the vacant position. This approach minimizes the risk that the wrong person will be hired. And in order to form a plan, you need to work out in advance situations that may arise when communicating with the interviewee, formulate questions and think through written exercises.

Latest technologies and recruiting

The technological revolution that has been taking place recently simply could not help but affect the labor market. It is expected that in another five years we will see absolutely new system selection of workers in a company that is completely dependent on the virtual Web and computers.

Hiring managers are increasingly taking advantage of the opportunities that have become available with the introduction of the latest technologies:

accuracy of information;
ability to control remote employees.

According to consulting companies, in Russia by 2020 at least 20% of all employees will work remotely, but there is a possibility that this figure will be even higher. If now up to 80% of all tasks solved by recruiters are standard processes related to mass interviews and information verification, then soon, as experts predict, this will be automated, which will allow people to deal only with complex cases that require an individual approach.

The main goals of recruiting today

As can be concluded from recent conferences on labor market issues, in the coming years this area will work in two main directions:

automation;
adaptability.

In the first case, we are talking about the replacement of manual labor with machine labor. This has already happened in many areas human activity, but the search for new workers has not yet been affected by technology. Now is the time to automate more and more difficult questions. The first sign is the requirement for HR specialists to be closer to technology, to have deep knowledge of how they work, in order to plan selection algorithms in the future.

Adaptability means that HR specialists must be able to accept new things. Our future is generations Y and Z, who should be treated with special care. These are the people who force the world adapt to themselves, but are not ready to “bend” themselves to company standards. Soon a person will be able to live in the environment that he chooses for himself, and not within the strict framework given to him by the corporation. The HR manager must become a “freedom manager”, selecting for each temporarily unemployed person exactly the place where he will be comfortable and where he can show maximum performance.

There are two ways to find employees to perform a particular job in a company: turn to the human resources already available in the company or hire a new specialist. Both methods of recruiting and selecting personnel are effective.

Internal human resources are employees already working in the company who can be assigned new job, promoting certain specialists in career ladder. This method of recruiting personnel is good from all points of view: it is quite cheap for the manager, and for people working in the company it serves as inspiration and incentive to work harder.

However, hiring new employees should not be neglected. After all, new people mean fresh ideas, views and thoughts that can be very useful to the company.

Classic methods of recruiting employees

What methods of selecting personnel to work in an organization are often applied to new applicants?

Interview. The most common of all modern methods of personnel selection. During a short conversation, the employer can get answers to all his questions. Find out about a person’s personal qualities, range of interests, resistance to stress, professionalism, etc. An interview is good because with its help you can also obtain non-verbal information about a person - evaluate his gestures, postures, intonation - and draw more accurate conclusions than based on other personnel selection methods.
Questioning. It is used to obtain accurate information about a person: first name, last name, patronymic, address, information about education, professional skills, etc.
Testing. One of the most effective methods recruitment and selection of personnel, on the basis of which the general level of human properties required for a given job is determined.
Assessment Centers. This is a method of selecting personnel in a game that simulates a real work environment. During a game or training, a person may be asked to make a speech in front of an audience, analyze a fact, justify an opinion, etc.
Summary. brief information about the candidate, which he himself wants to inform the employer.

These are traditional methods of recruiting and selecting personnel, tested and tested on applicants from a huge number of companies. The choice of one method or another depends on the nature of the position the person plans to get into, the company’s strategy, its traditions, etc.

However, more and more employers who want to acquire truly “worthwhile” personnel for their company are now resorting to non-traditional methods of personnel selection. A person going for an interview may not even have an idea of what awaits him there. Traditional interview methods are giving way to non-standard ones in some companies. psychological methods personnel selection. Here are just a few of them:

Of all the above unconventional methods There is not a single candidate selection that would guarantee 100% correctness of choice. True, traditional selection methods also do not have such a guarantee. That is why managers “try” absolutely everything they can think of on applicants.

The successful development of any company largely depends on its personnel: hardworking, talented employees who are able to work in a team are the engine of progress. It is very difficult to form such a team from scratch; at a minimum, you need a suitable base. Therefore, you cannot fill vacancies according to the “advertised - talked - accepted” scheme - untested employees often “do not catch on”, instead of the engine of progress, the employer receives staff turnover. To create a team without “weak links”, you need to apply scientific approach, use HR recruitment techniques.

HR Strategy or Human Resource is translated as “human resources”. This Western method of working with personnel has long proven its effectiveness. The bottom line is that staff do not work on their own, they are managed as a valuable business resource and receive maximum dividends. First of all, the company does not accept employees simply by advertisement; even certified and experienced specialists are selected - the best of the best are motivated, work successfully and, together with the team, move the company forward.

In our country, HR methods of personnel selection and further personnel management are just being introduced. Competent managers understand the advantages of this approach, but there are obstacles. For example, having your own HR department is expensive; it requires managers with expert knowledge and, accordingly, high salaries. Medium and small businesses, where the company's teams are relatively small, often refuse additional expenses - why spend money, because vacancies do not appear every day. The position is understandable, but not correct. At a minimum, we need to abandon the outdated hiring by advertisement and single conversation. There are experienced recruiters in Moscow and other large cities - employment agencies specialize in professional search and assessment of personnel, and have expert knowledge of the field. For a one-time payment for the service, the employer receives competent, verified candidates.

Methods of personnel selection at the search stage

The recruiting company uses search strategies that vary in results and price. The method is tailored to the customer's needs.

Screening– formalized search, lowest costs. The method is used to recruit junior unskilled personnel, for example, laborers or salespeople. The agent selects suitable resumes from its own database and/or mass sources, and conducts telephone interviews with candidates.

Mass recruiting– search and assessment of line workers. There are quite a lot of certified experienced accountants, lawyers, and managers in the labor market. The recruiter’s task is to select applicants according to the customer’s requirements. Personal meetings, events to assess candidates for professional suitability and personal qualities.

Exclusive recruiting– attracting experienced managers and narrow eminent specialists. The agent finds candidates among the customer’s competitors and takes measures to ensure their transition to a new job. An extreme manifestation of this personnel selection technique is “headhunting”: the employer indicates a specific specialist, the recruiter does the recruiting. The service is expensive and the process is usually lengthy. But eminent experts are priceless.

Recruitment techniques at the assessment stage

A thorough screening of candidates is relevant for mass recruiting, where it is necessary to select the best from the masses.

Development of a vacancy. The recruiter personally meets with the customer, finds out all the requirements - education, experience, competence, job responsibilities, schedule, personal qualities. To motivate valuable applicants, offers are also important - salary, prospects career growth, corporate brand values.

Evaluation of applicants. The first conversation gives general idea about candidates with suitable resumes. All those who pass (about 10%) undergo a thorough check. Recommendations must be confirmed. Detailed personal data is compared with a professiogram (a sample of a specialist in a specific professional position). Targeted interviews and testing clarify qualifications, psychological picture, ability to solve problems and work in a team. Only those who have successfully passed all the tests get to meet with the customer.

Internship. A very useful service, but usually only niche agents (accounting, finance, sales and other narrow areas) practice it. An almost 100% ready employee comes to the employer. For example, during an internship an accountant gets acquainted with latest versions legislation, gains in-depth knowledge in any direction (accounting, reporting, material group etc.), practiced in working with software, exhibits personality traits.

Progressive recruitment methods are used by large agencies with experience and reputation, that is, before expert recruitment of employees, you need to choose a truly reliable partner. Contact the RosCo company - we have a license, we have been working since 2004, we have proven ourselves well in the capital’s labor market. The main areas are finance, accounting, sales, management (accountants undergo a 6-month internship). By agreement, we will find personnel for enterprises in any field of activity.

For more information, call, request a call or ask a question via chat.

Technologies for searching and selecting personnel do not stand still. Methods that worked well just a few years ago do not give the desired results today. There are many reasons for this: the demographic situation, the “difficult” labor market, changes in the motivation of young professionals, and so on. The essence remains the same. Finding the right candidate is becoming increasingly difficult.

In my article I want to dwell on two components of the personnel selection process - the search (methods of attraction) and selection (evaluation) of personnel.

I note that detailed description The “work” of all the methods (who/how/why/when to use them and how much it costs) is not my task.

The article turned out to be lengthy, so I won’t bore you with a long introduction.

Personnel search

4 main recruitment technologies:

Mass recruiting (massrecruiting) — used for recruiting large numbers of employees. These are mainly line-level specialists with fairly clearly defined professional skills and experience;
Recruiting (recruiting) — search and selection of qualified specialists. As a rule, it is carried out among candidates already looking for a job;
Direct search (executive search) — search for rare specialists and/or middle managers. It is conducted both among free specialists and those still working;
Headhunting - Poaching a specific working specialist.

Methods of attracting personnel (search sources):

Speaking about methods and sources of personnel search, it is worth noting that some of them are used only by direct employers (due to certain restrictions), while some are used more often recruitment agencies.

Personnel reserve— nominating a candidate from among the organization’s employees for an open vacancy;
Referral Recruiting– There are two types of referral recruiting: within the company and external. Referral recruiting within the company - employees recommend candidates from among their friends; outside the company - the candidate is sought by recommendation former colleagues, acquaintances, etc.;
Targeted training in universities— the company “grows” future employees by offering employment after completing targeted training;
Employment centers at universities – attracting young specialists for a period of industrial practice with subsequent employment, especially relevant for blue-collar and technical specialties;
Open days – This is an acquaintance of candidates with the organization “from the inside”, an opportunity to evaluate working conditions with their own eyes and communicate with managers. The main disadvantage of this method is the lack of guarantees of attracting interesting candidates and the very labor-intensive process of organizing an event;
Job fairs– the most interesting are the industry ones, good opportunity make a company presentation and collect contacts of candidates interested in the job;
State employment centers - This method works well when attracting personnel with low salary requirements;
Targeted retraining of specialists in training centers – training of promising employees of the organization with their subsequent promotion;
Posting job vacancies near the organization– one of the “guerrilla” methods, works well for retail and workers, production specialties;
Recruitment agencies– by contacting the agency, the employer receives a guarantee of attracting a certain number of candidates who meet his requirements, from which he can choose the most suitable one;
Posting vacancies on specialized employment sites– one of the most common passive methods of attracting personnel; the disadvantages include the low activity of candidates and the inconsistency of the responses received with the stated requirements;
Searching for resumes on specialized employment sites– one of the most common active ways to attract personnel, often expensive and extremely labor-intensive;
Placing advertisements about vacancies in specialized print media – well suited for searching for blue-collar, technical and manufacturing specialties;
Placement of vacancy announcements in non-core print media– allows you to reach candidates who are not open to currently market;
Posting advertisements for vacancies in public transport – The main advantage of this method is large area coverage and the opportunity to interest candidates not open to the market;
Posting job vacancies on radio and television– perfect for small town, but for a metropolis this method is too expensive.

If we talk specifically about modern methods of personnel search, we can highlight the following:

Search for candidates in in social networks – a relevant, inexpensive, but labor-intensive method of attracting personnel. Well suited for searching for young and mid-level professionals.
Searching for candidates on the Internet (forums, specialized communities) - inexpensive, but rather labor-intensive method. Allows you to contact a narrow circle of specialists, as well as receive recommendations for interesting candidates.
Posting job advertisements on the Internet in video format – one of the most popular methods today. The cost of creating a video about a company/vacancy is comparable to the cost of traditional methods of attracting personnel. The effectiveness of this method is quite high. Thanks to the distribution of the Internet, it is possible to maximum amount views.

The active use of these methods of attracting personnel is associated with the development of the global web. Following the candidates, recruiters also went to the Internet.

Recently, methods such as:

Personnel leasing– use of temporary labor resource provided by recruitment agencies for a long period of time to solve the organization’s production problems;
Outsourcing– transfer to a third party of some business processes that are non-core for the organization;
Temporary staff– unlike leasing, it is used in cases where the organization needs additional staff for a short period (from one day to several months);
Outstaffing– registration in the staff of a specialized agency of employees working in a company that, for one reason or another, no longer wants to maintain these personnel.

Of course, these methods are not methods of attracting personnel to the organization, but they solve the problem of its shortage no less effectively.

Personnel selection

Speaking about the selection of candidates, namely all sorts of different tests, we can no longer make a distinction between direct employers and agencies. They use all selection methods equally, and their choice depends on the knowledge and experience of a particular selection specialist.

So, the main methods for selecting candidates:

Analysis of resumes and other documents— screening based on formal criteria;
Telephone interview— screening according to formal requirements, determining the level of expected salary;
Interview— in addition to the necessary competencies, the appearance, and the candidate’s demeanor;
Stressful interview— level of stress resistance, pattern of behavior in a stressful situation;
Questionnaire— compliance with procedures, willingness to make contact;
Testing— psychological, level of intelligence, etc.;
Essay— the ability to express one’s thoughts in writing;
Solving business cases— model of behavior in a given situation;
Logical and associative tasks- behavior, reaction to questions, logical thinking abilities;
Infusion into work groups— evaluation of communications, work proposals;
Collection of recommendations- recommendations from employers, colleagues with previous places work;
Collecting information on social networks.

I would also like to note some unconventional and largely controversial selection methods:

Anthropological selection method

Anthropological- the candidate’s abilities, his intellectual and Creative skills are assessed based on the structure of his skull: the size of the brow ridges, the position of the lips and ears, etc.

Graphological selection method

Graphological— the applicant’s handwriting is analyzed, based on this analysis, conclusions are drawn about the individual characteristics of the candidate. According to graphologists, graphological examination allows one to assess personal and business qualities person. It must be said that this method is used mainly in Europe. In Russia it is not widespread, and graphology itself is often classified as a pseudoscience.

Astrological selection method

Astrological— the candidate’s zodiac sign is analyzed. It is believed that by the zodiac sign one can determine the personal and business qualities of a candidate, the success of his entry into the team, and his predisposition to certain types of work, professions and positions. In Russia, again, this selection method is not common.

It is rarely used by professional recruiters (well, perhaps out of female curiosity). But a male leader can resort to him at the most unexpected moment and make a choice in favor of a candidate based on his zodiac sign.

Numerological selection method

Numerological- the same story with numerology. The candidate is assessed by date of birth (the numbers themselves, their order, combination, etc.).

Palmistry

Palmistry- Palmists evaluate a person’s abilities based on palm parameters. They even say that palmists can evaluate professional qualities.

The boom in attracting palmists, magicians, psychics and other people of outstanding abilities occurred in the “dashing” 90s. Turning to such “specialists” removes the responsibility for making a decision on choosing a candidate, but the quality of assessing candidates is difficult to assess.

Polygraph

Polygraph (Lie Detector)- the least exotic method, has real scientific basis. Used for over 100 years. Average level The reliability of the lie detector is 95%. Recently it has become increasingly widespread.

To sum up the unconventional methods of personnel selection, I will say that I have formed a rather entertaining image of a recruiter-astrologer-numerologist-palm reader with a polygraph at the ready. Do I need to say that I don’t know such a specialist? And you? 🙂

Of all the listed unconventional methods, there is not a single one that would guarantee 100% correctness of choice (with the possible exception of a lie detector). But traditional methods do not provide such a guarantee.

Conclusion

The choice of ways to attract and select personnel depends on many factors: the state of the labor market, the profile of the vacancy, corporate culture organization and its financial capabilities. At the same time, recruiters, as a rule, do not stop at any one method, but use them in combination.