Organization of personnel selection in the organization and its improvement. To the director on the organization of the personnel selection system in various situations Selection and selection of personnel at the enterprise

The work of personnel services of any enterprise is inevitably associated with the need to search and select personnel. The recruitment system is one of the central in the management structure of the entire organization. Since it is from human resource ultimately depend economic indicators and competitiveness of the enterprise.

From the article you will learn:

But usually, after reviewing the resume, recruiters prefer to talk to the candidate at a personal meeting. Some steps may be omitted or additional screening measures added if necessary. But in general the system recruitment as follows:

1. Analysis of documents provided by candidates (diplomas, resumes, certificates, etc.).
2. Preliminary conversation (possibly by phone) to get acquainted with the applicant. At this stage, it turns out in more detail about the education, experience of a specialist, an initial idea of ​​\u200b\u200bhis communication skills is drawn up.
3. Completing the application form by the applicant. As a rule, the questionnaire contains questions of a personal nature: date and place of birth, address of residence, marital status, education, etc. It makes sense to include questions about previous places of work, hobbies. It also often determines the level of self-esteem, attitude to crisis situations, etc.
4. Checking recommendations. At this stage, the veracity of the information provided by the candidate is ascertained and additional information mainly about the previous place of work. However, when making inquiries about the applicant from his previous manager or former colleagues, it is worth remembering the possible bias of their assessments.
5. The interview is the main interview of the applicant. It can be carried out in written or oral form, be structured and formalized.
6. Testing is the most significant stage of testing a candidate. It can be psychological, intellectual, psychophysiological, professional. Depending on the vacant position a special testing program is being developed. Testing is often done as part of a group, but in rare cases it can be done individually. The test can be carried out in one day or several - with breaks.
7. Analysis of the results obtained during the tests.
8. Making a decision on the suitability of the applicant for the vacancy and presenting it to the manager. In case of a positive decision on hiring, the candidate is informed of the list of documents required for execution under the Labor Code, the date of conclusion is agreed employment contract.
9. Conclusion of an employment contract and execution of necessary documents.

The best result in determining the required candidate is achieved, as a rule, when the selection methods are interconnected and represent integrated system. The most reliable results of the evaluation of candidates can be achieved if applicants are tested in conditions as close as possible to the working ones.

As evaluation methods, in addition to testing, you can use:

Interview, interview of a HR manager or an employer with a job seeker. It is desirable for him to pre-develop and compile a questionnaire to determine the right qualities applicant.

The matrix method is a summary assessment according to a specially developed matrix table, which lists all candidates for one position and provides a list of necessary personal and business qualities. Against each applicant, the expert puts an assessment according to one or another criterion. The candidate with the highest score is selected for the position.

The method of evaluation centers is used for the selection of middle and senior managers. With its help, you can identify the managerial abilities of the candidate. The subject is offered exercises or tests, and the answers evaluate the correctness of the choice and the adequacy of his decisions.

In conclusion, it should be emphasized that when selecting personnel in the management system, it is important for a recruiter to give an objective assessment of the qualities of applicants, to indicate how they meet the requirements for them. It is easier to make the right decision when choosing the right candidate for that manager who, on the one hand, has an ideal model of requirements for a certain position, and on the other hand, well-compiled characteristics of applicants in accordance with it.

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This is an activity to determine the competence of applicants to perform certain job duties.

The result of the selection is the placement of employees in specific positions.

Personnel selection is carried out by managers of all levels. Often, the selection of personnel is identified with the selection process, which is illegal from the point of view of the Russian language. When selecting, the business and other qualities of the employee are compared with the requirements of the workplace.

The selection has two purposes:

Formation labor collectives within the structural divisions;

Creation of conditions for professional growth of each employee.

The main task selection and placement personnel - optimal placement of personnel depending on the work performed.

recruitment methods

1. "Intraorganizational" search.

The purpose of the method is the selection of employees for vacant positions of middle and top managers. Vacancies appear as a result of the expansion of the organization or the "movement" of employees within the company. In this case, managers appoint people already working in the company to vacant positions. Advantages: no material costs, contributes to the growth of loyalty to the organization, candidates do not need to be integrated into the team. Disadvantages: a limited choice of applicants, the lack of the possibility of attracting fresh forces, encourages the strengthening of parochialism of the heads of structural divisions.

2. Help workers.

The goal is the selection of employees for ordinary positions or the recruitment of unskilled personnel (workers). Advantages of the method: high degree compatibility. The “disadvantages” of the method are the impossibility of using the method when hiring professional personnel due to the lack of necessary experience and staff selection skills among the “advising” employees, as well as, as a rule, ignorance of the specifics of the vacancy.

3. Mass media.

The use of the media space ensures the maximum "coverage" of possible contenders, relatively small financial costs. In this case, the success of the event largely depends on the following indicators: circulation, frequency of release, image of the publication, fame and traffic to the site, ease of use and registration, etc. In this case, prepare for a large number of job applications.

4. Help recruitment agency.

In this case, all work on the selection of personnel falls on the shoulders of the employees of the recruitment agency. The success of the "campaign" depends on clearly and correctly formulated requirements for the candidate for the position, as well as on the professionalism of the agency's employees. The disadvantage is that, as a rule, the services of recruitment agencies are not cheap.

5. "Self-initiative" applicants.

Employees of human resources departments often face such a situation and such applicants. Most often, these are candidates who offer themselves without applying for any specific position. The probability of choosing an employee in this way is very low - it is unlikely that the applicant's desire will coincide in time with the organization's need for a new employee. It is even less likely to "get" a valuable employee in this way.

6. Search in educational institutions.

Provides an influx of "fresh" personnel to the company. Costs of the method - a "newcomer" needs time to gain practical experience in this position. Every year more and more companies use this method. The reason for this was the adaptation of the education system to the needs of the market. Organizations are willing to invest huge cash in the training of young professionals, thus "at the end" getting a highly qualified specialist with all the necessary theoretical and practical skills.

7. Service of employment.

The task of the state employment service is to reduce the level of social tension and help the "unemployed" in finding a job. It should be noted that the possibilities of the state employment service are not fully used. This fact can be explained as follows. Not every company is ready to cooperate with the public service, due to the non-transparency of the economy. This is where the situation arises when employers through the employment service are looking for low-skilled low-paid workers. As a result of the above factors, there is a low degree of public confidence in the employment service. In principle, the situation is quite easy to change. The employment service should develop activities for the search and selection of specialists, taking into account the vacancies and requirements that are necessary for a particular organization.

The entry of the employment service to the level of a professional recruitment agency can have a positive impact on its reputation both among employers and job seekers. The advantages of recruiting through the employment service are the ability to search for employees according to the necessary requirements, no financial costs.

Selection stages:

1) Development of a position model + definition of job responsibilities

2) Collection of information about candidates by 2 methods (passive and active).

Passive - selection of data on possible candidates and comparative analysis.

Active - personal contacts: interview, questioning, trial period.

Staff placement is understood as the rational distribution of employees of the organization by structural divisions, sections, workplaces in accordance with the system of division and cooperation of labor adopted in the organization, on the one hand, and the abilities, psycho-physiological and business qualities of employees that meet the requirements of the content of the work performed, on the other.

The purpose of the arrangement - distribution by workplace, in which the discrepancy between the personal qualities of a person and the requirements for the work performed by him is minimal without excessive or insufficient workload. This is a rational distribution of employees of the organization by structural divisions and jobs in accordance with the system of division and cooperation of labor adopted in the organization; according to the abilities, psycho-physiological and business qualities of employees that meet the requirements of the content of the work performed in order to provide conditions for the most effective realization of the creative and physical labor potential of employees.

The decision on the placement of personnel should be made in accordance with a number of requirements:

1. the worker must correspond to the site of work

2. The employee must be able to develop this area of ​​work from scratch.

3 The employee must be compatible with the team

4. The desire of the worker himself

The selection of personnel for each enterprise, regardless of the size and number of applicants, is a responsible task that is assigned to the relevant structural subdivision – personnel department. In the process of recruitment, an analysis of the professional and psychological qualities of a potential employee takes place. In other words, it is determined whether this candidate will be able to occupy the proposed position and be most useful to the enterprise.

The basis of professional recruitment is the availability of reliable information about the candidate, which is provided by the applicant himself and is clarified during the interview process. In principle, the selection of personnel is a multi-stage process consisting of a number of stages.

Criteria and methods of recruitment

A common misconception is the method of selecting specialists on the principle that the applicant has a suitable education for the enterprise. This selection criterion does not always take into account all underwater rocks. Thus, it is necessary to take into account the age and social status candidate, his professional skills, personal and leadership qualities.

The main requirement for recruitment methods is the reliability of the result. According to experts, the most effective results in the selection of employees are achieved using complex methods. In particular, the candidate is invited to be tested in conditions that resemble the working environment as much as possible, information is collected from third parties, if possible, and then an interview is arranged. Based on the results of all three procedures, the final decision is made on employment or refusal of the applicant's services.

Some stages of recruitment

As a rule, the principle of recruitment includes the use of several stages of familiarization with a potential employee. The sequence of the stages themselves is determined by the head and personnel department of each enterprise, depending on the specifics of its work. So, you can first talk with a candidate on the phone, and then study his resume, make inquiries and invite him for an interview. And you can first read the resume, then get to know each other personally and after that on the basis of additional information make a final decision.

To the main steps problem solving recruitment include:

Depending on the specifics of the company, additional requirements may be imposed on candidates. Thus, the selection steps may include medical examination and analysis of bad habits of applicants.

Undoubtedly, the scale and number of stages for the selection of personnel may differ, depending on the size of the enterprise and the number of employees required. Large companies are able to conduct a wide search, from the announcement of the competition in the media to the creation of a special unit that will analyze the results at all levels of recruitment.

To find the best candidates, employers sometimes take a rather original approach to the process of finding and attracting new employees, especially when it comes to representatives of highly qualified professions. In this article, we want to talk about the most unusual, in our opinion, methods of recruiting that distinguished Google, Yandex, Volkswagen, IKEA and a number of other companies that were able to find creative solutions to replenish the staff.

1 . An interesting case happened to a programmer from the USA, Max Rosett. He was working on his project and entered a query into Google related to the Python programming language. At first, nothing unusual happened: as always, the usual search results appeared on the screen, which Max began to study. But then something strange happened: a message appeared in the middle of the screen: “You speak our language. Ready for a test?"

Max accepted the challenge and got on the page www.google.com/foobar/, which resembles an interface operating system Unix. In the only file on the screen, it was suggested to write a "request" to start the test, which the programmer did. As a result, he received a programming task and a series of instructions.

Within two weeks, Max successfully coped with the proposed tasks. Soon a Google recruiter contacted him and offered him a job at the company.

2. In addition to this case, back in 2004, the IT giant managed to attract the attention of developers with the help of a huge billboard with a mathematical problem. The clue was the address of the site where the visitor was waiting for a new task. Those who coped with it were invited to join the Google team.

3, 4. Russian IT company Yandex and Flickr (a photography hosting company owned by Yahoo!) also like to post their job offers creatively. One attentive developer found a link to a Russian search engine job in the JavaScript error console. In the case of Flickr, anyone with an inquisitive mind can find a link to an open job simply by looking at the site's page code.

5. Volkswagen also chose an equally unusual place for its job ads: when the company needed talented mechanics, it placed ads on the bottom of faulty cars and sent them to service centres. As a result, Volkswagen was able to attract new experienced employees to the staff.

6. The ability to deliver a message target audience Matsushita Electric also distinguished itself. Job advertisements for an electrician were posted on electric poles at a height of five meters. Pretty good place to find the right specialist, is not it?

7. The unobtrusive way of offering a job to potential candidates was also invented by the company Schild Security. Employees of the company often have to carry their luggage through scanners at airports and business centers, and therefore, when it was necessary to replenish the staff with security specialists, a job offer appeared in the cases of employees of Schild Security, written in metal letters. Such a message was perfectly visible to security officers when scanning. Such a campaign to attract new personnel brought good results to Schild Security.

8. Video game development company Red5 has also stepped in to impress potential candidates with its recruiting method. Having compiled a list of 250 applicants, Red5 employees spent 4 months studying professional quality each of them. As a result, 100 developers were selected, who received an invitation from Red5 that was hard to ignore: in an unusual package, candidates received a personalized iPod with a personalized message and access codes to the site with detailed information about the proposed position. Outcome? 90 out of 100 recipients responded positively to such a job offer.

9. In 2010 advertising agency Gyro International has set itself the goal of increasing their creative department staff by 50%. Deciding that standard recruiting methods wouldn't help them, Gyro innovated and did a bit of research to find the places where their competitors' employees usually dine.

Gyro convinced the owners of identified cafes and restaurants to replace their usual sandwich packaging with special job-changing packaging. As a result, 100,000 creative sandwich packages brought the company 3 no less creative employees.

10. IKEA Australia did its job of hiring just as brilliantly. To quickly close vacancies for new shopping center, the HR team opted not to have to carry their ads far. IKEA recruiters put them in ... packages with own products. HR professionals have decided that loyal customers are the best candidates and, even if they are not looking for a job themselves, they are more likely to tell relatives or friends about the vacancy. What was the outcome of this campaign? The cost of placing ads in the media - $ 0, postage - $ 0, resumes received - 4285, hired employees - 280. There is something to praise resourceful recruiters.

12. How to find a good programmer? In 2010, SeatGeek decided that a good specialist must be able to hack a site. For example, their own website. The results of this experiment pleased SeatGeek so much that now each candidate for a similar position must independently gain access to the site management in order to send their resume to the company. At the same time, those who do not have enough time to complete this task in 10 minutes may not even hope to get a vacant position.

In the process of searching for non-standard recruiting campaigns, we also came across many other examples of a creative approach to hiring employees, but in the end we decided to talk only about the most striking, in our opinion, cases. By the way, some time ago, the Awara method was also recognized as non-standard and was treated with skepticism (you can learn more about it from an interview for The Moscow Times at the link above).

We will also be happy if you share your unusual ways of recruiting personnel in the comments.

Recruitment, selection and recruitment

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

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

Recruitment in the organization

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

What is the difference between recruitment and recruitment?

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

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

Both external and internal applicants go through a selection process. Personnel selection is the process of examining and evaluating the suitability of professional and psychological characteristics candidate official duties at work. As a result of the selection, one employee is selected from the set, to whom an offer is made to fill a vacant position.

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

Recruitment and selection methods

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

• Chronological interview - when a prospective employee is asked to tell the story of his professional activity in chronological order and describe his main responsibilities and achievements on previous places work;
• Structured interview - when all applicants are asked standard, pre-approved questions, asking them to provide examples of situations that would best illustrate their most important competencies. And then they compare the answers of each of the candidates and select the strongest applicant for the vacant position;
• Business cases - a recruitment technique when the applicant is offered to get acquainted with a specific business situation and offer options for solving it. Thus, the employer simulates business reality and looks at how the candidate will behave in this or that case;
• Various psychological and sociometric tests;
• Gamification in recruitment is a way of recruiting personnel using games;
• Group interview - allows you to implement mass recruitment methods in the organization. In this situation, several candidates are invited to a panel interview, who are given team tasks. With this method of active recruitment, the HR department monitors and evaluates the behavior of applicants during group tasks.

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

Hiring Process Risks

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

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

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

Recruitment system in the organization

The modern technology of personnel selection consists in the coherence of staff planning processes, the use of modern methods recruitment, effective system adaptation, a reasonable policy for the development and promotion of the personnel reserve and an adequate system of remuneration and motivation. Here is important A complex approach: one without the other will not work. Each time, evaluating applicants, you should think about:

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

Only an integrated approach to personnel management and recruitment criteria according to professional, business and personal characteristics will provide high efficiency and the sustainability of your company's human capital.

Recruitment principles

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

• objectivity;
• absence of any form of discrimination.

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

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

Stages of recruitment

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

1. Resume scanning or prefetching. It occurs in the mode of viewing all applications of applicants for a vacancy and filtering according to basic criteria or in telephone mode according to a pre-prepared interview form. For mass vacancies, some companies use call center employees or an automatic call service.
2. Phone interview. At this stage, personnel officers seek to obtain information about the experience and education of the candidate, learn more about his achievements and motives for finding a new job.
3. Personal interview. The purpose of this stage is to evaluate the candidate for his suitability for the vacant position, to better understand him personal qualities and motivation.
4. Conducting additional testing. This stage provides the manager and the employee of the personnel department with additional information about either the professional skills and intelligence, or the personal or leadership qualities of the applicant.
5. Recommendation review process. An employee of the personnel department checks with the previous employer or former colleagues the accuracy of the information provided by the applicant, asks about who and how could characterize the candidate.
6. If necessary, a medical examination procedure. Inspection in without fail employees of public catering, production, civil servants and a number of persons referred to in article 213 Labor Code RF.
7. Employment decision.
8. Conclusion of an employment contract with the applicant and clarification of the period and conditions for a trial period.

Fundamentals of recruiting in an organization

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

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

Improving the recruitment system

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

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

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

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