How to organize effective recruitment

Maria Soboleva
30.10.2015

How to organize effective recruitment?

What is recruitment? Who is looking for suitable candidates for work, what technologies are used today, how does recruiting differ from headhunting?

What is recruitment?

Competent recruitment for any company, no matter large or very small, is the key to success. After all, the slogan “Cadres decide everything”, well-known to everyone since Soviet times, is still relevant. And the success of any enterprise depends on what kind of specialists work there.

Staff recruitment

Therefore, the proper selection of personnel - finding the right employees, selecting suitable candidates and inviting them to vacant positions is a very serious matter. And they must deal with qualified professionals. Today they are called recruiters or HR-managers.

Recruitment - Search Technology

Enterprises and organizations need employees of different levels - from ordinary performers to top managers.Yes, and the scope of activity, and the specifics of the companies are very different, the applied technology of recruitment depends on it.

Recruiting

Often recruiting is called recruitment as such. But this is just one of the search technologies.

This method is used when looking for line level specialists. These can be sales representatives, office managers, secretaries, sales assistants, call center operators - in general, ordinary performers whose professions are fairly common.

Oriented recruiting for applicants who are actively looking for work.

Recruiting

Eychara's task is to prepare a job description and post it on the company's website or on specialized employment portals. Such an announcement will be able to see a large number of applicants.

Screening

Screening is also used when ordinary personnel are selected (drivers, cashiers, sales managers). This is such an express selection, the recruiter can spend on finding a suitable candidate from 1 to 10 days.

He searches for applicants, comparing job requirements and resumes of applicants, selects suitable, in his opinion, and conducts telephone interviews.

Summaries of those who have passed the primary screening are submitted for consideration by the customer.

Executive search

This technology is used when staff are selected for middle and senior management positions - sector heads, department heads, and company directors.

Executive Search is also used if the company needs a specialist in one of the rare professions. This technology is now being mastered by many recruiting agencies, it is very effective, because the selection of personnel is carried out by active methods. But there are not so many real professionals yet.

Pick up staff

HR managers research the market in search of the right candidate, collect information about him and invite him for an interview. In this case, preparatory work is carried out in advance - an attractive offer is being drawn up, and favorable working conditions are being proposed.

Recruitment by this method is a long process, it can last from a month or more.

Headhunting

This is a rather aggressive technology, when staffing is a real bounty hunt. Some consider headhunting a synonym for Executive Search (quite a lot of similarities between them).

This technology is also used when a company needs a specialist of a rare profile, high-class, or to occupy a key position.Experienced lawyers, chief accountants, business leaders, successful top managers are the objects of headhunters hunting.

By headhunting, it is often understood to be the enticement of a particular specialist from a particular competitor firm.

Staff recruitment - process steps

Personnel departments of companies or recruitment agencies may be engaged in recruiting. In any case, the process of finding candidates for vacancies consists of several stages.

Job opening

At this stage, the company determines which specialists it needs during this period of work, and opens the corresponding vacancies.

Staff search

If recruitment is entrusted to a recruiting agency, the application is filled in, the conditions for searching for candidates are agreed and the service contract is signed.

Candidate Resume Analysis

This stage includes the primary selection of applicants who, according to Eychara, will be able to meet the requirements of the vacant position.

Each recruiter has his own approach to the selection: someone pays more attention to the applicant’s education, others to work experience, recommendations, successes and achievements, marital status and additional skills of the candidate are important to someone. Influences the choice and the ability to sensibly make a resume.

Preliminary interview by phone

In a telephone conversation with the applicant, Euchar can ask questions, find out in more detail the level of his knowledge and skills, ability to communicate.

How to pick up staff

Some candidates are eliminated at this stage - it is possible that someone has already been employed or the proposed working conditions do not suit the person.

Those who are actively searching and liked the recruiter, are invited to a personal interview.

Face to face interview

A telephone conversation with a candidate for a vacancy is not enough to evaluate his professionalism. Much turns out only in person.

Today, at the interview, recruiters can use a variety of assessment methods:

  1. interview with the applicant;
  2. questioning the applicant;
  3. testing - it can be both psychological and professional;
  4. practical tasks: the candidate is offered to solve a logical problem, to write a text on a given topic.

In addition, HR-manager should check the recommendations of the applicant. Using different methods will help to more fully and objectively examine a potential employee.

Errors of recruiting recruitment personnel are fraught with staff turnover in an enterprise, so much at the interview stage depends on its professionalism.

Detailed summaries of selected applicants (with recruiter marks) are transmitted to the customer.

Interview with the head

For such an interview, the management approaches differently. Some prefer a detailed acquaintance with the candidate in order to form their own idea of ​​him. Moreover, even an experienced HR manager cannot know all the nuances of each position, and the opinion of the manager may differ from his.

Staff selection

And someone trusts recruiters and arrange additional checks does not see the point. In this case, the interview will be more formal.

Decision-making

The head, having analyzed the conclusions of the personnel service and having made up an opinion on potential employees, makes the final decision on which candidate is suitable for the vacant position.

The "lucky ones" are informed about a positive decision and agree on the date of entry to work.

But HR-service does not finish its mission yet. It doesn’t matter whether the experts selected her candidate or the recruiting agency did this, the eychary are responsible for the adaptation of the newcomer throughout the trial period.

And if the new employee met the expectations, recruiters did their job perfectly well.


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  • How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment

    How to organize effective recruitment