Methods of recruitment: 3 options and 7 tools

The success and profitability of any organization( both state and commercial) largely depends on the formed team.

Carry out the selection of personnel so , so that all employees worked irreproachably for the benefit of the company is not so easy.

There is no guarantee that you will not get a "black sheep", which will organize squabbles and scandals, lazy and violate work discipline. And dismissing this unsuitable person( especially from a state organization) is not so easy, if he does not commit serious misconduct.

This is why it is important to understand how to select people for work in order to minimize the number of problems associated with personnel.

Recruitment is a complex process.

Good HR specialists are worth their weight in gold. And for that there are quite objective reasons: to determine through several interviews and preliminary acquaintance with the biography, this expert will work well or badly, if he brings a note of destructive to the collective, it is very difficult.

instagram viewer

Commercial organizations have more levers of influence on their employees - there the dismissal process is not associated with special difficulties.

Do not get along with the characters? Is the new employee doing poorly his job? Bye Bye!

Very different situation is observed in state offices. Hence, a person can not be dismissed practically.

Inna was recruited to the library on recommendation.

Sweetheart like a girl who was employed without much resistance.

The problems started in a month. Inna organized squabbles, substituted colleagues, did not do too much work, but at the same time managed not to run into disciplinary punishment.

Director quickly realized her mistake, but officially to dismiss the girl was not for that.

After another ration of rudeness toward the leadership, the director could not stand it and still sacked her.

But there it was! Cunning girl quickly sued, they say, was fired illegally. Constantly wrote complaints to the regional department of culture and even - to the Ministry.

The head of the department asked the director of the library to sort out this conflict somehow, and she was shivering from the fact that the impudent girl could return to her workplace.

As a result, the young lady was attached to another position, and she began to make bloodletting to another team.

The director of the library has forever disconnected from contacting acquaintances who are trying to attach their daughters / granddaughters / nieces to the warm place, and in general - to trust in the future the recruitment of specialists.

Effective recruitment methods

Personnel selection is a process that is constantly being improved.

Regularly there are effective methods by which you can choose the best specialists for the position.

1. Basic methods of recruiting

personnel During the Soviet era, the party and the state were engaged in recruiting personnel. With methods not particularly bother.

Young specialists at the end of the school received a referral to work, and - to the most remote corners of the huge homeland.

There was, of course, nepotism - where without it - when the most tasty posts were given to relatives, friends and other blatnikov.

Capitalism dictates its requirements for the selection of professional staff.

There are different classifications of methods for selecting the best specialists.

Let us dwell on the most common classification of personnel selection, according to which there are 3 basic methods, one of which is divided into subspecies:

Recruiting.

This is the most common method that can be practiced by both profile agencies and human resources / organization managers.

With the help of media, ads on billboards, on the Internet, in free newspapers and other venues, experts are sought out, who are needed for positions with a low level of responsibility.

Executives with the help of this method are looking for much less.
Direct search.

There is already hunting for a specific specialist for a certain position.

Usually this method involves the selection of mid-level personnel.

There are two types of direct search method:
- Head hunting.
  
  For example, you are an employee of the recruiting agency. The customer gives you the task: you need a sales manager and draws requirements for this candidate. You are looking for a candidate for the position under the portrait created by the customer. Moreover, the search takes place both among applicants and among those who have a job, but is ready to consider other options.
- Exclusive search, or simply speaking - peramanivanie.
  
  You are a hunter for valuable specialists in the recruiting agency. Your customer gives the assignment: to entice a specific specialist from company A to company B to the position of deputy director. If you do the job, get a good reward. As you understand, only the most valuable shots are enticed.
Preliminaring.

Method that is used by personnel or HR-service within the company. The best graduates are invited for the internship or even - undergraduate students. And according to the results of the internship, one or several of them become a part of the company's personnel.

2. Recruitment: how to choose the best of the best?

Even the most advanced methods do not give any guarantee that you will be able to select high-quality personnel. In order to select the best candidates from the number of applicants, you need to use different tools.

There are a number of tools and techniques for the most effective selection of personnel:

Data collection.

Before you take someone to work, you need to collect a small dossier on the candidate: how the person showed himself at the previous job, was he not seen in conflicts and other impartial things, what indicators showed how the leadership reacts to him, etc..This method will help you immediately weed out unreliable individuals.
Summary.

It can show, how much the competitor is competent and professional. Errors and inaccuracies in the summary, the minimum list of achievements, the lack of career growth over a long period indicate that such a staff does not need a good company.
Telephone interview.

It will rewrite the interview and allows you to determine how much a person is professional. If you are engaged in recruitment yourself, then be sure to conduct a preliminary telephone interview, ask the candidate a number of questions and assess the adequacy of the answers.
Interview.

Only those people who passed the preliminary screenings are invited for the interview: they impressed with their resume and did not embarrass during a telephone interview. There are a number of rules how to conduct an interview - this is a topic for a separate article. The main thing is that it should not be too short and allow full study of the candidates.
Testing.

It is usually held during the interview and allows selection of highly qualified and psychologically stable personnel.

Testing can be either oral or written.

You can find examples of tests on these sites:
- http: //ipopen.ru/kadry/ priem-na-rabotu / testy-pri-prieme-na-rabotu.html
- http: //opersonale.ru/ podbor-i-trudoustrojstvo / otbor-personala / testy-kotorye-primenyayutsya-na-sobesedovanii-pri-prieme-na-rabotu.html
Professional check.

Let's say you take a person as a consultant in a branded clothing store. Play a sketch: you are the client who went into the boutique and want to buy a dress. Let the seller "sell" you one of the most expensive clothing.
Trial period.

It is necessary to understand that you have made the selection of personnel correctly and the person you selected exactly suits the specified position. If for a period of probationary period( two months is enough), the applicant has not confirmed his qualifications, you can easily dismiss him( even from a state organization), while paying the minimum wage.

Recruitment agencies: the pros and cons of such cooperation

Now it's not necessary to choose the right personnel, while there are a lot of special agencies working in the market with highly qualified specialists who will find you a suitable person for a vacant position.

1) Advantages and disadvantages of working with the recruitment agency

Cooperation with recruitment agencies has both disadvantages and advantages.

You yourself have to decide whether to deal with them or trust yourself only, having learned both the advantages and disadvantages of such cooperation.

Advantages of working with agencies:

A huge base of job seekers.

If the recruitment agency is large and has been operating on the market for a long time, the number of summaries in its database is impressive. You really will have plenty to choose from.
Readiness to perform non-standard tasks.

For example, you want to entice a director from your competitor. A good talent hunter will easily cope with this task if you offer the candidate a more favorable terms of cooperation.
Flexible terms of cooperation.

If your staff needs to be replenished constantly, then you can conclude a cooperation agreement for a year. And you can do with one-time contact. They go to the meeting with recruiting agencies and about the payment for their services.
Warranty.

Of course, no one will give guarantees that you will be selected by an exceptional specialist who will even exceed your expectations, but still the recruiting agency assumes no responsibility whatsoever.
Pre-screening of candidates.

If you are recruiting a person on your own, then you will have to face a lot of candidates who are worthless, but at the same time believe that they have the right to take your time and nerves. And so the manager of the recruiting agency will take the brunt and cut out the very unfit candidates.

What is HR management: 4 components of

There is a collaboration with the recruiting agency and its shortcomings:

The inability to find a common language with the manager of the agency - he simply does not understand what exactly you need and can not recruit.
Unprofessionalism of individual employees of the agency ( this underwater stone can be avoided if you do not carry out cheap services sharashkinyh offices).
Money question: if you work with a recruiting agency, you still have to spend money on paying for their services. It is hard to speak about exactly what amount is being discussed. Everything depends on the locality, the prestige of the company, your staff requirements, etc.

2) Home Recruitment Agencies and Other

Specialists If you have decided to entrust the selection of personnel to your company to a special agency, you have to choose from among a huge number of organizations of the intermediary that will give you exactly what you were looking for.

Both in Russia and Ukraine there are a lot of recruiting agencies. Here are just the first ten metropolitan agencies for the selection of domestic staff:

No.	Name
1.	Host	http://hostess-2000.com.ua/
2.	Vip-Servise	http://www.vip-service.kiev.ua/
3.	Home service	http://dom-service.com.ua/
4.	Aelita	http://a-elita.in.ua/
5.	The ABC of the family	http://abc-f.com.ua/
6.	Alada	http: //www.alada.com.ua/
7.	Miss Poppins	http: //www.mspoppins.com/
8.	Good angel	http: //www.angel.ru/
9.	Nanny	http: // www.nyanya-service.ru /
10.	Home circle	http: //www.familycircle.ru/

Usualo recruiting agencies are engaged in the selection of personnel according to this scheme:

It is extremely rare that any additional links interfere with this scheme.

It would seem - nothing complicated, but to get out of a huge number of applicants of the person who will be satisfied with the customer is not easy.

Motivation of

staff Here are some tips to avoid mistakes when choosing a recruiting agency:

Do not try to find an agency cheaper;prices, below market, usually signal low skills of employees.
Form specific requirements for personnel, do not say common phrases, for example, "you need a good worker", "you need a nice person", etc. Make sure the manager understands you. If you say specifically what you need, but in the agency offer quite different, it is a hint of a recruiter change.
You should be alerted if the representative of the recruiting agency at you denigrates competitors - professionalism manifests in a different way.
It is better to choose an agency that has been operating in the market for a long time. Beginners will not be able to offer a large resume base, and due to lack of experience they tend to make mistakes.
If you were deceived once, did not contact you, offered not exactly what you need, it is better to choose someone else.

How to find a quality employee?

The answer to this question in the following video:

The use of different methods and tools, and also - a professional recruiter - is a guarantee that recruitment to your company will pass without failures.