When a person faces the need to change or search for a job, he decides for himself a number of issues. As statistics show, the most significant criteria to which the applicant pays great attention to the choice of the future place of professional activity are:
- Pay level and employment schedule.
- Social guarantees and career opportunities.
- Remoteness from the place of residence.
As for the leaders engaged in the search for new members of their team, then they face a more serious task. Agree, in the search for a worthy candidate it is necessary to take into account his actual level of professionalism (not the one indicated in the diploma),
personal qualities, the true reasons for dismissal from a previous job and a number of other nuances that applicants for vacant positions often try to hide.
What is the right way to carry out professional staff selection, what to pay close attention to, what questions to ask in order to finally get a truly qualified employee in your staff?
An employer can choose one of two possible options. In the first case
the selection of personnel is carried out by their own specialist personnel services, in the second - you can trust the agencies for which the selection of applicants is the field of professional activity.
Large companies are more likely to use both options. At the same time, the search for personnel of medium and low qualifications is carried out by its own unit, and specialists of rare professions are engaged in recruiting agencies.
Both methods have their own pros and cons. So, the representative of his own personnel service, making the selection of personnel, takes into account not only the candidate’s compliance with all the necessary requirements of the position, but also is able to clearly determine how harmoniously a person can join the existing team, accept his norms and
communication style.Agencies engaged in the hiring and selection of personnel at the request of the company will not be able to give such an assessment. However, cooperation with such organizations minimizes the possibility of "personal participation" and the organization of the employee, as they say, "by pull". Moreover, recruiting companies receive payment for the work done only after the candidate passes an interview at the enterprise and his hiring is approved. A full-time HR manager will receive salaries regardless of how many people are interviewed and accepted by him.
It is worth noting that in small enterprises, managers prefer to conduct interviews on their own and make their own assessments and conclusions regarding the person's compliance with the requirements of a vacant position.
In general, all of the above options are quite viable. As for the actions of the applicants, it is worth noting that the job search itself is quite a serious job. It is necessary to carefully approach the preparation of the resume, appearance, during the interview (regardless of who conducts it) to report only reliable data. Moreover, honesty is appropriate not only in relation to personal data or their qualifications, but also in relation to questions regarding the reasons for dismissal. However, in this area it is worth observing a certain tact and not delving into the emotional narrative.
The person representing the organization also needs to clearly articulate his own requirements and future responsibilities of the candidate, articulate the intricacies of internal relationships in the team, as well as the requirements for the performance of work.
Such reciprocity is able to turn the selection of personnel into a fairly pleasant and beneficial process for both parties.