Methods of recruitment

To search for and selection of necessary staff used a variety of means from the arsenal of psychological science: biographical questionnaires, standardized and non-standardized interviews, assignments, modeling work performance and situational exercises, achievement tests, personality, intelligence and abilities, printing inspection, and much more. What just not learned to staffing agencies and recruiters in the past few years. We can not say that the use of psychological techniques are absolutely devoid of any complications, but many years of experience in the use of selection tools in a competitive environment, often rests on the details such as the drafting of employment contracts and ensure complete motivational package.

Available to local psychologists few techniques borrowed abroad, and their adaptation to the overwhelming number of cases has been reduced to a simple translation. As a result, techniques that still somehow can be used in search and selection of staff do not meet basic psychometric requirements.

Another major obstacle to the use of modern psychological diagnosis in the practice of professional selection is a low level of mental preparation as the heads of the organizations, customers, and, alas, the candidates themselves, who wish to gain workplace not applying for this special effort. Therefore, for professional psychological selection of staff and other tasks in the company related to the assessment of staff needs not only trained professionals, psychologists, but also well-established psychological assessment tools that meet all necessary requirements.

Using recruitment agencies

Using a recruitment agency in recruitment you and your company will likely have to spend considerable financial resources. There is another, no less attractive option than engaging with the agency. Your own personnel department can be very helpful, and even bring you a regular income. This is all feasible only if the selection of the personnel will be engaged professionals. Therein lies a trap - a regular supply of "quality" of staff and regular income in the current format, agencies came into conflict. In the present approach, the owners and managers Recruitment to business, made abroad, followed by a crash, or a rethinking of what is human resources business.

None of us have no doubt that recruitment agencies are the enterprises to provide services. Employment agencies, currently focused on the regular customers, with which for them are the enterprises, regularly ordering staff. At first glance, all right, but only at first glance. Even those companies that regularly need to find the staff do not know how many recruitment agencies work in their city. Lately, it seems that the economy is growing galloping pace and frame all the time is not enough. While the market, on the contrary, a crazy amount of recruitment agencies serve specific companies. Accordingly, a staffing agency does not deliver the personnel or work so poorly that the enterprise client must constantly change agency. There are cases, when necessary personnel on the market do not, then the process begins, "I was blinded him from what was." The difficulties encountered in this connection is not difficult to resolve, once again referring to the new recruitment agencies.

The war for talent

Recruitment in our time - a real "war for talent" and the weapon should be used appropriate. Poaching staff from competitors - an important competitive tool. This selection strategy is the result turned out to be one of the most aggressive and effective on the market. The motto of the professionals involved in Head Hunting: "if we are constantly luring customers of other companies, why do not we do them better employees" As part of an aggressive HR-department often isolated group of "internal direct search." The group specializes in finding talented executives within the company: in the branch network in the country are monitored and assessed frames of work of employees who have distinguished themselves stimulate managers move up the career ladder. The result: thousands of dollars,

It developed a long-term plan for the need for talented employees for six months or more. It is based primarily on the career plans of its employees, as well as the forecast of the company's growth. HR-department enters into written agreements with internal customers, other departments and branches of the quality of service and the order of interaction. The goal - clarify the needs, improved service for internal clients, optimization of resources. All is planned to the last detail. For example, recruiters undertake to respond to any request for 24 hours; make proposals to the selected candidates within 2 hours after the receipt of this decision, and more. Line managers also, for example, are required to take a decision on the candidates within 48 hours.

aggressive recruitment

Companies engaged in aggressive recruiting, allocate priority positions that are critical to the company's mission. Considered the most important positions related to customer service and profitability. Developed advanced competences map for internal recruiters, including the ability to persuade, to make decisions, autonomy, excellent communication skills, energy, the ability to sell. It is believed that a recruiter - a key position in the company, has a direct impact on profit growth. Head and internal trainer periodically tapped as recruiters make "cold" calls as negotiate with candidates and referees. And recruiters know about it. After the call they hold "debriefing" and develop a negotiating technique. weekly pass is also a 4-hour training sessions on topics such as "the Secretary-pass without legends and lies," "overcoming objections" I am not the type of candidate needed a new job. " Recruiters are taught how to work with "passive" candidates, information sources, agents of influence, how to establish long-term relationships with the right people, and more.

Line managers are also trained in the technique of behavioral interview. Although this technique and adopted by many companies, it usually only use recruiters. For precision selection and reduce errors special questionnaires developed for the different departments, and managers are trained to use them. Base of these candidates, the aggressive recruiting, contains information about the "competitive advantage" of the candidate and the data necessary for future sales job: possible motives job change, decision-making criteria, who can influence the decision-making and contacts his "agents of influence". Oddly enough, the identification and fixing of reasons for the decision of the candidate - a fairly rare phenomenon in the recruiting environment. Recent trends of the market developments suggest that in the coming years search and selection methods vary considerably. What changes are waiting for HR-managers and employees staffing / recruiting companies in 5-10 years, today exactly no one can say. As computers and the World Wide Web changed the way we search for products, and rapid changes in the business world and new technologies will change the recruitment so that it becomes unrecognizable, even for veterans of this business. It only remains to wait for the global database, which contains information for every professional to search candidates easier and more accessible for every specialist HR. that it will become unrecognizable, even for veterans of this business. It only remains to wait for the global database, which contains information for every professional to search candidates easier and more accessible for every specialist HR. that it will become unrecognizable, even for veterans of this business. It only remains to wait for the global database, which contains information for every professional to search candidates easier and more accessible for every specialist HR.