How to recruit employees so that they work well? Recruitment and recruitment - step by step instructions on how to find and hire employees.

If one is needed, but for a position where the simultaneous internship of several candidates is hardly possible, we recruit one, and “recruit” several more and leave them in reserve. To each of them we say:

« You have successfully passed the first three stages of our competitive selection. Now we would like to take a break, think it over again, discuss and make an informed decision. During the week starting tomorrow, we may contact you to invite you for a final interview. If you successfully pass it, then get to work immediately. If within a week there is no call or letter from us, you are free from obligations to our company.» .

If applicant No. 1 on the list did not go to work or turned out to be completely unsuitable, we contact the first applicant from the reserve. If everything is not going smoothly with him, we go further down the list.

How to recruit staff

It doesn’t matter what you are doing - hiring, debriefing, or you need to make a decision to quit.

Politely ask clear, specific, direct questions. If you don't get direct answers, keep asking until you fully understand what's what.

In small things. This is your right as an owner and employer.

Attention!

The reaction of normal people who have sufficient qualifications, who own their business or situation, who have no reason to cheat, is always positive! They are always happy to explain what and why they are doing, will do or have done.

How to recruit staff

Sometimes for some positions candidates can become your relatives, friends or neighbors. Or you can use their advice.

18.

Important

Own base of candidates. It is useful to gradually accumulate it, adding there those who previously sent you a resume or interviewed you.

This is useful if the database is well organized and easy to work with: the data is stored electronically, search and sorting by parameters work, there are recruiter notes about working with specific candidates. Paper folders with printed resumes are the last century, they are inconvenient to work with and take up a lot of space.

Comment HR-Journal

Cooperation with the city employment center, work at job fairs.

20. Poaching employees from other organizations (headhunting).

It took the tram only three stops. And who would have thought that seventy people would not fit into an almost empty car! Natalya Dolzhenkova continues. “We thought of all the details, but we could not foresee this fact. I had to take people in two passes. We'll take that into account next time."

Mass hiring is always a large flow of people crowding into the office every day.
To some extent, they are even capable of paralyzing normal work. In one company, which faced such a situation for the first time, the guards had to call for reinforcements: they did not have time to issue passes and escort applicants to the right office.

Candor should be encouraged in all business matters, including risk-related issues. For example, I periodically brainstorm and discuss not only current specific issues, but the policy of the company as a whole. . I am involved in decision making and implementation.

Thus creating the participation of everyone in management and increasing the importance of the employee in his own eyes.

That gives a very strong motivation to employees.

This is how employee loyalty is formed, corporate value is formed in him and you are recognized as the undisputed leader.

But this alone is not enough.

A clear control and understanding of the main processes of each employee's activity is necessary. So that you can ask the right questions and get the answers you need.

How to recruit staff to work in a beauty salon

The main thing is not to make gross mistakes.

From 15 to 19 - "excellent" competition

The situation works for you: applicants are much more interested in the job, and their requests become adequate.

If 20 or more candidates come to the competition, you can do whatever you want with them.

A significant number of participants leave on their own initiative; among them are those who could well be interesting as potential employees. Therefore, it makes sense to break too large competitions into several - with fewer participants (best of all - from 20 to 45, if you need to hire 1-2 employees).

How to recruit staff for free

From 30 to 60 pieces in the first week give hope that in three weeks it will be possible to hold a good competition, and if there are 100 or more of them, if you wish, you can start the selection as early as next week.

On the contrary, with a daily intake of 0 to 3 resumes, you can start sounding the alarm, and if less than 20 of them came in the first week, you need to immediately take steps to increase the placement of vacancies. Perhaps the ad text is ineffective or the position itself is not very popular.

Info

It makes sense to publish vacancies for several different positions in parallel, because in this case, with paid placement on the Internet, there is usually no difference in costs. At the same time, resumes sent to all vacancies can be used to invite applicants to the same competition.

Finally, you can increase the budget and, as an option, try to place vacancies in other media that have not yet been involved.

How to recruit staff to work in a store

stress interview

Stress interview is a very “fashionable” method of checking an applicant now

There are certain areas of activity where people constantly find themselves in critical situations. First of all, they include intelligence, law enforcement agencies (FSB, GRU, Ministry of Internal Affairs), as well as criminal structures. When a new person comes there, you can’t just rely on his words about himself, and even more so on a leaflet with a resume. You need to find out what a beginner really is, and preferably as quickly as possible.

After all, if you send an unreliable person to a responsible task, this can lead not only to his death, but also to the death of other, already established members of the group. A new person may turn out to be a thief, a traitor, and finally, just a coward.

These figures will be true for Moscow and other cities in Russia and the CIS.

Such a budget will be enough if you post vacancies with competent text and properly laid out blocks in the most effective media (we are talking mainly about specialized job sites). Trying to run a contest and save money on paid publications in most cases will be a fatal mistake.

However, if you have not been able to develop a truly high-quality text or are posting vacancies in the wrong places, even five times the budget will not help to collect the required number of targeted resumes.

If we consider the situation from this side, it will be quite obvious what to expect from the competition - success or failure. If in the first days after the vacancy is posted, from 6 to 10 more or less targeted resumes begin to arrive, this is not bad.

Attention

Finally, the reason may lie in the low loyalty of employees who are simply not interested in the success of recruitment in the company.

In Moscow it is considered normal if a third of the applicants from among those who promised come to the competition. A turnout of 40% to 50% will mean that your subordinates who invited candidates have outdone themselves, or the company has a very hyped brand, or people are aware of extremely favorable working conditions.

An acceptable indicator would be 20% or a little more, a bad indicator would be less than 20%.

And - as a result - high-quality applicants.

SUMMARY: Use effective recruitment technology. Your task is to clearly organize and conduct the competition, stage by stage. And then you will be able to recruit employees of a completely different level than those that the vast majority of companies manage to recruit from the labor market. And most importantly - and this is especially nice - you will be able to recruit these employees to your team on very favorable terms! In order to then they began to earn many times more from you.
And so that at the same time your company earns an order of magnitude more.

With mass projects, candidates should be attracted, interested with the help of a beautiful advertising module with the most detailed information,” says Evgenia Volyanskaya, HR director of the Capital Evening Newspaper. This publication employed up to 150 people. per month - in particular, office staff for the distribution service and sellers of newspapers on the streets of the city. “

It is desirable to indicate the amount of salary and work schedule in the advertisement. The name of the company should also be present - this reduces the level of distrust.

Many candidates simply do not respond to anonymous announcements,” says Ms. Volyanskaya.

But the value of the module, as practice shows, does not affect the effectiveness of advertising. Elena Konnova: “We deliberately varied the size of the ad, but the number of calls did not change dramatically.
Therefore, you do not need to buy half a page at once, it is enough to be present in each issue of the publication.

Any newcomer to network marketing wonders how to attract people to MLM and how to get started. This is important and is the foundation of a successful business. Sometimes, recruitment issues are not only about newcomers, they are key to the growth of the structure and its future strategy. Therefore, from the very beginning it is necessary to attract as many people as possible.

Nowadays, more and more people are trying to work on the Internet and develop projects on the network. In addition, there is a more real chance to meet interesting people. Newbies in this business want to warn about what is a common mistake among network marketing.

The conversation will be about how best to invite people to the project. Many people know the fact that success in MLM depends entirely on the number of people working with you and the more of them will be attracted to your structure, the better for you. Income is proportional to the number of people. This is familiar to many and everyone understands it perfectly. In turn, this may be one of the reasons why some people make mistakes and invite people to business incorrectly.

If your thoughts boil down to only one thing - to make as much money as possible on network marketing as soon as possible, then this approach will not bring success, let the strategy be correct, but the tactical moves are built incorrectly. The principles of network marketing are violated. Beginners, inspired by the idea of getting rich and attracting a lot of people, are quickly disappointed and forget that MLM may not be of interest to everyone.

The idea should not turn into a goal so much as not to notice what is happening around. When inviting people to a business, a person sometimes does not even meet with potential employees, does not talk, does not tell, but simply creates statistics for himself, not seeing behind it people who need help.

Gradually, such methods develop into a permanent phenomenon and are the principle of work, and the most interesting thing is that people who have been engaged in network marketing for a long time also sin by inattention to others, to the created structure that needs support.
Many, when talking with a person, give beginners a lot of information at once, and all of it needs to be understood, digested and understood. They mostly hear only themselves, forgetting about other people. But a person is the main component of MLM, therefore, in addition to statistics and searching for people, you need to find those who will be interested in your proposal for cooperation.

At meetings, among networkers, more successful people quite often make presentations, they talk a lot, share their experience, but do not know how to work with the audience at all. Therefore, in order not to feel sad at this evening, you can use a special tactic, interrupt the speaker and ask questions of interest. If there is a result from this, this is very good, but more often the speaker does not show much desire to answer numerous questions, which pushes people away from him.

So what is the right way to invite people to network marketing? What needs to be given to a person so that he becomes interested, understands and wants to do business with you. How to find suitable and reliable partners?

Answers to these questions must be found, otherwise there will be many errors that will then have to be corrected. People will come to you for meetings, but your structure will not grow, and your income will still stand in one place.

And as a consequence of all this, people leave MLM without having delved into its essence and without understanding the basics. Why is it so important to invite many people to your structure, how to properly hold the first meeting? In general, how to conduct recruiting?

Creation of MLM structure

For the emergence of a large MLM structure, the use of a special mechanism for constantly attracting customers. A step-by-step system of attracting newcomers with the conclusion of a contract with them and further business should be built. Any system has its own components, the easier it is, the better and more smoothly the process of its growth into a “large branch” will go.

So, what are the components of the recruiting process? You should not immediately impose a proposal for cooperation, it is important to understand that excessive pressure on a person will not give positive results, so you need to bring your future partner to business in stages. In this case, a person will be able to make a decision consciously, not including his emotions and understanding what he will do.

Introduction to the audience

Find out as much information about a person as possible using various surveys. Find out the basic human needs. Do not forget in the process of searching that you need people who are suitable for an MLM project.
First meeting with people.
Providing the whole package of information about the business.
Presentation of goods, their advantages and main features.
City event.

What kind of people are ideal for network marketing? Of course, those who are looking for an opportunity to make money in the network business, who will gladly accept your partnership offer. To identify such people is possible only through close communication. You just need to ask a few questions, and the potential partner must answer them. These questions are aimed at identifying the degree of interest of a person in your job offer.

You should not involve in your business people whom you do not know, with whom you did not have a close connection. Because there is no negativity, it is better to work only with those who are really interested in the MLM business.

There are a number of questions that you can ask absolutely everyone, but as you get answers to them, not all people will suit you. And this should not be forgotten. As a rule, the biggest screening of people occurs on questions.

What questions should be asked

For example, a number of questions can be given, if they also suit you well, use them in your activities. Of course, it is better to prepare in advance your questions that will be right for you. Without unnecessary chatter, just the essence, imagine that you are having a conversation with your friends, it is also necessary to build communication with future partners in the structure. A conversation in this vein will be very productive.

Here is a short list of questions that you can ask your interlocutor

What are you doing now?
Are you satisfied with your occupation, do you like your work?
Do you have enough money to live, are you worthy of your current salary?
What do you need your money for, do you want to earn more?
Are you interested in additional income that will not interfere with your main activity?
What do you think about your business?
Do you want to start your own business and not depend on anyone?
Have you ever thought about working for yourself?
How do you like to work more: for yourself or for hire?
Do you want to have a permanent source of income?

It is thanks to the list of such questions that you can accurately understand how suitable a person is for your business. Does he have the appropriate potential, ambition, desire to work in MLM. If you feel that this is your person, then you need to ask the last and most important question:

How about a personal meeting over a cup of coffee? It will be interesting and will allow you to discuss everything in detail, just half an hour of time for an introduction to the business.

It is such a simple and non-irritating offer that can interest a person and attract him to your structure, which means expanding your business.

Such questions can be asked to anyone, during any conversation, just join the conversation and get answers to your questions. Everything will turn out naturally and most importantly with good intentions. But don't forget! Before proposing a meeting, you need to understand whether a person is right for you or not, this is very important. To not waste time. If you meet people who are not at all attracted by this, do not insist, because everyone has very different interests, as well as opportunities to make money.

What do people think about it

Good guide, detailed. I will add that it is very important which MLM company you are inviting to. After all, they appear, grow quickly at first, like mushrooms, and then they can disappear, and all your work on building a network will be lost. First of all, it should be a time-tested company, that is, such a factor as reliability comes to the fore.

I disagree, working in MLM is not working for yourself, but working for a company! Yes, all the sponsors and successful (I don't know how it really is) MLMs say that this is your business, but it's not.

If you, for example, open an online store selling Chinese electronics, would you also say that you are not working for yourself, but for the Chinese?

As my practice has shown, the MLM sphere is full of deceit and disappointment. All these networkers are calling people like zombies - promising them mountains of gold for "doing nothing". Here is such a reality.

The criticality of the situation also lies in the fact that the questions that an MLM businessman asks potential partners can just as well be redirected to him.

MLM is a pretty cool thing, and if you are an organizer, you offer clients a unique product that people will only go to you for, and you correctly calculate all the risks, the financial side of interest deductions for people working for you, then you can pretty well start to rise in profit plan

salamander, In theory, yes. But for some reason, for some strange reason, the applied side of this business often (in about 99% of cases) surprises people. Have you had (have) experience in the MLM business?

Those who initially create MLM, they have income, and the rest of the people who are involved are doomed to failure. there are only a few left, because the work of attracting is mainly based on deceit, their task is for a person to invest, then he is disappointed, but he needs to return the money somehow, he is in search of "the same sucker", and so on stage. Therefore, there is a strong fluidity eventually, they disappear.

No need to tell me pro-network marketing, the same scam as MMM, I had the honor of getting to know the Vizin company, they fool people with their miraculous herbs, but in fact, nonsense only for big money.

galina, The first time I hear about such a company. What kind of acquaintance did you yourself take part in this project or were you a buyer?

NastasIvashhenko

lexfireprof, I completely agree with everything you wrote here. It is immediately clear that you have seen the situation and know it from the inside. Thank you for your opinion.

Yes, what difference does it make who I was there, slightly distorted the name of the company Vision or Vision, I’m only talking about a 100% scam that promises a miraculous recovery from all diseases and for big money.

galina, there are different companies with good products. It's a pity that you have come across such a company.

NastasIvashhenko

Any field of activity brings surprises, only a locksmith knows in advance what awaits him. Where there is money, there are scammers. However, there are scammers even where there is very little money, but those scammers have low qualifications.

I don’t see any point in doing network marketing at all, because I myself had my first and last experience of participating in a network company, when, on the advice of a friend, I joined the Forever Living Products network company.

The common features that I learned from participating in this network project for the most part clearly and clearly outline the general model of modern network marketing, because I also considered Amway, NSP, Coral Club, Talk Fusion in parallel out of idle curiosity and now I can assert the above .

In the end, what it all comes down to in network marketing is:

to the high cost of network products, which are usually produced in Western countries with a high standard of living, expensive resources and a high standard of living, which is included in the cost of these goods, which are then sold in the CIS countries;

low efficiency of network products, since in order to simplify its export it is necessary to simplify its certification, for this they simplify the composition and try to provide it with harmless components;

a well-developed set of marketing procedures to promote these products, giving value to products that do not really have it;

A special common feature is that, based on the above features, it is impossible to create a constant consumption among existing customers-consumers of network products, therefore it is created by endless turnover from the purchases of more and more new customers, because old customers are disappointed and leave forever.

That is, in the end, in network marketing to provide a networker with earnings, it all comes down to a constant search for new consumers of network products, as well as those people who understand that he is constantly looking for temporary consumers of network products on a regular basis so that his earnings do not sag .

Alexey Melin

The very first step in making invitations is to make a list of names, that is, all those people whom you know and even if you don’t know, you have met and know the name of the person. Further, it is best to have your sponsor conduct meetings in the early stages so that you understand how to communicate and what to talk about. I think sponsors give important advice to all networkers, so if you want to create your business quickly and efficiently and reach a good income from the first month, do exactly what your sponsor tells you and nothing extra from yourself. And then you will succeed.

How to effectively recruit employees? Recruitment as step by step technology

You need to recruit the required number of new employees for the position of interest to us. There may be more than one such position. Then you have to organize several recruitment processes in parallel. And in the end, hold several competitions. Recruiting employees for several different positions in the process of one competition is not an easy task. Experienced, savvy recruiting executives can sometimes play these tricks. But for those who do not yet have a really large and successful recruiting experience, I would not recommend this. It is much better, easier and more reliable to hold a separate competition for each position for which you need to recruit employees. The main thing is that a sufficient number of more or less suitable applicants take part in each of these competitions.

Consider the recruitment competition as a step-by-step technology. Competition is a phased business process. Moreover, the efficiency and effectiveness of the competition at each stage can and should be objectively monitored.

Let's start with the fact that, in accordance with the first principle of effective selection of personnel from the open labor market, "there are NO suitable personnel." You should not expect that at the right moment in the labor market there will be at least one person who is completely suitable for working in our Company in the position of interest to us. At best, we can select and recruit employees with potential. From which we ourselves will subsequently, with our own efforts, make the professionals we need.

This means that without an effective onboarding program and further training, all of our recruitment efforts are doomed from the start. Adaptation should begin from the very first day when new employees come to work with us. And in general, the most important thing for the successful entry of new employees into our team is the first days, and especially the first hours of their work in our Company. If we do not pay attention to them when they are just starting to work for us, they will leave us faster than we have time to come to our senses. It turns out that it is better not to hold a competition at all than to hold it and leave the newcomers to their own fate.

Therefore, first of all, we must plan which of our managers and experienced employees will carry out the adaptation of newcomers. How will he do it, and when will he be able to make time for it. Please note that those who carry out the adaptation of beginners will have to take time to carry it out from their, of course, important matters. Until we plan who, when and how will carry out the adaptation, there is no point in launching a competition.

Conduct an express audit of the sales department on your own according to 23 criteria and identify sales growth points!

Conduct an audit

Consider the key stages of our business process for recruiting from the open labor market to the position of interest to us:

We determine for which position we recruit employees, and how many people we need for this position.
We decide which of the employees of our company will organize the competition and resolve administrative issues for the entire period of collecting resumes and conducting selection.
We decide who will be in charge during the competition, who will be on the jury. And who will be with the applicants in the common room.
We plan who exactly and how many days will carry out the adaptation of job seekers. Based on this, and taking into account the fact that it usually takes three weeks to collect resumes before the first selection, and another week before the second, “double” selection, we plan the dates of the competition. We set the dates for the competitive selection, preliminarily approve the budget for the placement of vacancies.
We prepare texts of vacancies, post them on the Internet. If necessary, we prepare blocks of vacancies and place them in employment newspapers. If necessary, we will use other channels for posting vacancies (radio, television, stickers in transport, posting ads - from universities to transport stops, etc.)
We administer the posted vacancies on a daily basis and control the rate of collecting resumes so that all the vacancies posted by us work as efficiently as possible, and our counterparties do not let us down.
Authorized employees of the company (at least 2-3 specially trained and trained people) effectively respond to calls and letters of job seekers, ensuring the receipt of resumes from the vast majority of targeted job seekers who applied to our company.
A few days before the competition, resumes are printed and sorted. If necessary, steps are taken to strengthen the competition with additional resumes. We select the required number of the most interesting resumes for us to invite applicants.
Authorized employees invite applicants for an interview. Their task is to ensure that the screening of applicants at the invitation stage does not exceed the planned level. And so that, as a result, a sufficiently significant number of applicants targeted for us came to our multi-stage competitive selection at the same time, in the same place.
The first competitive selection usually takes place three weeks after the start of posting vacancies. During the competitive selection process:
a. At the first stage, which needs to be carried out fairly quickly, we weed out the vast majority of applicants of little interest to us.
b. At the next stages of the competition, the applicants left by us after the first stage are subjected to careful selection and analysis. We make sure to check each of them in practical tasks. Then there are extended interviews, answers to questions, analysis of questionnaires.
c. As a result, we recruit selected applicants to work in our company.
When new employees come to work in our company, an adaptation program is necessarily carried out for them. At the same time, it makes sense to call their previous jobs on resumes and on labor - both recommenders and other employees of the same companies. In order to minimize the risks of accepting a problematic employee into our team, if possible. We also analyze what we did well with this set of personnel, what could be done better. And how we can improve our recruitment technology.
If necessary, one or two weeks after the first competitive selection, a repeated competitive selection is carried out - a “double”. The sequence of actions is the same as in the first competitive selection. From selecting resumes and inviting applicants to the competition - to adapting and checking previous jobs of applicants.

To analyze what results should be provided at each stage of the competition, let's go from the end of the business process we are interested in to its beginning. Based on the third principle of professional recruitment, “recruit twice as many”, in the final of the competition we need to recruit several applicants. If we need one employee, we need to recruit at least two. If three - at least six. If you need one employee, and for a position where the simultaneous internship of several applicants is hardly possible, we recruit one, and “recruit” a few more, leaving them in reserve. To each of the “recruited” applicants, we say:

You have successfully passed the first three stages of our competitive selection. Now we would like to take a break, think it over again, discuss it. And make an informed decision. Within a week, starting tomorrow, we may contact you to invite you for a final interview. If you successfully pass this interview, you will start working immediately. If within a week there is no call or letter from us, you are free from obligations to our Company.

If the first applicant you recruited did not show up for work or turned out to be completely unsuitable for testing, contact the first applicant from the “reserve” list. If he came for an interview, you recruited him, he got to work and everything is OK - great! If not, contact the second applicant from the "reserve" list. And so on.

In any case, we need to recruit (immediately, or taking into account the "reserve" list) several fairly promising candidates at once. To do this, we must provide a choice of a sufficiently significant number of applicants at our competition. Preferably - more or less specialized, interesting and adequate. How many applicants should come to each of our competitive selection?

If less than 5 applicants come to the competition, such a competition will not differ much from individual interviews. The probability that you will be able to hire at least one interesting and promising employee is low.
From 5 to 9 applicants - an "average" competition. You need a lot of experience and high qualifications to get a good result from such a competition.
From 10 to 14 - a "good" competition. The probability of hiring good, promising employees is high. The main thing is not to make gross mistakes during the competition.
From 15 to 19 - "excellent" competition. The situation works for you, applicants are much more interested in working for you, and their requests become more adequate.
If 20 or more applicants come to your competition, you can do whatever you want with them!

On the other hand, it is extremely difficult to maintain control during a competition that has 50 applicants at the same time. And it is almost impossible - if 60 applicants or more came. At such competitions, there is usually an uncontrolled screening of applicants. A significant part of the participants leaves the competition on their own initiative. Including those that could be quite interesting to you as employees. Therefore, it makes sense to divide too large competitions into several competitions with fewer participants. Best of all - from 20 to 45 participants in the competition, if you need to hire 1-2 employees. Or several competitions of 20-30 participants each, if you need to select and hire a significant number of employees.

If you completed all four stages of the competition in 2.5 to 4.5 hours, this is an excellent indicator! Of course, provided that you have properly considered all the interesting applicants. And successfully recruited the number of new employees you need. Hurrying up with the competition and, as a result, screwing it up is, you see, not the best result!
From 4.5 to 5.5 hours for the four stages of competitive selection - normal, average timing. When holding a competition with the participation of 15-20 applicants, it is not so difficult to meet this time. And you have every opportunity for successful recruitment.
From 5.5 to 6.5 hours for the competition - "so-so". No matter how many applicants come to the competition at the beginning, such a long time for the competition is hardly justified. Most likely, you yourself are delaying the competition. Plus, you give some chatty job seekers some more time. The result of the competition will most likely be worse than if you had kept within 5 hours.
If it takes you more than 6.5 hours to complete the four stages of the competition, this is bad! By dragging out the contest beyond any measure, you cause serious damage to its result.

How to make sure that the competition does not drag on, and the time is not wasted inefficiently? According to the logic of our four-stage competitive selection, at the first stage we decide which of the applicants is more interesting to us. And in the next three stages of selection, we pay our full attention only to those applicants whom we have selected for in-depth consideration based on the results of the first stage. We test them in practical assignments, conduct in-depth interviews with them, test them, recruit them.

Therefore, it makes no sense for us to delay the first stage of the competition too much. The faster we conduct it, the more time and attention we can devote to the most interesting applicants for us. How long should the first stage of the competition last?

Within one hour - "excellent"! Especially if during this time we have been able to effectively "sift the wheat from the chaff" by selecting the most promising applicants for us from among those who came to the competition.
An hour to an hour and a half is "acceptable." Especially if more than twenty applicants came to the competition. If there were originally ten or fifteen or fewer applicants, it is still advisable to conduct the first stage of such a competition in no more than an hour.
From one and a half to two hours - "so-so". Most likely, you spent too much time on the first stage of selection.
More than two hours is bad! Time is wasted inefficiently, applicants will get tired of waiting, many will leave on their own. Including those that might be of interest to you as employees. Too long the first stage of selection is detrimental to the effectiveness of the entire competition.

What should be the dropout according to the results of the 1st stage of the competition?

According to the results of the 1st stage, it makes sense to weed out from half to 60-70% of applicants (unless initially too few applicants came to the competition). Leaving 5 applicants after the 1st stage is acceptable, 8 is normal. In any case, I would not recommend leaving more than 12 applicants. Always leave (at each stage of the competition!) 1 applicant more than you really plan to recruit! The last one at each stage should always be the applicant, in whose recruitment you are not really interested. As a "backup" option - and to create competition for other participants.

Let's return to the fact that we need to ensure a decent number of applicants who came to the first stage of the competitive selection in order to be able to choose the right number of candidates suitable for us in the future. To do this, we must organize the competition in such a way as to get the number of resumes of target applicants we need. Moreover, it is desirable that these applicants send their CVs specifically for the purpose of employment in our Company, based on the results of consideration of our vacancies. At any time, you can print out a significant number of resumes posted there by the applicants themselves from employment sites. Only when communicating with these applicants you will immediately find yourself in a situation where they have not seen your vacancies, they know nothing about your company and are not interested in your work. From such resumes and applicants you will not be very useful.

How many targeted resumes should you receive before each contest?

In Moscow, it is considered a good result if you have collected from 80 to 150 targeted resumes before the competition. If you have collected 200 or more targeted resumes before the competition - that's great! A fairly large number of resumes required for the effective conduct of competitions in Moscow is due to the fact that in Moscow there is a significantly higher percentage of “dropouts” of applicants at the stage of invitation to the competition than in any other city in Russia and the CIS.
In other cities, it is considered a good result to have from 50 to 80 targeted resumes before the competition. If you have collected 100 targeted resumes or more before the competition - great!

What kind of attrition rate should we expect when we invite them for an interview? It is unlikely that we can count on the fact that 100% of the applicants invited by us will come to our competition!

In regional cities, dropouts are considered normal when 50% of applicants come to the competition, who swore that they would come. Or more. On the verge of acceptable, if only a third of the applicants from the total number of those who swore to come to you came to the competition. If the percentage of applicants exiting is even lower, you have a clear problem with inviting applicants to the competition. Those who invite applicants are killing your competition in the bud. Most likely, the fact is that you have not developed an effective technology for inviting applicants to the competition. Or they didn’t document it and didn’t train their employees to properly invite applicants using this technology. Finally, the problem may be in the low loyalty of employees who invite applicants to the competition. Perhaps they are simply not interested in successful recruitment for your Company.

In Moscow, it is considered normal if a third of the applicants from among those who swore to come to the competition come to you. If from 40% to 50% of applicants come to you, who previously swore to come, then the employees who invited them are simply geniuses! Well, or you have a company with a very promoted brand. Or applicants know that your working conditions are just chocolate. All this, of course, also increases the turnout of applicants! The screening of applicants on the verge of acceptable for Moscow means that only 20% of the number of applicants who firmly confirmed their arrival came. Or a little more. If less than 20% of those applicants who firmly confirmed their arrival came to the competition, you have a serious problem with invitations.

From all of the above, it becomes obvious how important it is to properly organize the administrative preparation of the competition - posting vacancies, answering calls and letters from applicants, inviting applicants. This work must be carried out within 3 weeks before the first competitive selection. And then another week - before the second competitive selection. If this work is not organized at the required level, you do not apply effective technologies at each stage of the organization of the competition - the results will be disastrous. In the same way, all your efforts will not lead to success if you develop ineffective job postings. Or place these vacancies not where they can give you a return. Or do not allocate the necessary funds for paid posting of vacancies:

The average budget sufficient for the effective placement of vacancies, if you have prepared high-quality vacancies and place them where necessary, can be from 25 to 45 thousand rubles. - for the month during which you conduct recruitment, which includes two multi-stage competitive selection.
For a strong advertising campaign to post your vacancies, in most cases it will be enough to allocate from 70 to 100 thousand rubles. These figures will be true for Moscow and other cities in Russia and the CIS.

This budget for posting vacancies will be enough if you post vacancies with high-quality text and properly designed blocks of vacancies in the most effective media. First of all, we are talking about specialized job sites - especially hh.ru and superjob.ru An attempt to hold a competition and not pay the required amount for paid placement of vacancies these days will be a fatal mistake in most cases. However, if you have not been able to develop a truly high-quality vacancy text, or post vacancies in the wrong media, even a five times larger budget will not help you collect the required number of targeted resumes.

If we look at the situation from this side, what you expect from the competition - success or failure, will be quite obvious. If in the first days after posting a vacancy, you start receiving from 6 to 10 more or less targeted resumes, this is not bad. If in the first week you receive from 30 to 60 targeted resumes, there is hope that in three weeks from the moment the vacancy was posted, you will be able to hold a good competition. And if in the first week you received 100 targeted resumes or more - if you wish, you can hold a good competition next week.

If, on the contrary, you receive from 0 to 3 resumes every day, it's time to sound the alarm. If during the first week of posting vacancies you received less than 20 resumes, you need to immediately take steps to strengthen the posting of vacancies. Perhaps the text of our vacancy is ineffective. Then it needs to be redone. Or the very position for which we recruit employees is not very popular. In this case, it makes sense to place vacancies in several different positions in parallel. With paid posting of vacancies on the Internet, there is usually no difference in costs for you when you post one vacancy - or several. So why not take advantage of this? At the same time, resumes submitted for all these vacancies can be used to invite applicants to the same competition. Finally, you can increase the budget for posting vacancies. And, as an option, try to place vacancies in other media that you have not yet used. And in general, experiment with new channels for posting vacancies and additional sources of attracting job seekers. Be persistent and inventive in experiments, control the number of resumes that came to you from each source and received through each advertising channel. And you will definitely provide yourself with the right amount of targeted resumes. And - as a result - high-quality applicants.

Summary: use effective recruitment technology. Your task is to clearly organize and conduct the competition, stage by stage. And then you will be able to recruit employees of a completely different level than those that the vast majority of companies manage to recruit from the labor market. And most importantly - and this is especially nice - you will be able to recruit these employees to your team on very favorable terms! In order to then they began to earn many times more from you. And so that at the same time your company earns an order of magnitude more. I hope and sincerely wish you that as a result this will lead to a very serious and noticeable increase in your income! And not only in the near future, but also in the medium and long term.

The best way to quickly master and implement the technology of building a sales department is to attend K. Baksht's sales management training "Sales System".

Tens of thousands of companies around the world are looking for a recipe to quickly build a successful team. The Russian cleaning service Qlean showed that it is possible to build a multi-stage system in a short time, which will include the search and selection of personnel, quality control of their work and employee motivation.

Roman Kumar Wias,
marketing director, co-owner of Qlean

The Qlean service was created in 2014 by designers Alexander Korovin and Nikita Pavlov and the former head of the My Bank banking branch Nikita Repeshko. The company's offices are open in Moscow, St. Petersburg, Krasnodar and Yekaterinburg.
The service earns by commission from orders (about 40% from the order). The average cost of one Qlean cleaning is now 2-2.5 thousand rubles. The company is growing rapidly. Qlean now averages 700 cleanings a day.

As a result, the Qlean service was able to reduce costs and increase the number of applicants coming to the interview. They began to spend not 10-15 thousand rubles on hiring one employee, as before, but only 4-5 thousand. Significant savings.

How to work with the response stream

The first time since the start of the digital system, we had difficulty coping with the influx of applicants. Then they learned to weed out “not their own” already at the first stage of selection. The selection began with a collective introductory conversation. Those wishing to work at Qlean were told about the complexities of the upcoming work. After that, those who really wanted to work with us filled out a special questionnaire.

After analyzing the questionnaires, the company chose those whom it was ready to invite for an interview. During it, candidates filled out a test, with the help of which Qlean specialists compiled a psychological portrait of a potential employee of the company and analyzed whether the applicant was suitable for the company.

The successful candidate was sent to a training session where they were told about the cleaning requirements. Then came a short exam.

If successful, the cleaner went through a security check and a follow-up interview, and then finally got to work. At the selection stage, about 90% of candidates are eliminated.

How do we train staff

A new fighter was not thrown into battle alone. For the first two cleanings, a mentor went with him. So Qlean wanted to insure itself against negative reviews. But later they found out that the mentoring system had almost no effect on customer reviews, and they abandoned it.

But there was a new idea. We rented an apartment and made it a training ground for cleaners. Several times a day, we contaminated it with special cans of oil, forcing the cleaners to hone their skills. After some time, we came up with another innovation - we created a detailed video training, which covers all the nuances of the cleaners. Applicants watch it in the office and then answer questions from the manager. The video is also available on a dedicated mobile app. The idea turned out to be effective. This approach makes it easy to connect new partners to the business who want to work on a franchise in their city.

Note that Qlean uses a single approach both to individuals who want to work in this service, and to partner companies. All cleaners go through the above-described multi-stage selection and training system. This minimizes the risk of error.

Working with values

Qlean has set itself the task of creating a positive atmosphere in the team and teaching the cleaners how to properly communicate with customers. A special call center was created for the company's employees, which helps to quickly resolve all emerging issues. The company also often invites employees to the office to listen to their suggestions for improving the service.

Based on the developments of European and American companies, Qlean created clear instructions for employees on how to communicate with customers. For example, it says that the cleaner during cleaning should be silent and talk with the customer only if he himself asks something from him. Also, the cleaner should consult with the owner of the house before removing any valuable items from the shelf.

The manual describes not only the rules of communication, but also interesting "tricks". So, if at the entrance to the house the cleaner sees a child and an adult, he must first say hello to the child, and only then to the adult. The company believes that such subtleties create a more friendly atmosphere when the cleaner communicates with the customer.

Now about 1 thousand cleaners are registered in the system. Their profiles reflect such parameters as the quality of work performed, punctuality, courtesy, and others. Qlean specialists see in which area the cleaner has a gap, and have the opportunity to send him for additional training, and in case of constant errors, completely disconnect him from the system.

Hello! In this article we will talk about the selection of personnel. Today you will learn what stages of recruitment exist. What system is used to select the personnel necessary for the company. What to look for when recruiting employees.

How to search for employees

As any employee wants to find a decent job, so the employer wants to find employees who would not only sit out working hours, but also be qualified, responsible and purposeful. This is completely normal, since the staff is the “face” of any company. Employees can lift a company to a high level, or they can destroy it.

From time to time, any company needs new employees, regardless of the field of activity. If there are HR employees or recruitment managers in the state, then they take on this task. They work, as a rule, with proven sites, where there is always a sufficient number of candidates for almost any vacancy.

Such sites include:

Websites for job search;
Social media;
Recruitment agencies.

But there are many more search options, they just need to be used wisely. Let's consider them in more detail. We will not include the classic options here, since we have already mentioned them above.

Consider options that are not used so often:

The official website of the company itself. To search for employees, they usually open the “Wanted” or “Company vacancies” section on it. This is very convenient, since any candidate can leave a response to a vacancy that interests him, not only post a resume, but also fill out questionnaires, pass tests, and so on.
Websites with vacancies. The most common option for finding employees.
Television use. This possibility depends, first of all, on the budget of the company. You can create a whole promotional video about a specific vacancy, or you can simply place an ad in a running line.
Placement of information about the vacancy on the electronic maps of your city. These are Double-GIS, Yandex-maps and more.
Use of the talent pool. This is great, but first you need to create it (we'll talk about this later);
Search for employees among freelancers. A great option if the vacancy does not involve a permanent presence in the office;
People who have already worked in the company before, who left without scandals for objective reasons;
Hiring people from other companies(not entirely honest, but as an option);
Placement of data on vacancies in beauty salons, cafes, shops;
Announce vacancies at institutes and colleges in your city;
Organizing an Open House Day– a great opportunity to show the company from the good side and close the vacancy.

These are options that are available to the vast majority of companies looking for employees. You just need to apply them correctly. All these sources of search, in turn, can be divided into internal and external.

Returning to the classics of searching for employees, let's focus on the option of contacting recruitment agencies . Let's see what are the pros and cons of this method.

Before contacting an agency, you need to consider the following important nuances:

How long does the agency carry out its activities;
How well known is it in your city;
Whether or not there are negative rumors about him;
Take into account the reviews of colleagues and acquaintances about this agency.

pros

Opportunity not to search personally;
A serious recruitment agency has an extensive database of applicants, which will speed up the search for a suitable candidate;
The employer communicates personally only with the best and most suitable candidates;
Saving the employer's time.

Minuses

Serious financial costs;
There is no 100% guarantee that the candidate will still be found;
Before with the candidates, the manager needs to communicate with the representative of the agency and explain to him what kind of person is needed for this position.

So, what is the best way to select employees? Someone decides to seek help from an agency, someone is looking for himself. There are pros and cons to both options. Usually, the help of professionals in this matter is used by large companies with serious financial resources.

In the next part of our conversation, we will move on to more serious aspects of recruitment and recruitment.

Recruitment system

In a company of any size, an effective and complete recruitment system should be developed. But often this issue is not given due attention, managers mistakenly believe that the development of such a system will require a lot of financial and time costs.

The problem is also that in most companies recruitment is carried out chaotically.

To create a full-fledged selection system that will work, you need to perform a number of complex actions:

Set goals. That is, to find out why a selection system is needed at all. The most common goal is to select the most suitable candidates and weed out the rest. These goals should generally be consistent with the overall strategy of the company;
Create job structure. All positions in a company or organization are divided into groups, according to the principle of difficulty of selection for them;
Define initial data. The initial data is the calculation of the need for employees, the general state of the labor market, and so on;
Develop a mechanism by which staff will be selected. It often happens that people who come to the company are not at all the people who were originally intended. To avoid such a situation, it is necessary to clearly formulate the criteria and requirements for candidates for each position;
Adapt the created selection system to the activities of a particular company. That is, you need to understand how the system will interact with the already existing personnel policy of the company;
Determine those responsible for the operation of the entire system, organize their training if necessary;
Develop employee feedback;
Analyze and, if necessary, correct the system;
Test the system in those positions that do not have a serious impact on the workflow;
Re-adjust the system if necessary;
Implement the system at all levels finally.

The recruitment system should ultimately be an algorithm that will not only select the right employees, but also facilitate the assessment of existing employees.

Stages of recruitment

Recruitment - this is one of the stages of work with personnel in any enterprise, in any company.

This concept contains several more:

Calculation of what is the company's need for certain employees;
Selection of personnel at a professional level;
Creation of a personnel reserve;
Development of a workplace model.

Key part of recruitment - this is the formation of the requirements that will be presented to potential candidates for the position. They are formed, usually based on job descriptions.

Personnel selection consists of several stages. At each of them, some of the candidates will be weeded out or will refuse the vacancy for personal reasons. We will analyze the main stages now.

Stage 1. Conversation with candidates

This step can be carried out in various ways. Some positions require the candidate to be present at the interview in person, for others a phone call is sufficient. The purpose of this stage is to determine how communicative the applicant is, how prepared for communication in general.

But it is worth remembering that only personal communication can give the maximum idea of the personality of the candidate. Therefore, now it is not uncommon to talk on Skype.

Stage 2. Interviewing

An HR employee conducts an extended conversation with a candidate. During such a conversation, you should try to get as much information about the candidate as possible, as well as give him the opportunity to get acquainted with future job responsibilities, the corporate culture of the future place of work.

At this stage, the personnel service specialist cannot base his choice on sympathy or antipathy for a particular candidate. Yes, a person can be close to you in thoughts, behavior and manners, but this does not mean that he will do his job perfectly. And also if you suddenly do not like the color of his suit, it does not mean that the person is a bad specialist.

A potential colleague needs to be tested on all aspects important for work and draw conclusions based on the test results.

Interviews can be divided into several types:

Solution of a specific practical situation (situational);
Identification of the past experience of the applicant (biographical);
Checking the candidate's resistance to stress (stress).

Stage 3. Carrying out tests and trials

This stage is carried out in order to obtain information about the skills of a potential employee.

All test questions must be relevant and comply with the legislation of the Russian Federation.

Stage 4. Professional history check

As you know, often an employee is asked to leave the place of work, and the entry in the work book says that he is. To avoid hiring an irresponsible person, it is worth contacting and talking with former colleagues and the applicant's management.

At least during such communication, it will be quite possible to find out the real reason for leaving a person from a previous job.

Stage 5. final decision

Based on the results of a comparative analysis of applicants, the one who best meets all the requirements is determined. When the final decision is made, the candidate is informed about it. The applicant is fully acquainted with the upcoming work, duties, mode of operation, rules according to which wages and bonuses are calculated.

Stage 6. Filling out an application

A candidate who has successfully completed the previous stages fills out a job application form, a questionnaire,.

Personnel assessment methods

Personnel assessment they call the procedure during which it is established how much the candidate corresponds to the position or job for which he is applying.

Assessment goals:

For administrative purposes: so that management can make an informed and balanced decision, for example, about promotion, transfer to another position, and so on;
For information purposes: employees must have full information about their activities;
To motivate employees.

And now let's look at the most famous methods by which personnel officers evaluate staff. There are quite a lot of them, they all play their important role.

Conducting a survey. The questionnaire includes a certain set of questions and descriptions. The evaluator analyzes them and notes those that characterize the respondent;
description method. The specialist who evaluates the personnel identifies and describes the positive and negative features of the respondents. Most often, this technique is used in combination with a number of others;
Classification. All employees undergoing certification are ranked according to one criterion, according to the principle from best to worst;
Comparison. Usually, this is how the employee’s compliance with the position he occupies is assessed. An important component here will be the tasks that are assigned to the employee to complete. After the list of tasks is compiled, they study how much time the employee spends to complete these tasks. Then, on a 7-point scale, their activities are evaluated. In this methodology, the results can be analyzed according to the principle of correspondence of the obtained scores to the ideal ones, or to compare the results of different employees (but occupying the same position);
Assessment according to the situation. In this method, specialists compile a list of descriptions of the "right" and "wrong" behavior of employees in common situations. Descriptions are tailored to the nature of the work to be performed. This technique is usually used by managers to make any decisions;
Conducting testing. Tests are compiled, divided into several groups (qualification, psychological or physiological). The advantages of this method are that the results can be processed by a computer, as well as the ability to identify the potential of any employee;
Business games. A business game is being developed. It is evaluated not only by participants, but also by observers. They conduct such games to determine how ready employees are for solving common tasks, as well as to consider the personal contribution to the game of each participant. That is, it evaluates how effectively people work in a team.

It can be concluded that personnel assessment is necessary in order to assess the professional qualifications of employees, their competence, as well as their potential to solve various problems and situations.

Personnel reserve of the organization

At the very beginning of our conversation, we mentioned the formation of the company's personnel reserve. Its presence is a great opportunity to “close” vacancies. The problem is that not every company or organization has it. How to form it, we will talk further.

So, which employees are included in the personnel reserve:

Those with higher education;
Easy learning;
Young professionals with a lack of experience, but with good opportunities to become leaders in the future.

The actual process of creating a reserve is as follows:

Candidates are nominated based on predetermined criteria;
Employees of the personnel service or the personnel department form a general list of all candidates;
Diagnostic activities are carried out in order to determine the capabilities of candidates;
Based on the results of the previous stage, the final lists are formed and approved.

Of course, the process of formation in each organization may contain other stages, but one thing can be said: the talent pool allows you to increase the company's intangible assets, one of which is the staff, and also allows you to achieve your goals in a short time .

What to look for when recruiting

At present, it is not at all easy to find an employee who would fully meet all the requirements.

Let's analyze this situation using the example of recruiting employees for a company engaged in trade.

The personnel officer must take into account the specifics of the previous place of work and the position offered to the candidate. After all, it is far from a fact that a cashier in the past can now work as a sales assistant. Or so: to offer to buy a product is one thing, but to find a market is quite another. Of course, a person can be taught everything (gradually), but there is not always time for this training. Imagine how long it would take to train a former cosmetics salesman to sell home appliances?
There is a category of people who do not know how to sell at all. The seller must be active, easily get in touch with a potential buyer, be able to offer a product, talk about its positive aspects.
Work stability. Not experience, namely stability. Agree, if a person worked as a seller in all the stores of the city for 2 months, it is unlikely that he will work for a long time in your company.
Candidate's story about himself. The personnel officer must analyze how clearly and informatively the candidate talks about himself, how convincing he is.
Candidate education. This is certainly an important indicator. But higher education is not a fundamental criterion for all vacancies. Many questions can be raised by a graduate of a major university who is applying for a job as a salesperson.
The presence of incentives at the previous place of work. Candidates often list achievements in their resumes: someone was the “Salesperson of the Month”, someone was the “Best Salesperson of the Year”, this is worth paying attention to.
The appearance of the applicant. Of course, it is more pleasant to communicate with a person neatly and cleanly dressed. The seller, dressed “to the point”, leaves the buyers with a positive impression of the store as a whole. Although - a slightly wrinkled suit does not mean that a person will perform his duties poorly.
Excessive gestures, nervousness. People who are unsure of themselves fidget in a chair, gesticulate too much, cross their arms and legs, as if closing themselves off from communication.
How the applicant behaves when irritating factors are applied. For example, it is worth trying to conduct an interview in this way: seat the applicant in the center of the room, on an unusually high chair and ask questions. Thanks to this method of conducting a conversation, you can find out the candidate's ability to work under pressure, stress resistance.
To what extent the applicant clearly represents his future activities. As a rule, such people leave quickly, disappointed in work. In addition, their far from positive attitude can provoke the dismissal of other employees, and this is definitely not necessary for the employer.

Who should be hired

Many large businessmen are now guided by the following rule when hiring employees: Will this person bring benefit and profit to my business, or not.

People who are able to learn quickly and assimilate a large amount of information;
Able to make decisions on their own during an emergency situation;
People who can take responsibility for their actions and the consequences of their decisions;
Real experts in their field (and it doesn't matter if it's a simple seller or a high-class programmer);
Promising newcomers, the so-called "blank sheet" on which you can write anything. Teach the standards of your company, convey your vision of work;
Former employees who left for a good reason. If a person left due to difficult family circumstances, after solving problems he decided to return, it is worth giving him a second chance.

Signs that a candidate should not be hired

It is not uncommon for cases when, already at the first stage of a conversation with an applicant, it becomes clear that a person does not correspond to the position that he wants to receive. Perhaps he just lacks skills or he is not very sociable. How can an HR officer make the right choice?

Serious businessmen and recruiters with extensive experience in hiring personnel list categories of people who are undesirable to hire.

So, let's take a closer look at them:

Victim people. Typically, such applicants complain that the former management did not give them opportunities for development and growth, “cut off the oxygen”. Such a candidate shifts responsibility for his failures and even laziness to others, which means that in general he treats everything in a similar way.
A candidate who changes jobs frequently. Often - a loose concept, in simple terms. But if in 6 months he changes his 3rd place of work, this indicator speaks for itself.
Applicants who are interested only in the material side of the position. It is clear that we all need work to support our families, help relatives, save some money. Money plays an important role. But when a person ultimately reduces all questions to the amount of wages, it is worth thinking twice before hiring him.
Applicants showing too ideal behavior. Most recruiters avoid such candidates, because a person cannot be perfect all the time, he must show emotions and serious hiring specialists understand this.
Candidates who do not ask questions about future work. If a person does not ask any questions during the interview, this alarms an experienced HR officer, first of all, he asks the question: is this person interested in the job?
Job seekers talking about other interviews. Thus, they try to give weight to their own person, but they evoke completely different emotions. If you don’t want this person to quit at the most inopportune moment, because somewhere he was offered a salary of 1000 rubles more, just don’t hire him.
Candidates who consider themselves omniscient. Don't hire someone who claims to know everything. People who do not recognize the lack of knowledge can spoil a serious project, so it is better not to bring it to this.
The candidate lives too far from the office. The hiring of such candidates usually ends with their dismissal in the near future.
Candidates who don't listen. People who ignore or skip HR questions will not listen to both colleagues and the manager. And without this, productive cooperation is hardly possible.

Dan Babinski, the owner of a large American training company, has compiled a series of recommendations for managers and owners of organizations.

He believes that exactly 5 categories of applicants should not be hired:

close relatives. By hiring them, the manager automatically puts on his shoulders even more obligations to the family. What happens if the wife's brother cannot cope with the workload? By firing him, you set the whole family against yourself, and by ignoring him, prof. mismatch, you can lose profits and business.
Friends. A friend in any case will require a special relationship. Usually friends begin to believe that the general rules of behavior are not for them. Familiarity appears, and then friction begins. Who needs it?
Close relatives and friends of existing employees. Just because manager I. and accountant D. did great, doesn't mean that their siblings will do just as well.
Do not hire anyone on emotions. When selecting employees, a sober calculation is needed, a swoop will give deplorable results.
Don't hire anyone out of pity. It may be harsh, even soulless, but no one is obliged to hire a person who has problems in life. Yes, he was unlucky, but often we create problems for ourselves. The only exceptions are real specialists who find themselves in a difficult situation.

Any HR employee and manager should remember that each hired employee will ultimately have an impact on the financial condition of the company. Carefully plan the reception of workers so as not to add unnecessary problems and worries to yourself.

Recruitment for an organization: the most common mistakes

The personnel officer, as well as the manager, should focus on the following common mistakes:

Understatement of wages for a knowingly qualified specialist. If you are forced to save money, simply lower the requirements for the candidate;
Limitation of the employee's time for adaptation. This period must be taken into account, especially if the team is large;
Search for people who are committed to the interests of the company from the first day. Such a search does not make any sense at all. A competent approach will gradually form this devotion;
Excessive reliance on what is stated in the resume. Do not be lazy to check the information, it is your right. It is better to spend time clarifying some of the points indicated in than to think later how to get rid of a negligent employee;
Unclear requirements for the candidate. If you yourself do not know what you want, how can the applicant know?
Job related requirements. For example: hire employees under the age of 35. If you want to get knowledge and experience from a person, this requirement cannot be called reasonable.

It is possible to list such omissions and errors for a long time, we do not have such a goal. It is enough just to take them into account and not allow them in your work. A narrow approach to specialists and non-compliance with the simplest rules for selecting employees can end up costing dearly.

Summarizing everything that we have said today, I would like to note that all the requirements that employers place on candidates must be relevant, real and practical. Why hire a person who speaks three foreign languages, if the benefit from his work is minimal? Any employee must be in the interests of the company, his employment must be justified.

If the manager is not sure that he can find the right person on his own, he should contact a recruitment agency, and not waste time on an unsuccessful search.