Staff recruitment for each enterprise, irrespective of the sizes and the number of applicants, is a responsible task which is assigned to the relevant structural unit – personnel department. In the course of staff recruitment there is an analysis of professional and psychological qualities of the potential worker. In other words, is defined whether this candidate will be able to hold the offered position and to be most useful to the enterprise.
The basis of professional staff recruitment – availability of reliable information about the candidate which is provided by the applicant and becomes clear in the course of holding an interview. In principle, staff recruitment is the multistage process consisting of a number of stages.
Criteria and trial and error methods of shots
Popular belief is the way of selection of experts in the principle of presence at the applicant of education, suitable for the enterprise. This criterion of staff recruitment not always allows to consider all reefs. So, it is necessary to consider age and the social status of the candidate, his professional skills, personal and leadership skills.
The main requirement to trial and error methods of shots – reliability of the received result. According to experts, the most effective results when choosing employees are achieved when using complex techniques. In particular, the candidate is offered to pass test in conditions which as much as possible remind a working situation, collection of information from the third parties is whenever possible made, and then the interview is organized. By results of all three procedures the final decision on employment or refusal of services of the applicant is also made.
Some stages of staff recruitment
As a rule, the principle of staff recruitment includes use of several stages of acquaintance with the potential employee. The sequence of stages is defined by the head and HR department of each enterprise, depending on specifics of its work. So, it is possible to speak with the candidate by phone in the beginning, and then to study its summary, to inquire and invite to an interview. And it is possible to study the summary in the beginning, then to get acquainted personally and after that on the basis of additional information to make the final decision.
Treat the main stages solving a staff recruitment problem:
- opening of a vacancy at the enterprise, that is making decision on the need for the employee;
- the analysis of the summary provided by applicants – here to the aid of the modern personnel officer and the head the numerous Internet resources devoted to job search come;
- preliminary conversation with the applicant (personal or telephone) for the purpose of more close acquaintance;
- providing to the candidate the questionnaire developed in the company for deeper acquaintance with its personal qualities and professional skills;
- use of the main practical trial and error methods of shots – holding an interview (oral or written) and testings of applicants (it can be the decision candidates of psychological, professional or intellectual tasks);
- verification of information obtained from the third parties – the analysis of recommendations, communication with the former employers or employees of the applicant;
- at the last stage the comprehensive analysis of the obtained data on the candidate is made then the potential employee can be invited to a final interview.
Depending on specifics of work of the company, additional requirements can be imposed to candidates. So, stages of the choice can include medical examination and the analysis of addictions of applicants.
Undoubtedly, scales and quantity of stages for selection of personnel can differ, depending on the size of the enterprise and number of the required employees. The large companies are capable to carry out broad search, starting with the announcement of a competition in mass media and finishing with creation of special division which will analyze results at all levels of staff recruitment.