It is impossible to imagine the work of a modern enterprise without organized systematic activities for the search and selection of personnel.
Depending on the size of the company, its strategic goals, this activity is carried out both by the staff of the personnel management department, and through the involvement of recruiting and recruitment agencies. How to organize effective recruitment in a company? What are the best recruiting methods? The answers are in the article.
What is recruiting?
Human resources departments were transformed into personnel management departments, in which recruitment specialists appeared – recruiters. Their task is to find and select the best applicants for each position, to adapt newcomers to the workplace.
11 main functions of a recruiter
Recruitment is carried out either by internal full-time employees of the enterprise, specialists from the personnel management service (HR service), or recruiters of specialized agencies at the request of enterprises.
The tasks of a recruiter may differ in different companies. But they will definitely include the following features:
- Analysis of the staffing of the enterprise. On its basis, the formation of a vacancy plan in accordance with the strategic goals of the company. Recruitment strategies, personnel planning are directly related to the development plans of the enterprise. For example, if the company plans to open a new workshop, then the HR specialist must plan for a certain month a quantitative and qualitative search for employees according to resumes in accordance with the plan for organizing the work of the new workshop. Active business development plans also require the additional introduction of staff positions for search and recruitment specialists.
- Creating candidate profiles.
- Determining the strategy and methods for finding candidates for a given vacancy: exploring potential sources for finding candidates.
- Dissemination of information about vacancies according to certain methods.
- Primary selection of candidates based on resumes.
- Conducting initial interviews with potentially interesting candidates.
- If necessary, testing of interested candidates.
- Collecting recommendations for candidates who passed to the next selection stage.
- Organization of the interview of the finalists with the customer of the vacancy.
- Arranging the recruitment of a finalist candidate.
- Adaptation support for a new employee.
Working as a recruiter is a creative process that requires a person to have high communication skills, improvisation, instant assessment of a candidate in terms of his potential and the possibility of his successful activity in this particular company.
Depending on the level of the vacancy, some functions may be eliminated, some may receive increased attention. Recruitment methods also transform the recruiter’s functionality.
Modern recruitment methods and their historical roots
The choice of recruiting method always depends on the task at hand. It is impossible to use Head hunting where it is necessary to fill 20 vacancies for loaders. Recruiting methods are not artificially created technologies. They were formed for a long time, honing their capabilities and effectiveness of use in a particular case.
The recruiting process has deep historical roots. Professionals know that all the most effective methods are time-tested.
Active recruitment of the same type of line staff. This method is in demand with clearly described requirements for candidates needed in large quantities.
Hypermarkets, supermarkets, large warehouses are constantly in need of sellers, cashiers, security guards, loaders. Mass recruiting of employees does not require special professionalism from the recruiter. The main thing is compliance with established standards. But there is a place for creativity in all matters.
In this method, information about vacancies is posted in the media, on high-ranking job sites on the Internet. Posting vacancy announcements near work points and in crowded places (railway stations, transport interchanges, public transport stops near work points) brings good results.
Recruiting line specialists and middle managers
The method is used to search for middle managers, professionals of the enterprise.
The recruiter will need to delve into the specifics of the profession for the ordered vacancy, carefully work out the position profile with the vacancy customer.
The method uses the active placement of information about vacancies in the media and on professional Internet portals, the use of “word of mouth”: dissemination of information among colleagues, acquaintances, relatives.
Preliminaring
In this case, the recruiter needs to select the most successful and promising young people, invite them to an internship / internship with possible subsequent employment.
A very effective method for the formation of specialists “for themselves”: mentors and supervisors of trainees can show, teach all the intricacies of working at this particular enterprise and in this position, which allows you to form a close-knit team of like-minded people who understand and accept each other perfectly.
On the other hand, during the internship, a person gets acquainted with corporate values and standards, the format of corporate ethics and culture, and can understand whether he is ready to build a long-term working relationship with this enterprise.
At the end of the internship, the student will be able to make an informed and responsible decision whether to accept the offer to become a full-time employee of the enterprise or not.
One disadvantage of this method is that a ready-made specialist will not appear at the workplace immediately, but only at the end of the practice / internship.
The method is good for a planned change / rotation of personnel, the formation of a personnel reserve or the prospective planned introduction of an additional position.
Exclusive search
The method is used when it is necessary to find a specialist in a rare profession, an outstanding manager. The search covers both non-working specialists and candidates who need to be poached from their current job.
This method often requires special testing of potential candidates.
Vacancies of this level, as a rule, are published only in professional media, posted on employment sites. The effectiveness of the search was shown by the recruiter’s introduction into the professional environment of potential candidates: professional conferences, rallies are a good source of potential candidates.
Head hunting
The pinnacle of recruiting art. The customer wants to see a specific specialist in his company – and sets the task for the recruiter: to lure him to work in the company of the customer of the vacancy.
To solve the task, the recruiter is obliged to collect information about the candidate, find out what might be interesting for the specialist and negotiate with him in such a way that the candidate accepts the offer.
The process can be time-consuming, labor-intensive, with high financial costs. Therefore, this is an expensive search method and, as practice shows, is not always justified.
International recruiting
The first specialists that an enterprise entering the foreign market needs are the administrative representatives of the company. The efficiency of the work of Russian citizens turned out to be lower than the professionals of the country of implementation. For this reason, the company began to order specialized recruiting agencies to search for a representative, a citizen of the country of interest.
After the successful closing of the vacancy of an administrative manager, the representative office of the enterprise is filled with full-time employees to perform the assigned tasks. The search for such specialists can be carried out both by the administrative head of the representative office and by a Russian recruiting agency.
To successfully fill vacancies abroad, the main thing is to choose the right agency. It must have a reputation for successfully filling vacancies in the country of interest (some agencies go into a narrow specialization of work only in specific countries or regions of the globe). The effectiveness of narrow-profile recruiting companies has been proven in practice, but the cost of their services is high.
How to properly organize the recruitment process?
For those who want to try to close the vacancy on their own, we offer advice from experienced recruiters. For example, you need to find an accountant.
The work of a recruiter will line up in the following algorithm:
- Complete an application for recruitment. The customer of the vacancy enters the main information into it. The recruiter must find out how the customer wants to see the future employee? What personal characteristics should a person have? What to look for when selecting a candidate?
- Spread the word.
- Conduct initial phone interviews.
- Conduct face-to-face interviews with second-round candidates.
- If the position provides for psychological or professional testing, conduct it. Get results.
- Determine candidates for an interview with a vacancy customer.
- Organize and conduct interviews with finalists.
- If necessary, help the customer decide on the finalist by discussing each candidate with him.
- Recruit the winner of the contest.
- Report rejection to applicants who do not receive a vacancy.
- On all resumes submitted for a vacancy, put down information about the candidate (personal opinion, selection results, test data) and send it to the resume database. The accumulated resume base is the recruiter’s pantry, the primary source of the search for specialists.
