/ / Recruitment - what is it: an effective search for an employee or pointlessly spent money?

Recruitment - what is it: an effective search for an employee or pointlessly spent money?

Everyone knows that the most valuable resource of anyenterprises are cadres. Only people ensure the uninterrupted operation of modern machines, produce goods and services, and also attract capital. In this connection, the question arises: recruitment - what is it? Attracting valuable employees or earning money on company owners and those in need of work?

recruiting what it is

Modern search for employees

Any business owner is interested in good staff, but where to find suitable employees? Precisely for these purposes, techniques for successful recruitment have been developed.

This fashionable word has recently entered ourlexicon, but already firmly established in it. So, recruitment - what is it? This word refers to the selection of personnel, which includes the search for the necessary organization of people and their training. Personnel agent, HR manager - these phrases are synonymous with the word "recruiter".

Types of recruitment by executor

techniques of successful recruitment

Who acts as a recruiter?There are two options. The first, more expensive for the company - the organization of its own service, which seeks employees, selects among them the most worthy candidate and trains him. These recruitment technologies are now considered obsolete.

The second option, more modern and lesscost for an enterprise in need of an employee is the services of individual recruitment agencies, the purpose of which is to select specific personnel for each company that made the order.

How do recruiting agencies work?

The way a company works in recruitment is notsecret, although it is from the correctness of the applied techniques that the success of the enterprise in the market depends. After all, recruitment - what is it? First of all, it is an effective way of earning money.

  1. Use of the Internet.It is impossible to hire the employee who does not want to get a favorable place himself. Because many, even working people are in search of a new place, posting their resumes in online directories. Recruiters regularly review the updated catalogs. Although this method is not entirely effective, since most of the resume belongs to graduates of universities or not very experienced employees with specialties that are not in demand on the labor market.
    recruitment technologies
  2. Headhunting.Translated from English, this expression is translated as "bounty hunt". Hedkhanting-recruitment - that this is a rather hard way to "get" the right staff, not many know. Recruiter does not just look for the right employee, he entices him from the old job to a new one. Usually headhunters try to get an experienced employee in a managerial position in order to offer him a similar place on more favorable terms. For particularly valuable cadres headhunters receive a good monetary reward, usually in the amount of one or two salaries according to the position held.
  3. Niche recruitment.This technique implies the recruitment of personnel for a very narrow specialization. For example, if your company is engaged in transportation, then to find worthy employees, you will best contact the HR agency, which specializes exclusively in logistics. Do not doubt that recruiters know all about the specifics of your business, constantly communicate with specialists in this field and pick up exactly the experts you need.

How is the process of recruiting organized?

recruitment of personnel

At the first stage, recruiters analyze the vacancy,which must be closed, and make up a portrait of the future applicant. It is necessary to say about the sphere of activity "recruitment", that this is a work for a subtle psychologist. You need to be well aware of what kind of job you are looking for and what are the requirements for it when interviewing.

The second step is to find a candidate. To do this, apply all sorts of techniques, including a summary of the network, placement of ads, analysis of "passive candidates" and so on.

Having selected several possible employees,The recruiter interviews potential employees. Evaluated resume, communication skills of a person, his work experience and professional skills.

Leaving three or four of the most suitablecandidates, the recruiter reduces them to the person who ordered the vacancy. As a rule, at this stage, a final verdict is made as to who of the applicants will take the post. After this, the employee accepted for the vacancy is adapted to the enterprise for a short period of time and starts working.