Large companies are interested in ensuring that all their components function as productively as possible. It is important to maintain a balance in the work of all departments, to monitor the level of sales (if the activity is aimed at trade) and the provision of services (if the responsibility includes customer service).
In particular, the correct selection of staff is very important, since it is the company's employees who are responsible for its vital functions. Usually there are a lot of applicants for a fresh vacancy, especially if the company is really large. The general director or the head of the department will not even physically be able to devote time to each candidate, since many other tasks fall within their sphere of activity. Therefore, a specially trained person, an HR manager, is engaged in the selection of personnel.
general information
HR stands for Human Resources - translated from English as “human resources”. Therefore, in the Russian-language version, this same position may be called "recruitment manager."
The work of the employee who occupies this position is closely related to the labor market. All candidates applying for any position in the company, first of all, are faced with a recruitment manager, and the further steps already depend on his decision.
In addition, this official is often engaged in the search for candidates for a particular position directly through special sites and other resources.
Why is there a need for HR managers now
Many people wonder why employees of such specifics are needed. After all, now you can study only the resumes of applicants, and the further selection of the candidate and its testing can be trusted with specially designed computer programs, as well as determine a potential employee for a trial period, which will show his level of professionalism.
Practice shows that this statement is erroneous. Of course, productivity will increase significantly, because several candidates for a position can go through computer testing simultaneously. On the other hand, no testing can replace the human factor in the selection of personnel, since the machine can be fooled easily, and a professional specialist is very difficult.
HR manager interviews the applicant, finds out its strengths and weaknesses. Testing may or may not be a concomitant factor, since an experienced specialist is able to independently determine the suitability of a candidate for a vacancy.
The trial period is undoubtedly a good practice, but it can continue to be implemented after an interview with a real person, and not with a machine.
What responsibilities are included in this position
It was already mentioned earlier that the work of an HR manager is to regulate the human resources of a company. This means that the scope of his duties is not limited only to the selection of personnel. The list of tasks that are included in the job description is quite extensive.
HR Manager Functions:
- Search for candidates for open positions. Placement of vacancies by HR-manager on special sites and in social networks allows to significantly expand the search ability. In particular, now many people use social networks, and therefore the likelihood that a large number of job seekers will see an ad is very high. It is important not to overdo it and not place ads on resources that are not intended for this, as well as not send them with undue perseverance, as this can be perceived as banal spam.
- Formation of personnel reserve. It is necessary to create a database of applicants whose professionalism level is satisfied, but for some reason they were not hired. For example, if you find a more experienced or qualified employee for this position. A database with a reserve allows you to save time: among former applicants you can find a new suitable employee in case the previous one quit or there is a need to search for another specialist.
- Intangible incentives are also developed and implemented by the recruitment manager. The material includes salary increases, the decision on which is usually made by the CEO.
- Monitoring, research of the general labor market by industry.
- The formation of the principles of corporate culture and the general atmosphere in the work team is also the task of an HR manager.
Necessary qualities
If the company is small, then there is no need for an HR manager for it. But if the staff is really significant - from 150 people - then more than one HR manager may be required. In this case, responsibilities are divided equally between HR managers: one can only deal with staff recruitment, the other with labor market monitoring , the third with organizational aspects in the current workforce, and so on.
In general, for this specialist, such a set of characteristics is important as:
- Stress resistance. Any work with people requires the ability to cope with their emotions, to regulate the conflicts of others. In addition, if there are many responsibilities, multitasking can cause difficulties and cause excessive nervous tension. It is important to be able to restore internal balance, otherwise it will be difficult to cope with job tasks.
- Presentability Recruitment managers create the overall image of the company, and therefore the employees in these positions should not only look solid, but also have appropriate manners.
- Sociability. The responsibilities of the HR manager include many tasks related to communication, ranging from interviewing potential employees to negotiations on organizing events. In addition, it is very important to build the right communication and the right relationship with full-time employees.
- Creative thinking. This skill is not key, but it can be useful during the development of a system of intangible rewards. Such incentives include the issuance of vouchers or a system of accruing bonus points, which can later be exchanged for some tangible item or an additional day off. In this case, you need to agree in advance with the boss and travel agencies / shops who are ready to provide vouchers and material things - a communication skill is useful.
average salary
Applicants for the position of HR manager are really interested in salaries. No wonder: the work is very stressful, the job description includes many responsibilities.
The level of wages depends on many factors, starting from the region and ending with the financial turnover of the company (in other words, how much management is ready to allocate from employees' salary profits).
HR managers in Moscow receive an average of 20,000 to 60,000 rubles, depending on the level of the company and its industry.
Salaries of employees in the regions are much lower. On average, its ceiling is 45,000 rubles. The exception is the branches of large corporations, which can afford to maintain a high level of remuneration regardless of the city and region.
In particular, when it comes to local branches of foreign large corporations, where the level of payment is much higher, specialists in branches can receive a salary not much lower than that of specialists from abroad. For this, it is important to establish oneself properly.
How to get the position of recruitment manager
For the HR manager, vacancies are available in free search on employment sites and social networks. There are relevant communities that specialize in recruiting, which can be used by the applicant for the position of recruitment manager.
The resume of the HR manager in its structure is no different from the resume of the applicant for any other position. It is necessary to indicate the level of education, if available, additionally completed courses, professional and personal skills.
Usually, the interviewing of the applicant for the position is carried out either by the previous specialist within the framework of finalizing two weeks before dismissal, or directly by the Director General himself. Candidates whose resumes are of interest are invited to an interview, on the basis of which they select the best HR manager and offer him a job in the company.
Training
The HR manager is also responsible for training employees. He should organize seminars, webinars, and training courses. This also includes psychological training aimed at creating a positive working atmosphere of the team.
It is important to remember that the above events can be carried out by those who have the appropriate specialization and qualifications. Therefore, if the HR manager does not have this qualification, his task is only to organize an event, find a coach (trainer) and ensure the attendance of employees. Trying to conduct such training on your own will be an unprofessional and even meaningless act.
The easiest way to organize such events is for companies located in the capital or at least in large cities, because it is there that the best business trainers and leading experts in the field of psychology are concentrated. Otherwise, it may be necessary to invite coaches from other cities, and this is not always cost-effective.
General recommendations
In the work of the recruitment manager, both professional and personal qualities are important. Experience is of great importance, as he is one of the best advisers in all areas of life.
- Do not forget about corporate ethics. In no case should you disclose the internal secrets of the company. Including, it is not necessary to divulge internal information, even if at first glance it may seem no secret.
- If you leave the company, the previous rule also remains valid. Regardless of whether you leave the company at will or at the request of the boss, unethical behavior will make you unprofessional. In any situation, you need to remain a decent person. In particular, the disclosure of confidential information from your previous company is unlikely to impress the director of another company if you seek further work.
- When it comes to the regulation of labor relations, do not forget that your task is to monitor the maintenance of the working atmosphere of the team, to regulate the principles of corporate culture. Personality problems and employee conflicts are not your problem. Moreover, intrusive interference in the personal lives of employees, especially under pressure, is unprofessional. An exception can only be cases where personality problems interfere with work. And even here it is necessary to maintain a balance and not mix the working environment with the personal one.
Recommendations for a beginner
The first day of HR managers is very stressful and difficult, especially if this experience is an initial one. However, even for an experienced recruitment manager, a change of job also entails certain difficulties.
The list of general recommendations for inexperienced HR managers:
- Keep calm. Not only do you choose the candidate, but also the candidate of you. Therefore, it is extremely important to create a positive image for the company, because you are its first employee with whom the applicant will face directly and by whom he will judge the general situation at work.
- If you use Internet technologies for recruiting, it is important to place an ad on the search for a candidate for a position in that section of the site or in the public of a social network, where appropriate. For example, if we are talking about a recruiting site, then you need to choose exactly the city where the company is located. If a candidate is searched for a branch of a company located in another city, then the city where that branch is located must be indicated. For example, many HR managers place vacancies in Moscow, although the company is located in another city, and by this they lose good candidates.
- Do not spill your unfulfilled ambitions on either current or potential employees of the company. Unfortunately, there are situations when a young manager compensates for his insecurity by trying to put pressure on applicants and subordinates. This is not welcomed in any field and threatens that the general atmosphere of the team will deteriorate significantly, which is unlikely to have a positive effect on the company's activities.
Finally
Recruitment Manager is of great importance for modern companies. He searches for specialists, conducts interviews, further regulates the working situation in the team and monitors the labor market.
Therefore, it is important not only to have the appropriate education, but also the list of required qualities and skills. For example, to be able to work with people, find a common language with them in any situation, manage conflicts, and have skills in negotiating.