The competition for filling a vacant position allows you to select among all the candidates applying for a job, the most qualified and effective. As a rule, this procedure is carried out in public service institutions , but its popularity is also growing among organizations working in business. In addition, a competition for filling a vacant position is a common practice when choosing candidates for the post of head of an organization. They resort to it both in private companies and in state enterprises.
The competition for filling a vacant position is held in accordance with the regulation, which is approved either in the form of a normative legal act or as an organization’s document. It spells out all the main points that govern the procedure for this procedure. Firstly, those staff units are determined for the filling of which a competition is held for filling vacant posts. This serves as a certain protection against a subjective decision. In addition, it is immediately advisable to highlight those jobs for which the competition is not held, most often these are staff units provided for young specialists or under the quota for disabled people. Also, a competition for filling positions may not be held for specific categories of workers, in particular, for personnel who were specially sent at the expense of the organization to study and prepare for a new workplace.
The next important point that must be taken into account when organizing a competition for filling a vacant position is the determination of persons who cannot participate in the selection. Such a filter will allow eliminating candidates who cannot fulfill their duties at all or at the required level even at the stage of filing applications. It is advisable to determine these conditions based on the criteria provided for in regulatory documents: health status, level of education, work experience, admission to state secrets, restrictions on engaging in certain activities. In addition, the procedure can be open (for all citizens who meet the requirements) or closed (only for employees of an enterprise, industry, holding).
The start of the competition must be announced publicly. It can be either a corporate newspaper or a website, or regular media. Potential candidates should know the list of documents for the application for participation, the time (period) of the tender, the composition of the commission evaluating the applicants. The direct assessment of candidates usually consists of four steps. The first is the analysis of information submitted by applicants with applications (resumes, specifications, CVs, presentations, etc.). The second is the presentation of a potential employee with a report on how he presents his future possible labor activity, what tasks he plans to solve, what he sees as an object for improvement. Third - questions of the tender committee. And the last, final - the adoption of the final decision on the basis of the competition (in the manner specified in the regulation).