It’s no secret to anyone that recruiting is the most responsible and difficult task facing a leader. How to find such employees who will meet all the requirements of customers and potential customers?
For the correct search and selection of employees, employers use a variety of methods and means. As a rule, they are armed with biographical surveys, various interviews, assignments, tests of achievements, intelligence and abilities, various printing studies and so on. Employment agencies over the past decades have devised hundreds of ways to distinguish a quality employee from others.
Psychological methods of recruitment are most popular. As a rule, domestic psychologists try to adapt foreign methods to our mentality, but this is not always possible.
Another obstacle to the use of psychological diagnostics is the insufficiently high level of psychological preparation of managers and candidates for the position. So, in order for the selection and selection of personnel to be of high quality, it is necessary to use not only good psychologists, but also good techniques that meet all the requirements.
Excellent assistance in the selection of personnel is provided by recruitment agencies. However, you need to prepare for the fact that this pleasure is not cheap. You can create your own personnel department, which will not only be useful, but also have a positive effect on profits.
When choosing personnel selection methods, it should be remembered that the choice of subordinates is a war for the best, and here, as in love and war, all methods are good. The most important trump card in the competition is the ability to lure experienced workers from competitors. Interestingly, this selection method is considered not only the most aggressive, but also one of the most effective. Another effective method is to search for talent within your own company. Most likely, somewhere already there is a talented employee whose potential is not revealed. It is important to be able to notice such people.
Modern recruitment methods include aggressive recruiting. Companies that engage in such recruiting determine which positions are priority for them. Important positions include positions related to customer service and the profitability of the enterprise. Typically, a company develops advanced competency cards for its recruiters. They include the ability to persuade, and the ability to make quick decisions in critical situations, and the presence of good communication skills.
In large companies, they are sure that a recruiter is a key position that directly affects the profit and growth of an enterprise. The management from time to time checks recruiters and, led by a special trainer, conducts various trainings to improve the existing selection skills.
Which recruitment methods the recruiter, in turn, will choose depends on how much he can work with sources of information and job candidates.
In addition, such a specialist should be able to participate in a behavioral interview. This technique is generally accepted in many companies, and it is used exclusively by recruiters.
To make the selection as accurate and accurate as possible, you can use special questionnaires for different departments. In case of aggressive recruiting, the database of candidates contains data on the advantages of the candidate and information that is necessary for the future sale of a certain vacancy. Interestingly, the determination of the motives that guide the candidate in making decisions is very rare in recruitment. Nevertheless, recent market development trends suggest that personnel selection methods will change and improve in this direction. What innovations await such employees of HR companies after several years remains a mystery. It can be assumed that very soon any HR specialist will be able to easily and simply find a suitable candidate in the global database with information about each professional.