Each enterprise is strong for its employees. Incompetent employees are able to ruin the work of a successful company, which has repeatedly been confirmed by both world and Russian practice. The question "how to find employees who will work not for fear, but for conscience" is asked by any management of any enterprise. Of course, it is good if worthy material incentive is added to these arguments, but even this does not always guarantee excellent work. Personal files of employees are formed from the first step of the appearance of the job seeker. But it's too early to talk about it. So, the company is in an active search for personnel.
With the question "how to find an employee", the personnel department of an enterprise often turns to specialized organizations, ranging from recruiting or personnel agencies and, from hopelessness, to employment services. Employment agencies have their own client base, they can offer these or those options, but they also can’t know how the applicant will prove himself already at work. And this option is quite expensive, for small businesses it is not always affordable to use the services of recruitment agencies.
Employment services do not take money from enterprises; temporarily unemployed citizens are registered in them, so this option is even more risky. Although the opportunity to give a person a chance sometimes turns out to be a pleasant surprise - losers are not always registered in such services. Often, employers showered search networks more widely - advertise in print. This option is more or less successful, it is relatively cheap, has a large audience, but again, most likely, a highly skilled employee cannot be found in this way.
For some reason, a good Soviet tradition was forgotten - to look for personnel among graduates of higher and secondary vocational educational institutions. If you read the ads with the requirements that apply to the applicants, then they have become a stamp the requirement for a minimum experience of five years. Where is the graduate to take it? Although many are already starting to earn extra money in advanced courses, to prove themselves during practice. Such sensible students begin to look after employers. The personal files of student employees are conducted according to general rules.
In Russian traditions, the method of employment by acquaintance, on the basis of kinship, has often been practiced and practiced. This has its advantages: a stranger is not taken from the street, but still there is a certain guarantee, recommendations. But there is also a huge minus - often such an employee takes all the benefits and preferences for granted, but he does not hurry to try at work. And this causes a negative reaction in other workers.
One of the most popular and widespread modern personnel searches is posting job advertisements on the Internet, and parallel oncoming traffic is posting resumes for job seekers. One of the main problems here is the ability to clearly state one’s requirements, correctly formulate a resume so that discrepancies disappear at the earliest stages.
But all searches in any case lead to an interview with a potential employee. And here it is important to make the right decision. Whether this will be done by a psychologist, a personnel officer or the head himself depends on the traditions and size of the enterprise.
The personal files of employees begin to be formed by filling out a job application and questionnaires. It is worth noting that there is no clear definition in GOST of this type of document. Each enterprise itself determines the composition of the necessary documentation, then, into which categories the personal files of employees are started, where and for how long. A traditional shelf life is up to 75 years. This is a kind of work biography of each person who has worked at the enterprise for a certain period, his professional successes and failures - everything is in these files.