Methods of personnel selection: General characteristics

One of the characteristic aspects of the operation of any company is the necessity of having its staff appropriate staff. This allows you to perform one of the Central objectives of this direction, consisting in the selection (the selection of) frames.

The Importance of this work cannot be overestimated. The fact that the quality of existing professionals directly affects the efficiency of the tasks facing the company, and use it all necessary for the implementation of the production process resources. In this regard, errors in the selection process are costly to the organization. At the same time, the selection of good professionals is a good investment funds.

Basic concepts

How to properly and effectively approach the issue of recruitment for the organization? To this goal it is necessary to go professionally and consistently. We all know wise expression “Cadres decide everything". From frames will directly depend not only on the well-being of the company but its prospects and also the atmosphere that will develop within the team.

What do we mean by recruitment? This term refers to the purposeful work to attract candidates who possess the skills and qualities required for current and long term needs of the company. In other words, recruitment is searching, testing and recruiting people who are able to work and want it, possessing at the same time needed for the employer's competencies. The applicants must share the organization's values.

The Importance of employment

If recruitment of staff carried out efficiently, it will allow you to:

• To increase the profit of the company;
• Increase productivity
• Stand up company on the path of development.

In the case where there was an unprofessional approach to recruitment, its result is the reduction of the company's revenues, failure of terms of execution of works, failures in business processes. All of this returns the organization to the starting point, and it again resumes the search for employees, while spending the time and money. Thus, systemic errors in the application of methods of selection of personnel, lead to a substantial increase of the expenses of the company.

Sources of recruitment

As pozyskiwania need for the company staff? For this purpose the experts for the selection of staff using different sources of recruitment which, in turn, are divided into two types: external and internal.

The First of them allows you to find the right specialists from among those people who are already working in the company. The second set is carried out using external resources.

Of Course, the internal sources have limited resources. To solve with their help, caused to the company personnel issues is simply impossible. Therefore, the most common in the hiring of workers are the external sources. Conventionally, based on the proposed investments, they are divided into two types, one of which is budget and the second is expensive.

Without much effort you can choose the right frames, using the services of public employment services and by establishing contact with colleges and universities. To costly sources are referred to professional agencies as well as media reports.

Today, there are free sources that help specialists to hire staff. In their list there are specialized web sites that publish resumes and job applicant.

There are Also a number of external sources, allowing selection of staff. Among them:

1. Recommendations. This is one of the oldest methods of personnel selection which is also very effective. In this case, the attraction of candidates is made on the recommendation of acquaintances, friends and relatives working in the company. This method is ideal for organizations with a small number of staff. However, its main drawback is a significant risk to recruit unskilled specialist.
2. Direct work with applicants. Services dealing with staff at the company, can contact with those people, who are engaged in an independent job search, without having to rely on special organizations. These candidates will call, send a resume and are interested in existing company vacancies. Typically, this occurs when the firm occupies a leading position on the market. And even if the organization is not currently in need of this specialist, the data needs to be saved andused if necessary in the future.
3. Advertising in the media. This way to attract applicants, is the most common. The offer of the relevant experts are given on the pages of Newspapers, on television and on the Internet portals. After that, interested candidates call themselves to the company and come to the interview. In this case we use specialized websites and publications that focus on specific industries or a broad range of professions. But still the most popular and effective tool used to attract candidates, are printed publications and online resources. But it should be borne in mind, What to the ad achieved its goal, it must be accurately set out the requirements that the company imposes to the applicant, and a list of future functions.
4. Contacts with educational institutions. Many large corporations, working for the future, the involvement of graduates of colleges and universities, yet have no practical experience. To do this, representatives of the company are held in schools with various activities. In this case, to assess the candidate's professional skills is not possible. In this regard, recruiters consider personal characteristics of the young specialist, his ability to planning and analysis.
5. Work with labour exchanges. The state always has an interest in the elimination of unemployment and increase in employment of its citizens. In this direction is the work of a specially created services that have their own databases and often work with major companies. In the list of external methods of recruitment and selection of staff this has one significant drawback. The fact that not all organizations applying to state bodies of employment of citizens.
6. Working with recruitment agencies. In recent years this activity has become one of the most actively developing sectors of the economy. Recruitment agencies have a constantly updated database. In addition, they carry out an independent search for candidates to accomplish the customers objectives. For their work staffing agencies take tremendous rewards, sometimes reaching 50% of annual salary they found a specialist. There are also companies involved in mass recruitment or, on the contrary, carrying out the “Executive search” executives.

With proper selection of external sources, the success of the begun business on hiring competent staff, which would be consistent with the spirit of the company and its profile will be provided. And for each of the above types of personnel selection is characterized by its own financial and time costs that are necessary not only for the organization but also to conduct the search.

Stages of recruitment

After a successful search of candidates for vacant positions, the following methods of selection of personnel: recruitment, staff selection and hiring of suitable professionals. Consider these concepts in more detail.

Under the recruitment of staff understand the creation of the necessary pool of suitable candidates that were found through internal and external sources. Similar work HR professionals carry out literally all the specialties – production and clerical, administrative and technical. The amount of work that needs to be done in this direction, will depend on the difference between cash and future workforce they need. In this case, takes into consideration such factors as turnover, retirement, termination upon expiration of contract and extension activities of the organization.

After creating the necessary base of candidates the organization must consider the income of the applicant for the vacant position with a view to the adoption of the relevant decision. This allows you to make the selection procedure of personnel. How is it done? For this produce after using the methods of selection of selection of personnel. During this process you may have a significant impact the following:

1. The Specifics of the organization. By considering its size (small, medium, large), it of public or commercial, is manufacturing or providing services.
2. The location of the enterprise. If it is large and is inside a certain region, most of the staff will live near it.
3. Culture, which is peculiar to the enterprise. In various companies are supported by their own traditions, norms andvalues, on the basis of which the main orientation in the selection of staff. It is important that the candidate not only possessed the skills to perform the work assigned to him, but quickly joined the team without breaking it the current psychological climate.

In order For the company took the decision on admission of the applicant for the vacant position, made the identification of candidates.

Methods of personnel selection include:

1. Preliminary conversation. Its purpose is to assess the appearance and defining personal qualities. This interview is a preliminary screening that allows you to select from 30 to 40% of candidates for passing the next stage.
2. Completing a questionnaire. Of all the methods of evaluation and selection of this personnel is present in the recruitment process of any organization. It is desirable that the questionnaire contained a minimum number of points and requested only significant for employer information (about the mind, about the past work, the major achievements).
3. Interview. They represent a conversation on hiring, which sometimes are staff psychologists at the firm.
4. Testing. This is one of the methods of selection of the personnel, allowing to obtain information about the professional abilities of the applicant, to learn about its plants and purposes.
5. Conduct reference checks and applicant track record.
6. The candidate Passing a medical examination. This method of staff selection used in the case when the employee must meet certain health requirements.
7. The Adoption of management decisions on hiring a candidate.

Only after the person consistently pass all the above stages, we can say that he successfully overcame all challenges and went to work. Up to this point the management of the company continues to carry out activities using various methods of staff selection. We study the mass of documents and analyses the results for each candidate.

Consider the methods of assessment and selection of staff in more detail.

Traditional methods

These types of methods of selection of personnel in the organization are pre-interview summary and interview, questionnaire and assessment centers and testing. Their application allows to obtain most complete information about the candidate and learn about his main character traits. Such methods of personnel selection in organizations allow employer before concluding the contract to understand the suitability of the person for the company. This allows you to make the right decision. Analysis of methods of selection of personnel, usually conducted by a professional psychologist, which must include in its staff a large company. It is only after analysis of obtained data can be revealed all the positive aspects of the applicant and its shortcomings.

Consider the primary methods of personnel selection that relate to traditional.

Advanced conversation

This is the first step in the application of methods of the recruitment and selection of staff. In the pre-interview specialist recruitment services finds General information about the applicant, which are necessary for the initial determination of compliance of the proposed jobs. As a rule, takes place this dialogue on the phone. It is at this stage of application of methods of professional selection of personnel is the primary screening candidates. The personnel officer must listen carefully to each of the callers to the organization. Regardless of whether the applicant further invited for a personal interview, he should remain a good impression about the company.

The Primary exposure which occurs during a telephone conversation allows you to shape mutual views as the firm and the applicant for the vacant position. Apathetic or irritable tone, ill-defined issues, strong opposition lead to the fact that the candidate for a personal interview, most likely, will not come. If this happens, it is his attitude to the employer, initially, will be negative. In this case it may spoil the mood of the personnel and negatively to configure other applicants.

Summary

The Following applicable methods of selection and appointment of staff is a study compiled by the applicant of sankaracharaya, which can tell a lot about who wrote it. Served summary even before they are assigned a personal meeting of the employer with the applicant. As a rule, it is a small story about yourself. In summary the applicant indicates that the brief information that it considers appropriate to report to the company.

It should be as summarized significant facts located on one or two pages. Only after reading the summary, the leader makes the decision whether to invite the applicant for an interview. Sometimes he immediately refuses him employment.

The Interview

If after talking on the phone and learning summary the hiring Manager realizes that the candidate is suitable to work in the company, the transition to the next stage of recruitment with the use of basic methods of personnel selection. People are invited for an interview. In this case, he should explain in detail how to get to the office, andto specify not only the date and the hour when he was waiting at the reception.

The Interview as a method of staff selection used in almost every company. Indeed, in this case the employer within a short period of time can receive about the candidate impression, sufficient for making further decisions.

Sometimes interviews are held in several stages, requiring the candidate to repeatedly visit the office.

Analysis of the abilities and possibilities of man begins with the moment when he had just set foot on the threshold. By considering his manner of speech and behaviour, gestures and clothes, his eyes and face, gait and voice. The HR specialist it is important to assess the confidence of the applicant in itself. This examines such human actions: he knocked on the door or opened it at once, declared himself or waited for him to pay attention a voice while greeting was pleading and quiet or confident and so on.

In appearance the candidate may alert the caller unbusinesslike style of clothing, mismatched colors of clothes, flashy shoes, expensive jewelry, not relevant to the case, bag, etc. All this is very significant as will clearly indicate how the applicant will relate to offer him work.

Start the interview with the installation contact. The first begins to speak, usually the employer. This part of the interview time should not exceed 15%. Further says the applicant. The employer also needs to listen carefully, focusing on important moments. The interview ends with an explanation of further action and course of employment. It is important that the conversation was finished on positive notes. A negative decision be announced later.

Questionnaire

Using professional principles and methods of personnel selection the recruitment process will continue, at the applicant to fill out a form with specific questions. Most often they are simple. There are issues about name and surname, address and age of the candidate, etc. In most cases, this questionnaire is intended only to confirm the data that was previously indicated in the summary.

But at times firms offer applicants to answer more difficult questions. With their help, the personnel specialists to identify the level of efficiency of the candidate for the vacant positions. Most of these questions relates to the previous place of work, but some of them can be a description of the different situations. All this will allow to identify the response of the applicant for possible circumstances and to predict his actions he will undertake at the same time.

Narrowly focused Special questionnaires are filled by University graduates. After all, these young professionals do not yet have work experience. That is why the employer finds out about them only what concerns the study of their chosen profession.

Assessment Centers

Unlike other principles and methods of personnel selection used by few companies. This method is a kind of training game. Her PhD is in conditions close to the workplace. In the application of this method, the applicant needs to show their attitude or opinion toward the events. Sometimes he offered to perform the proposed event.

Assessment Centres help to define a person's ability to publicly Express their own opinions and speak in front of people. This is one of the methods of personnel selection in personnel management, which allows in the shortest time to identify the candidate meets the requirements of the profession.

Testing

This refers to the direction of modern methods of personnel selection and is used by employers relatively recently due to the influence of Western companies. From the same place came to us and the criteria used in the selection of staff with application testing. Using this technique, the employer gets the most accurate data on the professional qualities of the applicant and his skills to perform certain duties.

If we consider the characteristics of the methods of personnel selection, the test can be attributed to the auxiliary tool. In this case, the applicant requested to answer the questions that are subsequently analyzed by psychologists.

For Example, this may be a test for the performance of work. The applicant is asked to do certain tasks. They all must be similar to those he will have to do when taking office. Using such a test identifies those skills that the candidate possesses in this field.

Non-traditional methods

In recent years, more and more companies are trying not to limit the study summary and interview. In the recruitment process of candidates for the vacancies they resorted to unconventional methods of selection of employees. In most cases people is not what is waiting for him either at the interview or after it.

For Example, a method such as “Brainteaser-interview”. It is used in cases when the staff to fulfill theirduties must possess creativity and have the ability to exercise analytical skills. During the meeting, the applicant must find the answer in the proposed task logic. Also, the Manager may suddenly ask him that is not the topic of their conversation. It is important that the person's answer was unusual and original. This will indicate his unconventional thinking and the ability to go beyond the usual vision problems in search of resolution.

Another modern method of personnel selection is physiognomy. It is used mainly as an auxiliary. The essence of this method lies in the study of facial expressions and facial features of the candidate. The obtained data allow to draw a conclusion about the abilities of the person, its style and creative direction. But it should be borne in mind that the use of this method possible only in the case when the researcher has an impressive practical experience.