Successful recruitment is key to the prosperity of the company

In recent years, recruitment has become particularly relevant. For some it may come as no surprise. After all, outside the crisis and many firms are on the brink of survival. Where here to think about the expansion or upgrade of their team. But really that recruitment is best done in a difficult period. Yes, it is when a crisis occurs, in the labour market are a talented team. This is because some companies cannot cope with difficulties and goes bankrupt, and part panicking and reducing staff, thereby making someone a nice gift for the coming New year.

Factories need machines, and the business needs of skilled staff. It is the people – most valuable asset. The Japanese realized a long time ago and it's one of the reasons why the economy of this country takes a high place. For any company it is fair to say that hiring of staff – is the key to success.

The Main indicator in the field of personnel management has always been and remains KPIs – the amount of profit that is attributable to a single employee firm. Everything else – secondary. It is worth to compare this figure to your company with competitors, and once it becomes clear where management of personnel is arranged more efficiently. Sometimes this difference is quite significant.

So how do you find a in the labor market those applicants who soon will turn into the best employees?

First, you need to find as many potential candidates, to avoid problems with the selection. Here are the main sources of recruitment:

• Announcements in the media;
• Attracting those candidates, who themselves place their CVS;
• Search among friends, acquaintances, relatives;
• “bounty” (“head-hunting");
• The employment Agency.

Each method is good in its own way, but perhaps the most effective of them – publication of vacancies and the selection among potential candidates.

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The First phase, which should start hiring staff, a clear understanding of what kind of person you need. We need as much detail as possible to describe all requirements for the position and responsibilities. Next, create an attractive ad that will stand out against other companies wanting to find staff. In this case it is not necessary to spare time, you should cover more media. This, of course, will bring certain costs, but bad employees – it's much worse.

In the next stage, collect resumes, and after them will be enough, begin to do pre-selection. After that it will be a good idea to organize for the remaining candidates in the contest. Many firms don't do that and just prefer to do the interview, and then determine the candidate for the position. In this case, it is easy to make a mistake. After all, people can think about anything yourself, and be able to convince the other. But will he be able to solve its tasks? Just a competition or a business game will help to test it in practice.

The evaluation of the results of the contest should depend on the future of the employee's Manager, HR specialist, and other leaders, that is the fee. This will make the rating objective, and your company – more representative in the eyes of the applicant.

After the selection is made, the employee talk about the motivation system, conditions of probation, future duties. When it will affect the size of the salary, you should remember one interesting axiom: as a rule, the first one determines the level of payment always remains in loss. So first try to know the expectations of the candidate either in the questionnaire or in conversation.

The Last step, which ends the hiring of staff – adaptation and probation period. It is important to make this process as smooth as possible. After all, it would be a shame to part with that person you've been looking for.

A Beginner should be trained and well, if he has a mentor. The results of his work must be constantly monitored and, if necessary, help to correct errors.