The situation on the labor market through the eyes of HR-specialists

Therefore, at first glance, it seems that the recruiter is now life has become much easier (unless, of course, did not cut himself).

But, paradoxically, the majority of companies, recruiters say that their load has not changed much in intensity, while having undergone a qualitative change.

What is the reason?

Firstly, many of the company after simultaneously adopted under the influence of panic decisions and statements categorical cry: "everyone can fire - no one to take!" In a few days to understand that such a drastic measure is not justified. Yes, labor costs thus reduced to a minimum, but when ill chaotic layoffs same thing happened with the performance! And managers have to re-open the vacancy.

Second, it is still here, "natural selection" of staff. Of course, he has become less intense, people do not change jobs with the same ease, but a number of life circumstances is always relevant - someone to relocate for someone brings about changes in the work situation in the family, etc...

Well, in addition, in the third place, a number of specialties from the companies there is now a wide range of applicants! Such HR-managers have not seen for a long time! The situation is somewhat reminiscent of the time period of the late 90's early 2000's, when almost any position, from a secretary to a top manager responded very people of different ages, experience levels and social aspirations. Maybe not on the same scale, but still visible a distinct resemblance to this stage of development in our country. Accordingly, changes and field operations manager for recruitment. Recruiters need to consider more candidates with greater variability of characteristics, to analyze the interviews, conduct interviews, and in the end, make a selection from a larger than usual number of alternatives.

It may be added that a number of companies hiring managers were tasked otsmatrivat interesting data experts even meet with them in the absence of the open position. Indeed movement on the labor market of competitors is very animated, so the chances of finding valuable employee - higher than normal.

How correctly to all recruiters to build their job to attract and select the optimal quantity and quality of staff? What to do if you are faced with the situation described above - you open the vacancy for which there is an influx of applicants?

A similar situation was observed not so long ago, in one of the training centers - for the position "teacher training courses for secretaries" at relatively low wages and quite specific requirements formed a parade of candidates to the candidates from 25 to 60 years old - employees of personnel departments, secretaries, as in the past and in his present experience, academics, and so on. d. Interviews with candidates were held at intervals of 15 minutes, besides the representatives of companies employing almost did not make notes about the candidates. What will be left for those who are going to decide on the selection of the most worthy candidate to end such a busy day communicating and how objective is their choice? It is obvious that the effectiveness of the on such "technology" contest will be low.

In such cases, of course, it should be possible to structure and formalize its work: together with the head unit, which is looking for a new employee, select the parameters on which you will be guided in the primary filter of choice for the candidates inviting them to the meeting. These may include:... The experience of customs clearance, thorough knowledge of the technology of zero tillage, the experience of the assessment center, knowledge of the Chinese language, a certain amount of control of implementation, etc. That is, it is necessary to identify the item 3-4 of personal data of the candidate, which you definitely will not 'move', 3-4 specifications, which must match the candidate to be invited for an interview.

Then draw a telephone interview with the candidates on these items, so that after the conversation, you will have a clear knowledge - whether the bidder to these parameters or not (candidates of the last years have realized the importance to look attractive in the eyes of HR, and learned to respond beautiful but vague on any questions of their professional activities, believable coming to the delight of the future complex and responsible tasks). This "phone filter" to save time, will provide an opportunity to invite for an interview only those who pre-suited not only according to the job, but those who are more locally and personally voice their competence.

Proper structured conducting this phase of the selection of candidates is also important because it helps to reduce the subjectivity of assessment. After all, when choosing a candidate plays an important role, which is called a subjective assessment on the level of "like - not like it." And what is the result? Is first determined in their sympathies personnel manager, behind him - the head of department. And any recruiter can not recall a situation when the manager made the decision in favor of one candidate, in spite of the absence of his "chosen one" of those competencies, knowledge and skills, which he himself had pointed out in their demands to the candidates. Just because "his eyes were honest," "I feel that a good person" (quotes are not invented, they actually sounded from the lips of managers in the discussion of candidates). In such a case, it is obtained,

The "new economic conditions" in which we are all now dwell, and which, among other things, is quite clear marker of weaknesses in organization, just becoming apparent dysfunction of the structural unit or the whole company, and the head is necessary to make a lot of additional actions to its optimization. Of course, compliance with the corporate culture of the candidate, his "of inscribed" to the team, mutual understanding with your line manager in his own importance, they also need to take into account, but not in the first place, and choosing from an already pre-selected candidates who meet the primary, mandatory requirements . The crisis sets the other reference point, new criteria for decision-making, including in respect of the company's staff.

Paradoxically, the current situation is very important during the selection of personnel to keep the selected candidate, as they say, "to sell him work environment." Yes, the level of claims applicants decreased, but also the possibility of the proposed size wages companies are not the same, they were six months ago. Now more and more sounds unusually low for hearing appreciating themselves experts and heads of the salaries, more job appears unjustified by the same standards, the ratio of fixed and variable parts of salaries, less and less attractive compensation package can be used to increase the loyalty of employees to the company's future. In addition, in the usual list of professional duties may be unexpected function - the result of the redistribution, optimization of business processes; intensity of labor increases; organization of work, and therefore the control and rigor to the process and results of the work are enhanced. At a time when the arsenal of attracting and retaining quality employees was reduced, the problem of personnel management - to explain, to persuade, to defend the interests of the company as an "input", and within the company.

It is obvious that the criteria and recruitment methods are different. The rapidly changing labor market need as quickly to react flexibly to rebuild, mastering new technologies.

When multiple-choice becomes more urgent organization of competitions (in the literal sense of the word) for the vacant position.