The selection of new employees in the organization is a whole system of measures to attract experienced and qualified candidates suitable for vacant positions. According to the ideology of personnel specialists, such people should have the necessary competencies, share the goals of the company’s management and be the driving force of the organization. From the outside, everything seems simple. In fact, in order to choose the right candidate, recruiting agency professionals need to do a tremendous job, using all their professionalism and business intuition.
Each enterprise is characterized by the level of professionalism of the employees who work there. As a result, a high-quality and professional selection of personnel will almost inevitably lead to an increase in the company's profits, reduce costs, and also increase the level of professionalism of other employees who will focus on a productive employee, so as not to seem to be lagging behind.
Important! Careless, unprofessional selection of employees can lead to the most unpleasant consequences: overdue deadlines, simple work, up to violation of the organization’s development plans.
A search within the company reveals the hidden potential of employees who already work in the organization. You may not have imagined that a fairly mediocre support staff could be a first-class senior manager. Or, during the audit, it may turn out that the editor of the publishing house may become a full-fledged chief editor.
Often, the concepts of recruiting and personnel selection are considered synonymous, although in fact recruiting is one of the methods for selecting new employees in popular professions. Most often, this is the search for ordinary performers, secretaries, and trade managers. According to this method, first of all, a job description is prepared, which is placed where the target audience can see it. So vacancies appear on the company's website and on specialized job search sites. The emphasis here is on people who are actively seeking a new job.
Prior to choosing a particular candidate, HR employees need to work well with him. In particular, the main steps are:
Some large companies that can easily recruit specialists without experience and quickly train them usually choose the method of mass recruitment. This is advisable in large companies, such as McDonald's, in the networks of which several thousand new employees are hired on the same job every day. This is the most striking example of mass recruitment of line personnel.
A qualified specialist of a recruiting agency can provide several applicants found using different methods for the same vacancy. The point selection is based on careful analytics, which very rigidly cuts off applicants. This is a merciless method that increases the effectiveness of each interview. Precise recruiting involves a more thorough analysis of the labor market and is characterized by a more accurate definition of the qualities of the target candidate, that is, only the best of the best are selected. They refuse to interview, for example, promising personnel who have not yet reached professional excellence.
Despite the fact that the majority of evaluations and opinions about a particular applicant are made by the executor - an employee of the personnel department or recruiting agency - the final decision remains with the customer. It is he who decides whether he wants to work with a certain person and whether he will fit into his team. Calculating such a turn of events, the recruiting agent prepares several options for candidates in case the customer does not like something in the applicant.
Often, finding the right employee with your own resources means spending a huge amount of time and effort - after all, everyone’s history needs to be considered, analyzed, and a talk made. A personnel employee must understand what a particular job seeker is, what a set of qualities - professional and personal - he possesses. Independent searches of an employee by one company can take more than one month, therefore, this request is often addressed to a recruiting agency.
Moreover, the database of the recruiting agency contains several hundred applicants for vacancies that have already been worked out and verified. These are people who have already been interviewed and whose professional qualities are thoroughly known.
The company "Specs Advisers" provides recruiting services in Belarus. Each client is individual, but most often we use global practice: instead of finding a valuable employee, we charge 10% of the employee’s annual NET salary. The cost of recruiting services can vary depending on various factors and is always agreed upon with the customer in advance.
In return, you get several options of highly qualified employees for each vacant place, and the desired employee is in the shortest possible time. Most of the employed workers selected by the professionals of the recruiting agency successfully pass the probationary period and often work fruitfully in companies for many years.
A nice plus is that our company gives a guarantee - if nevertheless the employee has not passed the trial period, he will be replaced for free.