Today we will touch on the topic of finding workers, and specifically - recruitment methods. The article will be useful to everyone who organizes their own business, or to those who are on the other side of the barricades - getting a job.
What is this about?
Recruitment is the process of finding and selecting employees for work that match certain parameters. The purpose of recruitment can be different: replacing an unscrupulous employee or expanding the staff. There are several types of this process and methods for its implementation. According to the level of personnel positions, the following types can be distinguished:
- selection of specialists and top managers;
- recruitment of linear staff;
- search for promising employees.
Depending on the technology used, there are:
- direct search;
- traditional method (through the media and the Internet).
The search for workers can also be carried out by aggressive methods, which means the use of radical methods. We will talk more about this below.
Online Recruitment
This search for employees is actively flourishing. With the help of social networks, forums and thematic sites, you can find the necessary specialists. The great advantage of such a search is that it makes it possible to automatically sort employees by specialties, types of work, and other important criteria. As for the shortcomings, they also exist. High-class specialists and low-skilled workers cannot be found here, because they are not looking for work via the Internet.
Situational interview
This approach to finding workers is considered one of the most effective and progressive. A person makes a list of about 15 points of competence. A professional writes the most important qualities that a new employee must possess in order to cope with the task. There is no general example of how to compile such lists, because in each case they differ. There are only rough drafts on the basis of which you can make the necessary list. What to consider:
- An employee must possess the necessary knowledge base, have experience and health, in order to cope with his work efficiently and on time.
- You need to understand what motivates a person to look for work. It should be taken only if he really wants to work on these conditions, positions and in a particular company. If these are only temporary measures due to the fact that there are no other options, then it is better not to waste time on such a candidate.
- It should be understood whether a person will fit into the overall picture of the company, whether he can become a part of it, fit into the team.
- The tendencies and character of the candidate. Bad habits, lies, cunning. All this must be taken into account, because at one fine moment an employee can simply "merge" important information to a competing company.
Ideally, a person should be hired only when he meets all four points. To implement this approach, it is necessary to offer people possible situations. He, in turn, must describe his actions in them.
Stress interview
Recruiting staff is a difficult task, because even the best techniques do not always work. When modeling situations, many can say "as it should," rather than how they would have done in real life. And who said recruitment is easy?
In such cases, a shock interview is useful, which helps to understand the truth. The most striking example: the representative of the employer is late for a meeting and at the same time behaves rudely, rude, humiliating a person.Sometimes, for greater persuasiveness, additional conditions are created: a bright light in the eyes, an uncomfortable chair, or even an unjustified splashing of water into a person’s face. Another possible option: a job applicant is planted in the center, and several people sitting around him ask him questions. Topics are not only professional, but also personal. Not everyone may want to work in such a company after a shock interview. However, in the selection of personnel for certain positions (cashiers, security guards), such a check will be appropriate.
Brainteaser Interview
Types of recruitment differ depending on the employee in which area they are directed. Brainteaser interviews are used when taking people to creative professions. The purpose of this test: to identify the creativity and analytical thinking of the candidate.
The questions that are asked during the audit are divided into 3 groups:
- Brain teaser.
- Unanswered tasks.
- Tasks with an original solution.
All this allows us to determine how creative a person is, how he can find a way out of different situations.
360 degree method
One of the most effective recruitment technologies is the 360 degree method. It is used by many companies of international level. The uniqueness of this approach is that the candidate is evaluated not only by the employer, but also by his future colleagues, as well as clients. The rules here are always different, because the company itself sets them. Sometimes the future employee can choose his appraisers, sometimes they are appointed. Each of the evaluators fills out a questionnaire consisting of approximately 30 questions regarding the professional qualities of the candidate. Moreover, it is not enough just to give an answer; it must be supported by facts.
It is this method that gives the most accurate assessment, because each person behaves differently with the boss, colleagues and clients. But this system is not always convenient to use. It is not at all suitable for companies with an authoritarian management style.
Group Assessment Method
The recruitment process is not easy, it requires a competent approach and the ability to change the working methodology on time, if circumstances so require. In Russia, this technology is becoming more popular. It consists of 3 stages:
- At the first stage, candidates are explained how important the position is, what requirements will be presented. The emphasis is on the fact that both management and the person themselves must be sure of the right choice. At this stage, approximately 40% of applicants are screened out, half of whom consider it below their dignity to prove professional skills, and the second half is simply afraid not to cope.
- The remaining candidates are asked to talk about how a person holding a vacant position should. After that, sensitive questions are asked that force a person to open up. At this stage, the manner of holding on, speaking, the ability to present oneself is studied.
- People are divided into several teams. Each of them must prove something else. At the last stage, attention is paid to how a person can think analytically, defend his point of view, work in a team and in a stressful situation.
The process itself takes several hours. As a result, a small number of applicants remain, from whom the best is chosen. This method does not allow us to assess how much the candidate will fit into the ideology of the company, its corporate culture, etc. That is why almost all the remaining are expected to be interviewed individually.
Aggressive Techniques
We already realized that recruitment is primarily a variety of techniques. One of the most radical, which we mentioned at the very beginning, concerns aggressive influence. Such methods can be used not only in relation to new employees, but also in relation to long-established ones. There are many variations of the aggressive technique. One of them is the hiring of several employees who, during the probationary period, receive one salary for all. It is like a shootout game.As a result, the company receives the most stress-resistant and combat employee. However, there are many shortcomings. What are the professional and communication qualities, the ability to work in a team, communication with clients, etc. Among the employees, you can arrange a competition for an vacant leadership position. However, will the team be able to rally after this again?
We figured out that recruitment is a rather interesting activity for those who are engaged in it. Applicants for the position should be stocked with patience, creativity and endurance to go through all the trials that a potential boss has prepared for him.