Each organization is faced with the question of creating a unified personnel selection system. This is necessary for the systematization of work since only a well-thought-out system of search, admission and adaptation of personnel can achieve an effective result in this area, which is especially important since it is employees who are responsible for the results of the organization’s activities.
Consider the main stages of the personnel selection system:
1. Identifying the need for staff. It is necessary to accurately determine the functionality, volume and intensity of work, based on this, to identify the required number of employees. After that, positions are determined in accordance with the staffing table. For each position, it is important to define professional skills, knowledge and personal qualities in order to clearly understand which employee needs to be found.
2. Opening a vacancy.
After agreeing on the vacancy with all interested services of the organization, the initial stage of the search for candidates begins.
There are many search options:
– work with personnel services (there are free employment agencies, for example, the state employment service – Labor Exchange, and there are those that charge a fee for a selected employee in the amount of 1 salary to 10% of the annual salary ),
– placement of vacancies in specialized universities for the selection of young specialists without experience,
– placement of advertisements in print and other media,
– placement of vacancies on sites on the Internet, most of them are paid sites, but sometimes you can find good sites where you can post vacancies for free,
– view resumes posted on specialized job sites on the Internet.
3. Preliminary interview.
After selecting the most suitable resume in terms of parameters, it is advisable to conduct a telephone interview, in which to briefly talk about the vacancy and get to know a potential employee (find out the current employment situation, expected income level and other features). A telephone interview allows you to determine whether a candidate is really interested in this vacancy and whether he can apply for it.
4. Interview.
In order for people who come to the company to have a positive opinion about the organization, it is important to meet a candidate, offer to take off their outerwear, that is, create some kind of minimum comfort conditions. The interview itself should be structured: acquaintance, a short story about the position, questions to the candidate, answers to questions about the company and the position, completion (indicate the exact time when the decision will be announced and in what form). Questions to the candidate should be recorded on a single form, which the interviewer fills out during the interview, so it will be easier to determine the most suitable employee.
5. Onboarding a new employee.
After recruiting and recruiting the staff, the employee needs time to adapt, one of the most suitable options here is mentoring. In such a situation, it is easier for a person to join the team, to understand interpersonal relationships in the company, internal standards and norms of behavior. It is good if, in addition to mentoring the employee, introductory training is provided on the history and structure of the company, direct responsibilities.
The main indicators of the quality of recruitment are the effectiveness of new employees and employee turnover in the organization. It doesn’t matter if it is an experienced worker or a student looking for his first job. The formed personnel selection system allows you to create certain filters for the selection of really suitable people, and a competently conducted interview and adaptation course reduces the percentage of staff turnover.
