After talking with some representatives of the heroic profession ' recruiter ', I decided to make a rating tools that are used in the selection process. The positions of the rating assigned in ascending order of frequency of use of a tool. At one place - the most frequently used ' devices '.
This is the most accessible and, by an erroneous view of some employers, cheap tool selection. It was the head recruiter needs to understand how to lure the ' quality ' is not a candidate for a higher salary. In addition, it is clear head allows the practitioner to figure out how to process with minimal support, and a small budget to close the job quickly and efficiently.
Second, the most common tool ( even a couple!). The logic of the majority of managers are often very simple - that's on the computer and ' windose ' shelled out the path and use. Well this is the technological support of the process - plaque with the names of files or Dad.
They have quite a lot and they are quite popular among job seekers. Access to most of them are free (or shareware ). In addition, most of these sites are equipped with search and filtering of information, which greatly facilitates (and consequently accelerates ) the work of a specialist recruitment.
Do not believe the talk that cell phones cause brain cancer! . Despite the fact that phone bills are relatively large recruiters, employers still go to these costs, perceiving them as inevitable.
Unfortunately, few of the representatives of the vast army of domestic recruiters have at their disposal the tools to test the candidate 's suitability to work in a particular company. So you have to include a ' sixth sense ', which, unfortunately, some of the ' hardened ' candidates successfully cheat.
For a number of positions - this is one of the most suitable ways of advertising vacancies. It is relatively inexpensive and extensive target audience. Thus, this type of advertising jobs do not require additional efforts and investments - and all of the text sent. The biggest disadvantage is that the media is gradually dying out, giving way to the Internet.
If the job is complex and requires a specialist particularly, delegate the task of recruiting agency. There are such services are quite expensive, so use them only when all other options - no options.
It is all there, but in a number of sources of candidates, he stands on one of the last positions. One reason - the inability of the site to perform the function of attracting candidates and the formation of these personnel reserve.
It is paradoxical but true - many have an account with at least one social network, but recruiters are almost never use them as a valuable source of information! .
In our country, claiming the transition to the European level of the whole - from the outlet to the price - few who use specialized systems for search, selection, retention and adaptation. In the best case, the recruiter is an electronic database, which is absolutely not helping in the work, performing the role of primitive storage. Some companies have ' their ' development - almost always raw, because IT-department does not make it to the list of priorities. Happy owners of software for recruiting - a large international and Ukrainian companies.
What I missed, or what's wrong?.
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