14.12.2013 18:01
Well-known online shoe retailer Zappos uses a recruiting tool called Zappos Family Core Values Interview Assessment. While the values of this company are probably different from those of other organizations, it is still worth paying attention to the tips below. They can be useful to many. But first, let's briefly describe the recruiting process itself, adopted at Zappos.
How many interviews are there?
A qualified candidate will have to go through a three-step recruitment process: screening by phone, a technical phone interview, and a two-step interview with the company itself. These assessments allow the recruiter and HR manager to gain absolute confidence that the candidate has the skills to get the job done and fit into the corporate culture. Both aspects are important. How does Zappos verify these matches?
Screening by phone
Duration: from 30 to 45 minutes
Conducted by a recruiter
The main goal: checking for compliance with the core values of the company, as well as discussion necessary conditions: specifics of work, career goals, wage requirements, readiness to move.
Additional purpose: Has the applicant prepared for the interview?
- Does the applicant have an idea of what it is like to work at Zappos?
- Does the applicant want to work for Zappos or just needs a job?
Technical phone interview
Duration: 30 to 45 minutes
Conducted by the HR manager
The main goal: assessing the technical skills of the candidate, conducting an initial check on how the person matches corporate culture and the team.
Next step: Onsite interview
If the applicant is screened by phone (and, in some cases, a Skype interview with the department director and / or other HR managers), then the recruiter will schedule an in-office interview, which includes the following steps:
Tour of the Zappos offices
It is conducted by a recruiter or one of the members of the HR team. The field trip is an opportunity for the candidate to gain an understanding of the physical environment, get in touch with the culture and learn about the history of Zappos, including the current organizational structure of the company. For the recruiters themselves, this is a chance to gauge the applicants' reaction to what they see. Zappos is not for everyone. Therefore, recruiters pay serious attention to the types of questions that the applicant asks during the tour. Does he show a genuine interest in what he sees? Or are all questions tied to his "I"?
Assessment of basic skills
The recruiter checks the existing skills for compliance with the vacant position and curriculum call center, which all new employees must go through: typing, grammar and basic computer literacy.
Technical interview
Duration: from 30 to 45 minutes
Conducted by the HR manager, sometimes up to 6-8 other team members take part in it.
Both one-on-one format and group interviews are possible. The main purpose of these meetings is to conduct an in-depth assessment of the applicant's technical skills. Depending on the position, the candidate may also meet with stakeholders in all departments.
Lunch with the team
In order for candidates to take some rest from the interview and feel a little more comfortable, informal conversations are often arranged in the company. This gives the team a chance to see how the person fits the group in terms of corporate culture, as well as an opportunity for the HR manager to make sure that the candidate can communicate with their peers outside of work.
Interview for compliance with company values
Duration: from 45 to 60 minutes
the main goal: make sure the candidate understands the culture of the company and has specific examples of how to implement your qualities in the company.
The candidacy must be agreed with all the people with whom the person was interviewed. If all team members and the recruiter support her, then any doubts that may arise and further negatively affect the teams are minimized.
How does Zappos.com apply core value assessment?
This is not a pass / fail system
Recruiters check general compliance with the Zappos culture, but in this case there are no strict conditions for passing the assessment or rating. The basic idea is that the candidate must show their willingness and willingness to join Zappos and participate in its activities, which are culturally driven and natural in accordance with the company's values. People can have fun in different ways. For example, someone might not want to lead solemn event, but he should like the very idea that he is participating in the process.
Assessment process
During the interview for compliance with key values, the recruiter is guided by the Core Values Assessment, which he opens on his laptop and selects 2-5 questions from each of 10 sections that he asks the candidate (various questions correspond to the core values). Candidates' responses are entered in the appropriate fields. Notes are provided to the HR manager along with a resume and recommendations as to how well the candidate fits with the corporate culture. The ideal answer rating is 4; fives are basically impossible because it means there is no room for improvement (5 = strongly agree, 1 = strongly disagree)
Warning signs
An example of a “closing a deal” question: Is the applicant willing to spend time with colleagues outside of work? Zappos blurs the line between work and play, and everyone who works in this family must believe in the concept. This is spelled out in value # 7: "Building a positive team and family spirit." The candidate should be comfortable with the fact that all employees regularly interact with colleagues outside the office and on social media.
How to make sure that the candidate is in line with the corporate culture:
1. Take your time!
Zappos understands that hiring the wrong person can be disastrous for a company, especially if that person is at the stage where the next decision is made about who to hire. Employees who do not fit the corporate culture "poison" the organization. Those who don’t believe in the vision of your company or the value of the work that other employees do can spread negativity on its own, and it is almost impossible to deal with it. Therefore, you should not rush to find the right person.
2. Have open house days
When a candidate comes for an interview with the company, walk him around the office. A short excursion will allow him to see the work environment at close range and make an individual decision as to whether he can work in such an environment.
3. Check your readiness for an interview
Ask questions that test how well the person knows your company. Does he know anything about her history, mission, successes, problems, etc.? If a candidate is delighted with the prospects of work in your company and knows about them, then this is a guarantee that he is not just looking for a job, but is thinking about career and professional opportunities.
4. Make recruiting a team work
If the entire team approves of the applicant, the failure to hire a new employee becomes incredible. Genuine faith in the new person will be transmitted to the entire team, and to some extent will help set everyone up for success.
The recruiting team should request feedback from everyone who interacts with the candidate, up to the drivers of corporate buses, administrators. It must be ensured that all opinions regarding the applicant were consistent.
5. The candidate's decision should be your decision
Be open and honest about what you expect, the work environment, and any potential positional issues (distractions, new systems, etc.). For example, Zappos doesn't have much planning flexibility, so it shouldn't come as a surprise when the new employee almost from the first day he starts training. It should also come as no surprise that working conditions at Zappos are hectic.
6. Learn about obstacles
The sooner you know about any obstacle, the less time and resources you will spend continuing the hiring process. The three biggest barriers to hiring at Zappos are: the applicant does not want to move, interact with colleagues in his spare time, and is not satisfied with compensation (bonus structure). All this needs to be discussed at the initial stage, during a telephone interview, at least in general terms.
7. Ready-made questions = ready-made answers
Make sure the questions you ask force the candidate to share real-life examples of their past behavior. This technique is known as behavioral interviewing, but Zappos applies it to core values. The company has developed a unique pool of questions that candidates have not heard before, in addition to more standard questions. These questions help distinguish people who just know how to say the "right" things from those who have demonstrated behavior that aligns with the core values of the company.
8. Make sure the candidate understands the values
Does the candidate understand the importance of company values? Does he have ideas for improving productivity and developing culture, does he have a desire to implement ideas? If you want your company to continue to grow, you need people who are willing to level up. Zappos believes that core values should influence every decision a company makes, so it's important to make the best use of the ideas people bring up.
9. Be open
Employees will interpret core values in different ways. And each will manifest them in different ways and to different degrees. Everyone must be adapted to the different levels of energy, humor, humility, spontaneity, etc. that everyone else has. Responsiveness and openness are key. Don't expect everyone to be a comedian, but look for individuals who are open to interactions within the team and across departments and who are able to communicate interesting characteristics about the job and the company.
10. Culture is essential, technical skills optional
There are many positions at Zappos that people are hired for based on their personality. Technical requirements minimized because people can learn skills on the fly. Nothing can be done with candidates who are not culturally appropriate to “fix” the situation. Of course, many positions require technical skills, but it is equally important that the applicant is suitable for the company in terms of corporate culture.
Translation: Inga Hummi
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A selection of online services to automate the search, selection and evaluation of candidates for a vacancy to help recruiters and recruiters.
HeadHunter "Talent Assessment"
Online service combining staff recruitment and appraisal. A joint project HeadHunter and CEB SHL Talent Measurement Solutions. New system conceived for employers as a quick way to identify candidates' abilities and competencies online.
The service contains three tools that help to identify the analytical skills of a future employee and the degree of development of his business competencies:
Verbal ability test
Assessment of the ability to logically analyze text information, the ability to learn and comprehend new things.
Questionnaire for identifying universal competencies
Determination of the aptitudes, character traits and attitudes of the applicant in connection with work situations. Which business qualities will work without the efforts of the applicant on themselves, and which will require tangible investments from him.
Numeric ability test
Assessment of the ability to analyze numerical information, the ability to learn and comprehend new things.
How the "Personnel Assessment" service works:
The company sends an invitation to the applicant to undergo testing through HeadHunter.
- The applicant receives an invitation letter to pass the assessment.
- Applicants undergo an assessment of their abilities in a limited time
- The HR manager is notified of the completion of testing and can immediately view the results. You can compare the results of several applicants and choose the most suitable one.
Mirapolis Recruit
Mirapolis Recruit is an efficient, simple and easy-to-use system for automating all stages of the recruitment process. You only need a web browser to use the system.
The system is equally effective for private recruiters, recruiting agencies and corporate recruiting departments.
Task: Recruitment
Pick up quickly necessary for the company specialist
Control all stages of employee selection
Establish remote communication with the customer
Create a unified database of candidates and vacancies
Automate search on recruiting sites, posting vacancies and collecting responses
Mirapolis Recruit allows
Automate all routine picking operations
Work with a single database of candidates and vacancies
Receive reports, analyze the selection process, improve its efficiency
Provide convenient work with vacancy customers
Result
Pick-up speed increase by at least 20%
Simplifying customer interactions and increasing customer loyalty
Systematization, increasing the efficiency and transparency of the selection process
Simple construction of analytical reporting
FriendWork Recruiter
An online recruiting automation service allows you to add a resume from work sites, social networks and mail to the database in one click. In this case, all information on the applicant will be presented in a single convenient format.
Recruiters quickly find the right candidates for various parameters in the service - separately for skills, desired position, work experience, education, and so on. This way, you don't waste time looking at job seekers who are known to be unsuitable. Immediately see full story interaction with the candidate.
Instant resume import
Use the Magic Button to instantly add duplicate-free resume to the service from popular work sites and social networks. And also import the files Microsoft Word, PDF and submissions from your own career site.
Everything you need for effective work in one service
Your single database of candidates, collected from different sources and flexible search within it for any parameters. Full integration with mail and calendars. All actions on the candidate are saved in the event feed.
Smart analytics
Smart and convenient analytics on the work done in the form of clear diagrams - from the funnel of candidates to the effectiveness of recruiting sources. Track any data, we will customize FriendWork Recruiter for you.
It saves resumes from different sources and correspondence with candidates in a single database, provides clear statistics on the effectiveness of recruiting resources and recruiters themselves, makes it easier for HRs to work together on vacancies, and quickly finds candidates' profiles on social networks.
Huntflow
Service for effective selection. Complete feature set for recruiter and HR director
Huntflow helps to speed up and automate the entire daily routine of recruiters: from adding CVs to the database and sending letters to candidates, to creating an offer and collecting statistics on the work of the recruiting department. In the service, you can add an interview to the calendar for yourself and the candidate, set up automatic follow-ups and even monitor compliance with the requirements of the law on personal data (152 FZ), which all recruiters must follow. The interface is simple and intuitive, and if questions do arise, the caring support service will help you to sort them out.
Huntflow service functions:
Saving resumes from different sources
Huntflow has Magic Button, a browser extension that saves candidates' resumes from job sites, sites for programmers and designers, and from social networks.
Duplicate recognition
Hanftlow automatically recognizes duplicate resumes, even if the name is in transliteration.
Pick-up funnel setup
Huntflow allows you to customize the funnel in full accordance with the process of recruiting candidates for different vacancies: The recruiter can add any number of stages and arrange them in the desired order.
Multi-vacancy
If the customer needs candidates for several vacancies with a common upper part of the funnel, the recruiter does not need to create the same vacancies - you can connect additional function"Multivacancy".
Posting vacancies and collecting responses on Super Job, Headhunter and My Circle
Recruiters can post jobs directly from the Huntflow, without going to sites and filling out the same fields over and over again. And all responses from candidates will be saved separately and will be included in the database.
Candidate history
All comments, status changes and notes are saved in the candidate's card, so it is easy to continue communication with him even after several years.
Integration with mail
Huntflow can be synchronized with an email client - then all correspondence with the candidate will be displayed in his card, and letters will be sent on behalf of the recruiter.
Calendar sync
A recruiter can connect his work calendar to Huntflow - then interviews will be automatically added to it. And the interviewees will receive an invitation by mail - a vacancy and a file with a resume will automatically be attached to it, so they do not have to be sent out manually.
Caller ID Recognition
Huntflow has an iOS application that shows the name of the caller right on the phone screen if it is saved in the database as a candidate or client.
Smart follow-up
If the candidate did not respond to the first letter, the recruiter can set up automatic follow-ups - sending several more letters. According to statistics, follow-ups increase conversion from emails by 25%.
Automatic creation of branded offers
Additionally, you can connect the branding of the offer and add any fields with the conditions that are required: from the size of the salary to the format of work.
Section "Picture of the Day"
Thanks to this function, the customer always sees the complete picture of the selection and knows how busy a certain recruiter is or how many vacancies are currently open in the required department.
Formation of reports
There are several types of reports in Huntflow: work by vacancies, summary report on vacancies, recruitment efficiency, visualization of the recruitment funnel, sources and refusals, statistics on the reasons for refusals.
Mail statistics
After synchronizing work mail with Huntflow, the recruiter gains access to the complete statistics of sent emails and can track the conversion and the percentage of emails opened.
Personal data module
Huntflow allows you to send a candidate a request for the processing of personal data from work mail, so consent will be obtained without the participation of an intermediary.
Integration with telephony and SMS
Huntflow API
Huntflow has its own API that allows you to set up integration with most of the company's internal services and messengers: SAP, intranet, Slack and even Telegram.
There is a free demo access for 7 days.
Keepteam
Keepteam is an online service for managing and recruiting personnel, quickly filling out the necessary personnel documents, approval of vacations, work schedules, as well as inventory accounting and other tasks.
Online service for solving daily HR tasks and automating personnel processes - recruiting personnel, accounting for absences, monitoring KPIs and much more.
Keepteam features:
Storage of work and personal information about employees.
Company events feed.
Job vacancies and applicants management.
Automatic collection of responses and data import from work sites.
Recruitment funnel.
Vacation and other absences schedule.
Constructor of reports and dashboards.
Accounting for the issued inventory.
Skills and goals (KPI) for employees.
Storage of copies of documents and applications.
Setting up access rights.
Collaboration and HR self-service tools.
The service automates routine personnel processes and saves employees time for solving significant tasks.
Staff recruitment
Everything you need to automate the recruitment of a company. Automatically download all job applications and add candidate information and resume to your resume using a browser add-on. Build a recruiting funnel to get a glimpse of job progress at a glance. Have at hand the entire history of interactions with the applicant - correspondence, changes in review statuses and discussion of the candidate with colleagues.
With the Google Chrome extension, you can add candidates from sites such as hh.ru, superjob.ru, job.ru to your Keepteam account in one click. The fields with information about the applicant will be filled in automatically based on the data specified in his resume.
Collecting responses from hh.ru
Now HR does not need to control several services at the same time. You can collect responses from hh.ru directly to the database of applicants. Add to Keepteam a link to a specific vacancy from the job-site - the cards of the responded candidates will be automatically filled with data from hh.ru and saved in your database.
Unified information base of the company
Save HR information, accumulate and analyze your experience. Full working and personal information about employees, organizational structure companies, a single database of documents - now personnel information is securely stored and always at hand. To analyze the experience of working with employees, look at the history of changes in salary, position and skills.
Accounting for employee absences
A simple way to prevent key employees from being absent at the same time. The absence schedule makes it easy to make decisions when agreeing or scheduling vacations. In the diagram, you can see the intersection of not only vacations, but also planned business trips and unclosed sick leave. You can add your own absence types or use the built-in set.
Company events feed
An easy way to keep your team updated on all company news. Notifications about birthdays, vacation applications, news on the selection of candidates for vacancies, messages about those who leave or return from vacation - all this information automatically appears in the feed. To see only relevant events for you, use the filters of the feed.
File storage
Reporting
Keepteam manual
Tariff plans differ in the number of employees and services
GoRecruit
An effective recruiting executive assistant who analyzes candidates' social media data, evaluates them and selects the most suitable candidates. Grade. Comparison of job seekers. Open access to vacancies.
Invite a candidate
Do you already have several applicants for the vacant position?
Send them an invitation in a convenient way(Email, SMS, QR code).
Rate a candidate
The applicant accepts the invitation, the system analyzes the profiles of the candidate in social networks, information on the availability of enforcement proceedings and issues an impartial opinion.
Compare candidates and choose the best
GoRecruit compares candidates. All that remains is to invite the specialists who have received the highest ratings for an interview.
When evaluating and comparing candidates for vacant positions, the GoRecruit expert system compares the personal and psychophysiological qualities of the candidate with those of the best specialists. But you need to understand that the system did not arise out of nowhere, it is based on a mathematical model, the calculations of which were based on research data conducted by our recruiters and psychologists for 8 years.
The system analyzes data on social networks, and also checks whether enforcement proceedings have been initiated against candidates. Each applicant is assigned a certain number of points - you can only invite those who have received the most points for an interview.
This will save you a significant amount of time. And money - the base cost of evaluating one candidate in the GoRecruit system is only 200 rubles.
Tariffs differ in the number of candidate evaluations carried out.
PROACTION - ONLINE PERSONNEL ASSESSMENT SERVICE
Service of modern testing of personnel:
- Simple and user-friendly interface.
- All statistics and information about the personnel is stored in your personal account.
- Sending tests to candidates by mail in 2 clicks.
— Automatic system assessments, comparison with the norms.
- Available from mobile devices.
- Ready tests, methods and cases.
- Tests for popular occupations are developed by personnel assessment experts.
- Constructor for creating test suites.
- Adapted for professional activities.
- They take into account the Russian mentality.
The service DOES THE WORK FOR YOU:
Assess the person before the interview
PROACTION is a "filter" for new employees. Correct testing BEFORE interviewing candidates will save up to 40% of your time
Check any department
Do you want to know the level of professional skills of employees? Test, get answers and find knowledge gaps
Test after probation
Helps to form an objective and unbiased opinion about the employee
Check knowledge of the company, regulations and standards, products and services
Identify talents and promising employees
With the help of a comprehensive online assessment, it is easy to identify bright, performance-driven employees.
Team
A team is an online service for recruiting and evaluating personnel. It suits companies of all sizes and makes life easier for anyone recruiting.
A web application with an intuitive interface, modern design and convenient functionality that is accessible from any device.
- Organization of the HR department of the company.
- Unified database of candidates.
- Selection flow management.
- Integration with the main job sites: hh.ru, superJob, LinkedIn.
- Extension for browser and search in social networks.
- Built-in different methods of assessing employees.
- Accounting for attestations and assessments.
Finassessment service
Finassessment is a multifunctional platform for a comprehensive assessment of professional skills financial professionals... It can be used for effective search and selection of candidates for vacancies. 
Finassessment tools and capabilities
For HR, HRD, T&D:
Online tests for assessing hard and soft skills - checking the professional skills and personal qualities of specialists.
Analytics and recommendations based on testing results. Visual demonstration of the level of knowledge of individual specialists and tips for further actions. It is possible to compare test results by group.
For recruiters and agencies:
Database of resumes of proven specialists with proven skills, using service tests.
The ability to post vacancies.
Checking applicants at the interview stage.
Additional features:
Proctoring - passing tests under the full control of service administrators: monitoring the test taker and his computer screen.
Skills Matrix. Selection of tests relevant to the position of a specialist.
Video interviews - communication of the employer with the candidate at a convenient time anywhere. Ability to review interview records.
Candidate CVs - short presentation videos from specialist applicants.
How is Finassessment useful for recruiters and recruiting agencies?
Use the Finassessment functionality to fill vacancies efficiently and quickly, guarantee the professionalism of candidates, and, if necessary, provide a worthy replacement.
What is the peculiarity of evaluating applicants using this service?
First, it is single project on the territory of the CIS, which specializes on the selection and assessment of only financial specialists and managers.
Secondly, tests are created with an emphasis on solving cases and problems, which allows you to accurately determine the level of development of a particular skill.
But testing is only a small part of the service's functionality. The task of the project team is to create a platform for HR, T&D, recruiters and recruiting agencies where you can comfortably search, interview and evaluate financial specialists.
Optimizing search and hiring speed
Selection of candidates
The functionality of the service allows you to find the best financial specialists for clients.
Save time
Reduces the time and cost of filling vacancies, thanks to a finer selection of candidates using the skills matrix.
Guaranteed professionalism of candidates
Testing candidates' skills
Helps to check and objectively assess the professional skills of candidates using specialized tests for the relevant skills.
Personnel replacement
If the candidate does not fit, you can find a worthy replacement in the resume database of specialists with proven skills from Finassessment.
Webinar for recruiters about the platform:
How can HR assess the hard skills of financiers and top managers using Finassessment?
Persia helps to organize the work of the recruiting team and make it more efficient.
A single database of candidates, import of resumes from different sources, convenient search, history of work with candidates and much more.
Tariff plans differ in the number of users and the number of resumes that can be uploaded to the database during the month. The total volume of the candidate base for all plans is not limited.
After registration, you will get full-functional access for 30 days free of charge in accordance with the "Standard" tariff plan (trial period).
After the end of the trial period, it will automatically be turned on. tariff plan"Free" (1 user - 100 resumes per month).
AmazingHiring
Amazing Hiring is a service that accelerates the search for candidates for jobs in the IT field. It is both a web service and a browser extension for recruiters. At the same time, the extension is able to work on GitHub, LinkedIn and "My Circle".
What are the main benefits of Amazing Hiring?
The value of the product is that it reduces labor costs for finding, evaluating and organizing data about candidates. Allows you to find the best candidates in the market.
Collects publicly available information about candidates from 50+ sources and combines them into single profiles.
Combining profiles. The service is able to link all the accounts of a person in its system for a more complete picture of him.
Automatically evaluates candidates' skills. The service is able to give its own marks to candidates, based on their skills and rating. The service is best looking for developers, UI / UX designers, QA, architects, PMs and other IT specialists.
The system searches in Russia, Ukraine, Belarus and the USA. The rest of the countries are in the process of full coverage, but candidates can already be found all over the world.
AmazingHiring simultaneously searches for candidates across multiple sources on the Internet, automatically evaluates their qualifications and selects candidates who are most likely to suit you.
Helps Recruiters find IT professionals who are not actively looking for work. The service aggregates data from more than 80 sources, including Facebook, LinkedIn, My Circle, GitHub, Stack Overflow and Habrahabr. As a result of scoring, an HR specialist receives a selection of the most relevant candidates who can be invited for an interview.
50+ sources of information about people on the Internet, including social media and professional sites for developers and designers: Github, Stackoverflow, Dribbble and others.
RECRUITING MANAGEMENT
A complete set of tools for effective selection and objective assessment of candidates.
The system does not require installation on work computers. It is enough to create a company profile, and your employees will have access to the on-line system, where you can create applications, set tasks for recruiters, schedule interviews, form your candidate base, use vacancy and letter templates, and even evaluate and compare candidates.
Thanks to cloud technologies, all this can be done from anywhere in the world, track the selection while traveling and work with remote employees.
The personnel selection process incorporated in the system, based on modern world standards, will not allow missing important stages and damage the company's reputation. Now you can be sure that in your company the personnel selection will be carried out using the most up-to-date methods of personnel search and assessment.
BASE OF CANDIDATES
Import from job sites.
Quick search in the base.
Preservation of the entire history.
LIBRARY OF TEMPLATES
Famous job profiles.
"Selling" vacancy texts.
Email templates that improve the company's HR brand.
EVALUATION AND COMPARISON OF CANDIDATES
Expert questions on competencies.
Interview sheets.
Rating of candidates.
REPORTING AND ANALYTICS
Timing, funnels and KPIs of recruiters.
Long-term analytics about employees.
Estimation of salaries and terms.
INTEGRATION WITH MAIL AND CALENDARS
Convenient planner.
Email alerts.
Sending letters "with one click".
CONVENIENT DATA STORAGE
Convenience of work and payment.
Fast template update.
Access from anywhere in the world.
A unique database of competency questions that every recruiter dreams of
The HRP system contains a library expert questions specially designed to assess competencies during interviews. It is enough to select the competencies to be assessed, and the system will create a questionnaire for you. During the interview, select answers from the sheet that are similar to the candidate's answers, and the system will calculate how much the candidate has developed each competence.
Evaluation of candidates' competencies will no longer be subjective, and you will not be blamed for using tests or outdated questions.
Organization of HR processes.
You can create recruitment requests, assign tasks to recruiters, schedule interviews, build your candidate base, use vacancy and letter templates, and evaluate and compare candidates. The HRP system contains a library of expert questions specifically designed to assess competencies during interviews. It is enough to select the competencies for assessment, and the system will create a questionnaire for you. Terms, funnels and KPIs of recruiters.
Long-term analytics about employees. Estimation of salaries and terms.
Trial version for 1 week.
Staffim
Recruiting web application. Online control of recruiting agencies. The notification center displays information about received letters, informs about interviews, new comments and tasks. Discussion of candidates with colleagues through the program or in simple email correspondence. social networks Mass selection
Recruitment agencies
Monitor the work of your partners - recruiting agencies online.
Receive candidates from agencies directly to the vacancy online and discuss them together.
Doubles
The application will automatically detect duplicates when a new candidate is entered.
If the candidate is added to the vacancy by a recruiting agency, the application performs an online check for duplicates in the company database.
Shared calendars
Shared calendars allow you to schedule interviews and alert your colleagues and recruiting partners about upcoming events. Moreover, your partners will see only when you are busy, without details about the events themselves.
Alerts
The notification center displays information about received letters, informs about interviews, new comments and tasks.
You are always up to date!
Smart analytics
Clear and understandable graphs will help you analyze your activity.
Graphs can be immediately printed, inserted into a presentation, or sent to colleagues.
Work sites
With one click, import candidates' resumes from job sites directly to the desired vacancy.
Job applications posted on work sites will automatically be included in the program.
Feedback from colleagues
Discuss candidates with colleagues through the program or in simple email correspondence.
All incoming / outgoing emails from colleagues will be saved in the program.
Familiar calendar
The built-in diary integrates with any popular calendar: Google Calendar, Outlook, etc .;
Continue using your usual calendar - all events from the program will be imported directly into it.
Storing history
Staffim stores all your recruiting activity: it remembers all vacancies and each candidate: all correspondence, comments and interviews with him.
Convenient labels allow you to classify candidates.
Correspondence with candidates
Receive email from candidates directly to the program.
Email candidates using easy-to-use, customizable templates.
Keep all the history of correspondence with candidates in one place.
Privacy of information
For each vacancy, a team of “Vacancy Participants” is formed.
Only they have access to information on the vacancy, while maintaining the privacy of all entered data.
Mobility
Going for an interview? Review the candidate's resume on your phone / tablet.
Need to reschedule your interview while out of the office? The candidate's number is quickly found on your smartphone.
Mass selection
Schedule group interviews, do massive email newsletters candidates. Leave tags for a group of candidates.
Stylish design
Bright and stylish! All working day Staffim will give you good mood with their adorable screens.
PERSONIUM
Personium offers a solution to automate the recruitment process. Resume accounting and search, translation of candidates by interview status, analytics.
The ability to customize the system for your requirements and integration with a corporate website and 1C.
Uses all the sources and capabilities of the organization to collect data from candidates in a single database, in a single format. Increased accuracy in the selection of candidates.
The appearance on the website of your company of a compact block that allows applicants to proceed to filling out the questionnaire in two clicks. Form constructor.
With Jobsstaff you can:
Increase the number of real completed applications from applicants.
Use a special application code or compact block to direct visitors to your company's website, social media pages and employment sites to fill out questionnaires.
Automatically collect all applications in a single, systematized, convenient database, instead of manually processing questionnaires from different sources.
Produce quickly comparative analysis data presented very clearly.
Include several experts and managers in the lead selection process.
Create an unlimited number of questionnaires for any purpose and any field of activity, using ready-made templates or creating your own
Zoho recruit
Zoho Recruit is an online service for complete job tracking. This is an all-in-one solution for a recruiting agency. The tool has many features that make the day-to-day picking process faster and easier.
Zoho Recruit is not just a separate system, it has built-in elements of CRM, mailer, calendar and others.
The representative is not assembled in Russia, but supports the Russian language.
Key features of Zoho Recruit:
Job Applicant Tracking.
Adding vacancies to multiple job sites.
Customer relationship management (CRM).
Work with Email, including Zoho Mail.
Reports.
Embed code for submitting resume forms.
Syntactic analysis of the summary.
Resume database.
Candidate statuses.
Schedule an interview.
Tracking sources.
Creation of vacancies.
Publication of vacancies.
Import from Zoho CRM.
The job page on the website.
Advanced Search.
Rchili and eGrabber support.
Joint work with documents.
Access control.
Working with SMS messages.
VCV - video interview service
You ask questions in the system, set the response time and send a request to the candidate. The candidate records video responses. After viewing, you invite only the best candidates for interviews.
Pre-selection of personnel and search for talents.
With the help of special questions that meet the requirements and competencies for a specific position, it is possible to assess the professional skills and external data of candidates, compare their answers, analyze how this or that answer is revealed. Watching video interviews potential candidates at any convenient time, the ability to send links to colleagues and hiring managers.
Online video interview recording.
All you need is a camera and a microphone. Instructions for applicants and support.
The video is stored on the VCV server. It can always be reviewed an unlimited number of times.
5 minutes of video interviews save the recruiter up to 60 minutes of interviewing with the wrong candidate.
Standardization of the selection process for the HR team: common questions, common standards for assessing a candidate.
By resending the video interview to the hiring manager, you can get his preliminary approval.
No need to highlight work time for an interview. The candidate writes down, and the recruiter looks at any time.
The VCV service is an online solution that does not require the installation of a program on a computer.
This technology was created to optimize the recruitment process at the stage of talent selection and also allows you to make the entire selection process more efficient, to analyze the HR activities of the company and the profile of candidates.
Lime-prime
The candidate receives an email invitation with a link to a page that sequentially displays your questions.
The candidate, at a convenient time for him, answers the proposed questions, while video is being recorded using a webcam.
Online service Lime-prime allows you to conduct remote interviews with candidates. As a result, you have the opportunity to watch a video recording in which the candidate answers your questions.
How it works
You formulate and enter questions, the answers to which you would like to hear from the candidate, as well as his e-mail.
The candidate receives an email invitation with a link to a page that sequentially displays your questions.
The candidate, at a convenient time for him, answers the proposed questions, while video is being recorded using a webcam.
You will receive an email notification of the recording and a link to the video page.
Advantages:
Saving money
A face-to-face interview is usually the most expensive in terms of money and time. This is especially true when selecting candidates in the regions, since the cost of an interview includes at least tickets and accommodation.
Lime-prime minimizes costs and allows you to increase the percentage of effectiveness of face-to-face meetings due to the preliminary selection of candidates.
Save time
How many candidates can you evaluate in a face-to-face interview per day? Three? Five? And if they are all in different cities or even countries?
Based on the experience of real projects when using Limeprime, we can confidently speak about the possibility of evaluating 15-20 candidates per day.
Convenience
Recording anytime, anywhere Neither you nor the Candidate are tied to a specific time and place of the interview. Recording and viewing is possible at lunchtime in the Internet cafe and in the evening at home.
Brainstorming and decision making
Your colleagues can also participate in assessing each candidate and making a decision. Everyone who has access to the database has the ability to rate and leave comments.
Evidence base for the decision
You always have the opportunity to substantiate your decision on a candidate by providing a video recording of the interview with your comments and assessment of each fragment.
Skillaz
Submit an application to connect to the next generation digital interview technology
1. Vacancy
Create a job on Skillaz or import an existing one with Headhunter.
The vacancy should reflect the very best that your company can offer to the candidate, your chance of finding a Star seriously depends on this. Skillaz specialists will help you with the correct description.
2. Questions
Come up with questions that you want to ask the candidate in a short online interview, or choose from a catalog of ready-made ones. Try to choose questions to which the candidate must give succinct and specific answers. Try surprising the candidate with an unexpected stressful question to gauge their reaction.
3. Invitations
Send your candidates an invitation to pass an online interview in a convenient way, or share a link to the invitation on social networks and get additional candidates.
The invitation should come to the candidate from a source that he understands: this will significantly increase the conversion of excellent candidates in the video interview.
4. Viewing the interview
View and evaluate candidate interviews at any time convenient for you.
Share the video with your colleagues, rate the candidate with the whole team.
Create a job on Skillaz or import an existing one with Headhunter. Come up with questions that you want to ask the candidate in a short online interview, or choose from a catalog of ready-made ones. Send your candidates an invitation to pass an online interview in a convenient way, or share a link to the invitation on social networks and get additional candidates.
Pre-Interview
HR recruiting program by video survey of applicants, designed specifically for managers and HR specialists.
This is an HR-system for asynchronous video survey of candidates, designed specifically for HR departments, HR specialists, top managers and company executives.
For example, have you thought about how much time you spend on letters, calls and interviews to find employees for any of your vacancies? How often have you found yourself in a situation when from the very first minute of the interview it is clear that this is not your candidate, but you were forced to continue the interview?
Video recruiting Pre-Interview will help you select the really best candidates for your vacancies in a minimum amount of time. In just a few minutes of watching video interviews recorded by applicants, you get their answers to your questions, rate and send your favorite videos for consideration to colleagues. You invite the best candidates for a face-to-face interview.
Video recruiting. This is an HR-system of asynchronous video-survey of candidates, designed specifically for HR departments, HR specialists, top managers and company executives. Video presentation of the company for candidates. Large database of questions for easy interview creation.
Do you know more online services to automate recruiting, write in the comments.
On the the present stage economic development come to the fore human resources, ahead of financial, material, technological and informational in importance. For the effective use of the human potential of the organization, it is necessary to correctly assess the candidates during the selection. There are many assessment methods and systems to help unleash the potential of a future employee.
As you know, personnel selection consists of several stages:
1. Planning for staffing needs.
2. Assessment of the position.
3. Search.
4. Evaluation of the candidate.
5. Making a decision on hiring.
Of course, without consistently going through all these stages, a high-quality selection of employees cannot take place. However, in this article I would like to pay attention to the assessment of the position and the assessment of the candidate applying for this position.
Position assessment
The assessment of the position is carried out after the data on the organization's staffing needs and, above all, on the responsibilities that will have to be performed within the framework of this position have been received. It should be remembered, however, that job appraisals are not appraisals of the employee holding the job. The sum of the qualities required to perform job duties.
What is the job appraisal for? First, it is necessary for "ordering" wages... Thanks to the principle of internal justice, it is possible to avoid imbalance, the spread of wages within the enterprise. Second, job evaluation helps improve manageability. Each employee begins to understand: in order to receive a higher salary, it is necessary to ensure that the work is appreciated more highly. This can be achieved by expanding job responsibilities, solving more complex problems, by increasing efficiency, that is, taking on new projects and additional responsibilities.
Most job scoring systems (e.g. grading) are based on two main scoring methods - professiogram and competency models.
Recruiting vocabulary... Professiogram is a generalized reference model of a successful specialist in the field.
The professiogram reflects the norms and requirements for the types professional activity and the personal qualities of a specialist.
The following types of professiograms are most often used in organizations.
Complex: the characteristics of labor (social, technological, economic, medical and hygienic) are taken into account; the purpose, subject, method, criterion for evaluating the results, characteristics of the required qualifications, means, conditions, organization, labor intensity, types of hazards, impact on the employee are indicated.
Analytical: reveals not individual characteristics of the components of the profession and professionally important qualities, but generalized normative and morphological indicators of the structure of the profession and the psychological structure of professional activity. The normative and psychological structure of professional activity, as well as the psychological qualities of the employee, differ.
Psychologically oriented: description of the external picture of labor, labor behavior (photograph of the working day, timing, temporal dynamics of production activity, workplace, typical mistakes and others) and the internal picture of labor (personality reactions, its integral formations - orientation, abilities, learning structures and experience, character, temperament, as well as mental states - intellectual, emotional, processes - will, attention, memory, thinking and psychomotor skills) ...
Task-personal: the units of analysis of the profession are modules, and the modules are based on professional tasks, each of which is linked to professional and personal qualities. The composition of a profession module is a combination of a specific task of labor and the subject of labor, conditions, actions, results associated with it, with a number of psychological qualities of a person. The number of basic professional tasks will correspond to the number of modules.
The competency model differs from the professiogram in that in the course of its creation we study a successful employee, and not job description, we highlight a set of competencies (personal qualities and abilities, professional knowledge and skills) that contribute to the successful performance of certain job duties. As a rule, the entire set of identified competencies is subdivided into corporate and individual, which, in turn, can be divided into managerial (or managerial), professional and technological.
Based on the professionally important qualities / competencies identified during the assessment of positions, it is possible to determine the methods, methods and even assessment systems that must be used in the selection of a candidate for the position.
Assessment Center
One of the assessment systems that can be used in personnel selection is the Assessment Center, which involves a comprehensive assessment of an employee's competencies and, therefore, a more attentive attitude to his personal and professional qualities.
This procedure most often includes:
- an interview with an expert, during which data on the knowledge and experience of the candidate is collected;
- psychological, professional tests;
- a short presentation of the participant to experts and other participants;
- a business game (under the supervision of an observer, a group of employees or candidates plays out a business situation according to a prepared scenario);
- biographical questionnaire;
- description of professional achievements;
- individual analysis specific situations (business cases);
- expert observation, based on the results of which recommendations are made for each employee.
This assessment system is very detailed, but also very costly, since a large number of different methods and techniques are used for its implementation, which significantly increases the requirements for the qualifications of the "appraiser". In addition, in order to ensure the objectivity of the assessment, it is necessary that several people participate in the procedure. Therefore, in most companies, this system is used only for the selection of senior employees and management.
Almost all methods of personnel assessment can be divided into quantitative and qualitative.
Quantitative methods
Quantitative methods can be characterized as formalized and massive. Formalization is expressed in the focus on the study of strictly defined analyzed variables, given in advance, and their quantitative measurement. A high level of formalization of quantitative methods is associated with their statistical processing.
The most common quantitative method is the questionnaire survey. In the process of questioning, the candidate for a vacancy is invited to answer in writing the questions presented in the form of a questionnaire - a questionnaire. Due to its ease of use and processing, the questionnaire can be used both separately and in combination with other assessment methods. According to the form, the questions of the questionnaire are divided into open, suggesting a free answer, and closed, the answer to which consists in choosing one (or more) of several statements proposed in the questionnaire.
One of the types of questionnaires used to assess personnel are personality questionnaires - a class of psychodiagnostic techniques designed to determine the severity of certain personality traits in an individual. In form, they are lists of questions, while the subject's answers are presented quantitatively. As a rule, using this method, they diagnose characteristics of character, temperament, interpersonal relationships, motivational and emotional spheres. For this purpose, specific techniques are used. Here are the most popular ones.
Multivariate personality questionnaires designed to describe individual personality characteristics
Cattell Questionnaire (16-PF). The main factors are: the general level of intelligence, the level of development of the imagination, susceptibility to new radicalism, emotional stability, the degree of anxiety, the presence internal stresses, the level of self-control development, the degree of social normalization and organization, openness, isolation, courage, attitude towards people, the degree of dominance - subordination, dependence on the group, dynamism.
MMPI questionnaire... The main scales include: somatization of anxiety, anxiety and depressive tendencies, repression of factors that cause anxiety, implementation emotional tension in direct behavior, the severity of male / female character traits, the rigidity of affect, fixation of anxiety and restrictive behavior, autism, denial of anxiety, hypomanic tendencies, social contacts.
FPI questionnaire... Designed primarily for applied research taking into account the experience of constructing and using such widely known questionnaires as 16-PF, MMPI, FPI, etc. Designed for the diagnosis of mental states and personality traits, which are of paramount importance for the process of social, professional adaptation and regulation of behavior.
Characterological questionnaire of Leonhard... Designed to identify the type of character accentuation, that is, a certain direction of character. Accentuations are considered as an extreme variant of the norm, which is their main difference from psychopathies - pathological personality disorders. The following types of personality accentuation are diagnosed: demonstrative, stuck, pedantic, excitable, hyperthymic, dysthymic, anxious-fearful, affective-exalted, emotive, cyclothymic.
Motivational Trait Questionnaires
Rean's questionnaire... The motivation for achieving success and the motivation for avoiding failure are diagnosed.
Pedantry test. Designed to diagnose the level of pedantry. On the one hand, pedantry is the desire to follow the accepted forms, jealous and stubborn observance of trifles, loss of sight of the essence of the matter. On the other hand, pedantry is also manifested in diligence, responsibility, conscientious attitude to duties, rigor and accuracy, striving for truth.
Mental Wellbeing Questionnaires
The level of neuropsychic adaptation, anxiety, neuropsychic stability, neurotization, social adaptation is assessed.
Methodology for determining stress resistance and social adaptation of Holmes and Rage: Doctors Holmes and Rage (USA) studied the dependence of diseases (including infectious diseases and injuries) on various stressful life events in more than five thousand patients. They came to the conclusion that mental and physical illnesses are usually preceded by certain serious changes in a person's life. Based on their research, they compiled a scale in which each important life event corresponds to a certain number points depending on the degree of its stressfulness.
Methods of express diagnostics of Heck and Hess neurosis: preliminary and generalized diagnosis of the likelihood of neurosis.
Spielberger Reactive and Personal Anxiety Scale: identifying the level of personal and reactive anxiety. Personal anxiety is understood as a stable individual characteristic reflecting the employee's predisposition to anxiety and suggesting that he has a tendency to perceive a fairly wide range of situations as threatening, responding to each of them with a certain reaction.
Self-attitude questionnaires
They study the peculiarities of the employee's attitude to himself.
Personality self-assessment technique (Budassi): the level of self-esteem is determined (overestimated, underestimated or normal).
Stefanson Questionnaire: The advantage of the technique is that when working with it, the subject shows his individuality, real "I", and not "conformity / inconsistency" with statistical norms and the results of other people.
Temperament questionnaires
Eysenck's personality questionnaire: aims to diagnose personality parameters, neuroticism and extraversion / introversion.
Shooting questionnaire: the strength of the processes of excitation, inhibition, and the mobility of nervous processes are diagnosed.
Values questionnaires
They are used to study the value-semantic sphere of the individual.
Rokeach test " Value orientations": the technique is based on direct ranking of the list of values.
Emotional Trait Questionnaires
Burnout Test: the degree of psychological protection in the form of emotional burnout is revealed (this technique is especially relevant for employees involved in interaction with people).
Emotion Significance Scale: the technique proposed by B.I. Dodonov, is aimed at identifying the emotional states of a person that give him pleasure.
Behavior Activity Tests
Methodology "Exit from difficult life situations": the dominant way of solving life problems is determined.
It should be noted that many of the described methods were initially developed and used in clinical psychology and only then began to be used in enterprises to assess personnel. However, most of these methods have not been sufficiently adapted to assess employees. In order to use them in organizations, a specialist with a sufficiently high level of knowledge in the field of psychology is needed.
Ability tests
Aptitude tests are another important method of assessing personnel. They represent a specially selected standardized set of tasks that serve to assess the potential ability of a person to solve various problems. Any type of intelligence test can be considered a test of ability. To identify specific abilities, for example, for certain types of activity (medicine, technology, law, education, etc.), special tests are developed. Perhaps the most common among the methods used in personnel assessment are those aimed at identifying the professional abilities of employees. The most popular techniques are the following.
Amthauer's intelligence structure test: designed to determine the ability to abstract thinking, memory, spatial imagination, linguistic intuition, mathematical thinking, the formation of judgments, etc.
Guildford test: allows you to measure social intelligence, which is a professionally important quality and allows you to predict the success of teachers, psychologists, psychotherapists, journalists, managers, lawyers, investigators, doctors, politicians, businessmen.
Raven's test: allows using progressive matrices not only to assess intelligence, but also to get an idea of the employee's ability to systematized, planned, methodical intellectual activity.
It should be noted that many of the known aptitude tests do not provide enough material to make predictions based on them. They provide limited information that needs to be supplemented with information obtained from other sources.
Qualitative methods
In contrast to quantitative research methods, qualitative research methods are distinguished, which are non-formalized and aimed at obtaining information through in-depth research of a small volume of material. One of the most commonly used methods is interviewing.
Interview method It is characterized by a strict organization and unequal value of the functions of the interlocutors: the interviewer (the specialist who conducts the interview) asks questions to the respondent (the evaluated employee), does not conduct an active dialogue with him, does not express his opinion and does not openly reveal his personal attitude to the questions asked and the respondent's answers. The task of the interviewer is to minimize his influence on the content of the respondent's answers and to provide a favorable atmosphere for communication. The purpose of the interview from the point of view of the interviewer is to get answers from the respondent to the questions formulated in accordance with the objectives of the study (qualities and characteristics of the person being assessed, the absence or presence of which must be identified).
On the basis of various parameters, it is customary to distinguish several types of interviews. The most used in personnel assessment are the following.
Biographical interview focused on the past labor activity and the candidate's working style. When conducting interviews, it is assumed that the candidate's past behavior is an indicator of future behavior. Job information is collected in reverse chronological order. The degree of importance of the current work of an employee for the organization and his competence in terms of meeting the requirements for a particular position are assessed.
When conducting a biographical interview, it is important to ask the right questions and observe the same conditions for all assessed. In practice, the questions are based on the "requirements for the employee", which lists individual characteristics necessary for the successful completion of the work. The advantage of a biographical interview is that it gives the candidate the opportunity to express themselves in their best possible way. Nevertheless, the same factor can cause bias in the assessment. The effectiveness of such an interview also depends on how well the questions relate to the criteria for the job.
Behavioral interview contains a structured list of questions regarding experience or aptitude in specific areas or in relation to job-related criteria. These criteria are identified in the process of analysis, the subject of which was the work and behavior of successful employees. The main advantage of the behavioral approach is that it deals with skills that are important for the job. On the other hand, such an interview can be time-consuming as it is necessary to discuss all important aspects of the work. In addition, since the interview focuses on the process of doing a particular job, it is easy to overlook important questions about the overall vocational training candidate.
Situational interview based on the construction of certain situations and the proposal to the candidate to describe the model of his behavior or a way out of this situation. In the assessment process, the candidate tries to give socially desirable answers, that is, those that he considers socially correct. During the interview, it becomes possible to assess how these views correspond to the values of the organization, the accepted models of behavior, as well as the work that the applicant has to do.
Projective interview based on a special structure of questions in such a way that the candidate does not evaluate himself, but people in general or some character. Projective techniques are based on the fact that a person is inclined to transfer his life experience and attitudes to the interpretation of the actions of other people, as well as to fictional situations. In a projective interview, an employee is less likely to provide socially desirable responses. However, the process of conducting a projective interview is rather long and the data obtained is difficult to process. In addition, the professional and personal qualities of the interviewer will have a significant impact on the result.
One of the main qualitative methods of personnel assessment is also the traditional analysis of documents. Analyzing documents means converting the original form of information contained in the documents into the form necessary for a personnel evaluator. In fact, this is nothing more than the interpretation of the content of the document, its interpretation. In the process of document analysis, CVs, letters of recommendation and cover letters, educational documents (diplomas, certificates, qualification certificates), research and journalistic works, etc.
There are methods that contain features of both qualitative and quantitative methods. First of all, this applies to business cases.
Business case- this is a comprehensive description of the situation in which a real company once found itself. The case, as a rule, describes the external environment and internal environment companies, as well as their changes over time. The events faced by managers, as well as their actions, are listed in the order in which they actually happened. But most importantly, the case formulates a problem that a particular employee of the company had to solve. The accuracy and fidelity of the choice of a typical working situation and the professionalism of the creators of the business case determine the reliability of the forecast when using this method... This method reveals both the pragmatism of the candidate, and at the same time his creativity, ability to non-standard solutions.
V Lately In recruiting, more and more complex approaches are used to assess candidates, including several methods in order to minimize errors during the assessment procedure. However, it is important not only to bring together several methods, but to combine them into a specific system focused on the tasks of the organization and, accordingly, on the criteria identified during the recruiting stages preceding the assessment of the candidate, first of all, the assessment of positions.
Bibliography
1. Kapustina A.N. R. Cattell's multifactorial personal methodology. SPb .: Rech, 2001.
2. Kvasyuk V.I. Analysis of the results of work with the Leonhard-Shmishek questionnaire [Electronic resource]. Access mode: http://www.childpsy.ru/lib/articles/id/10464.php.
3. Practical psychodiagnostics. Methods and tests / Editor-compiler D.Ya. Raigorodov. Samara: BAHRAKH, 1998.
4. Psychological tests (for business people) / Comp. ON THE. Litvintsev. M., 1994.
5. Psychosomatics: Handbook of a practical psychologist. M .: Eksmo, 2005.
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The employer will receive motivated, qualified employees who can work efficiently and productively, employees - opportunities for personal and financial growth.
Objectives and goals
In order for the best candidate to fill the vacant position, the personnel department conducts a selection process that includes several stages.
Identifying the degree of compliance of applicants with the stated requirements, they are assessed according to the following parameters:
- level and profile of education;
- skills and abilities;
- experience in this field;
- personal qualities.
In the arsenal of HR specialists there are a lot of various methods of personnel assessment that study applicants from all sides.
Some are used everywhere, others - because of their labor intensity and high cost - only when selecting top managers.
Criteria
The methods used in the selection of candidates have a serious drawback - they are carried out by people. There is always the possibility that the final result will be influenced by the subjective opinion of a company employee.
The manager may not like the appearance or the manner of speaking of the applicant, and, all other things being equal, he will make a choice in favor of another, more attractive candidate.
The main task of the employer is to minimize the impact human factor on the selection and evaluation process.
The reliability of the data obtained can be said only if a number of criteria are met:
- an integrated approach (not only the candidate's compliance with the requirements of the position is assessed, but also the company's ability to satisfy the needs of a specialist in terms of development and career growth);
- objectivity (no one's private opinions are taken into account);
- reliability (the result is not affected external factors, whether it be the weather, mood or well-being of any of the participants in the process, and repeated diagnostics is guaranteed to give the same results);
- predictability (the potential of the candidate is analyzed - what kind of work and at what level he is able and ready to perform);
- clarity of wording (selection criteria should be clear to all participants in the process);
- reliability (the real level of skills and abilities is assessed).
Steps in the selection process
On the way to the coveted vacancy, applicants go through several tests.
| Stage No. | Name | The essence |
| 1 | Preliminary | Held personnel service, line manager or - in small organizations- by the director himself. Aimed at personal acquaintance with the candidate, clarification of his education and previous experience. May take the form of a telephone interview if there are too many applicants for a job. |
| 2 | The questionnaire will help to obtain more complete information about the applicants. It contains, among other things, questions about the functionality at the previous place of work, personal achievements, the reason for dismissal. | |
| 3 | Tests can be used both to identify professional competencies, abilities and potential of a person, and to reveal some personality traits. | |
| 4 | Interviewing | The interview can be structured and free. In the first case, the questions are asked one after the other according to a pre-planned plan. In the second, only the range of topics is defined, and communication personnel worker with the applicant is like a casual conversation. |
| 5 | Checking recommendations | At this stage, a company representative contacts the people indicated in the candidate's resume as referrals and clarifies information about the work experience, achievements and successes of the applicant in the previous place, and also collects feedback about him as a person. |
| 6 | Medical checkup () | As a rule, candidates applying for a position with increased health requirements pass the medical examination. |
| 7 | Decision-making | The director compares the test results of candidates who made it to the last level and selects the one who is most suitable for the position. |
The journey from dispatch to decision making is not always that long. In most cases, the verdict is announced after the interview.
Passage of all stages, as a rule, is provided only for the selection of personnel for leadership positions to large companies.
Methods for evaluating candidates for employment
Assessment of candidates for employment is based on a set of the most popular methods.
Their use makes it possible to obtain the most accurate and objective information about the applicants.
Tests
The method is popular, but controversial.
Personnel workers outline the circle of the most important personal and professional qualities of an employee for a specific position.
On their basis, several tests are selected that reveal these qualities.
Tests are conventionally divided into several categories:
- for aptitude;
- intellectual;
- personal.
Depending on what goals the HR specialist pursues, they are applied separately or in combination.
Aptitude Test
Determines the candidate's compliance with the requirements of the position and his ability for a particular activity.
The subject is asked to answer a number of questions regarding future work.
They help to establish the level of knowledge, knowledge of terminology, understanding of production processes.
Ability assessment
This testing is aimed at analyzing the general level of development of the applicant, as well as the characteristics of his memory, attention and intelligence.
Including, the method reveals a person's ability to learn, master new skills and knowledge.
Personality tests
This diagnostics assesses the non-intellectual manifestations of the personality: will, motivation, emotions. Predicts possible behavior in different situations and features of interpersonal relationships.
The difficulty of the tests is to correctly carry out the procedure and evaluate the results.
This should be done by a qualified psychologist-diagnostician. Interpreting the data obtained, he focuses not only on the candidate's answers, but also on his behavior during the testing process: how quickly he works, whether he seeks help, whether he easily adapts to new conditions.
Sometimes such observations give much more information about a person than a hundred questions.
Studying biography
This method is based on the analysis of the candidate's life path.
Sources of information can be both a resume and a questionnaire, and former colleagues. The analysis takes into account everything: frequent job changes, large gaps between dismissal and employment in a new place, reasons for leaving the previous employer.
If in work book For the applicant, new entries appear every six months - it is obvious that he will not stay for long in this company either.
In this case, the management will give preference to the more permanent applicant.
Interview
A business valuation method that allows you to get maximum information about professional qualities and the person's experience and make a conclusion about his suitability for the position.
The most popular subspecies are case interviews. The candidate is offered several real-life situations related to the upcoming work, and asked to tell how he would have acted in this or that case.
Example:
An angry customer calls - he was not delivered the goods at the agreed time. The delivery date was agreed upon by another employee, who in this moment absent. Your actions?
For another similar example of this assessment option, see the video:
Analysis of answers gives a lot of information about a person's business qualities and demonstrates a likely model of his behavior in a non-standard situation, for example:
- ability to react quickly;
- stress resistance;
- the ability to extinguish the conflict;
- responsibility (whether he is ready to solve the problem himself or will he shift the blame onto an absent colleague).
Studying a person is not easy, because personality is an extremely difficult object to analyze. In addition, the difficulty of such a study is due to the fact that a person, being an object of study, is able to analyze the actions and motives of the researcher himself, and build his behavior during meetings and conversations accordingly.
How can you investigate the personality of an individual, using what methods and tools? To analyze such a complex object - a human personality - an equally complex instrument is needed, the role of which in the context under consideration can only be played by another person - a researcher. Today, there is a widespread misconception that a person's personality can be comprehensively studied with the help of special tests and through involvement in research. computer technology... However, the test is just a task, a test, this is how the word test is translated from English. In fact, the accuracy of assessing a human personality is determined by the ability of the researcher to draw clear, adequate conclusions based on observing the behavior of the person being assessed during a conversation. The test is a set of some tests, developed in turn by another person - a researcher and based, thus, on his subjective system of criteria for assessing certain parameters and qualities of the subject.
Traditional tests aimed at studying different aspects of personality (Kettel's questionnaires, MMPI and the Sobchik L.N. questionnaire revised on the basis of the latter, Luscher's color test, etc.) assess the manifestation of certain psychological qualities of an individual. However, the psychological characteristics of a person are only an intermediate link between the person himself and the results of his activity, that which lies on the surface. Since an individual is a complex, multivalued system, different sets of psychological qualities can give the same results in activities. different people... In addition, after testing, it is necessary to translate the results obtained from the language of psychology into a language understandable to the head. However, the main reason for the inconsistency of the approach, which consists in assessing a person's abilities on the basis of his psychological characteristics identified through testing, is that there is no and cannot exist unambiguous evidence that a specific combination of psychological qualities of a person is reflected in a certain way on the behavior and activities of a person. ... Psychologists argue for a reason that it takes many years of practice to become a good testologist: evaluating an individual through testing is a task that requires a lot of professional experience from the researcher. The selection, training, "growing" of such specialists, in turn, leads to a significant complication of the assessment procedure and an increase in its cost.
The competency assessment method, which is fashionable today and is perceived by many personnel specialists as a panacea, is just another step towards improving the personality assessment procedure, and, unfortunately, is not yet able to provide tools for a comprehensive assessment of an employee. When applying the approach based on the assessment of competencies, i.e., behavioral manifestations, an intermediate link is not taken into account - the psychological characteristics of a person. The researcher directly studies what is required to be assessed: performance, diligence, creativity of an employee, etc. However, this approach, unfortunately, does not allow to completely exclude subjectivity, because different people have different views on what is diligence, creativity, obedience and so on, and often the differences in understanding the behavior of other people are very significant.
The question arises, "Is it possible to objectively evaluate another person with the help of subjective thinking?" As practice shows, it is possible: there are specialists who are able to correctly assess and predict the behavior of other people.
For the most accurate assessment of the candidate in the recruitment process, it is recommended to adhere to three rules.
Rule 1. It is necessary to assess not the psychological or other qualities of a person, but the behavior and results of his activities.
Rule 2. It is necessary to take into account not only the results of the candidate's work, but also the conditions in which he achieved results.
Rule 3. Remember: it is not a test that evaluates. Only an experienced recruiter, socially and psychologically mature person with rich experience, both professional and life, can give an accurate assessment of the already existing and forecast of future results of the candidate's activity.
Let's consider what methods can be used to evaluate a candidate. Journalists conducted * a survey of HR managers and expert consultants in order to determine the reliability and approximate cost of the most popular valuation tools. Evaluation of one method or another was carried out on a ten-point scale, then the estimates were averaged.
Competency interview
The main advantages of the method are its low cost and versatility: it is possible to develop various modifications of assessment interviews. For example, a leader can conduct conversations in narrow areas - behavioral or professional competencies, evaluate work results. However, the most popular are complex interviews, based on the results of which assessment sheets (questionnaires) are filled out. As a rule, the interview is conducted by the immediate supervisor of the employee; the HR manager may be present during the conversation. Reliability - 6.38 points.
Professional testing
The test is the simplest tool for determining the level of professional qualifications of an employee (for example, there are tests for accountants, engineers, etc.). Tests aimed at identifying abilities are especially popular. Testing is convenient as an additional assessment technique: the information obtained is easy to process. The disadvantage of this method is that the test results cannot give a complete picture of the individual. Most often, testing is used in conjunction with other methods, such as interviews. Reliability - 5.06 points.
MBO (Outcome Measurement) Techniques
The MBO (Management By Objectives) assessment system associated with the allocation of Key Performance Indicators (KPI) is becoming increasingly popular in Russia. The assessment is carried out according to the following scheme: at the beginning of the reporting period (year, half year, quarter, month), the manager together with the subordinate employee determine the set of goals that the latter needs to achieve. The results of the assessment, as a rule, are summed up during the conversation between the specialist and the immediate supervisor.
The merit of the MBO methodology lies in the transparency of the assessment system and the ease of measuring achievements. The disadvantage of this method is considered by HR managers indirect costs: setting goals always takes a lot of attestable time. In addition, KPIs must be easily measurable, which requires significant financial and time costs for their development. If the business has a complex structure, it is extremely difficult to identify KPIs. Reliability - 6.38 points.
Case Methods
In order to identify the employee's ability to solve specific problems, sets of cases are developed. So, during the assessment at Sberbank, employees had to answer the question "What to do if the client scandals?" It was necessary to describe the algorithm of actions in the given situation step by step: “I smile, then I propose a solution to the problem,” etc. To get a score of “five,” it was required to correctly name five compulsory actions. The results of the application of this technique provide a fairly complete picture of the professional and personal qualities of a person.
The disadvantage of this technology is the need for constant updating of cases, because if this is not done, the correct answer options will quickly become known to all employees. In addition, the ability of an employee to tell how to act under certain circumstances does not guarantee that in reality a similar situation he will behave exactly as he described. Reliability - 6.25 points.
Personality questionnaires
Unlike tests aimed at determining abilities, personality questionnaires allow you to get a complete picture of the personality. Often, the information obtained as a result of filling out personality questionnaires becomes decisive in determining the prospects for the development of a specialist. However, according to experts, it is better to use personality questionnaires only as an additional assessment tool. When using this technique, difficulties often arise: first, some candidates are so perspicacious that they can easily calculate the optimal, "correct" answer option; secondly, the applicant may have an internal predisposition to certain activities, revealed in the course of applying the methodology of personality questionnaires, but this predisposition is often not supported by real skills. In this regard, the results obtained in the course of using this method must be checked using other methods. Reliability - 4.13 points.
Assessment Center
This is a complex method that includes several assessment procedures at once: testing, interviews, role-playing games. The assessment center is one of the most effective tools in the arsenal of an HR manager: the adequacy of the assessment of employees by this method by specialists is practically not questioned.
The use of assessment center technology is expensive, and therefore this method is elitist: it is used, as a rule, when assessing middle managers. Reliability - 8.33 points.
According to the author, from the point of view of both the reliability and the cost of the assessment procedure, which affects the total cost of recruiting, the most optimal are the following assessment tools, which the author recommends to recruiters to use in their work:
- interview:
- by competencies;
- personal;
- business interview;
- professional tests;
- analogue of the MVO method;
- case methods;
- verification of recommendations.
Among the assessment methods used in the selection of personnel, the author deliberately did not indicate the technology of the assessment center. Let's consider this method in more detail.
Assessment is a method for assessing the potential of a specialist / manager. Today this term is used somewhat more broadly, denoting the procedure for assessing not only the potential of the employee, but his motivation to work and suitability for the position held.
An assessment center is a complex procedure implemented by a group of qualified experts and includes:
business stimulation;
interview;
ability testing.
As a result of applying this method, experts form an opinion about the level of development of the studied competencies of the participants. The assessment center lasts 3 days for a group of 10 people assessed.
On the first day or in the first 1.5 working days - depending on the total number of assessed competencies - business games are held. Ideally, 6–8 competencies should be assessed, in which case the business games will take 1 day.
A group of ten requires the participation of five experts: one observer for two participants and one facilitator for the entire group. On the second day, individual interviews are conducted. The third day is allotted for writing a report and agreeing on the assessment between all experts.
The features of the assessment center method are as follows.
It is necessary to have standard profiles or specialists who can develop them in accordance with the requirements of a particular customer.
A team of qualified expert observers is required, as well as a project manager.
Today, in Russia, recruiters in the selection of personnel more often evaluate candidates using the above five procedures, rather than using the technology of the assessment center. The above five methods make it possible to assess an employee with acceptable accuracy, while their use is cheaper, and the procedures themselves take less time than conducting an assessment center.
For the correct conduct of the assessment procedure, it is necessary to have a profile of the professional and personal competencies of the candidate. When recruiting lower-level employees, if the profile is well developed and the indicators are well understood, the assessment is relatively easy.
When recruiting top-level personnel, the profile of professional competencies alone is not enough. In this case essential qualities that require assessment are business competencies: deep motivation to work, resistance to stress in critical (emergency) situations and in relation to unfair behavior of subordinates, understanding of market development, the ability to understand the organization's business processes and attitude towards owners.
As practice shows, the most effective and convenient recruiting tool should be called the methodology professional interview , the most optimal from the point of view of the ratio "reliability - labor intensity". A professional interview cannot be short and superficial. Its duration is determined by the level of the position for which the employee is selected and the experience of the interviewer. Depending on the position, a professional interview may include:
interviews on competencies (accordingly, the applicant is asked questions such as “Please tell us how you meet visitors?”, “Tell us exactly how you organized the work of your subordinates?”, etc.);
assessment of the results of activities at previous jobs - an analogue of the MBO method (the candidate is asked questions such as “What results did you manage to achieve while working in the position ...?”, etc.);
case methodology (questions such as “What will you do in a situation ...?” are asked, etc.).
If the candidate is promising, then he goes through several interviews. At the first stage, the correspondence of what is written in the applicant's questionnaire to reality is checked. Even an inexperienced recruiter can conduct such an interview. Then comes the turn of the competency and face-to-face interviews, which should be conducted by a highly experienced recruiter. And only after that a business interview is conducted, aimed at understanding the candidate's attitude to the company, his career, and the owners of the enterprise. Business interviews should be conducted by the most experienced interviewer - headhunter, head of recruiting department.
Let's dwell on the question of how long the interview should take. Of course, the specific duration of the interview with the candidate is determined by the position for which the selection is carried out, but it is worth noting that the interview cannot be shorter than 45 minutes in total. When recruiting middle managers, the total interview time with a candidate is from 2 to 4 hours, when recruiting top managers - from 4 to 8 hours.
Interview evaluations of middle and top managers and specialists are beyond the power of an ordinary employee of a recruiting agency or HR department of a company. For an accurate and adequate assessment of managers and key specialists requires the participation of independent experts who know the specifics of the business and are able to conduct interviews at the VIP level. During interviews with candidates for top management positions, interviewers can also be people who have their own experience of successful business and work on assessing managers and specialists. Today these are headhunters / partners from Executive Search companies, i.e. recruiting organizations specializing in the selection of top managers, or appraisers with many years of experience.
In addition, it is worth emphasizing the importance of obtaining recommendations and feedback on the business qualities and performance of the candidate, which are, in fact, his assessment by immediate supervisors in previous jobs. The positive characterization of the applicant by the former management provides extremely significant information about the candidate for recruiters, because the ability to get along with the management, while maintaining high performance indicators, is the most important competence of a mature specialist. You shouldn't waste time on immature employees: the results do not compensate for the costs.
Unfortunately, this practice, in spite of its high efficiency, has received little distribution both among external recruiters and among customers when self-recruiting is carried out. The difficulty lies in the fact that those who provide recommendations and feedback about the specialist, i.e. his assessment, have no incentive to provide such information to outside organizations. In addition, today companies are growing and developing very quickly, and therefore it has become even more difficult to give recommendations to employees: it is often not clear whether the business has achieved high efficiency as a result of the manager's activities, or whether the company's success is due to investment injections from the owners.
As for the specifics of conducting a recommendation interview, it is worth noting that the collection of recommendations should be carried out by the most experienced evaluators. In the case of an independent search for personnel by a customer company, recommendations about an applicant should be collected by his potential future manager after appropriate training or an HR director.
Here are two examples.
An example from an interview with Mikhail Bogdanov, head of the personnel group "CONSORT":
“Recently, I was tormented by a telephone consultant of one of the Russian recruiting agencies for about 15 minutes about our former employee whom they represented in a client company. I can say that the "interrogation" was worthy of the highest professional assessment, and from me alone, the consultant received a significant part of the information he needed to make a confident decision ”.
An example from the practice of the staffing company IMICOR:
The project team leader was fascinated by one of the candidates: Smart, not inclined to change jobs too often, the programs of activities in the departments he led were excellent, the behavior in interviews was confident. The managing partner of the firm sensed something wrong. She called one of the executives of a juice company from which the candidate had recently quit, and everything fell into place. The applicant was indeed smart and positive, but with an incredibly challenging personality. The consultant, understanding who the client needs, made the right choice after that.
Checking the reliability of the candidate (2 SD)
Many HR managers complain that recruiters do not thoroughly screen candidates. Of course, there are grounds for such conclusions, but one should not forget that a recruiting agency is not a security service or an in-depth testing center equipped with all kinds of equipment.
The tendency to theft, betrayal, drug addiction or alcoholism in an applicant is not easy to identify. In any case, this kind of verification cannot be available to recruitment agencies working for a fee of 15-20%: the latter simply will not have enough financial resources to develop such a service.
The task of the recruiter is to collect and then correctly interpret information not about the candidate's intentions, but about the real facts of his past that are directly related to his performance of official duties in a potential future job. To accomplish this task, such measures as conducting a professional interview and collecting recommendations from former colleagues of the candidate are quite sufficient. Deeper verification of the applicant's past and his real motives is no longer the task of a recruiter, but rather a private detective.
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*Vyrkovsky A. The price of reliability // The secret of the firm. - 2004. - No. 46 (85).
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