14.12.2013 18:01
The well-known online shoe store Zappos uses a tool in recruiting called the Zappos Family Core Values Interview Assessment. Although the values of this company are likely to differ 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 adopted at Zappos.
How many interviews are done?
A qualified candidate will have to go through a three-stage recruitment process: a telephone screening, a technical telephone interview, and a two-stage interview already in the company itself. These assessment methods give the recruiter and hiring manager absolute confidence that the candidate has the skills needed to do the job and fits into the corporate culture. Both aspects are important. How does Zappos check these matches?
Screening by phone
Duration: 30 to 45 minutes
Conducted by a recruiter
Primary goal: verification of compliance with the core values of the company, as well as discussion necessary conditions: job specifics, career goals, salary requirements, willingness to move.
Additional goal: Has the applicant prepared for the interview?
- Does the applicant have an understanding of what it is like to work at Zappos?
- Does the applicant want to work for Zappos or does he just need a job?
Technical interview by phone
Duration: 30 to 45 minutes
Conducted by HR manager
Primary goal: assessing the candidate's technical skills, conducting an initial check to see if the person is qualified corporate culture and team.
Next step: Onsite interview
If the applicant is screened by phone (and, in some cases, a Skype interview with the director of department and/or other HR managers), then the recruiter will schedule an in-office interview, which includes the following steps:
Tour of Zappos offices
It is conducted by a recruiter or one of the members of the HR team. The tour is an opportunity for the candidate to gain an understanding of the physical environment, get up close and personal with the culture and learn about the history of Zappos, including the company's current organizational structure. For the recruiters themselves, this is a chance to gauge applicants' reactions to what they see. Zappos is not a company for everyone. Therefore, recruiters pay serious attention to the types of questions that the applicant asks during the field trip. Does he show genuine interest in what he sees? Or are all questions tied to his "I"?
Assessment of basic skills
The recruiter checks the available skills for compliance with the vacant position and curriculum call center, which all new employees are required to pass: typing, grammar and basic computer literacy.
Technical interview
Duration: 30 to 45 minutes
Conducted by the HR manager, sometimes up to 6-8 other team members take part in it.
Both a one-on-one format and a group interview 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 a break 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 the opportunity for the hiring manager to make sure that the candidate can easily communicate with his colleagues outside of work.
Interview for compliance with company values
Duration: 45 to 60 minutes
primary goal: make sure the candidate understands the culture of the company and has concrete examples how to implement their qualities in the company.
The candidacy must be agreed with all the people with whom the person was interviewed. If all members of the team and the recruiter support it, then any doubts that may arise and further negatively affect the teams are minimized.
How does Zappos.com apply Core Values?
This is not a pass/fail system
Recruiters check the overall fit with the Zappos culture, but in this case there are no hard and fast conditions for passing an assessment or rating. The main idea is that the candidate must show their desire and willingness to join Zappos and participate in its activities, which are aimed at developing the culture and are natural in accordance with the company's values. People can have fun in different ways. For example, someone may not want to lead solemn event, but he must like the idea of being a part of the process.
Evaluation process
During the Core Values interview, the recruiter is guided by the Core Values Assessment, which he opens on his laptop and selects 2-5 questions from each of the 10 sections he asks the candidate (various questions correspond to core values). Candidates' responses are entered in the appropriate fields. The notes are provided to the HR manager along with a resume and recommendations on how the candidate fits into the corporate culture. The ideal answer rating is 4; 5's are basically impossible as it means there is no room for improvement (5=strongly agree, 1=strongly disagree)
warning signs
Sample question for “closing the deal”: 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 number 7: "Formation of 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 networks.
How to make sure that the candidate fits 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 point where the next decision to hire is made. Employees who do not fit in with the corporate culture “poison” the organization. Those who don't believe in your company's vision or the value of the work that the rest of your employees do can themselves spread negativity, and it's almost impossible to fight it. Therefore, in the search for a suitable person, do not rush.
2. Have an open house
When a candidate comes in for an interview at a company, take them around the office. A short excursion will allow him to see the working environment up close and make an individual decision as to whether he can work in such an environment.
3. Check interview readiness
Ask questions that test how well the person knows your company. Does he know anything about its history, mission, successes, problems, etc.? If a candidate is delighted with the prospects of working 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 effort
If the whole team approves of the applicant's candidacy, the failure to hire a new employee becomes unbelievable. Genuine faith in the new person will be transmitted to the entire team, and to some extent it will help set everyone up for success.
To make sure that the applicant is not just trying to show up in front of "important" people, the recruiting team should request feedback from everyone who interacts with the candidate, up to corporate bus drivers, administrators. It must be ensured that all opinions regarding the applicant were consistent.
5. The candidate's decision must be your decision.
Be open and honest about what you expect, the working conditions, and any potential issues related to the position (distractions, new systems, etc.). For example, Zappos doesn't seem to have much flexibility in scheduling, so it shouldn't be a surprise when 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 are aware of any roadblock, the less time and resources you will spend continuing the hiring process. The top three barriers to hiring at Zappos are: Applicant doesn't want to relocate, doesn't want to socialize with co-workers in their spare time, and doesn't like compensation (bonus structure). All this should be discussed at the initial stage, during a telephone interview, at least in general terms.
7. Ready Questions = Ready Answers
Make sure the questions you ask prompt the candidate to share real examples of their behavior in their previous job. This technique is known as the behavioral interview, 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 are just good at saying 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 the company's values? Does he have ideas for improving productivity and culture, and does he have the desire to implement ideas? If you want your company to continue to grow, you need people who want to improve. Zappos believes that core values should inform every decision a company makes, so it's important to make the best use of the ideas people come up with.
9. Be open
Employees will interpret core values in different ways. And each will manifest them in different ways and to varying degrees. Everyone needs to adapt to the different levels of energy, humor, modesty, spontaneity, etc. that everyone else has. Adaptability and openness are key factors. Don't expect everyone to be comedians, but look for people who are open to interaction within the team and departments and able to tell interesting things about the job and the company.
10. Compliance with corporate culture is necessary, technical skills are 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 job. There is nothing that can be done about candidates who do not fit the culture to “fix” the situation. Of course, many positions require technical skills, but it is equally important that the applicant also fits the company in terms of corporate culture.
Translation: Inga Hammi
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A selection of online services for automating the search, selection and evaluation of candidates for a vacancy to help recruiters and recruitment managers.
HeadHunter Talent Assessment
An online service that combines the selection and assessment of personnel. A joint project HeadHunter and CEB SHL Talent Measurement Solutions. New system conceived for employers as a quick online way to identify the abilities and competencies of candidates.
The service contains three tools that help identify the analytical abilities of a future employee and the degree of development of his business competencies:
Verbal Ability Test
Assessment of the ability to logically analyze textual information, the ability to learn and comprehend new things.
Questionnaire for identifying universal competencies
Determination of inclinations, character traits and attitudes of the applicant in connection with work situations. Which business qualities will work without the efforts of the applicant on himself, and which ones will require tangible investments from him.
Numerical ability test
Assessment of the ability to analyze numerical information, the ability to learn and comprehend new things.
How the service "Personnel assessment" works:
The company sends an invitation to the applicant to be tested through HeadHunter.
- Applicant receives an invitation letter to be assessed.
- Applicants are assessed their abilities in a limited time
- HR-manager receives a notification about the completion of testing and can immediately see the results. You can compare the results of several applicants and choose the most suitable one.
Mirapolis Recruit (Recruitment)
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, recruitment agencies and corporate recruitment departments.
Task: Recruitment
Quick pick up required by the company specialist
Control all stages of recruitment
Establish remote communication with the customer
Create a unified database of candidates and vacancies
Automate search on selection sites, posting vacancies and collecting responses
Mirapolis Recruit allows
Automate all routine selection operations
Work with a single database of candidates and vacancies
Receive reports, analyze the recruitment process, improve its efficiency
Provide convenient work with customers of vacancies
Result
Increase pickup speed by at least 20%
Simplify interaction with customers and increase their loyalty
Systematization, increasing the efficiency and transparency of the selection process
Simple construction of analytical reporting
FriendWork Recruiter
The online service for automating recruiting allows you to add resumes from job sites, social networks and mail to the database in one click. At the same time, 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 by skills, desired position, work experience, education, and so on. This way, you don't waste time looking at applicants who are obviously not suitable. You see right away complete history interaction with the candidate.
Instant resume import
Use the Magic button to instantly add duplicate-free resumes to the service from popular job sites and social networks. And also import files Microsoft Word, PDF and testimonials from your own career site.
Everything you need for effective work in one service
Your unified database of candidates, collected from different sources and flexible search through it by 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 understandable diagrams - from the funnel of candidates to the effectiveness of recruitment sources. Track any data, we will customize FriendWork Recruiter for you.
It saves resumes from various 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 candidate profiles in social networks.
Huntflow
Service for effective selection. Full set of functions for the recruiter and hr-director
Huntflow helps speed up and automate the entire daily routine of recruiters: from adding resumes to the database and sending letters to candidates, to creating an offer and collecting statistics on the work of the recruitment 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 you still have questions, a caring support service will help you deal with them.
Functions of the Huntflow service:
Saving resumes from different sources
Huntflow has a "Magic Button" browser extension that saves candidates' resumes from job sites, sites for programmers and designers, and from social networks.
Duplicate recognition
Huntlow automatically recognizes duplicate resumes, even if the name is transliterated.
Setting up a selection funnel
Huntflow allows you to customize the funnel in full accordance with the process of selecting candidates for various vacancies: the recruiter can add any number of stages and arrange them in the desired order.
multivacancy
If the customer needs candidates for several vacancies with a common top of the funnel, the recruiter does not need to create the same vacancies - you can connect additional function"Multivacancy".
Publishing vacancies and collecting responses on Superjob, Headhunter and My Circle
Recruiters can post jobs directly from Huntflow without having to go to websites or fill out the same fields over and over again. And all responses from candidates will be saved separately and will fall into the database.
Candidate history
All comments, status changes and notes are saved in the candidate card, so it is easy to continue communication with him even after several years.
Mail Integration
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 synchronization
A recruiter can connect his working calendar to Huntflow - then interviews will be automatically added to it. And the interview participants will receive an invitation by mail - a vacancy and a resume file will be automatically attached to it, so they do not have to be sent out manually.
Caller ID Recognition
Huntflow has an iOS app 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 email conversions 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 amount of salary to the format of work.
Section "Picture of the day"
Thanks to this feature, the customer always sees the full picture of the selection and knows how busy a certain recruiter is or how many vacancies are currently open in the desired department.
Report generation
There are several types of reports in Huntflow: work on vacancies, a summary report on vacancies, the effectiveness of recruiters, visualization of the recruitment funnel, sources and failures, statistics on the reasons for refusals.
mail statistics
After synchronizing work email with Huntflow, the recruiter gets access to the full statistics of sent emails and can track the conversion and open rate of emails.
Personal data module
Huntflow allows you to send a request to the candidate for the processing of personal data from their work email, 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, coordinating vacations, work schedules, as well as inventory accounting and other tasks.
An online service for solving daily HR tasks and automating HR processes - recruitment, accounting for absences, KPI control and much more.
Features of Keepteam:
Storage of work and personal information about employees.
Company events feed.
Management of vacancies and applicants.
Automatic collection of responses and import of data from work sites.
Recruitment funnel.
Schedule of holidays and other absences.
Report builder and dashboards.
Accounting for issued inventory.
Skills and goals (KPI) for employees.
Storage of copies of documents and statements.
Setting access rights.
Tools for collaboration and HR self-service.
The service automates routine HR processes and saves employees time to solve important tasks.
Recruitment
Everything you need to automate the recruitment process in your company. Automatically download all job applications and add information about the candidate and him to the resume using the browser extension. Build a recruitment funnel to see job progress at a glance. Have at hand the entire history of interactions with the applicant - correspondence, changes in the status of consideration and discussion of the candidate with colleagues.
Using the extension for Google Chrome, 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.
Collection of 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 a link to a specific vacancy from the job site to Keepteam - the cards of the responding candidates will be automatically filled in with data from hh.ru and saved in your database.
Unified information base of the company
Save personnel 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 salaries, positions and skills.
Accounting for employee absences
An easy way to prevent the simultaneous absence of key employees. With the help of the absence schedule, it is easy to make decisions when coordinating or scheduling vacations. On the diagram, you can see the intersections of not only vacations, but also planned business trips and unclosed sick days. You can add your own absence types or use the built-in set.
Company events feed
An easy way to keep your team up to date with all company news. Notifications about birthdays, vacation requests, 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 the events that are relevant to you, use the feed filters.
File storage
Reporting
Keepteam manual
Tariff plans differ by the number of employees and services
GoRecruit
An effective hiring manager assistant who analyzes candidate social media data, evaluates them and selects the most suitable candidates. Grade. Comparison of applicants. Open access to vacancies.
Invite a candidate
Do you already have several applicants for a vacant position?
Send them an invitation convenient way(Email, SMS, QR code).
Evaluate a candidate
The applicant accepts the invitation, the system analyzes the candidate's profiles in social networks, information about the existence of enforcement proceedings and issues an impartial conclusion.
Compare candidates and choose the best
GoRecruit compares candidates. It remains only to invite for an interview the specialists who received the highest rating.
When evaluating and comparing candidates for vacant positions, the GoRecruit expert system compares the personal and psycho-physiological qualities of the candidate with those of the best specialists. But you need to understand that the system did not come out of nowhere, it is based on a mathematical model, the calculations of which are based on research data conducted by our recruiters and psychologists for 8 years.
The system analyzes data in 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 for an interview those who have scored the most points.
This will save you a significant amount of time. And money - the basic cost of evaluating one candidate in the GoRecruit system is only 200 rubles.
Fees vary according to the number of evaluations of candidates.
PROACTION - ONLINE STAFF EVALUATION SERVICE
Modern personnel testing service:
- Simple and user-friendly interface.
— All statistics and information about the staff is stored in a personal account.
— Sending tests to candidates' mail in 2 clicks.
— Automatic system assessments, comparison with norms.
- Accessible from mobile devices.
— Ready-made tests, methods and cases.
- Tests for popular professions are developed by experts in personnel assessment.
- Constructor for creating test suites.
— Adapted to professional activities.
- Take into account the Russian mentality.
Service WILL DO THE WORK FOR YOU:
Assess the person before the interview
PROACTION - "filter" for new employees. Proper testing BEFORE interviewing candidates will save up to 40% of your time
Check any department
Do you want to know how your employees have professional skills? Test, get answers and find knowledge gaps
Will test after probationary period
Helps to form an objective and impartial opinion about the employee
Check knowledge about 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 highlight bright, result-driven employees.
Team
The team is an online service for the selection and evaluation of personnel. It is suitable for companies of any size and makes life easier for all those involved in the selection of employees.
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 base of candidates.
- Recruitment flow management.
— Integration with the main job sites: hh.ru, superJob, LinkedIn.
— Extension for the browser and search in social networks.
— Various methods of evaluation of employees are built in.
— Accounting for attestations and assessments.
Service Finance
Finassessment - 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 Opportunities
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 test results. A visual demonstration of the level of knowledge of individual specialists and hints for further actions. It is possible to compare test results by group.
For recruiters and agencies:
Database of resumes of proven professionals with proven skills, using service tests.
Possibility to publish vacancies.
Checking applicants at the interview stage.
Additional features:
Proctoring - passing tests under the full control of service administrators: monitoring the testee and his computer screen.
Matrix of professional skills. Selection of tests relevant to the position of a specialist.
Video interviews - communication between the employer and the candidate at a convenient time in any place. Ability to review recordings of interviews.
Video CVs of candidates - short presentation videos from specialist applicants.
How is Finassessment useful for recruiters and recruiting agencies?
Use the Finassessment functionality to quickly and efficiently fill vacancies, guarantee the professionalism of candidates, and, if necessary, provide a worthy replacement.
What is the peculiarity of the assessment of applicants using this service?
First, this the only project on the territory of the CIS, which specializes on the selection and evaluation of only financial specialists and managers.
Secondly, tests are designed 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 functionality. The task of the project team is to create a platform for HR, T&D, recruiters and recruiting agencies where they can comfortably search, interview and evaluate financial specialists.
Search and Hire Speed Optimization
Selection of candidates
The functionality of the service allows you to find the best financial specialists for clients.
Time saving
Reduces the time and cost of filling vacancies, thanks to a more subtle selection of candidates using the skills matrix.
Candidate Professionalism Guaranteed
Checking Candidate Skills
Helps to check and objectively assess the professional skills of candidates using specialized tests for relevant skills.
Personnel replacement
If the candidate did not fit, you can find a worthy replacement in the resume database of specialists with proven skills from Financessment.
Webinar for recruiters about the platform:
How can HR evaluate the hard skills of financiers and top managers using Finassessment?
Persia helps organize the work of the recruiting team and make it more efficient.
Unified database of candidates, resume import from various 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 size of the database of candidates for all plans is not limited.
After registration, you 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 be automatically enabled tariff plan"Free" (1 user - 100 resumes per month).
AmazingHiring
Amazing Hiring is a service that allows you to speed up 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 offered by Amazing Hiring?
The value of the product is that it reduces labor costs for searching, evaluating and systematizing candidate data. 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.
Merging profiles. The service can 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 ratings to candidates based on their skills and rating. Best of all, the service is looking for developers, UI / UX designers, QA, architects, PMs and other IT specialists.
The system searches in Russia, Ukraine, Belarus and the USA. The remaining countries are in the process of full coverage, but candidates can already be found around the world.
AmazingHiring simultaneously searches for candidates from 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 a job. The service aggregates data from more than 80 sources, including Facebook, LinkedIn, My Circle, GitHub, Stack Overflow, and Habrahabr. As a result of HR scoring, the 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 networks and professional sites for developers and designers: Github, Stackoverflow, Dribbble and others.
RECRUITMENT MANAGEMENT
A complete set of tools for effective selection and objective evaluation of candidates.
The system does not require installation on working computers. It is enough to create a company profile, and your employees will have access to an on-line system where they can create applications, set tasks for recruiters, schedule interviews, create their own database of candidates, 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 selection while traveling and work with remote employees.
The recruitment process embedded in the system, based on modern world standards, will not allow you to miss important stages and damage the company's reputation. Now you can be sure that your company will be recruiting using the most up-to-date methods of personnel search and evaluation.
BASE OF CANDIDATES
Import from job sites.
Quick search in the database.
Save all history.
LIBRARY OF TEMPLATES
Profiles of famous positions.
"Selling" texts of vacancies.
Letter templates that improve the company's HR brand.
EVALUATION AND COMPARISON OF CANDIDATES
Expert questions on competencies.
Sheets for interviews.
Candidate rating.
REPORTING AND ANALYTICS
Deadlines, funnels and recruiter KPIs.
Long-term analytics about employees.
Evaluation of salaries and terms.
INTEGRATION WITH MAIL AND CALENDARS
Convenient planner.
Email alerts.
Sending emails with one click.
CONVENIENT DATA STORAGE
Ease of use and payment.
Quick template updates.
Access from anywhere in the world.
A unique database of questions on competencies 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 competencies for assessment, and the system will create a questionnaire for you. During the interview, select answers in the list that are similar to the candidate's answers, and the system will calculate how well the candidate has developed each competency.
Assessment of candidates' competencies will no longer be subjective, and you will not be reproached for using tests or outdated questions.
Organization of HR processes.
You can create recruitment requests, set tasks for recruiters, schedule interviews, build your database of candidates, use job 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 competencies for evaluation, and the system will create a questionnaire for you. Deadlines, funnels and KPI recruiters.
Long-term analytics about employees. Evaluation of salaries and terms.
Trial version for 1 week.
Staffim
Web application for recruitment. Online control of recruitment agencies. The notification center displays information about received letters, reports on interviews, new comments and tasks. Discussion of candidates with colleagues through the program or in a simple email correspondence.Search by social networks Bulk selection
Recruitment agencies
Control the work of your partners - recruitment agencies online.
Receive candidates from agencies directly to the vacancy online and discuss them together.
Doubles
The application will automatically detect twins when a new candidate is entered.
If a candidate is added to the vacancy by a recruitment agency, the application conducts an online check for doubles in the company's database.
Shared calendars
Shared calendars allow you to schedule interviews and keep your co-workers and recruitment partners informed 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.
Responses to vacancies posted on job sites will automatically fall into the program.
Feedback from colleagues
Discuss candidates with colleagues through the program or in a simple email correspondence.
All incoming/sent emails from colleagues will be saved in the program.
Habitual calendar
Built-in diary integrates with any popular calendar: Google Calendar, Outlook, etc.;
Continue to use your usual calendar - all events from the program will be imported directly into it.
History storage
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.
Write to candidates using handy customizable templates.
Keep all the history of correspondence with candidates in one place.
Information privacy
For each vacancy, a team of "Vacancy Participants" is formed.
Only they have access to information on the vacancy, keeping all the entered data private.
Mobility
Are you going to an interview? Review the candidate's resume on your phone/tablet again.
Need to reschedule an interview while out of the office? The candidate number will be quickly found in your smartphone.
Bulk selection
Schedule group interviews, do mass interviews email newsletters candidates. Leave labels for a group of candidates.
Stylish design
Bright and stylish! The whole working day Staffim will give you good mood with their charming screens.
PERSONIUM
Personium offers a solution to automate the recruitment process. Accounting and search for resumes, translation of candidates by interview status, analytics.
The ability to refine the system to your requirements and integrate with the corporate website and 1C.
Uses all sources and capabilities of the organization to collect candidate data in a single database, in a single format. Improving the accuracy in the selection of candidates.
The appearance on the website of your company of a compact block that allows applicants to go to filling out the questionnaire in two clicks. Questionnaire 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 website, social media pages and employment sites to fill out questionnaires.
Automatically collect all applications into a single, systematized, convenient database, instead of manually processing questionnaires from different sources.
Fast to produce comparative analysis data presented very clearly.
Include several experts and managers in the process of selecting key employees.
Create an unlimited number of profiles 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 fully tracking job applicants. It is an all-in-one solution for a recruitment agency. The tool has many features that make the day-to-day selection process faster and easier.
Zoho Recruit is not just a single system, it has built-in elements of CRM, mailer, calendar and others.
The representative is not of the Russian assembly, but supports the Russian language.
Zoho Recruit key features:
Tracking job applicants.
Adding jobs to multiple job sites.
Customer relationship management (CRM).
Work with Email, including Zoho Mail.
Reports.
Embed code for submitting resume forms.
Syntactic analysis of resumes.
Resume database.
Candidate status.
Interview schedule.
Source tracking.
Creation of vacancies.
Publication of vacancies.
Import from Zoho CRM.
Jobs page on the website.
Advanced Search.
Rchili and eGrabber support.
Collaboration with documents.
Access control.
Working with SMS-messages.
VCV - video interview service
You ask questions in the system, set a response time, and send a request to the candidate. The candidate records video responses. After screening, you invite only the best candidates for an interview.
Pre-selection of personnel and search for talents.
With the help of special questions that meet the requirements and competencies for a particular position, it is possible to assess the professional skills and external data of candidates, compare their answers, and analyze how this or that answer is revealed. View video interview potential candidates at any convenient time, the ability to send links to colleagues and hiring managers.
Record video interview online.
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 a video interview saves a recruiter up to 60 minutes of an interview with an unsuitable candidate.
Standardization of the selection process for the HR team: common questions, common standards for assessing a candidate.
By forwarding the video interview to the hiring manager, you can get their pre-approval.
No need to highlight work time for an interview. The candidate writes, and the recruiter watches at any time.
The VCV service is an online solution that does not require installation of a program on a computer.
This technology was created to optimize the recruitment process at the talent selection stage and also allows you to make the entire recruitment process more efficient, analyze the company's HR activities and candidate profiles.
lime-prime
The candidate receives e-mail an invitation with a link to a page that displays your questions in sequence.
The candidate answers the proposed questions at a convenient time for him, while video recording is carried out using a webcam.
The Lime-prime online service allows you to conduct remote interviews with candidates. As a result, you have the opportunity to watch a video recording of the candidate answering 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 displays your questions in sequence.
The candidate answers the proposed questions at a convenient time for him, while video recording is carried out using a webcam.
You will receive an email notification of the recording and a link to the video page.
Advantages:
saving money
Face-to-face interviews are usually the most costly in terms of both money and time. This is especially true when selecting candidates in the regions, since the cost of the interview includes at least tickets and accommodation.
Lime-prime minimizes costs and allows you to increase the percentage of face-to-face meetings through the preliminary selection of candidates.
Time saving
How many candidates can you assess per day in a face-to-face interview? Three? Five? And if they are all in different cities or even countries?
Based on the experience of real projects using Limeprime, we can confidently say that 15-20 candidates per day can be evaluated.
Convenience
Recording anytime, anywhere Neither you nor the Candidate is tied to a specific time and place of the interview. Recording and viewing are possible both at lunchtime in an Internet cafe and in the evening at home.
Group discussion and decision making
Your colleagues can also participate in the assessment of each candidate and decision-making. Everyone with access to the database has the opportunity to rate and leave comments.
Evidence base of the decision
You always have the opportunity to justify your decision on the candidate by providing a video recording of the interview with your comments and assessment of each fragment.
Skillaz
Send an application for connection to the next generation digital interview technology
1. Vacancy
Create a job on Skillaz or import an existing one from Headhunter.
The job posting should reflect the very best that your company has to offer the candidate, and your chance of finding a Star is highly dependent 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 for which the candidate must give concise and specific answers. Try surprising the candidate with an unexpected stressful question to gauge their reaction.
3. Invitations
Send your candidates an invitation to take an online interview in a convenient way for you or share the link to the invitation on social networks and get additional candidates.
The invitation should come to the candidate from a source he understands: this will significantly increase the conversion of excellent candidates in video interviews.
4. View interview
View and evaluate candidate interviews at any time convenient for you.
Share the video with colleagues, evaluate the candidate with the whole team.
Create a job on Skillaz or import an existing one from 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 take an online interview in a convenient way for you or share the link to the invitation on social networks and get additional candidates.
Pre-Interview
HR recruitment program by video survey of applicants, designed specifically for managers and HR professionals.
This is an HR system for asynchronous video-questionnaires 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 where 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, evaluate and send your favorite videos for consideration by colleagues. You invite the best candidates for a face-to-face interview.
Video recruiting. This is an HR system for 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.
Know more online services to automate recruiting, write in the comments.
On present stage economic development come to the fore human resources ahead of its importance financial, material, technological and informational. To effectively use the human potential of the organization, it is necessary to correctly evaluate candidates during the selection. There are many methods and assessment systems that help unlock the potential of a future employee.
As you know, recruitment consists of several stages:
1. Planning for the need for personnel.
2. Evaluation of the position.
3. Search.
4. Evaluation of the candidate.
5. Making a hiring decision.
Of course, without the consistent passage of all these stages, a high-quality selection of employees cannot take place. However, in this article I would like to pay attention to the evaluation of the position and the evaluation of the candidate applying for this position.
Job evaluation
Evaluation of the position is carried out after data is received on the organization's need for personnel and, above all, on the duties that will have to be performed within the framework of this position. At the same time, it should be remembered that the assessment of positions is not an assessment of the employee holding this position. The sum of the qualities necessary to perform is assessed official duties.
Why is job appraisal necessary? First, it is necessary for "ordering" wages. Thanks to the principle of internal justice, it is possible to avoid an imbalance, a spread of salaries within the enterprise. Secondly, the assessment of positions helps to improve manageability. Each employee begins to understand that 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 performance, that is, by taking on new projects and additional responsibilities.
Most job evaluation systems (e.g. grading) are based on two main evaluation methods - professiogram And competency models.
recruiting vocabulary. The professiogram is a generalized reference model of a successful specialist in this field.
The professiogram reflects the norms and requirements for types professional activity and personal qualities of the specialist.
Most commonly used in organizations the following types professiograms.
Complex: the characteristics of labor are taken into account (social, technological, economic, medical and hygienic); the purpose, subject, method, criterion for evaluating the results, characteristics of the required qualifications, means, conditions, organization, labor intensity, types of danger, impact on the employee are indicated.
Analytical: not individual characteristics of the components of the profession and professionally important qualities are revealed, 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 worker, differ.
Psychologically oriented: description of the external picture of labor, labor behavior (photo of the working day, timing, temporal dynamics of production activity, workplace, typical mistakes etc.) and the internal picture of labor (personal 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).
Task-personal: the units of analysis of the profession are modules, and the basis of the modules is professional tasks, each of which is linked to professional and personal qualities. The composition of the profession module is a combination of a specific task of labor and the object of labor associated with it, conditions, actions, results 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 examine a successful employee, and not job description, we single out 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 divided 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 a 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 in terms of competencies and, consequently, a more attentive attitude to his personal and professional qualities.
This procedure most often includes:
- an interview with an expert, during which data is collected about the knowledge and experience of the candidate;
- psychological, professional tests;
- a brief presentation of the participant to the experts and other participants;
- a business game (under the guidance of an observer, a group of employees or candidates plays a business situation according to a pre-prepared scenario);
- biographical survey;
- description of professional achievements;
- individual analysis specific situations (business cases);
- expert supervision, 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 qualification of the "appraiser". In addition, 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 in 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, set in advance, and their quantitative measurement. The high level of formalization of quantitative methods is associated with their statistical processing.
The most common quantitative method is the questionnaire. In the process of questioning, a candidate for a vacancy is invited to answer in writing the questions presented in the form of a questionnaire. Due to the ease of use and processing, questionnaires 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 is to select one (or more) of several statements proposed in the questionnaire.
One of the types of surveys used to assess personnel are personality questionnaires - a class of psychodiagnostic methods designed to determine the degree of severity of certain personality traits in an individual. In form, they are lists of questions, while the answers of the subject are presented quantitatively. As a rule, with the help of this method, features of character, temperament, interpersonal relationships, motivational and emotional sphere are diagnosed. For this purpose, specific methods are used. We present the most popular of them.
Multifactorial 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, the susceptibility to new radicalism, emotional stability, the degree of anxiety, the presence internal stresses, the level of development of self-control, 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 anxiety-causing factors, realization emotional tension in direct behavior, severity of male/female character traits, 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 building and using such well-known questionnaires as 16-PF, MMPI, FPI, etc. Designed to diagnose mental states and personality traits that are of paramount importance for the process of social, professional adaptation and regulation of behavior.
Leonhard's characterological questionnaire. Designed to identify the type of character accentuation, that is, a certain direction of character. Accentuations are considered as an extreme version of the norm, which is their main difference from psychopathy - pathological personality disorders. The following types of personality accentuation are diagnosed: demonstrative, stuck, pedantic, excitable, hyperthymic, dysthymic, anxious-fearful, affective-exalted, emotive, cyclothymic.
Questionnaires of motivational features
Rean's Questionnaire. The motivation to achieve success and the motivation to avoid 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, omission 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 the truth.
Mental Wellbeing Questionnaires
Assess the level of neuropsychic adaptation, anxiety, neuropsychic stability, neuroticism, social adaptation.
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 major changes in a person's life. Based on their research, they compiled a scale in which each important life event corresponds to certain number points depending on the degree of its stressfulness.
Heck and Hess method of rapid diagnostics of neurosis: preliminary and generalized diagnosis of the probability of neurosis.
Spielberger Reactive and Personal Anxiety Scale: revealing the level of personal and reactive anxiety. Personal anxiety is understood as a stable individual characteristic that reflects the employee's predisposition to anxiety and implies 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 towards himself.
Personal self-assessment methodology (Budassi): the level of self-esteem is determined (overestimated, underestimated or normal).
Stefanson's questionnaire: The advantage of the technique is that when working with it, the subject shows his individuality, the real "I", and not "correspondence / non-compliance" with statistical norms and the results of other people.
Temperament Questionnaires
Eysenck's personality questionnaire: aimed at diagnosing personality parameters, neuroticism and extraversion / introversion.
Questionnaire Strelhau: the strength of the processes of excitation, inhibition, mobility of nervous processes are diagnosed.
Value Questionnaires
They are used to study the value-semantic sphere of personality.
Rokeach test" Value Orientations": the technique is based on direct ranking of the list of values.
Emotional characteristics questionnaires
Test "Emotional burnout": the degree of psychological protection in the form of emotional burnout is revealed (this technique is especially relevant for employees involved in the field of interaction with people).
Scale for assessing the significance of emotions: the technique proposed by B.I. Dodonov, aimed at identifying emotional states person who gives him pleasure.
Behavior Activity Tests
Methodology "Out of difficult life situations": the dominant way of solving life problems is determined.
It should be noted that many of the described methods were originally developed and used in clinical psychology and only then began to be used in enterprises for personnel assessment. However, most of these methodologies 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 personnel assessment. They are a specially selected standardized set of tasks that serves to assess the potential ability of a person to solve various problems. Any kind of intelligence test can be considered an ability test. To identify specific abilities, for example, for certain types of activities (medicine, technology, law, education, etc.), special tests are being developed. Perhaps the most common among the methods used in personnel assessment are those aimed at identifying the professional abilities of employees. The following are the most popular methods.
Amthauer Intelligence Structure Test: designed to determine the ability for abstract thinking, memory, spatial imagination, language sense, mathematical thinking, judgment formation, etc.
Guilford test: allows you to measure social intelligence, which is a professionally important quality and allows you to predict the success of the activities of teachers, psychologists, psychotherapists, journalists, managers, lawyers, investigators, doctors, politicians, businessmen.
Raven test: allows, with the help of progressive matrices, not only to assess intelligence, but also to get an idea of the employee's ability for systematic, systematic, methodical intellectual activity.
It should be noted that many of the known ability 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
As opposed to quantitative, qualitative research methods are singled out, which are informal and aimed at obtaining information through an in-depth study of a small amount of material. One of the most commonly used methods is the interview.
Interview method is distinguished by strict organization and unequal functions of the interlocutors: the interviewer (the specialist who conducts the interview) asks questions to the respondent (the assessed 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 answers of the subject. The task of the interviewer is to minimize his influence on the content of the respondent's answers and ensure 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 questions formulated in accordance with the objectives of the study (the qualities and characteristics of the person being assessed, the absence or presence of which must be identified).
Based on various parameters, it is customary to distinguish several types of interviews. The most used in the evaluation of personnel are the following.
Biographical interview focused on the past labor activity and style of the candidate. When conducting interviews, it is assumed that the behavior of the candidate in the past is an indicator of behavior in the future. Jobs are collected in reverse chronological order. The degree of importance of the current work of the employee for the organization and his competence in terms of compliance with the requirements for a particular position are assessed.
When conducting a biographical interview, it is important to ask the right questions and to observe the same conditions for all assessed. In practice, the questions come from the "requirements for the employee", which lists individual characteristics needed to successfully complete the job. The advantage of a biographical interview is that it gives the candidate the opportunity to express himself to the best of his ability. However, this same factor can cause bias in the assessment. The effectiveness of such an interview also depends on how correctly the questions relate to the job criteria.
behavioral interview contains a structured list of questions about experience or ability in specific areas or 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 the skills that are important to the job. On the other hand, such an interview can take a lot of time, as it is necessary to discuss all the important aspects of the work. In addition, due to the fact that the interview is focused on the process of carrying out certain work, it is easy to lose sight of important questions regarding the general vocational training candidate.
situational interview is based on the construction of certain situations and the proposal to the candidate to describe the model of his behavior or way out of this situation. In the evaluation 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 representations correspond to the values of the organization, the accepted behavioral patterns, as well as the work that the applicant has to do.
Projective interview is based on a special construction of questions in such a way that the candidate evaluates not himself, but people in general or some character. Projective techniques are based on the fact that a person tends 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 give socially desirable responses. However, the process of conducting a projective interview is quite lengthy 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. The analysis of documents means the transformation of the original form of the information contained in the documents into the form necessary for the personnel appraiser. In fact, this is nothing more than an interpretation of the content of the document, its interpretation. In the process of document analysis, resumes, references and cover letters documents on education (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 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 and their changes over time. The events faced by the managers, as well as their actions, are presented in the order in which they actually happened. But most importantly, the case formulates the problem that this or that 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 the pragmatism of the candidate, and at the same time his creativity, the ability to make non-standard solutions.
IN Lately In recruiting, complex approaches to candidate assessment are increasingly being used, 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 that precede the assessment of the candidate, primarily the assessment of positions.
Bibliography
1. Kapustina A.N. R. Cattell's multifactorial personality technique. St. Petersburg: Speech, 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. Raygorodov. Samara: BAHRAKH, 1998.
4. Psychological tests (for business people) / Comp. ON THE. Litvintsev. M., 1994.
5. Psychosomatics: Handbook of a practical psychologist. Moscow: Eksmo, 2005.
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The employer will receive interested, qualified employees who are able to work efficiently and fruitfully, employees will receive opportunities for personal and financial growth.
Tasks and goals
In order for the best of the candidates to fill the vacant position, the personnel department conducts a selection process that includes several stages.
Revealing the degree of compliance of applicants with the stated requirements, they are evaluated 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 the complexity 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 a possibility that the subjective opinion of a company employee will affect the final result.
The manager may not like the appearance or manner of speaking of the applicant, and ceteris paribus, he will make a choice in favor of another candidate who is more attractive to him.
The main task of the employer is to minimize the impact human factor on the selection and evaluation process.
We can speak about the reliability of the data obtained 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 specialist’s needs 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, the mood or the well-being of any of the participants in the process, and repeated diagnostics are 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 actual 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 number | Name | essence |
| 1 | preliminary | Held personnel service, line manager or - in small organizations- 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 position. |
| 2 | Questionnaire to help obtain more complete information about 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 for the disclosure of some personality traits. | |
| 4 | Interviewing | The interview can be structured and free. In the first case, questions are asked one after another 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 | Testing Recommendations | At this stage, a company representative contacts the people indicated in the candidate's resume as recommenders and clarifies information about the applicant's work experience, achievements and successes in the same 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 a medical examination. |
| 7 | Decision-making | The director compares the test results of candidates who have reached the last level and selects the one who is most suitable for this position. |
The path from sending to making a decision is not always so long. In most cases, the verdict is announced after the interview.
The 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 when applying for a job
Evaluation 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 applicants.
Tests
The method is popular, but ambiguous.
Personnel workers outline the circle of the most important personal and professional qualities of an employee for a particular position.
On their basis, several tests are selected that reveal these qualities.
Conditionally tests are divided into several categories:
- for aptitude;
- intellectual;
- personal.
Depending on what goals the HR specialist pursues, they are used separately or in combination.
Aptitude Test
Determines the candidate's compliance with the requirements of the position and his ability to perform a particular activity.
The subject is asked to answer a series of questions regarding future work.
They help to establish the level of knowledge, knowledge of terminology, understanding of production processes.
Aptitude Assessment
This test is aimed at analyzing the general level of development of the applicant, as well as the characteristics of his memory, attention and intelligence.
In particular, the method reveals a person's ability to learn, master new skills and knowledge.
personality tests
This diagnostic evaluates non-intellectual manifestations of personality: will, motivation, emotions. Predicts possible behavior in different situations and features of interpersonal relationships.
The complexity of the tests is to correctly carry out the procedure and evaluate the results.
This should be done by a qualified psychologist-diagnostician. When interpreting the data received, he focuses not only on the candidate's answers, but also on his behavior during the testing process: how quickly he works, whether he asks for help, whether he easily adapts to new conditions.
Sometimes such observations give much more information about a person than a hundred questions.
Biography study
This method is based on the analysis of the life path of the candidate.
Sources of information can be both a resume and a questionnaire, as well as 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 Applicant fresh entries appear every six months - it is obvious that he will not stay in this company for a long time.
In this case, management will give preference to a more permanent applicant.
Interview
A business valuation method that allows you to get the most information about professional qualities and experience of a person and draw a conclusion about his compliance with the requirements of the position.
The most popular subspecies is the case interview. The candidate is presented with several real situations regarding the upcoming work, and is asked to tell how he would have acted in this or that case.
Example:
An angry customer calls - they did not bring the goods at the agreed time. The delivery date was coordinated by another employee who, in this moment Not here. Your actions?
See another similar example of this assessment option in the video:
An analysis of the answers provides a lot of information about a person’s business qualities and demonstrates a probable model of his behavior in a non-standard situation, for example:
- the ability to respond quickly;
- stress resistance;
- ability to resolve conflict;
- responsibility (whether he is ready to solve the problem himself or will shift the blame to an absent colleague).
It is not easy to study a person, because a person is an extremely complex object for analysis. In addition, the difficulty of such a study is due to the fact that a person, being the 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 explore the personality of an individual, using what methods and tools? To analyze such a complex object - the human personality - we need an equally complex tool, the role of which in the context under consideration can be played only by another person - the researcher. To date, there is a widespread misconception that a person's personality can be comprehensively studied with the help of special tests and by involving in the study computer technology. However, a test is just a task, a test, this is how the word test is translated from English. In fact, the accuracy of the assessment of a human personality is determined by the ability of the researcher to draw clear, adequate conclusions based on observation of the behavior of the person being assessed during the conversation. The test is a set of certain tests, developed in turn by another person - the researcher and thus based on his subjective system of criteria for evaluating 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, the Luscher color test, etc.) evaluate 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 the individual is a complex, multi-valued system, different sets of psychological qualities can give the same results in activity. 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 manager. 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 be unambiguous evidence that a specific combination of psychological qualities of a person is reflected in a certain way on a person’s behavior and activities. It is not without reason that psychologists argue that it takes many years of practice to become a good tester: evaluating an individual through testing is a task that requires the researcher to have considerable professional experience. The selection, training, "cultivation" 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 employee assessment. When applying an approach based on the assessment of competencies, i.e. behavioral manifestations, the intermediate link is not taken into account - the psychological characteristics of the individual. The researcher directly studies what needs to be assessed: performance, diligence, creativity of an employee, etc. However, this approach, unfortunately, does not completely eliminate subjectivity, because different people have different views on what diligence, creativity, subordination, etc. are, 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 can 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 follow three rules.
Rule 1 It is necessary to evaluate not the psychological or other qualities of a person, but the behavior and results of his activity.
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 It must be remembered: it is not the test that evaluates. Only an experienced recruiter, a socially and psychologically mature person with rich experience, both professional and life, can give an accurate assessment of the existing results and a forecast of future results of the candidate's activities.
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 evaluation tools. Evaluation of a particular method was made on a ten-point scale, then the estimates were averaged.
Competency interview
The main advantages of the method are low cost and versatility: various modifications of evaluation interviews can be developed. For example, a leader can conduct conversations in narrow areas - behavioral or professional competencies, and evaluate performance. However, complex interviews are still the most popular, as a result of which evaluation sheets (questionnaires) are filled out. As a rule, the interview is conducted by the immediate supervisor of the employee; an 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 the method is that the test results may not give a complete picture of the individual. Most often, testing is used in combination with other methods, such as interviews. Reliability - 5.06 points.
MBO methods (outcome evaluation)
The MBO (Management By Objectives) assessment system associated with the allocation of key performance indicators (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, determines a set of goals that the latter needs to achieve. The results of the assessment, as a rule, are summed up during a conversation between a specialist and a direct supervisor.
The advantage of MBO methods lies in the transparency of the assessment system and the simplicity of measuring achievements. The disadvantage of this method HR-managers consider indirect costs: the definition of goals always takes a lot of working time certified. 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 key performance indicators. Reliability - 6.38 points.
Case Methods
In order to identify the ability of an employee to solve specific problems, sets of cases are developed. So, during the assessment at Sberbank, employees had to answer the question “What should I do if the client makes a row?” It was necessary to describe the algorithm of actions in the above situation step by step: “I smile, then I propose a solution to the problem”, etc. To get a rating of “five”, it was necessary to correctly name five mandatory actions. The results of applying this technique provide a fairly complete picture of the professional and personal qualities of a person.
The disadvantage of this technology is the need to constantly update cases, because if this is not done, the correct answers 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 a real similar situation it behaves exactly as 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, personality questionnaires are best used only as an additional assessment tool. When applying this technique, difficulties often arise: firstly, some candidates are so far-sighted that they easily calculate the optimal, “correct” answer; secondly, the applicant may have an internal predisposition to a certain activity, revealed during the application of the methodology of personality questionnaires, but this predisposition is often not supported by real skills. In this regard, the results obtained during the use of this method must be verified 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 assessing employees by this method by specialists is practically not in doubt.
The use of assessment center technology is expensive, and therefore this method is elitist: it is used, as a rule, when evaluating 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 overall 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 methodology;
- case methodologies;
- checking 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 of 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 an employee, but his motivation for work and suitability for his position.
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, the 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 assessees.
On the first day or in the first 1.5 working days - depending on the total number of competencies assessed - business games are held. Ideally, 6-8 competencies should be assessed, in which case the business games will take 1 day.
For a group of ten people, the participation of five experts is required: 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 an assessment between all experts.
The features of the assessment center method are as follows.
It is necessary to have standard profiles or specialists capable of developing them in accordance with the requirements of a particular customer.
It requires a group of qualified expert observers, as well as a project manager.
Today in Russia, recruiters more often evaluate candidates using the above five procedures when selecting personnel, rather than using the technology of an assessment center. These five methods allow you to evaluate an employee with acceptable accuracy, while their use is cheaper, and the procedures themselves take less time than conducting an assessment center.
For the competent conduct of the assessment procedure, it is necessary to have a profile of professional and personal competencies of the candidate. When selecting lower-level employees, if the profile is developed and the indicators are well understood, it is relatively easy to evaluate.
When selecting top-level personnel, only the profile of professional competencies is not enough. In this case essential qualities that require assessment are business competencies: deep motivation for work, stress resistance in critical (emergency) situations and in relation to dishonest behavior of subordinates, understanding of market development, the ability to understand the business processes of the organization and attitude towards owners.
As practice shows, the most effective and convenient recruiting tool should be called the methodology professional interview , the most optimal in terms of the ratio of "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:
competency-based interviews (accordingly, the applicant is asked questions such as “Please tell us how you meet visitors?”, “Tell me, how exactly did you organize the work of your subordinates?”, etc.);
evaluation of the results of activities at previous places of work - an analogue of the MBO method (the candidate is asked questions like “What kind of results did you manage to achieve while working in the position ...?”, etc.);
case methodology (questions such as "What will you do in a situation ...?", etc. are asked).
If the candidate is promising, then he goes through several interviews. At the first stage, the compliance of what is written in the applicant's questionnaire with reality is checked. Even an inexperienced recruiter can conduct such an interview. Then comes the turn of the competency interview and the personality interview, which should be conducted by a recruiter with a wealth of experience. And only after that a business interview is conducted, aimed at understanding the attitude of the candidate to the company, his career, the owners of the enterprise. A business interview should be conducted by the most experienced interviewer - a headhunter, head of the recruitment department.
Let's dwell on the question of how long the interview should last. Of course, the specific duration of the conversation 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 selecting middle managers, the total interview time with a candidate is from 2 to 4 hours, when selecting top managers - from 4 to 8 hours.
Interview-assessment of managers and specialists of middle and senior levels is beyond the power of an ordinary employee of a recruitment agency or the company's HR service. For an accurate and adequate assessment of managers and key specialists the participation of independent experts who know the specifics of the business and are able to conduct interviews at the VIP level is required. As interviewers in the course of a conversation with candidates for the positions of top managers, people who have their own experience of successfully running a business and evaluating managers and specialists can also act. 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 receiving recommendations and feedback on the candidate's business qualities and performance, which are essentially his assessment by direct supervisors at previous jobs. The positive characterization of the applicant by the former superiors provides extremely significant information about the candidate for recruiters, because the ability to get along with management while maintaining high performance is the most important competence of a mature specialist. It is not worth wasting time on immature employees: the results do not compensate for the costs.
Unfortunately, this practice, despite its high efficiency, has received little distribution both among external recruiters and among customers in the independent selection of personnel. The difficulty lies in the fact that those who give recommendations and feedback about a specialist, that is, his assessment, have no incentive to provide such information to third parties. In addition, today companies grow and develop 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 activities of the manager, or whether the success of the company is due to investment injections from the owners.
As for the peculiarities 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 the customer company, recommendations about the applicant should be collected by his potential future manager after appropriate training or by the HR director.
Let's give two examples.
An example from an interview with Mikhail Bogdanov, head of the CONSORT personnel group:
“Recently, a consultant from one of the Russian recruitment agencies “tormented” me for 15 minutes on the phone 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 IMICOR recruitment company:
The project team leader was fascinated by one of the candidates: Intelligent, not prone to change jobs too often, activity programs in his departments were excellent, interview behavior confident. Something was wrong with the managing partner of the firm. She called one of the executives at the juice company the candidate had recently left, and everything fell into place. The applicant was really smart and positive, but with an incredibly complex character. The consultant, understanding who the client needs, made the right choice after that.
Candidate Due Diligence (LE 2)
Many HR managers complain that recruiters do not vet candidates thoroughly enough. Of course, there are grounds for such conclusions, but do not forget that a recruitment 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 the applicant is not easy to identify. Anyway, this kind of verification cannot be available recruitment agencies, working for a fee of 15–20%: the latter simply do not have enough financial resources to develop such a service.
The recruiter's task is to collect and then correctly interpret information not about the candidate's intentions, but about the real facts of his past, which are directly related to his performance of official duties in a potential future job. To accomplish this task, such measures as conducting professional interviews and collecting recommendations from former colleagues of the candidate are quite sufficient. A deeper check of the past applicant 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 // Secret of the firm. - 2004. - No. 46 (85).
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