Современные технологии подбора персонала. Методы тестирования. Приоритетные качества при приеме на работу. Техника подготовки к собеседованию. Типичные ошибки на интервью

Способы подбора персонала. Агентства по подбору персонала. Резюме. Сопроводительное письмо (структура, содержание).

Иерархическая структура компании, основные отделы их функции (отдел по работе с персоналом, отдел маркетинга, научно-исследовательский отдел, производственный, отдел по связям с общественностью и др)

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Curriculum vitae – key information about individual’s educational background, previous work experience, skills and personal qualities.

CV:

- personal/contact information

- academic background

- foreign language abilities

- clear to read, present an attractive image

- not too long

- chronological or functional order

- interesting features highlited

Covering letter may be attached to create a good impression (so that the recruiter will want to read CV):

* briefly: where you heard about the job and why you fit it

* confirm your wish to apply

* information you learned about the job

* formal tone of the text

* no mistakes

* concise and precise

* why you are interested in the position

* possible contribution to the job (highlight relevant skills)

* indicate willingness to attend interview

Recruitment:

- advertising the position in a newspaper (appointments section)

- people apply for the job

- send in a letter of application (covering letter) and CV (details of their education and experience)

- company may also ask candidates to complete application form

- HR department selects most suitable applications and prepares short list of candidates

- invites applicants to attend an interview

Alternative: services of a recruitment agency (US search firm) – provides company with a list of suitable candidates;

may act as a consultant or organize testing and simulations to evaluate the candidates' skills.

A number of companies are not satisfied with traditional job interviews. When the candidate could gain the post only with a good prepared answers and representative look. Now employers want to evaluate candidates on intangible qualities:

- creativeness or entrepreneurial spirit

- leading or coaching skills

- flexibility and capability of learning

- functioning under the pressure

- fitness to corporate culture

They are requiring applicants to submit to a series of:

- paper-and-pencil tests (general intelligence)

- role-playing exercises

- simulated decision-making exercises

- brainteasers

Others put candidates through a series of interviews by psychologist or trained interviewers.

Possible questions:

“Who is the best manager you ever worked for and why?”

“What is your best friend like?” – can understand your behavior pattern and managerial style

The mistake can cost for the company a huge sum of money.(lead to corporate downsizing)

Aims of comprehensive testing – to measure skills in:

- communication

- analysis and organization

- attention to detail

- personality traits and motivations

This can predict applicant’s performance.

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Дата добавления: 2015-01-03