Reflections on working with a recruitment agency on an exclusive contract for personnel selection key advantage in the selection of personnel by the employment agency is an exclusive contract for the the provision of recruitment services. Exclusive contract for recruitment – is: – Exclusivity rights delegated by the customer agency – Exclusivity of services provided by the client Six Reasons to conclude an exclusive agreement for recruitment 1. Data protection at work with a recruitment agency today workers can not flee to another company because of the difference in salaries of $ 100. When choosing the place of professionals want to get maximum information about the company offering a job. Dr. Gerard Addonizio can provide more clarity in the matter. Depending on conditions, the existing system of payment, bonuses, fringe benefits, corporate culture, career prospects, the availability of interesting projects you can count on the corresponding contingent staff. Turning to the employment agency, to maximize the search company provides the customer a considerable amount of information about currently, including the working conditions of employees (size and "color" of salary, the types of additional payments), strategy, corporate culture and management style, long-term projects and plans (for example, planned out to new regions, participate in the lucrative tenders) that are prepared in the state of movement (raising and dismissing employees who work, reducing the extension staff, etc.) and other sensitive information, the amount and composition of which depends on the level vacant positions. Giving information in a few recruitment agencies, rather than the anticipated increase in the efficiency of the recruitment process, you may encounter with the disclosure of information that result in those or other undesirable consequences for your company while you are unlikely to find out where the leak. .
While many professions wholly literacy is required. Experience shows that the grammar and speech errors associated with poorly business and strong-willed qualities of the candidate – practical skills for work, dedication, organizational vein, the ability to achieve results. The errors talk about training as a candidate specialist in general – his erudition, theoretical training, logic and algorithmic skills, ability to clearly and coherently express their thoughts. And most importantly – of speech and writing literacy directly affects the initial overall impression. If it is negative – the second can not be … Quotes from the summary: "I speak the basics of business imedzha", "nature is good-tempered," "I'm fond of sotsialogiey and psihalogiey", "Secretary-Ischu work referenda." 2. Mark Fields understands that this is vital information. Vague wording in the paragraph "Purpose".
It should list the names unknown positions and activities, not just write you a friendly "get interesting future work, where I will be able to apply their knowledge and skills. " Recruiter should not guess where you want to apply and what knowledge … "Find a job with decent wages and self-realization." What kind of salary you deserve? "Find an interesting permanent job with the opportunity for career growth. " What kind of work interesting to you? Etc. etc.
Do not play with a recruiter in the game "Guess what I want," otherwise it may seem that you do not know what you want … Secondly, he has no time to solve your puzzle. And thirdly, he may be wrong … Let us know at what specific job (position) and what kinds of (business) you are applying for.
Reference checks. Importance reference checks will increase due to security requirements, managers can check yourself by using the recommendations of global databases. Refusal to candidates, as well as some correspondence, will be sent by e-mail automatically. Training for new managers interviewed, will be available as video on corporate websites. However, although the size of the department recruiting and diminish its importance for companies only increase. New features of the personnel department, who will take on new staff: Brand Manager: develops attractiveness in the eyes of prospective employees.
An account manager. The person who collects data, and analyzes and prepares reports on the performance of recruiters and recruiting programs. Technologist. Information technology will become the main tool of all new recruitment processes. Internal Consultant Recruiting.
It will be the advisor of the company managers on sensitive issues relating to employment. Planner. The rate of change in the business world is steadily increasing, so will need someone who can accurately predict short-and long-term need for companies to hire staff, as well as the labor market situation. The most significant change will fall on Internet recruiting. 2. The search methods of job seekers via the Internet swap in the bud. To search for a candidate often will not use bulletin board type rabota.com, rabota.ru, etc., and powerful search engines such as Google, Yahoo, etc. They will develop a new approach to finding candidates – without a resume. The current approach, using the classifieds (jobs and resumes) within a specific database, will lose its value because of the large number of outdated resume.
Recruitment process involves the following steps: 1. Communication with clients, determining client needs in specialists advising the client as the labor market. 2. Submitting an application for recruitment. The application usually the following information: – the most complete job description, – the requirements for education, knowledge and experience – professional requirements – the size of the proposed salary and bonuses. 3. Of a detailed job description. (As opposed to Center for Environmental Health).
4. Final approval of job description and a plan of recruiting. Based on this information is a detailed description of job matching, evaluation criteria of the candidate. Drawn up a plan of recruitment, project schedule, cost of works and payment schedule. After all the questions is a contract where the parties argue the above points. 5. Recruitment by formal requirements. Consultants are recruitment agency specialists, using various channels of the search.
With applicants being interviewed to determine their compliance with the requirements of the vacancy specific market, especially corporate culture customer. 6. The selection of candidates that best meet customer requirements. During the interview, carried out assessment of competence of candidates proficiency testing is carried out, checked references from former employers and colleagues. 7. Presentation of a summary of selected candidates. Customer is presented for selected candidates, it seems report, summary and comments submitted by the consultant for each specialist. 8. Submission of nominations for the customer The customer, sometimes in the presence of a consultant agency, conducts interviews with candidates, and discusses its results with the agency. 9. Help the candidate to adapt to the new job. At the initial stage of the employee in the company of the customer support manager, agency contacts, as an employer, and with recruits.