Правильный подход к подбору персонала — это выгода в настоящее время и в будущем. Здесь и сейчас это экономия времени, средств (при долговременном поиске приходится немало размещать объявлений). Прием на работу подходящих кандидатов в итоге формируется в боеспособный коллектив, который эффективно работает на благо всей компании.
А от человеческих ресурсов сейчас зависит многое. Любое ноу-хау не остается незанятой нишей продолжительное время, тут же находятся специалисты. И успех во многом зависит от того, какая и как команда работает. Поэтому важно не ошибиться при подборе персонала.
Чтобы не ошибиться в выборе нужно ориентироваться не на собственные предпочтения и симпатии, а на профиль должности. Оценка профиля — первая ступенька, а непосредственная оценка кандидатов — один из завершающих этапов поиска работников. Существует множество методов проведения этого процесса, в ходе которых появляется возможность реально оценить знания и навыки потенциальных сотрудников. Как оценить человека за час и выбрать именно «того самого» кандидата?
Методы подбора
Подразделяются на количественные (основной метод — анкетирование) и качественные (наиболее часто применяемый в данной категории — интервью). Лучше, конечно же, комбинировать, что позволит раскрыть кандидата разносторонне, а, следовательно, работодателю остановить выбор на наиболее подходящем претенденте.
Не стоит опираться только на анкетные данные. Наличие в трудовой книжке длительного стажа по той или иной профессии совсем не означает, что такой кандидат на вакансию — лучший вариант. Можно быть суперуспешным на одном предприятии и посредственным исполнителем на другом в одной и той же профессии. Поэтому важно следствие.
Оценке нужно подвергать не знания, а навыки претендента. Пусть не рассказывает о том, что знает, пусть покажет, что умеет. Ведь навыки могут отсутствовать вообще или присутствовать, но недостаточно.
Три определяющих вопроса на собеседовании
Они дают если не полную картину, то помогают раскрыть личность достаточно быстро.
1. «Как вам кажется, вы хорошо делаете … « (например, готовите, вышиваете, общаетесь с людьми). Если ответом будет мнение окружающих, такой кандидат сгодится на должность исполнителя. Имеющий свой взгляд на собственную персону, человек несговорчивый, бескомпромиссный — отличный вариант на должность ревизора, аудитора, консультанта.
2. «Что вы ждете от жизни?». Наличие стремления к достижении какой-либо цели (построить дом и пр.) проявится и в работе,- присуще оптимистам. Но если человек к такому же ответу добавит, например, недорого, это ориентир пессимистов, которые ищут негатив практически везде и во всем.
3. «Каким вы представляете свой отпуск?». Тот, кто нацелен на результат, ответит: «ярких впечатлений и новых сил, с которыми продолжу работать». Такие идут к своей цели напролом, порой вопреки правилам. «Спокойным и расслабленным, так как нужно отдохнуть» — примерно так ответит второй претендент, который в работе проявит обстоятельность и дотошность. Рутинная работа его не испугает.
Бизнес — не политика. На первый план выходит поведение кандидата, а не его личность. Если претендент на вакансию не вписывается в модель работы предприятия, не стоит его брать на работу. Иначе это может стать большой ошибкой. Подбирайте персонал правильно и успех обязательно будет вам сопутствовать.
Кристина Фирсова
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