Finding personnel in any large company is a constant problem, even if its employees are happy with everything and they are in no hurry to quit. All the same, some part of the jobs becomes vacant, because someone retires or may move to another city. There are several ways to select the right specialists, which HR personnel use, depending on the nature of the vacancy.
Instructions
Step 1
To search for service personnel, it is necessary to ensure a large flow of applicants, which can be done by contacting the media. This method of personnel search is quick and does not require large expenses. In addition, the target audience is usually large enough to provide a good choice. To prevent your ad from “blurring” the eyes, publish it every couple of weeks.
Step 2
The position of a top manager should be closed only with the help of recruiting agencies. They have an extensive base of specialists of a similar level and qualifications. Employees of the recruiting agency will carry out the whole range of HR activities: they will find a qualified employee, motivate him and send him to the employer. This method is the most expensive, but worth it.
Step 3
If your company is highly regarded in the labor market, then it makes sense to use internal and external reserves. Vacancies in key positions in the company can be closed by promoting employees, moving them to the next rung of the career ladder. Some vacancies can be closed by recruiting former colleagues of your employees. Such a “by recommendation” system is not expensive and fully justifies itself.
Step 4
If the company's management is not intimidated by the candidate's lack of work experience, then they can be looked for by attending job fairs. The way to search, train and educate your specialists at the university is also low-budget, albeit long-term. A job fair is a place where an HR manager has a good chance to find a unique employee, from whom, in a short time, you can grow a specialist who ideally meets the needs of the company.
Step 5
A good "catch" can provide a search on well-known recruiting Internet portals. Here you can kill two birds with one stone: post a vacancy announcement and view the resumes submitted by applicants. When placing an ad, compose its text so that it is as informative as possible, indicate the approximate level of salary and adjust the requirements for the candidate in accordance with the functionality. This will increase the chances for your ad to attract the attention of the very candidate you are looking for.
