15. Современные технологии подбора персонала. Методы тестирования. Приоритетнее качества при приеме на работу. Техника подготовки к обеседованию. Типичные ошибки на интервью.

When a company wants and needs to recruit or employ new people, it may decide to advertise the job position in the appointments section of a newspaper. People who are interested can then apply for the job by sending in a letter of application (or covering letter) and curriculum vitae containing details of their education and professional experience, personal details (sex, age…), kills, activities, hobby, personal traits, qualities, recommendations. A company may also ask candidates to complete a standard application form. The company’s human resources department will then select the most suitable applications and prepare a short list of candidates or applicants, who are invited to attend an interview. Another way to hire is by using the services of a recruiting agency that will provide them with a list of suitable candidates. They promote position as a product. Useful if u want to hire a foreigner. Consolidation(companies grow on size) and globalization (penetrate to a foreign market) in every industry.

Letter of application:

As important as CV, it’s first direct contact btw candidate and employer. U make impression. Must be well written, without mistakes. Contain 4 paragraphs:

• Confirm that u wish to apply and say where u learned about the job

• Why u interested in the position and relate ur interests to those of the company

• How that u can contribute to the job by highlighting ur most relevant skills an experience.

• Indicate ur willingness to attend an interview

10 years ago candidate could win the job with the right look and right answers to the question why do u want this job.

Now: have to describe in great detail not one career accomplishment but many-so that patterns of behavior emerge. Questions: who is the bet manager u ever worked, why, what is ur best friend like—this reveal much about the candidate’s management style and personality. Now candidates are submitted to a series of paper-and-pencil tests, role-playing exercises, simulated decision-making exercises, brainteasers, long series of interviews by psychologists or trained interviewers. Aim – to evaluate candidates on intangible qualities: is he creative or entrepreneur, can he lead or coach, is he flexible, is he capable of learning, does he have passion and sense of urgency, how will he function under pressure, will the potential recruit fit the corporate culture. Also measure skills in communication, analysis, organization, attention and management style.

The reason for interrogations is clear: many hires work out badly. 35% of recently hired senior executives – judged failures. Companies are getting more careful about hiring: the cost of bringing the wrong person on board is huge. Searching and training can cost from $5000 for a low-level manager to $250 000 for top executive. Years of Corporate downsizing, a trend that slashed layers of management has also increased the potential damage that one bad executive can do.

Employer wants to know how an executive will perform, not just how he did it before.

But still many companies didn’t shift to this practice. Companies haven’t started the extensive testing, but toughened their hiring practices: do background checks, looking for sights of drug use, violence or sexual harassment.

Usually: so little information on which to base a decision, most people hire the person they like, rather than the most competent one. Scientist say that personality traits an motivation predict performance.

How to select the best candidate

Remember: people don’t change. Intelligence level decline modestly, but changes little over their working life. Personality can change but not much: extroverts become slightly less extroverted. Skills can be improved and new ones introduce. BETTER to select for what u see, rather than attempt to change.

Etiquette-priority number one. Good manners can make life easier, not just code of behavior- methodology be which people an get along with each other.

Preparing to the interview: don’t be nervous, find information about the company, prepare answers to possible questions, smile, be confident, don’t panic (u can try again in other companies)