14. Резюме. Сопроводительное письмо (структура, содержание).

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

CV:

• _{no longer than 1 page}

• _{perfect lay out}

• _{contain 6-9 parts}

• _personal data (not necessary to write age or marriage status)

• _{academic background}

• _{experience (work; job; professional)}

• _{skills (computer, language, driving license)}

• _activities

• _{references (arrange with people before including them to the CV, ask to provide recommendations)}

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}

15. Современные технологии подбора персонала. 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 you want to hire a foreigner. Consolidation (companies grow on size) and globalization (penetrate to a foreign market) in every industry.

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

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.

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.}

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)

Typical mistakes on interview

• talking too much

• know nothing about the company

• arriving late

• bringing up salary expectations too early

• not professionally dressed