Category: HR-теория

The main recruiting agency in Ukraine is young people working in the field from 2 to 10 years. They know the labor market well, understand the average level of wages and the likelihood of finding a job for one of the best companies in the country. As a rule, they are good psychologists, which, theoretically, could help their friends without the necessary competencies to happen to be “in the right place, at the right time.”

But will this work in practice?

According to the contract between the recruiting agency and the customer company, the average duration of the trial period is from 1 month. This means that the suitability of the candidate will be tested directly in the working environment for at least 4 weeks, after which the recruiter will receive feedback from the client and payment for the work. But it is important not to forget about the service period, namely another 2-3 months, during which even the most cunning employee runs the risk of being caught in the absence of knowledge and skills.

What happens next? The employee is fired, and the recruiter is looking for a replacement for free. Only this time the client will be more picky and attentive to the work of the recruitment manager.

Conclusion: for serious posts with a salary higher than the market, such risks have no prospects either for the applicant, or for the recruiter, or for the executing company.

On the other hand, there is a recommendation recruiting method. In Europe, almost 40% of vacancies are closed in this way, because no one knows the project inside as well as its participants. Therefore, employers do not see anything bad in finding good specialists among friends of their staff and recruiters. Moreover, in the IT sector, it is customary to give a reward for assistance in closing a vacancy on your own.

What is important to know and do to the employer so that he is not deceived:

• come to terms with the fact that such a method of staff selection is not suitable for all posts (branch managers still should not be looked through through his future subordinates – there is a risk of bias, underestimation of indicators, etc.);
• to check whether the conditions inside the company really correspond to the market ones, because if the company “sags”, for example, in the quality of social packages, then most likely, instead of the joy of closing the vacancy, the anger of word of mouth will fall on the company;
• create a working unique algorithm for checking the quality of candidates: test task, situation modeling, etc.
• anyway, on their own to monitor the labor market in order to have an idea of ​​the real needs of worthy candidates.

Summing up, it is worth recalling one unconditional plus of сronyism recruiting – the creation of a truly friendly, trusting atmosphere within the team. Indeed, knowing each other, employees will be more open and more root for the results of team work.

The recruiter’s book Tuesday is back on air. Today we’ll talk about the literature that we will really encounter in the library of a recruiting agency. Of course, some of our “burning” heads find time to read foreign literature and listen to podcasts. But with a greater probability at a small talk on a thematic forum you can discuss with a colleague of their other office only Ivanova’s works or new items in NLP.

Although many companies invest in the development of their staff. For example, if you didn’t get to know Lebon and his Psychology of the Masses during your university years, now is the time to order a purchase for the boss. For HR and those who work with staff, you need to be able to convince without screaming. In addition, relevant negotiation tactics in obviously difficult situations will be useful to you.

To learn more about job descriptions, job placement methods, the nuances of personnel work, etc., can be found in the book “Personnel Manager Handbook”. It gives a thorough digression into the life of HR, which is especially useful for agent recruiters and those who plan to work on tenders with government customers.

“Consulting sales” has long been the reference book of sales specialists of our agency. Recruiting is not just a service, it is a constant consultation and analysis. Offering to find a specialist in the company, the recruiter takes responsibility for the main resource of the business – its people. Therefore, it is important, even at the stage of discussion of possible cooperation, to very clearly indicate the values ​​and find a compromise in the format.

The recipe book for the right interview, “Important Questions for an Interview,” by Victoria A. Hovermeyer, names 701 topics for discussion with applicants. They are especially useful during interviews, because they will help to reveal both unpreparedness and rehearsed answers. Actual for all areas.
Well, our favorite book, motivating you not to waste time on Executive Search, is “Hire Rock Stars” by Jeff Hyman. We have already talked about rock stars in the company that help take off the coolest projects. Moreover, their added value is made by the fact that they charge people around them. Strong leaders, top managers, leaders – all those whom Ukrainian businessmen have been looking for in their teams for so long.

And these are only 5 books that are worth scrolling through in the near future. Although in fact there are 1001 of them, because in each work you can find something important. Even if we turn to the cinema, where for the first time the Oscars were awarded a foreign film about hired employees. But if the owners of the house turned to the agency, then there might not have been a story 🙂

But this is a completely different story.

Each recruiting agency has 10 of its own stories about how they looked for sales manager. These stories are sometimes worse than the experience of mass selection. Here you have the greatly overstated results in the resume, and a regular client of the recruitment agency (5 work shifts per month), and strange behavior at the interviews. Perhaps this is due to the specifics of the profession, or maybe unique soft skills. In short, recruiters have long identified – sales managers need to first check for personal qualities. We tell you how to do it.

1) Check for adequacy

After the first interview and preliminary selection of candidates, make a couple of test anonymous calls to your candidate. During the call, try to sell him any common service / product. His reaction will be the very test of “normality.” Of course, this practice cannot be a 100% guarantee of success, but a salesman who hates people and does not respect colleagues (an always recognizable character from a Hollywood movie, by the way) will almost certainly not take root in the company.

2) Determine the activity / passivity of the position of the candidate

After the interview, tell the applicant that your recruiting agency is quite his candidacy and the decision now depends on the representative of the client. An active and motivated salesperson will look for an opportunity to meet with a client, give more information about himself, etc. – by all means, show readiness for action. Passive will say “Thank you” and will wait.

3) Willingness to compromise for the sake of a deal

Not the most correct way, but still has the right to be mentioned. Be late for a meeting without warning for 30 minutes. Go into the meeting room, apologize and watch the reaction. If the candidate closes right away and is reluctant to go to the meeting – there is a strong introvert in front of you, the tactics of which will be in question. If the situation is easily and quickly resolved, then sales will most likely have no problems with customer management. We can say that this is not a working moment and to value your time is normal, but after all, a job search is also a sale to some extent.

4) Ability to cope with difficulties

After a successful interview, give a short test task for a certain time (up to 60 minutes), which you will need to complete at home. Here, again, the candidate’s reaction will tell a lot: willingness to spend more effort on closing the issue, focus on results, and so on. This is how the willingness to work, and not just discuss opportunities, is tested.

According to Alexei Surovtsea, the author of the article “5 Easy Ways to Quickly Evaluate a Sales Candidate,” which inspired us to adapt his article for recruiters a little and share with you, sales people are advanced soldiers who should not only be ready for any force majeure, but also be able to save face.

We hope that each recruiter will find at least one useful trick for himself and be able to test in his practice.

Our agency has a good tradition – to share knowledge. In the office of Recruit Alliance, you can find several dozens of the most relevant books on Executive Search, recruiting, consulting and HR in Ukraine and abroad. On Tuesdays, as a rule, we discuss worthy book copies that have passed the test of interest and usefulness.

Today we decided to make a selection of “eternal” literature for recruiters who decided to move to the big league. These are books about motivation, about sales techniques. Without understanding how the candidates who are hunted and searched through Executive Search think, you cannot grow in that direction. But having at least theoretical experience in the field will be much simpler.

So, TOP books highly recommended by us for reading:

“Money Ball” (The Man Who Changed Everything) Michael Lewis has already been screened, but the book, as usual, is stronger. This is a story about a baseball manager who, without a lot of money, figured out how to get every chance of winning with the help of proper recruitment. The book will teach you to find true talent among those who could be underestimated. In addition, it proves once again that it is not necessary to have large budgets for victory – faith in victory and accurate calculation decide everything.

“Hire with your head” Lou Adler – the book is not new, but it describes the trends of the American labor market, which gradually come to Ukraine. It’s especially good for recruiters working with it-companies, where the topic of freelance, outsourcing and transitions from project to project has shown the advantage of quality over the number of working hours in one place.

“96 Great Interview Questions to Ask Before Hiring,” Paul Falcone will be helpful for the selection managers who have already learned Svetlana Ivanova’s works along and across. The book is not a list of questions and the correct answers. She talks more about causal relationships in long dialogues with the applicant and shows how to correctly interpret the answers to behavioral questions.

“How to Identify a Liar” by Gregory Hartley and Marianne Karinch – literature that slightly reveals NLP, but if used wisely, the unpleasant consequences of excessive credulity can be avoided. The authors seem to say that people lie and that’s normal. But if your task is to see more than they want to show you – which, incidentally, is important for the Executive Search manager – then find a couple of free evenings to learn tips on how to recognize manipulative practice.

“Who” by Jeff Smart and Randy Street. This is a real scientific treatise, written in a simple and understandable language, about how the HR department works in large companies and how much its error costs to the business owner. On the one hand, this material will tell you how to reach the full-time HR manager through solving his problem. On the other hand, why it is important not to make a mistake when selecting TOP management.

Read books, find out more and share your findings with us 🙂

Recruit Alliance is a recruiting agency providing recruitment services. In this article we will act as experts rooting for a team of recruiters, although, of course, our favorite representatives of client companies are hr 🙂

Many companies, especially those related to the IT sector and start-up startups / entrepreneurs in Ukraine, simultaneously pursue 2 goals: to hire the best specialists (in this situation, competent and “inexpensive”) and save on selection. In order to contact recruiters less often, the founders invite hr to cooperate, promising him or her to work with employed personnel, although they soon set a task to close positions. A person without appropriate skills does this for a long time and not in the way that management would like. Taking care of the employees working in the company and managing to monitor the market for closing vacancies is sure to burn out.

In fact, the profession of “recruiter” is closer to the field of sales. The selection specialist performs many “selling” functions: from attracting the best candidate to selling him the brand of the employer. HR more often studies labor law, encourages employees to develop, launches training programs for them, and monitors effectiveness. Sending hundreds of messages, studying thousands of resumes is difficult to combine with a thorough immersion in the organization of work processes in the enterprise.

Even in the most innovative startups, HR is engaged in large-scale but familiar work of “supporting” employees: weekends, holidays, illnesses, accrual of salaries, etc., but most importantly, it makes sure that they feel happy at work.

Of the 56 hr-managers we interviewed, 36 admitted that before concluding a contract with us, they themselves closed all vacancies. But it turned out that such savings in recruitment led to a noticeable decline in morale, both for the personnel manager and the team as a whole. In order for the work processes to not stop, it was decided to turn to a professional recruiting agency.

So, how to create an effective HR department to do without recruiters:
1. Recognize that for different functions you need to hire different specialists;
2. If possible, automate the selection process or develop an internal CRM (especially relevant for team work and before the “large” set);
3. Eliminate hr & recruitment department from administrative tasks;
4. Prepare training videos (job descriptions) for new HR professionals;
5. Determine the optimal rhythm of work and set the KPI for sourcing / selection;
6. Organize several meetings of HR and representatives of the financial department to discuss possible costs and determine budgets. The sooner this happens, the easier it will be for managers to work.

Recruiting and hr are different professions within the same profession. If you are looking for a quality closing of vacancies in Kiev, Odessa, Lviv and other cities of Ukraine – contact us.

Recruiting, especially in the IT field, is the same market where buyers (clients) can attract the best developers (in the context of “more suitable for their project, with relevant experience / knowledge”) for payment (good pay / cool project / benefits / individual conditions). With prey, the one who can offer more or is able to bargain leaves. IT startups are the second. Let them have less payment or worse conditions, but they:

• more flexible in negotiations (slightly raise the RFP, give indulgences in the schedule, take with less experience)
• respond faster (it may take a couple of minutes between receiving a resume and an invitation to an interview – this is practically impossible for large clients)
• active (it is easier to give the green light to the use of non-standarrecruiting tools, they themselves are involved in actively attracting candidates, if necessary)

In our experience, the speed of closing a vacancy for a startup is approximately 2-2.5 times higher than for a large it-company. Just because the customer is more responsive.

Steps to close a developer’s vacancy with it-recruiters in a startup:

1. Determine the USP vacancies: it’s good to study the product that the candidate will have to work on, discuss “flexible” moments with the client, and draw a portrait of a potential candidate.
2. Concentrate on “hangout” developer habitats: thematic sites, forums, groups in social networks / telegram. Our candidate should look for something more than just pay in a future job. He must have an inquiring mind and, as they say, an open-mind – such a person can be attracted to the project with perspective.
3. Reduce the interview stages to the minimum number, persuade the client to give test assignments directly at meetings. Try to convey the idea that in this case, the closing efficiency is directly related to the speed of interaction.
4. A cool developer is the main link in the recruitment chain for a startup. After signing the offer, you can interview him for recommendations of other missing links.

We use the same strategy for marketers, managers, salespeople. They may have a little experience, but it is necessary – this is a completed higher education in the chosen field, communication skills and willingness to work on KPI are well developed.

A startup is about a result, not a process. Its employees must be checked for effectiveness even at the stage of interviews.

We do not want to say that general recruiting is easier than IT. But 20 years of work in the Ukrainian labor market have taught that a growing interest in the field of information technology makes its representatives more in demand, and, therefore, selective in finding a job.

If you still have questions, you can always find out more about the selection here or call us at +38063-237-16-96.

A recruiting agency is not a private client of promotion companies and this has its own reasons. In the field of recruitment, word of mouth works well, work with customer feedback and digital. The lack of classical tools is well compensated by the so-called “affiliate program” with job platforms, which regularly engages in the PR of its brand and, for the company, advertises regular wholesale customers.

Heads of recruiting agencies know that this is the case when the number of outgoing applications does not matter. If the advertising company is not properly maintained in the recruitment agency (although in fact they are the same recruiters), 80% of the incoming are job seekers, paid work with which is an illegal business in Ukraine.

Let’s leave the lyrics and move on to the main point: what tools should you invest in?

• Content is the head of everything. High-quality texts and visuals about recruiting, case studies, clearly arranged vacancies, etc. are very important for potential customers. This is the easiest and most affordable way to indicate your competence and the quality of processing applications. In addition, the presence of a budget and professionalism in communications always seem to be status indicators and a must have for any brand.
• With SEO, too, everything is clear: an optimized site is faster, easier to read and easier to load. The market is harsh: a new client will turn to the agency that Google would give out earlier. Perhaps, over time, disappointed in the first recruiters he comes across, he will pay more attention to the search and will reach you. But for now, do not take risks and invest in promotion and / or use Ads.
• LinkedIn and Facebook are a must. Especially for IT. Especially if you plan to lead an active public life, often hold internal events, you can clearly indicate your values ​​and be proud of a smart charismatic leader. A couple of years will pass and the focus of each CA will be the generation of the 2000s. And where to look if not in social networks? I used to start – higher in SERP.
• Collaborations, special projects, publications and other PR. Big budgets are not needed here, but a cool idea will be worth its weight in gold. If the fantasy is not very good, you can always turn to the analytics – it is well cited.

There is an opinion that legal business, banking, recruiting and other fundamental areas should strictly comply with the classical style. But what is happening on the Ukrainian market of services suggests otherwise. To stay “on the wave” you need to be brave and not afraid to change.

The work of an it-recruiting agency is always a little more than staff search and recruiting. Since the Ukrainian it-labor market is constantly in search of good candidates, and the number of vacancies significantly exceeds the number of people in the search, a recruiter should always be ready for creativity in work. Once, in our company, a project was successfully closed, where the final argument for the applicant was the “landmark day” of the interview. Of course, this is rather an exception to the rule, but we strongly recommend that you do not omit the human factor when discussing offers.

In addition to the technical characteristics, you can tell a little more about the internal kitchen of the it-company. Everything is clear with insurance and cookies, but not every company can boast of generous celebrations. For example, for the celebration of the 2019 New Year, AltexSoft gathered their colleagues from all offices and invited them to dance to the performance of Druga Rika, a popular group in Ukraine. Astound Commerce “supported” the tradition and invited TNMK to light on the Urban NY’19 Dvizh.

Ascendix Technologies invited employees to show talent and take part in an impromptu musical. B2B Soft went further and organized their own Oscar Film Festival, rewarding the best for the talent of a director, screenwriter and actor (and relevant work achievements, of course).

Binary Studio conducted a larger-scale action, inviting the team to a Christmas trip to the most fabulous cities in Europe. ElifTech and Interkassa organized a holiday in the Carpathians with pokatushki, bowling and billiards. And FiduciaSoft went to bask in the sun in Sharm El Sheikh. However, Brander, who organized the most comfortable celebration in the style of pajamas-party, was also remembered.

Knowing about the potential capabilities of it-companies, their openness to the team and the ability to really brightly reboot after workdays, it is much easier to “sell” an offer to it-specialists.

The moral is: recruiters, do not spare time to write more information about the client and interview the internal hr.

Well, an additional bonus: this material can come in handy for preparing a fast New Year corporate party. Learn more about interesting scenarios from last year at DOU.

Like most business innovations, outstaffing came to us from the USA. In the years 60-70, outstaffing service was provided by individual freelance entrepreneurs. But soon separate outstaffing companies began to appear, which the local government took as an attempt to deviate from taxes. But, in fact, this business is aimed at something completely different – cost and process optimization, therefore, in the 90s, outstaffing began to be defined as one of the types of services of recruiting agencies.

But there is another theory that this type of service came to us from Japan, where only a third of all employees work officially. The rest are outside the state, but they retain all the required benefits, insurance and payments.

Between 1998 and 2000, the American Small Business Administration increased the number of laws governing employment by 60%, with the main focus on protecting workers’ rights. All these actions have significantly complicated the work with staff for entrepreneurs, because the demand for outstaffing has grown by 25% and continues to grow every year. Thus, the owners of the companies remove the burden from the hr-department and close a lot of issues related to benefits and insurance, by the wrong hands.

Today, outstaffing companies operate in America that define their type of activity as a Professional Employer Organization. In total there are about 700 in 50 states. Total revenue is approximately $ 40 million.

In the post-CIS space, outstaffing is ordered to remove unskilled and seasonal personnel from the state. However, for the IT sector, this service is determined by a slightly different functionality, although it reserves the accepted standards in the legal field.

The Recruit Alliance company has extensive experience in removing staff from the state in Ukraine. If you have any questions regarding the process and its legality, we will be happy to advise you in a format convenient for you: at a personal meeting in Kiev, online or by phone.

Theoretically, an IT recruiting agency can sell search services for any specialists. But a company engaged in general recruiting is not a fact that it will be able to recruit staff. The thing is in the theoretical base of the recruiters themselves.

We will not underestimate the amount of knowledge and the number of skills that successful recruiters should possess. But recruiting IT personnel requires the same skills plus additional experience and understanding of the specifics of the field. Namely:

• Know the hardware: how profiles, programming languages, testing methods, ux / ui and so on differ. It is not necessary to be able to write code or evaluate its quality on Github – this is already the stage of a technical interview, but it is strange if there are no technically savvy specialists in the IT recruiting agency.
• Begin your journey in recruiting it staff by exploring the possibilities of LinkedIn, special “search” applications for Chrome, thematic communities on Telegram and, of course, studying popular IT publications.
• Check the relevance of the database: specialists change stacks, switch to new technologies and are very upset when they send inappropriate requests. On the Internet you can find an infinite number of unsuccessful examples of attempts to establish a dialogue.
• Be able to sell, because in IT the number of vacancies for Middle + significantly exceeds the number of developers / QA / etc. This does not mean to possess secret sales tactics, but it’s good to understand which particular “buns” or conditions will become decisive for a particular candidate.
• Once again be able to sell, but already um the company itself or the candidate: to argue the prices for the selection, to recommend the size of the salary, to explain the reasons for the job changes or other paragraphs of the resume.
• Deal with soft skills. There is an opinion that hr in food companies now place the maximum emphasis on personal qualities, because team comfort comes first.
• Know English in order to be able to make requests in English, check applicants and communicate with representatives of foreign companies. Plus, to understand slang, humor and current news, most of which are written in a foreign language.
• Ideally – to be in a “party”. Fill your pages on social networks, be open to communication, attend thematic events – work on a personal brand. There are many IT recruiting agencies, but not more than 10 are heard.

In most cases, IT recruiting begins with general recruiting, especially if the recruiter works on freelance and takes different projects to work. Although sometimes the selection goes from technical professions. The main thing is to love and be able to communicate productively with people, then work in any direction will be of high quality and well-paid.

Ukraine is a country that is just beginning to live in a system of gender equality. Many vacancies still contain suggestions regarding the gender of candidates. Even in a recruiting agency or in HR, there are more girls and only in conditionally more difficult directions are there guys. Or vice versa, in areas where male specialists predominate, they will be hunted by female recruiters. In a word, intentionally or accidentally, but in the post-CIS space, gender roles still exist.

But what about women in leadership positions?

A recent study by the University of Utah showed that women are most often appointed as department managers or department directors in companies that are particularly complex time. For example, at the time of a financial crisis or merger. Data based on a 15 year study of Fortune 500 businesses.

Why is that? According to our observations, men who focus on their careers are more likely to take risks. They are less likely to take on controversial projects, while many girls see in them continuous opportunities. Especially when it comes to “hard-to-climb” areas and work outside the marketing / HR / accounting department. Catch the well-known example of such a situation – the story of Margaret Thatcher.

Leaders are considered more empathetic, which helps the team easier to survive difficult times. On the other hand, women pay more attention to indirect tasks: caring for the environment or charity, which can be an important factor in choosing a job for generation Z.

Another reason is gender balance when entering international markets. If the company plans to work b2b with the United States, then for sure future partners or customers will be more disposed to a team led by a woman. Of course, this does not mean that the product has no future with a male director, but a purely masculine team may raise questions.

In other words, if you have problems or are in doubt, call a woman. However, one cannot but rejoice at the observation that Ukrainian companies are increasingly hiring employees based on their competencies, rather than gender.

The research company Leadership IQ found that 46% of employed professionals begin to regret their choice of job in the next 18 months. After that, their motivation level drops, labor results tend to zero and the next change of company occurs. There are always a lot of such “jumpers” replacing employers every 2 years on the market. One of the main reasons why this happens is that the recruiter poorly studied the person’s profile and could not or did not want to determine his real needs. He thought that he saved time for the client by recommending hiring an almost suitable person, but it turned out that the customer was in the red both in time and in money.

The reasons for this puncture can be different. But most often they start with the same phrase: “Hello, a recruiting agency? For yesterday I need a sales manager / marketer / director … Let the candidate be not perfect, but soon. ” No selection specialist will undertake a project with tight deadlines with a guaranteed result. Because, if he agrees, then most likely the client expects a fraud: understatement to the candidate or an embellished portrait of the applicant to the employer.

According to a CareerBuilder survey conducted in 2017, companies lose about $ 14,900 annually on bad hiring. This figure consists of repeated publication of applications, missed projects, payment of compensation, etc. An HR manager can hire a candidate based on his personal feelings – he / she knows the company better from the inside, understands what type of people get along in the department where there is a vacancy, and who will be comfortable with the project manager. But an external recruiter cannot take that risk even in the 5th year of cooperation – a specialist should not be tested for more than one interview.

What other risks exist when choosing the wrong candidate:

• Loss of profit
• The loss of team spirit within the team
• Dismissal of key employees
• Reputational risks, especially if the candidate works in the communications department

Only a careful study of the information field around the candidate will protect against all these failures – this is feedback from previous places of work, monitoring of social activity, verification of the veracity of KPI indicators and others.

Honesty is the best policy when looking for employees. Expecting sincerity from the candidate, be honest in reply: speak directly about the nuances of his or her functionality at the future place of work. In this case, it is possible that your applicant will be included in those 19% of the lucky ones who have been working in the same company for more than 3 years and do not plan to leave it.

Meetings with the future employer are the same negotiations that many job seekers are so afraid of. And the point is not that a person does not believe in his knowledge or only insidious recruiters have met him. In fact, in a state of stress, many (not only candidates, but also representatives of a recruiting agency) experienced failed interviews. We identified 5 most vulnerable types, which should better control themselves during negotiations.

• Beginners. Everything is clear here – a lack of experience that can only be filled in practice. You will be helped by peer reviews, video training sessions from Youtube, or if you plan to work in the IT sector, you can check out anonymous and practice free interviews with cool software engineers from well-known companies.
• Too friendly. Yes, it will sound strange, but sometimes open-minded and friendly people come across unemotional interviewers, which is very confusing and distracting. After that, the person closes and negotiations can be considered a failure. Although in fact the interlocutor could simply behave formally, thereby not showing the expected cordiality. In this case, it is important to learn 2 truths: “kindness is not a negotiation skill” and for “interviews, only facts matter”
• Ready for defeat. All those who perceive failure not as a new experience and opportunity for growth, but as a loss and a collapse of hope. As a rule, such job seekers themselves do not believe in themselves and lose confidence with each uncomfortable question. In this case, thorough preparation of your fears will be a good preparation.
• People who like to go out of their comfort zone. For example, this is a job seeker who is in a hurry and begins to get angry due to the slowness of the recruiter. He becomes unrestrained, may say something inappropriate or correct. Such negotiators are not only under stress, but others are also made nervous. Interviews with such candidates are initially doomed to failure.
• Ready to do everything for victory. An experienced interviewer understands that such a job seeker is very interested in a job, so he will make any concessions. Or vice versa, the recruiting agency “promised” to the client exactly this candidate, therefore he makes unrealizable promises.

The only advice that always works is to be “here and now”, listen carefully and try to restrain emotions. Negotiations are not always conflicting. Moreover, they can become a truly interesting experience and open up new aspects in a person’s personality.

LinkedIn is not just a social network, but a real storehouse of knowledge and analytics. If only because they offer users not to limit their characteristics to the scope. The platform provides 50,000+ professional characteristics (hard skills), of which the person himself determines the actual ones for him.

Based on its research, LinkedIn came up with the following rule: personal characteristics (soft skills) are more important for a successful career than hard skills. They will never lose relevance and they will not be replaced by artificial intelligence. Any recruiting agency will confirm that in 8 cases out of 10, the founder of the company from the pool of worthy candidates will choose the manager who will be pleasant and understandable to him as a person.

Top 5 LinkedIn 2019 soft skills:

• Creativity. In order not to sink in the information noise, you need to be different and be able to look at ordinary things in a new way. Now this is true not only for marketers, but also for other professions.
• Persuasiveness. A good negotiator is worth its weight in gold.
• Flexibility: easily integrating into the team, quickly changing and open to innovations.
• Team player. People-orchestras are no longer popular, now each employee is doing his own thing. What are especially glad for both recruiters and applicants themselves 🙂
• Self-organization and friendship with time. The world of employment is changing. Often, experts themselves determine the shortlist of tasks, build a schedule and close it, without reference to the office.

With hard skills, things are a little more complicated. They belong to different professions, but if you try to combine them by similarity, then students of the last courses should already know more about today:

• Cloud technology, especially for future engineers
• Artificial intelligence training, in particular speech recognition
• Database for analytics
• UX Design for all possible user services
• Sales – will be relevant, perhaps always
• Multilingualism to bring products to new markets
• Audio and video production, graphics, animation and other visual cards of various formats
• Communications, marketing (not general, but in certain areas) and work with feedback

More info here.

Svetlana Ivanova spoke about socially approved answers. Psychologist and career coach Holly Crawford went further and identified 10 marker words that make the recruiter and HR manager more susceptible to interviewing. From their use you can “hide” the real competence and level of knowledge. Or confirm your real skills and get a dream job.

What are these words?

1. Combining pronouns: we, ours, etc.

And now the candidate thinks that the entire recruiting agency will consider him an inseparable puzzle of a large team. But no.

2. Convenient features

Always available for customers, multi-tasking, flexible in negotiations, result oriented

3. Defining Leadership

An unsuccessful case also deserves to be heard if, in the process, the applicant has figured out how to overcome the difficult situation as a winner. Or at least take a chance and take responsibility.

4. Showing that the warrior is ready for battle

Nothing confirms professionalism as the ability to give practical advice to the top manager of the company at the first interview. Much better, if at the second meeting the candidate can voice his plan of action for the near future.

5. Confirming independence and responsibility

Mandatory parameters for the management staff, but also highly desirable for the average employee. Being proactive and effective are the best soft skills in many positions.

6. Clear figures, volumes, coverage

“At the last place of work, I carried out the established sales plan by 200% and myself raised 3 managers, one of whom later headed the competing department” – this phrase not only boasts, but also real facts. That’s what the arguments from the candidate should sound.

7. Performance criteria

A future employee who already during the first conversation wants to understand what is expected of him will at least be remembered. The father of advertising, Mr. Ogilvy, said that the consumer remembers the advertisement that he himself invented. It works the same with employers.

8. Flattery and indifference

A great scenario: get ahead of the HR manager’s questions and tell yourself what exactly you liked about the company and / or the vacancy. For a better argument, you should read publications, social networks and see advertising of the future employer.

9. Using storytelling

Until recently, it was the main tool of the marketer. Now it serves the benefit of “selling themselves” job seekers. And you can talk about anything, the main thing is that the story resonates with the company or person at the interview. Of the most popular topics: how I got into a difficult situation at work, but found a way out of it.

10. Words of thanks

Politeness is a necessary minimum. Of course, the TOP specialist can afford more, but they are not found as often as we would like. Most applicants still want to advise them not to take risks and try to follow the rules of etiquette.

Today, good IT engineer can be found only with a few communication channels: the Internet, recommendations and thematic events. Yes, these are completely different platforms, but one thing unites them: preparation for them begins with the preparation of the most comprehensive application or, more simply, vacancies.

An IT vacancy should answer the following questions:

• Are you looking for a specialist for a new project or want to add resources to a working team?

• Are you looking for a full-time employee or is it possible to remove?

• What is your budget?

• What is the functionality of the future employee and how are you ready to motivate him?

• What company values ​​should a future employee share?

Before the interview, remind yourself that it went well and not very much during your last recruitment.

If you are working with a recruiting agency, then this information should be sufficient. If you plan to close the vacancy on your own, then involve your employees in the search (of course, for a bonus), use the company’s social networks and take part in popular discussions on thematic sites. Be prepared for criticism – it can open up additional opportunities for you and become a good advertisement.

Searched, searched, searched, but could not find. Or searched, found, but missed. Or it happens: I searched, found, checked, but he could not stand the trial period and left. Which of these scenarios is most attractive to a recruiting agency? The correct answer is no. Because effective work on the selection of personnel begins with a properly constructed metric for evaluating effectiveness.

They are:

1. Working with the recruiting funnel is a well-known technique, including the stages of attracting, involving, evaluating and selecting, receiving offers from the company and, of course, hiring. We recommend using internal CRM to obtain the most accurate historical and statistical data.
2. Assessment of the quality of hiring through the ratio of the total number of candidates found and their “eligibility” for the vacancy
3. Ability to meet deadlines
4. Calculation of the cost of selecting one candidate (advertising, promotion, participation in thematic events, business trips, etc.)
5. How many of vacancies per recruiter
6. Global assessment of communication channels for the entire agency: this is not “the cost of selecting one candidate”, but the total expenses of the company on the communication platforms for all recruiters
7. Assessment of the quality of work through feedback from client companies. Simply put, the determination of whether the internal HR manager or director of the company is satisfied with the work of the agency
8. Counting the number of accepted offers for a month / year
9. The regularity of the provision of additional services, for example, payroll market analytics or an assessment of the level of satisfaction with the working conditions of the best employees

Further, the task of the manager of the recruiting team is to organize the work in such a way that all employees:

• Understand global company values ​​and local challenges
• We felt the necessary level of autonomy within the team, trust
• They felt like a valuable employee, to whom they are treated fairly and respectfully (especially if there are processing or complex tasks)
• Understand the connection between the realization of a personal goal and the global mission of the company

Do not implement the system immediately and unconditionally. Do this step by step with the test period. Focus on the positive aspects of implementation, minimizing the burden of responsibility and the possibility of punishment. Be self-critical and use arguments about efficiency, the need to keep up with the times and optimize work processes.

If the introduction of the motivation system went without errors and conflicts, then most likely something went wrong 🙂 Discomfort within the team in the first three months is normal. So you can better understand what moments will have to change for your company.

Let’s continue the interview topic, which is almost 100% dependent on employment. If a recruiting agency sends an invitation to an interviewer for an online interview (via Skype, Zoom, or any other call application), the fun will soon begin. The maximum that can be done in this case is to prepare well.

In our experience, the result is 3 conditions: working internet, proper self-presentation and interest in the customer company.

Test your connection:

Let’s start with the banal, but trying to get an interview while standing in line or next to the playground is a risky event. If the recruiter still understands, then the prospective employer, as a rule, carefully plans its schedule and may not wait for the third attempt to call in a quieter place. And don’t forget about the time difference. Particularly noteworthy is the case where the delay in dealing with the United States was perceived as a biased attitude and the candidate was constantly interrupted and responded in a timely manner. After elimination of technical problems, a second interview took place and the person was hired. But this story is rather an exception.

Prepare a cheat sheet with information about yourself by:

How many years of work experience

What were the projects (2-3 interesting examples)

Your strong skills

Areas / Areas of Interest (eg Agribusiness or IT because…)

Why you are looking for a new job

Read about the company:

Check out the About us page on the company website

In the Google News section, select a one-year time limit and read about company external communications

Whenever possible, learn more about competitive metrics, see what’s different from your market counterparts.

This is the most general information that will help with the first “cold” contact. Not every recruitment agency gives this instruction, although the job of a recruiter is to be a consultant at the same time for each party.

By the way, if we talk about the interview again, its success depends on the teamwork: the recruiter’s feedback and the personal desire of the applicant.

Want to work with trained candidates only? Call us!

The emergence of social networks has made the life of company owners and hr-managers easier. Having run through Facebook on the candidate’s page, in 5 minutes you can get the portrait of a person as close to reality as possible. Even better, the recruiting agency finds the active profile of the future Top Manager on LinkedIn. About what you should pay attention when working with Link th we will discuss further.

Seventy percent of employed professionals are potential candidates.

They are not looking for new positions, often already working in hiring. You will not find their resumes in the public domain, but you will be able to entice a future employer with a strong brand or individual opportunities. Remember that almost everyone is open to better opportunities. A small life hack: do not forget to fill your social networks with information – it’s easier to “hold” attention.

Reason for changing jobs # 1 is a career opportunity.

You can be a cool sales manager in any company. Candidates are not looking for just a job – they are looking for an opportunity for growth and development. Therefore, hr or recruitment agency should prepare its unique offer or position with a larger area of ​​responsibility, for example, by several people in submission.

Take care of the life-work balance of your employees

When preparing a proposal, be sure to list the company’s philosophy, schedule and additional features, if any. For example, you allow 4 days a month of work at home and this can be a decisive factor for young parents. Or vice versa – access to the office 24/7, which will allow really enthusiastic employees to build their individual mode of operation. However, even if there are no bonuses, be sure to include basic information.

Use company contact network

In LinkedIn, there is a stronger community of colleagues of one specialization or activity. Many groups, pages and mutual friendship – one way or another, everyone is updated on the events of the domestic market of the profession. A recruiter can easily track a person’s interest in changing jobs by reading his latest publications. The main thing is not to be too intrusive. Another option is to work not only directly on behalf of a company or a recruiting agency, but also to use employee profiles to increase coverage.

Make the content to your pages

Post information not only as needed, but also for informational balance. Create a publication calendar. Show your intellectual contribution to the profession (publications, research), meeting with colleagues (participation in events, reviews of threads), start discussions on abstract topics (not politics, of course). Live pages “tighten.”

Remember that the best way to hire a good specialist is to entrust his search to professionals with a solid base of candidates.

Because it’s the end of the working week, we decided to allow ourselves to discuss inside information among recruiters and hr.

As a recruiting agency with extensive experience working with employers, we focus on the fact that often an interesting image is not enough to build a successful career. Indeed, sooner or later, but the moment of changing the workplace will happen and then they will be assessed by the results of labor.

In the meantime, catch a selection of recommendations for an easy life inside the office.

Let’s face it: talent is overvalued. The world is full of incredibly talented people who remain unknown and underestimated. At the same time, less talented people (for example, some representatives of pop culture) successfully capture and hold public attention.

The offices also have their own “rock stars”, who are not the most productive employees, but can safely be called the “favorites” of the company. These people are confident in their relevance and do not worry about the dismissal. How do they do it?

1. Make a personal style.

Sometimes it is a style of clothes (Cher, Lady Gaga), sometimes a special hairstyle (Ariana Grande, Strange Al Jankovic), but the main idea is to take on a look that will be distinctive and memorable.

Rock stars in the business world do the same. The most obvious example is Steve Jobs’s signature black pants and black turtleneck sweater. Other stories that took place were: a strategist who puts on a completely white suit, a marketing guru who applied evening make-up even during the daytime, and a head of sales department in a 24/7 hat.

The main rule: to be different.

2.Excess overconfidence

Even if you are incredibly talented, in order to rise to the stage and sing you need a little audacity. Especially, if your talent is not exclusive. The only way to prove yourself is to be so incredibly confident in yourself that your audience will not doubt your skills.

The office has the same rules. When you are 100% sure that you can add value to absolutely any project or situation, most people will think that this is true. Indeed, the career of many “rock stars” in the workplace is completely based on the support and promotion of the great ideas of other, more talented people.

Conclusion: be confident. Is always.

3.Work in cool projects.

Truly talented people, as a rule, work a lot to improve their craft, and this is perfectly normal if you love the process itself. “Rock Stars,” however, can sense what people want to hear, and then give them what they want. That is why attractive pop singers are becoming world famous, while their equally talented colleagues from other areas of art remain within their framework.

At work, “giving them what they want” means associating themselves and becoming a representative of the ideas and projects that are most likely to receive funding and attention from management. This is not a theft of a colleague’s work. “Rock Star” gives the project more PR within the company, as well as a sense of cohesion.

Remember: pay attention to prominent projects.

4.Do not forget about the team.

When rock stars perform at concerts, they always – ALWAYS – introduce the audience to their musicians, introducing each by name and allowing them to perform a short solo. And the star of the stage does not do it out of a sense of duty – it controls every performance, so that it complements the show, but does not change the accents.

Similarly, if you are a rock star at work, you must constantly and publicly pay tribute to and praise everyone who works with and for you. If you are really sincere, your colleagues will not be offended by your popularity, and instead will actively attract you to your team.

Conclusion: as soon as you find yourself in the center of attention, share your fame.

Remember that perfect is somewhere in the middle?

That recruitment is like other life situations. Especially if we are talking about an interview where the recruiter should have time to “reveal” the candidate as much as possible in an hour. It is important not to overdo it with questions, but not to be too superficial. It is good that there is one reliable way to give an opportunity to the candidate to tell about himself.

The “case studies” method is a dialogue based on finding solutions in an invented, modeled situation. The personnel manager describes the applicant a hypothetical situation at work, inviting him to come up with an optimal solution to the problem. Please note: such dialogues are held only in person without a “homework”.

The goal is to minimize the candidate’s use of expected, approved responses. A person who is not the first time goes to a recruiting agency, probably has an idea of ​​what phrase the employer will like. Therefore, in the question-answer format it is difficult to determine where truth is and where fiction is. This is where case studies for competence assessment come to the rescue. This is such a role-playing game, where the hr-manager and the applicant are on opposite sides of the barricades, but they definitely need to agree.

Cases help to check:

Professional skills
Everything is simple: it is enough to simulate a situation in which the applicant will be in the near future. The main thing is not to give the interlocutor go on to retell the theory. For example, if we are talking about the head of the department, then ask him to persuade the subordinate to go on a day off without material incentives. Or ask the future personal assistant to speak through all the stages of organizing a trip for a manager.

Learning ability
In this case, it is worthwhile to start testing with valuable insider information, which will be useful during the discussion of the case. It can be recorded, and you can just listen – it does not affect the results. Then simulate the situation and check the candidate for attentiveness. For example: tell the future sales manager about seasonal marketing activities and the growth in demand for the product, then ask him to “protect” the correct positioning of the brand’s products on the shelves in front of the product manager. Or describe the annual bonuses for employees of the IT department, and then offer the future HR manager to dissuade the best developer of the company to quit before the New Year.

Flexibility of mind, willingness to stress
When using this tool, be sure to warn the candidate that the game will start now and your negative comments will not concern his personality. And then you improvise on the topic of an unpleasant conversation with a client, unfulfilled promise to the boss, and so on. During the conversation, it will be clear how a person is held in difficult situations. By the way, you can use the “still-more” technique to speed up the response – it also contributes to leaving the comfort zone.

Values ​​and motivation
This is the only case in which a candidate can cheat and use socially acceptable answers instead of the truthful ones. You will have to try different wordings until you get a sincere answer. Let us give an example from the book of Svetlana Ivanova, which proposes to consider 2 options:

You have entered a new job and immediately see what can be optimized. In addition, at work normally belong to the innovations. Will you share recommendations and if yes, then how?
You have entered a new job and immediately see what can be optimized. But the team is skeptical of innovations. There is a risk to spoil relations with colleagues. What do you do?
If the first question is obvious, then the second is worth considering. And do not forget to ask provocative questions during the discussion: “Why do you need it?” And “Are you sure that this is right?”

None of these cases should include examples from interviews on Google or the cinematic “Sell me a pen.” The recruiter should gain considerable experience of the interview, before he learns to gain access to and unobtrusively “read” information. To be as correct as possible, but effective.

This is especially important for companies operating in small markets where reputation really matters. If this is your case, contact the Recruit Alliance.

It is believed that a good recruiter is an empath, a subtle psychologist and an excellent negotiator. But there is no magic in his work – all information is read by long-established methods, for example, analysis of metaprograms. Another great way is a linguistic analysis of speech, but about it another time.

Before we start sharing the tools that the recruiting agency uses, we want to clearly state our position: we do not recommend these methods as the only correct and error-free ones. There are different situations in working with people, including well-trained candidates who know how to give false answers to indirect questions. However, sooner or later, the lie comes to the surface and no one wins. Moreover, the interview is not an interrogation or an attempt to “bring down the price”, but negotiations that help determine the compatibility of the two parties.

Meta-programs are factors that influence motivation and decision making. Depending on the type of reference (orientation towards one’s own opinion or someone else’s opinion), one can understand at which position a person will feel as comfortable as possible. In short, there are 3 main types of them:

• External – all actions and decisions of a person are based on advice from outside, the opinions of others and generally accepted norms. Such people are well suited for performing roles or specialties where it is important to make a good impression. They are customer-oriented, good team players, but they are easily influenced and cannot defend their position in negotiations.
• Internal – very self-confident, insisting on the right people. They are excellent lawyers, quality controllers, auditors, but they are completely unsuitable for working with clients, are not ready to obey, and can inadvertently offend their colleagues by taking a too tough position. On the other hand, if the results of work depend on the quality of teamwork, then such an employee can behave as correctly as possible and help everyone. It all depends on the system of internal values ​​and education.
• Mixed – a universal option in which a person will change the role of the leader and the performer, without leaving the comfort zone. Easy to take responsibility, but will focus on other people. Key account manager, logistician, accountant, marketer, head of the department that will be formed is all work for people with a mixed type.
  

Important:

No type of reference is good or bad – these are just criteria that help you find the most appropriate types of employment.

One type can be replaced by another, under the influence of various factors, including changes in personal life.

In determining the reference, one must ask questions about work or social life, since at home and at work behaviors may differ.

If the candidate modestly describes the results of labor, the recruiter should specify who defined the criteria for success: if he himself – the score in favor of internal reference, from the outside – external.

10 simple questions to determine the type of reference:

How do you understand that the project was successful?
How do you choose the way to solve the problem?
How do you choose who to vote for?
How do you evaluate the results of the negotiations?
Do you drive a car well (draw, dance, write)? Why think so?
Is your career path successful? Why think so?
Do you easily enter a new team? Why think so?
Are you a team player? Why think so?
How do you understand that you have done your job well?
Do you easily adapt to the type of communication interlocutor? Why think so?
For each answer, assign one point relating to one of the reference types (internal / external). If the candidate bases his answers on the opinions of the other person, then the external score. If it says “I feel this way”, “see”, “understand it myself” – to the inside. After counting the total, you can understand what the future employee is for.

If we talk about extremes, then:

8-9-10 internal and 2-1-0 external, the candidate will be a good leader, will insist on the chosen strategy and will not succumb to pressure and manipulation

0-1-2 internal and 10-9-8 external, then you have found the perfect performer who will not question the instructions.

5 external and 5 internal – the same mixed type

The remaining options – this is a little to some type, which must be determined during the conversation.

These techniques are best applied to professional hr, because each case is individual and may contain its own nuances. By contacting Recruit Alliance, you will receive not only a selection of suitable candidates, but also a detailed profile with recommendations regarding their strengths and weaknesses.

Let’s talk a little more about the base, without which no recruiting agency could work. Very often for a long time and successfully working HR people forget or miss seemingly simple things. A great way to stay effective is to spend a couple of minutes a day educating yourself. For example, remember how to close a vacancy.

On the one hand, our main argument and assistant in an interview with the client company is the profile of the candidate. This is a data set that includes a description of key skills, personal characteristics, recommendations, and, if conducted, the results of the survey. The main task of the profile is to show that the person is competent to work on this position. A specialist who provides recruitment services must clearly understand at what stage, according to, for example, the Boston model, the contracting company is located and which employee will fit into its rhythm.

On the other hand, in order to search for an employee it was easier, it is better to start by creating a profile of the position. It should include:

1. all about the corporate culture, rules, norms, features
2. description of the future team of the employee, his manager
3. professional opportunities and prospects
4. the specificity of the position and its possible nuances that need to be taken into account in the personal qualities of the candidate (perseverance, attentiveness or, for example, ease of character and ingenuity)
   The recruitment agency should not skip any of the company’s profile points, because not every good company is a good candidate. This is not a value judgment, but a description of a frequent case when the two parties simply do not find a common language.

By the way, information about the company is primarily provided by its employees – this will help not only the recruiter, but also the team itself to better understand the overall situation within and in the market. It will be even better if you persuade to participate and top management. To optimize the process, invite them to choose the answers from your options. Below are 3 main questions that will help:

1. Which of the 10 given characteristics are needed first and foremost, and what could be a compromise
2. Call the key characteristics of working employees who like
3. Call the features of working employees which do not like

Of course, the answers to these questions will be useful if they are given by the immediate supervisor of the candidate or top management. A in-house HR specialist may not participate in a survey regarding characteristics, but will be helpful in drawing up a list of values ​​and describing a corporate culture.

Do you want the same thorough approach to finding your future employee? Call +38 (044) 237-05-12 or leave a request on our site.

Almost 8 years ago, in 2011, the Recruit Alliance company introduced its first outstaffing project. After 2 years we entered to the list Top-5 recruiting agencies that provide this service. To date, we have implemented more than 10,000 successful projects throughout Ukraine.

But until now many businessmen do not understand what “staff outstaffing” means and who needs it.

Outstaff” literally means “out-staff.” These words are the main meaning of the concept – the withdrawal of personnel from their staff by means of issuing it to the staff of another ”outstaffer” company.

Lawyers cite the Tax Code of Ukraine: outstaffing is defined as a “personnel service” and is “an economic or civil law agreement according to which a service provider (resident or non-resident) sends one person to another person (resident or non-resident) or several individuals to perform the functions defined by this agreement ”(paragraphs 14.1.183 of the TCU – today this clause is excluded, but it is sometimes used in legal practice).

This is not outsourcing, but a completely different type of activity. It implies the preservation of the most comfortable conditions of cooperation for both the staff and the client company. Differences will be noticeable only on paper and during the recalculation of the balance sheet. By the way, outstaffing in Ukraine is a great way to reduce costs, but let’s talk about it later.

In some cases, this service is resorted to temporary solution of complex issues: for example, actions or seasonal work are planned that require hiring a large number of temporary employees, and there is no resource for bookkeeping or employment. Then the “outstaffer” company takes on these efforts and the customer company does not have to worry about the legality of the processes.

Outstaffing is useful to other companies all year round, because it helps to relieve ourselves of the risks of resolving labor disputes. Or, for example, to reduce costs by up to 20% for the payment of salaries, without reducing them in size and not transferring them into an illegal field. Another plus is that outstaffing helps to remain on the same taxation group and increase the level of investment attractiveness, even in the conditions of a constantly growing state. All these, as well as many other pleasant moments, are not mutually exclusive, but only in terms of cooperation with legally working recruitment agencies (see Resolution of the Cabinet of Ministers of Ukraine of 20.05.2013 No. 359).

In addition, it is important what a residence outstaffer. Recruitment agency, registered in Ukraine, makes contributions to the pension fund, which means that the client company’s staff will be able to accumulate their experience for receiving a pension and retain the right to social benefits. Recruit Alliance always works in the legislative field without the use of conversion schemes.

What conditions are received by the “reissued” employees of the client company: social security, registration of labor relations under the Labor Code of Ukraine, the official salary is not below the minimum level, they retain all rights and the guarantee of the Labor Code of Ukraine.

If you have any questions or would like to discuss your unique situation – call. Outstaffing is possible in the city of Kiev or any other settlement of Ukraine. Including we provide services to foreign companies.

Is there a difference in concepts and if so, what are the differences?

Relatively recently, two types of employment completely legally coexisted on the labor market.

The first is an employment agency whose services are paid for by applicants. They are looking for well-paid job and a guarantee of further employment.

Classic script dialogue in the employment agency:

– Good day! I’m looking for a job, or rather, I want you to find it for me. It should be well-paid and meet my expectations: not only professional, but also personal. In companies I am looking for this, this and that. Perhaps I would consider outsourcing or working in foreign companies.

The client is counting on the representation of his interests by the company, for which he is ready to pay. After signing the contract, the relationship between the entity (executor) and the individual (customer) comes into force.

Another type of intermediaries in the employment system is a recruiting company, it is also a hr-agency. Their client is an employer company or other legal entity in need of employees. Therefore, the their main task is to find suitable candidates for the client .

In fact, everything is very simple: the company has an open position, but there is no time / desire / competence to search for a suitable candidate. There is a customer, in the person of the employer, and there is a contractor – an agency engaged in the search and selection. Employers are looking personnel and coudnt overcome difficulties in the process of selection, come to the recruiting company to solve their problems. Recruiters receive payment for the provision of services from employers (customer companies).

Another significant difference: the legality of the services provided. In 2012, the Law of Ukraine was written, according to which only a recruitment agency (hr-agency) can engage in hiring, outstaffing and finding customers for outsourcing, as well as take remuneration or reward for it. However, today this law has not entered into force.

For our part, we recommend entering into contracts only with trusted agencies that have long been on the market. Among them – Recruit Alliance, working with Ukrainian and foreign companies since 2000.

Anonymous vacancy. Who, for what purpose, and for what reason hides the name of their company? Let us get all this straightened out, whether this is some deception, or perhaps some trick to lure specialists, or just an objective necessity.

The answer to this question is ambiguous, and the cause and effect may be different.

Reason # 1

In each company arise situations that receive the “confidential” status. If such “confidentiality” is related to the issue of finding a specialist, then the employer cannot inform the market about the situation that has happened. Publishing an anonymous vacancy is the solution to this situation.

Let’s imagine that the company is going to have a restructuring, or a decision to replace the top manager has been made. The publicity of such moments with the company’s personnel being not ready to such situations can lead to employees’ worry, uncertainty about the future of the company, employees will start looking for work in case of their possible reduction, gossips can occur, conjectures arise, false conclusions. As a result, the stability of the company is broken, efficiency is reduced, and a lot of resources are required to resume normal working process.

Reason # 2

There are situations when it is important to find a replacement for an employee without causing their suspicion about the intention to part with them. Of course, many can say that it is not fair to the employee. However, the situations are different, and the situation that has arisen does not mean that the employee will be treated unfairly. A normal company that values ​​its reputation will always pay money for several months of the comfortable existence of such an employee and a calm search for a new employer.

There are situations when a company intends to part with a “difficult”, conflicting employee, when both the company and some employees suffer from him/her.

The value of an anonymous job

The main advantage of such a vacancy is its anonymity: the name of the company-employer has not been disclosed, and there is no way to track it. Thus, it is possible to avoid specifying the name of the employer, but at the same time conduct successfully searching for an appropriate candidate.

peculiar features

When searching for an employee with the help of an anonymous vacancy, HR is recommended to devote much more time and resources to the process of preparing a publication for this vacancy. This is due to the fact that in an anonymous job the name of the employer is hidden, that is, the employer’s brand will not work as part of this job. This means that special attention should be paid to the very text of the vacancy announcement: a description of the benefits and conditions of work, the correct indication of the target audience with the help of a clear indication of the profile of the desired candidate. These actions will help reduce the number of irrelevant resumes.

Results

To sum up the forgoing, we come to the following conclusion: all anonymous vacancies have their own motivation and history. It can be said with confidence that anonymous vacancies are not accidental, the employer does not make sense and benefit to create and maintain their activity without good reason. And it is important for the job seeker to remember that employers who post anonymous vacancies on professional career sites are proven and can be trusted.

But the most important thing in this case is understanding of the motivation of each of the parties in difficult life situations, as well as the highest respect for their reputation and the reputation of their company in the labor market.

A recruitment agency is an organization that is designed to help professionals find a new job, and for an employer to find someone with a specific set of competencies that would fit the required position in the best way. The recruitment agency undertakes commitment to an employer to search for specialists for a specific vacancy and receives payment only from the employer. There is no “free” recruitment and an endless string of candidates, there are strictly 5-10 people who best meet the stated requirements. Such agencies call themselves, as a rule, recruiting or employment agencies. In this review we do not consider agencies that live at the expense of job seekers and declare “free recruitment” for employers, as “free service” is impossible in business by definition.

An obligatory parameter of the work of a “proper” recruitment agency is strict observance of the deadlines for selecting candidates, formalizing a formal contract and searching the people necessary for an employer within two or  four weeks maximum from the moment of signing the contract. The guarantees are provided with legal certification and undertaking of both legal and financial obligations to the employer who seeks employees via a recruitment agency.

Agency specialists should be able to describe step-by-step the selection algorithm for applicants, indicate the criteria by which potential candidates for the required position are selected. Only in this way employer scan understand that they do not throw out their money for the services of the agency, but pay for specific professional work. The cost of services, by the way, should also be documented and regulated depending on the type and amount of work done as part of the selection of applicants. It is important for the recruitment agency to have professional certificates, participate in any regional, national or international certification programs, ratings and professional associations of recruiters.

The next item, which is also always of interest to employers, who collaborate with recruitment agencies, is the cost of services. It should provide for a specific tariff model, the possibility of a stage payment or a flexible payment system, depending on what specific requirements the customer makes for the selection of candidates, how “deep” it will require to “dig up” the market in search of a specialist with a set of specialized characteristics and personal qualities, etc. Those who value their time and money also pay attention to the agency’s portfolio, whether it has experience of participating in a similar job search, and whether it has successfully selected people for a similar position, how long the agency usually searches for the required staff.

Each self-respecting recruitment agency is also characterized by its presence in the print and electronic media, by using online communications to conduct business and promote its brand and its services. Take interest what latest advertising campaign for the agency took place and how long ago it was, and what its duration was. Also, do not be lazy to “ask Google” for the latest publications, reviews about the recruitment agency on the eve of your visit there, rate the reputation of the company that you are going to entrust the search for the key manager you are interested in. Information about conferences in which representatives and management of the agency participated, possible scandals or awards, companies that previously collaborated with your chosen agency — any kind of information can be useful in order to get a certain idea about business, commercial, and information reputation of the agency chosen by you for possible cooperation. By the way, the study of such information will be useful for top managers, as well as representatives of middle managers who are going to submit their resume to a recruitment agency.

There are also “non-information” factors that are no less informative for both the applicant and the employer, and they can only be seen during a direct visit to the office where the specific recruitment agency is located. The situation in the office, the workload of employees, the interior, the presence of separate meeting rooms and interview rooms, modern office equipment are all small but important details that will tell you about the real situation in the office much better than any presentations, awards or diplomas and swearing assurances of business success and consistently high performance.

Many employers still treat the candidate’s professional experience very meticulously, hoping to save money on training a new specialist. And they do a disservice to themselves: the company not only does not win, but even loses. Job vacancies stay empty for a long time, promising applicants are eliminated due to lack of experience and they find another job. So what qualities, if not the experience of the candidate, should one bet on when recruiting an applicant ?

What? Haven’t you read it yet? You should read the interview in the “Office at the Corner” series in the New York Times, a conversation with Spreecast CEO Jeff Fluhr, the StubHub co-founder, the man who certainly knows something about recruiting and retaining talented employees.

In this interview, Fluhr does not hide his indignation about the traditional, cowardly careful selection of employees, in which only those who have already done similar work in a similar company (of the same extent, working in the same industry, the same region, etc.) become candidates.

In fact, you want to put a copy of its former owner on a vacant place, but this person should be filled with fresh forces, breathing with enthusiasm (most likely, a younger one, though you do not recognize this). You are looking for a cog that can be inserted into the mechanism without any special difficulties, so that the mass of the enterprise continues to move to the heights.

But Jeff Fluhr thinks such an approach is wrong. He explains this idea in the above interview:

“What I was often doing at StubHub as the company grew was to say, “O.K., we need a V.P. of marketing and we want somebody who’s been a V.P. marketing at another consumer Internet company, and hopefully, they’ve done these certain things because that’s what we need.” But the reality is that if you get somebody who’s smart, hungry and has a can-do attitude, they can figure out how to do A, B and C, because there’s really no trick to most of these things.

One of the things I tell people is that experience is overrated. I still sometimes find myself falling into the trap of thinking, when I’m trying to fill a role, “Has the person done the work that the role requires?” That’s the wrong question. It should be, “Let’s find a person who has the right chemistry, the right intellect, the right curiosity, the right creativity.” If we plug that person into any role, they’re going to be successful.”

The arguments of Fluhr are intuitively clear: after all, only in narrow-profile or high-tech areas can be justified such a radical requirement to have “at least 10 years of successful experience of similar work”.

Indeed, who will take a risk to lie down on the table for a neurosurgeon or take a flight with a pilot, be they executive ones, but with no experience?

As for the many other hard-to-close vacancies, admit to yourself: the problem may be, at least in part, in your thought that you have already had an ideal candidate who has already done the very job for which you are hiring him/her.

Ask yourself: do you really want to find the most talented employee, or do you need someone who simply does not need to be trained and who will not distract colleagues with constant questions about professional jargon and highly specialized abbreviations that are “so important” for your success?

Very often, companies do not order their own HR departments to search for top managers, but turn to recruitment agencies. There are several reasons for this:

– An internal recruiter is busy with projects of a middle level of. They are pulled by all managers, internal customers, and they close the vacancies as fast as possible. Therefore, external consultants are engaged to close the position and not to waste time.

– A situation when both internal recruiters and the market should not know about  a vacancy opening. Most often the agencies are engaged in this case. It happens that agencies are looking for a candidate, and the person is still working in this position – and a strategy of their replacement  is just being prepared. Because it is not always possible to dismiss a top manager overnight.

Internal HR managers are not always trusted the selection of top-level managers due to internal communication, internal connections. There are very serious risks that a person, who is planned to be replaced, will find it out and will go somewhere ahead of time, or vice versa – he/she will fix his/her position and remain in business. That is, various manipulations are possible on their part.

– A situation where a company cannot act on its own behalf. For example, a manager knows for sure that he/she wants to have a particular person from a certain company, but there is an agreement with it not to take aggressive actions. In this case the agency represents the company.

A small HR department. For example, this often happens with pharmaceutic companies. Then the HR department actually controls the work of providers, its function is to provide communication with them.

Lack of access to the body (to the customer) from internal recruiters and the possibility of access from agencies. Then the agency is also given the vacant positions.

And there can also be an inverse task – they turn to agencies to employ a top- manager of the company or take him/her away from the company so that they themselves do not know about it. This happens more and more often currently. This is a hidden outplacement. That is, you need to make sure that the person leaves voluntarily, and they are sure that they themselves quit, having received the best offer, and in no case they went to the competitors of the company, to whom the employer does not want to let them go.