5 books about recruitment and sales

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.

HOW TO CHECK CAN A SALES MANAGER IS ABLE TO SELL NOT ONLY HIS/HER OWN RESUME

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.

WHAT LITERATURE READ SUCCESSFUL EXECUTIVE SEARCH RECRUITERS

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 🙂

What is the difference between recruiting and hr?

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.

How to recruit a team for an it-startup

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.

The main trends in recruiting for 2020

Next year, a successful recruiting agency will add screening to its arsenal, learn to save recruiter time through video interviews and bring the collection of recommendations from employees to automation.

In general recruitment, the selection of personnel is carried out through special platforms where applicants post resumes. If earlier for the initial contact with hr it was enough to send data about yourself, then soon everything will change. Now the candidate will first pass a short automated question / answer format test. For this, for example, Google-forms or other online questionnaires will be used, collecting brief information and downloading it to the recruiter in the mail. And only after a “successful delivery” a future employee will be asked for a resume. Such screening will help save time and improve the result of job vacancies.

In addition to automated selection, which is so popular in IT recruiting, another useful tool will come into the general – video interviews. Big cities, international companies, globalization – global trends are changing established methods of selection agencies. Now a telephone interview will not be enough – for serious positions you need to know more about the person, to observe him, his reaction.

In internal recruiting, changes will also occur. If earlier attempts to close vacancies through employee recommendations were targeted, now large companies integrate more funds into this tool. Moreover, special programs like Empoyee Referrals appear that help to monitor the effectiveness of the recommendation system both within the company and on public sites such as Facebook.

PS According to forecasts, next year the main headache hr is also transforming. Now it’s not the search for relevant candidates that will become the cornerstone, but the attempts to attract and motivate them. Which again brings us back to the need to work on the brand of the employer.

Recruiting marketing: what tools help to bring the agency to the TOP positions

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.

How Ukrainian IT companies celebrate holidays with their employees

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.

The history of outstaffing as an activity

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.

WHICH CANDIDATES WILL BE SUBJECT TO THE EXECUTIVE SEARCH CATEGORY?

As invaluable as executive search firms are for companies, they can also make a tremendous difference in the careers of professionals who are in the market for a new job. Tapping into a recruiter’s help calls for forethought as well as networking skills — считает manager of executive search consultants & recruitment американской компании BridgeStreet Partners.

(c) 10 Tips for Networking with an Executive Recruiter

Executive Search is a direct search for highly specialized personnel, for example, top managers or representatives of unique professions, as a rule, without posting vacancies. A representative of an executive search agency does not directly hunt one specialist upon request from a client. First, he compiles a list of competing companies (or receives it from the client), approves the sample with the client, receives as much information as possible about the desired ones, and only then begins to communicate with them.

So, who could be the focus of executive search for a recruiter?

  • Successfully heading up the career ladder or director of a department. A person who has grown to TOP positions on his own will be interesting to competitors
  • A specialist with a cool portfolio that changed the history of the company. He or she could raise profits, successfully rebrand and increase recognition – the main thing is to be heard
  • Human-brand, known in the circles of colleagues
  • Maintaining the company’s income and / or reputation at a decent level. They do not always look for a “star”, it happens that you need someone who can hold the position of the enterprise in the rating of Ukraine or Kiev.
  • Graduate of a prestigious educational institution, course or MBA. The case when the client is most often a family-owned or maximally fundamental company that prefers to grow personnel on its own.

After determining the pool of candidates, the most interesting thing for the recruiter begins – he tries to sell the candidate the job of his dreams. In the first round, he tries by hook or by crook to find the direct contact of the right person (sometimes for this you have to call directly to the company where the candidate works and introduce himself as another person).

The second is to persuade him to consider the proposal, because in 9 out of 10 cases the “victim” of executive search has been working happily in one place for many years and does not see the need to look for something new. Well, or the boss is standing nearby, in which such conversations are not appropriate.

And only after that, perhaps, the first meeting will take place, where the candidate will tell for the sake of what conditions he can think about a job change. Next up is the right tripartite communications.

I must say that executive search is a very interesting and difficult task, because we are talking about “luring” and a dialogue not with one, but with several applicants at once. Therefore, it is important in the process of “negotiations” not only to complete the task, but also to maintain the anonymity, reputation and attractiveness of the client-company brand.

WHAT DIFFERENT IN IT RECRUITING AND GENERAL RECRUITING

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.

WHEN ARE WOMEN CALLED FOR LEADING POSITIONS?

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.

Why companies hire the wrong people

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.

WHO IS TOO DIFFICULT FOR INTERVIEWS

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.

A FEW WORDS ABOUT TOPICAL SKILLS THIS YEAR

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.

10 words clinging to employers for job interviews

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.

Clear signs that your employee has outgrown his position

Employee enthusiasm may run low. It is very difficult to be optimistic in the work everyday. A person can get tired, burn out, get carried away with a new hobby and concentrate on him the maximum of his attention. But sometimes passivity is a signal that in the place of an employee you will soon have to look for a new person.

The signal for the selection of frames may be the following “bells” in the behavior of personnel. By the way, sometimes this is a signal that he simply outgrew his tasks and it is time to open new levels of access / functionality / to set more ambitious tasks.

The American recruiting company OfficeTeam conducted a study in which each of the interviewed office workers admitted that they were bored at the workplace for about 10 hours a week. All that is more is a signal of a possible soon “flight away” if nothing changes. And you can diagnose boredom only by individual parameters, a drop in efficiency and other personal indicators – here, unfortunately, there are no universal indicators.

Another indicator is that the employee has ceased to undertake complex goals, striving to learn something new. The only way to be a good specialist is to constantly grow and improve your skills by overcoming difficulties. Any call of a person who is tired of work, passively responds to any new load, tries to avoid even the most interesting tasks. It is becoming more aggressive and withdrawn, especially in corporate correspondence.

Solving such situations is worth it in stages. The first is to try to discuss the current situation and invite the subordinate to go on vacation. Perhaps he just accumulated fatigue. If this does not work, you will have to make a decision: either offer career growth, or layoff. Do not try to keep an employee who wants to leave without offering him anything in return. He may agree, but the efficiency will soon fall anyway.

If you are faced with the need to find a new person to replace the one who left, but cannot clearly state what kind of position will be discussed, contact the Recruit Alliance and we will help you make the vacancy.
And then we will offer you a selection of the most suitable specialists during the week.

ABOUT RECRUITING IN USA: DRESS CODE, SMOOTHY BAR AND WALL STREET TRAINERS

Thursday is almost Friday, so let us step back a little from the theory of recruiting or HR management, and delve into the study of the portrait of applicants. Today there is an interesting process of changing stereotypes. If you freely interpret the famous phrase, today guys in suits do not work as bosses – they are busy with tasks for children in simple jeans and T-shirts. Why is that?

They say that fashion is a mirror of society. More recently, expensive striped costumes, perfect white (blue) shirts and, if you recall the cinema, Prada loafers were considered a sign of success. Today, completely different TOP managers or CEOs come to a meeting at a recruiting agency – these are guys in a “trainee costume”: comfortable pants, sneakers and a sweatshirt.

In the USA, there is a very prestigious Goldman Sachs summer internship for future Wall Street titans. The best students get there, in the image of which authoritative publications, such as Quartz, make a portrait of future applicants. Given the globalization and lack of borders in communications due to the Internet, young geniuses from Wall Street can be safely compared with the next generation of applicants from Ukraine.

So, what our future looks like:

They are cosmopolitan. Between sleep and useful communication, choose the second. They engage in at least one sport “for the soul” or lead an active lifestyle. It is believed that the study of programming languages ​​is more important than knowledge of foreign ones. Nearly three-quarters of young professionals surveyed say Python learning is the best way to spend their free time.

What do these knowledge give us? The ability to be prepared for global trends! Already today, American banks and other financial institutions with Wall Street are starting to collaborate with recruitment agencies so as not to frighten young job seekers with their “too formal” corporate style. Today, the task of a recruiter in the USA is to create the most comfortable atmosphere during the interview, invite the candidate to a convenient office with a smoothie bar or a machine with popcorn, learn more about the global goals and wishes of the future employee.

At the same time, foreign financial institutions completely abolish the dress code at offices and introduce free clothing. A Goldman Sachs survey showed that only 1 out of 10 students will work in the clothes that the employer defines for him. The remaining 9 will prefer another company without restrictions in appearance and dress code.

As they say, warned means armed

Should salary levels be indicated?

In the Baltic states, almost all countries have passed a law stating that an employer is required to indicate the level of wages in a vacancy. If not a number, then at least a plug. A recruiting agency working on behalf of the owner of the company will also not be able to hide information from the applicant. However, the selection agent does not need this – as an expert, he almost immediately understands both the financial expectations and professional skills of the applicant.

But why the employer does not want to indicate the level of remuneration? Far from always the reason is low numbers. More often the situation is defined by the popular phrase “the level of wages will depend on skills.” Simply put, the more tasks a new employee will take on, the more he will earn. If, however, a novice specialist comes to the team, he will, of course, be trained, but he will earn less. Finding a specialist is a difficult decision requiring the closure of many of the “fears” of the company owner. Especially if the company is a startup or a family business.

What fears does the employer face (why does not want to indicate the level of salary):

  • If I write a lot, then I will miss the opportunity to save or spend the budget on inappropriate reviews.
  • I’ll write a little – I’ll miss the professional because of the small difference that I could cover if I knew.

By the way, often the TOP manager or a rare specialist himself calls his terms of cooperation, which greatly simplifies communication.

What we want to say: to indicate whether or not it is up to the employer (recruiter), but according to statistics, more applicants respond to offers with exact numbers (up to 38%, according to data HRliga.com).

The remaining components are already clear:

Location
Company Description
Job description (including goals)
Candidate Expectations
You can focus on special skills / level of education / experience / feedback
Working conditions
Responsible person contacts
A junior specialist can be found through ordinary sites. But for professionals more abruptly and managers will have to think over more points than indicating the level of wages.

Want to know which ones? Write to us, we will consult you and help with the hiring.

How to prepare a vacancy for a IT engineer

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.

How to start an agency recruitment motivation system

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.

9 key tips for hiring talent born after 1995

In America they are called “Generation Z” – these are the youngest of job seekers who post their resumes on job search sites. They grew up all their lives in the field of communications, the Internet was available to most almost from birth. But these they are not looking for just what kind of job – they are ready to wait for the profession of a dream.

Yesterday’s teenagers are very valuable for the marketing departments, because no one like them feels current trends. IT companies often engage opinion leaders under the age of 22 to collaborate on application development. But the recruiter and HR must understand that what is truly valuable to Generation Z can be very different from the standard benefits for the rest of the staff.

But the question remains open: how to interest the younger generation? As an answer, we prepared an adaptive translation of forbes.com article, which is useful to recruiting agencies and business owners.

  1. Be honest in vacancies. If the work does not live up to expectations, the Z-worker simply will not return and will not feel remorse about this.
  2. Write down the company’s mission, be socially responsible, start taking care of the environment
  3. Try to organize mobile workstations equipped with portable equipment. It is more convenient and cheaper.
  4. Take care of education – invite a new Z-employee to take specialized courses at the company’s expense (for example, now popular “Fish”, KAMA, Svitlo, etc.) – this event will improve the quality of the services provided and become a platform for networking.
  5. Give them the opportunity to accelerate career growth. The recruiting agency receives one of 3 resumes for the position of TOP management from candidates up to 30 and this is normal.
  6. Search for candidates through video clips in social networks, in telegram channels or through advertising on Instagram
  7. Develop a personal leader’s brand – today it’s with great pleasure that they go to work in a team with a cool leader or on a good project. Often just a company name in a job is not enough.
  8. Indicate that you are open to offers and try to keep a promise.
  9. Get ready to set budgets – Marketing without a budget doesn’t work in the modern digital world. Here, even with an infinitely talented marketer, if you want to be No. 1, be prepared to invest in promotion.

These recommendations have been adapted to current needs from our practice. If you want to know more, contact the Recruit Alliance.

6 big mistakes in hiring it-specialists

The rapid growth of the IT-market in Ukraine contributes to a change in the balance of the employer-applicant. According to our analytics, today the number of open vacancies is 2 times the number of applicants for developer positions. Therefore, the number one task for an IT recruiter is to find a worthy specialist and be able to attract him to the customer company earlier than others.

Our recruiting agency does not lose hope of making the selection process mutually beneficial, therefore, we have prepared a list of simple tips on how to become a more desirable employer. Make at least a couple of them and your rating among applicants will increase significantly. Please note that the discussed senior level vacancies.

Stop looking for superheroes and rock stars

Ask any HR specialist: IT employees are a very calm audience that knows the cost of an hour of their work. Very rarely, they show a desire to compete for a place only if it is truly worthy. Moreover, they do not really like excessive emotionality. Therefore, choosing between a “tasty description” and a simple but understandable presentation format, take the second.

Update the list of benefits

“Buns and coffee” remained back in 2010, along with bash.org and other sysadmin jokes. Today, IT employees will prefer more days of remote work, atmospheric conditions in the office or useful bonuses. If you think about it, look at the experience of colleagues: https://www.linkedin.com/feed/update/urn:li:activity:655463756661894758

Stimulate knowledge

If you do not train / do not motivate your developers to train, then very soon his skills will become obsolete. To make it easier to decide, be aware that finding a new person is always more expensive than investing in an existing employee.

Be open to new technologies

Nobody wants to return to the obsolete stacks that they had in their work several years ago. If the company follows the market news, then its employees will not get bored. Of course, without fanaticism 🙂

Do not forget to test candidates, conduct a technical interview

To hire a good person with a beautiful resume, so that after 3 months you will be disappointed in his abilities – this happens more often than we would like. Therefore, even in the case of 100 percent confidence, it is still worth spending time and testing skills.

Use current tools

Communicate on social networks, send SMS with gratitude after the interview, be in touch by mail and not make calls without warning. Ethical principles have changed, but are still in demand. Especially if you want to hunt a tough specialist who needs to be impressed.

To find out real statistics, to understand exactly who is needed, to find several good candidates for the same positions at once, to spend less than 4 months in the search – all this is real when recruiting, if you work with the Recruit Alliance.

HOW TO UNDERSTAND THAT THE CANDIDATE LIES?

To be a recruiter is to be a sensitive empathy, a good psychologist and an understanding person. To be honest, a recruiting agency is a kind of filter that saves time and nerves for business owners (or other decision-makers) and applicants.

But sometimes candidates do not understand that being honest in an interview is a way to quickly find a truly “their” place of work. At such moments, the recruitment manager should correctly consider hidden motives, making communication as transparent as possible. Here are some ways to understand what lies at the interview:

  • The candidate changes the rhythm of speech on uncomfortable questions (to be sure, use different formulations for the same topic). When inventing starts on the go, the applicant spends more time preparing the wording, due to which there are pauses, and the general pace slows down.
  • The number of parasitic words is growing (all of these: mmmm, that’s, so to say, uh). Similar to the previous situation, thinking time is replaced by verbal garbage. On the other hand, if a person does not speak very much due to the profession, then this may be a personal quality and have nothing to do with assessing the level of truthfulness.
  • Uses sayings to hide insecurity in his words and a desire to hedge against an “eternal” argument, to make a concession. These words: in principle, in general, in general, quite often, and so on.
  • Nonverbal manifestations. It is difficult for a person to control both speech and the body at the same time, because closed poses, rapid breathing, stiffness, and redness of the skin signal a possible deception. At the same time, this can be a banal excitement, therefore it is better to select personnel in the company of professionals.
  • The job seeker uses “avoiding” the answer or excessive rationalization. Care is an attempt to hide unpleasant information behind common phrases or socially acceptable language. Rationalization is the use of complex designs that, in fact, do not give a direct answer. There is only one way to deal with them: to give unexpected questions that are as different as possible from the template ones.

In fact, each hr-manager has his own proven methods, which can only be supplemented with our examples. There are questions – write us, we will consult.

Three whale successful meeting with foreign 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!

What to keep in mind when you looking for LinkedIn employees

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.

ROCK STARS IN THE STAFF: HOW TO CORRECTLY CREATE A PERSONAL BRAND

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.

Simulations Situation

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.

HOW THE EMPLOYEES EXPERIENCE HELPS IN RECRUITING

Hiring the best candidates and keeping them in the company – don’t you think that very soon Ukrainian companies will start incorporating hr-branding into their marketing strategies?

The reason is simple and clear: good employees make the company richer and more attractive for investment. And if earlier marketers used CX (customer experience) in their communications for social platforms and media more often, now they are replaced by EX (employee experience). Photos of smiling employees, funny shots from corporate events, participation of the company’s teams in charity marathons – all this contributes to the growth of brand loyalty. And then it becomes a working tool for a recruiting agency and hr-manager when recruiting.

CEOs are telling journalists about bonus systems and inviting them to interview in their informal business spaces where the spirit of non-conformism reigns. IT companies go even further: they offer their employees the services of a massage therapist in the office, hire a full-time travel agent and start up office animals. People spend more time at work, they have common goals, interests and a sense of cohesion. In other words – a common story.

Storytelling is a long-used marketing tool. In hr, it starts from the moment of the interview, where the recruiter, while presenting the vacancy, gives a brief description of the company: how long has it existed, what is the global mission, goal.

Deloitte in its report “Global Human Capital Trends” indicated that 79% of the surveyed CEOs identified EX as the main aspect of stimulating the growth of the company. Even the Harvard Business Review, conducting its own research in 250 Fortune 100 companies, confirmed that those who invest in EX get 4 times more profit. Moreover, they do not have to make for this an incredible effort – it is enough to give employees the opportunity to speak.

For example:

Adobe receives real-time feedback in the form of stories from its employees, on the basis of which it determines how to improve working conditions already now, for example, change the office style (decor, floor, technical content). LinkedIn holds HR hackathons, where everyone can tell about their work, try themselves as their colleagues. At Airbnb, employees are involved in creating design projects for common areas (conference rooms, for example), and KPMG has taken patronage over the San Diego Zoo and in every possible way engages employees in animal care.

Involvement in a common story makes people happier, their productivity grows. In addition, a good and useful thing unites.

Catch several ways to make your company’s brand more attractive:

1.Talk about a person, not a team

Employees can be encouraged in different ways, but one of the most effective and intangible is the recognition of his merits. Give a short note on the company’s website or in the media, write a press release, or invite him to speak with his story at the nearest profile event. Of course, all this is best done by agreeing with the employee.

2. Think of a common interest within the company.

Charity, cleaning of territories, eco-sorting, football – whatever, if only it could unite most of the team, it was not a burden and gave the spirit of community. By the way, a great option is competitive tournaments between competing companies with the support of the mainstream media. There is also a visual component, for example, the form and attributes of support groups.

3. Help dreams to come true

Remember scenes from American films, where in interest groups everyone tells their story? If you modify it a bit, you get a completely working EX tool. His main task is to learn about dreams, goals, hobbies. A convenient place for such conversations – corporate parties, common meals and dr. And then a mechanic: to give tickets to a favorite concert, organize a celebration in his lifestyle, pay for courses, help in solving family issues. Get right on target – a satisfied employee himself will become the best PR manager of the company.

If you thoroughly study the motives and interests of people in the state, then the situation will soon improve with the selection of personnel. By the way, a recruiting agency that conducts an independent survey before closing vacancies can, among other things, suggest which internal corporate points you should pay attention to.

TURN ON PSYCHOLOGY: HOW TO DETERMINE THE TYPE OF CANDIDATE

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.

IF YOU HAVE NOT GIVEN A RESPONSE TO THE CANDIDATE, YOU HAVE LOST HIM (HER)

The client asked to find the best specialist in the market. You selected several people, conducted interviews with them. And now, after more than two weeks, the customer company can not make a choice. Another couple of days and you are going to make a new pool of candidates. Why it happens – read on.

Today we are armed with information from social studies, surveys and analytics of our partners – international recruiting agencies. In addition, we will try to shift the emphasis to another team – candidates for the position.

The 3Gem survey, conducted in January 2018, was attended by 9,000 full-time Top-managers from 11 countries. According to their report, 67% of the interviewed employees accepted the second job offer, because waiting for at least some response from the first “dream job” lasted too long. Moreover, 70% of applicants reported that they “switch over” to the next vacancy, if the recruiter does not contact them in the next couple of days. Please note that this is not a notice of acceptance for a job, but a minimum feedback with approximate predictions on the timing of a decision.

Only 12% of respondents found it acceptable to spend a month waiting for feedback about an interview. So the remaining 8 out of 10 candidates will assume that your recruitment agency did not meet their expectations. Because first of all they are speaking with you.

On the other hand, an anonymous survey of Glassdoor, which was attended by about 84,000 people in search of work from 25 countries, showed that the “interview” stage takes more than a month. So, for the lower positions this practice can be general.

How can a recruiting agency make the process as effective as possible for each of the parties?

  1. Determine deadlines with the client to prepare the candidate for the waiting time
  2. Check with the applicant of his temporary possibilities, whether he is considering other proposals. Determine the level of interest in working with the client company
  3. In the event of an exit from the schedule, politely remind about the deadlines. If you realize that the process is delayed for a long time, remind about the risks
  4. Stay in touch with the candidate, regardless of the feedback of the client company

It so happens that the candidate is intelligent, but the head of company-customer is confused by something. Try to talk with the client about 3 main questions (can he do the work? does he make an impression of the interested specialist? how is he better / worse than other candidates?) And then it will be easier to determine the true cause.
Do not fool and do not give false hopes.
And do not forget the main thing: the task of the recruiter is to smooth out difficult moments, to be support and an experienced comrade for each of the parties. Owning the art of recruitment, you can close even the most difficult job.

Especially if you hire to search Recruit Alliance team.

HOW TO FIND IT-PERSON FOR WORK IN SMALL CITIES

The base on statistics, in 2016, 7% of the population of Ukraine lived in Kiev. How many of them were IT-specialists – history is silent. Today we know the approximate number of IT specialists (184,700 developers – data from The State of European Tech 2018) in Ukraine. DOU says that 40% of them are located in Kiev and 6% abroad. This means that almost 100,000 IT workers either work or are looking for projects outside the capital.

A logical question arises: how to find a specialist for a company in a small city?

We, as an experienced recruiting agency, which has long been closing developer jobs, recommend next options. The only caveat – study the issue of motivation and the fundamentals of the selection of a person before starting independent searches. After all, the main disadvantage of “working alone” – a small local labor market forces us to be as flexible as possible in negotiations and avoid parting on “negative” in every way. Moreover, there are reputational risks of working on behalf of the company, and not through the “shield of anonymity” in the person of the hired recruiter.

How can you find an IT specialist to work in a small city:

  1. To take a student and train “for yourself” with further employment
  2. Use recruitment sites: both well-known and local
  3. Save time and effort by calling a recruitment agency for help (this can be done by calling +38 (044) 237-05-12 (+380673214664) or leaving a request on the website)
  4. Search for candidates in local social networking groups
  5. Buy a paid account on Github
  6. Hunt specialists from competitors or invite from other cities

Most likely, you will have to go through each of these steps before the project team is assembled. The recruitment agency will come to the rescue and it does not matter which city the main office is located in: almost all issues can be solved online, and the question of interviews is solved by one or two recruiter trips.

In addition, we provide outstaffing services that optimize staff costs. We will be happy to answer additional questions.

HOW IT IS CORRECT TO CONSIDER IT-SPECIALISTS

StackOverflow is a Q&A site which helps developers solve problems in the professional community. And this is more than 250 talented employees around the world headquartered in New York. But okay, well, who does not know about StackOverflow? 🙂

Its CEO Joel Spolsky wrote a huge note about what kind of IT-people actually taked to cool projects. Of course, recruiting in the USA and Ukraine is different, but why not learn from the best?

In short, everyone needs “Smart and Get things done.” So the main task of the recruitment agency is to make sure that the candidate is smart and knows how to achieve the goal. Clever, but not charged for results, become good theorists. Purposeful, but stupid, will bring chaos and destruction.

Determining the presence of two characteristics in one candidate is possible exclusively during the interview. Frequent mistakes that occur during interviews:

  1. Monologue of recruiter, not a dialogue. In this case, the candidate can only agree that it can make a false impression of competence. In fact, it is a common mistake of many people to think: “He thinks like me, that’s way he is grade.”
  2. To think that knowing theoretical details will help the candidate to be effective in practice.

What to do? To give open, proven in the process of recruitment issues. If you are just starting out in IT recruiting, look at the Joel script. He suggests moving in stages. Namely:

Start with an acquaintance, tell more about the interview, determine the timing of the meeting. Ask how a person got, whether he is in a good mood. Reassure that it is important for a company not to overwhelm a candidate with complex issues, but to understand how he will solve a particular problem.
Discuss the last project that the candidate worked on. If you communicate with a junior or yesterday’s graduate, learn about the courses or subjects at the university. About any practical experience. Determine what interested them more, and what remains out of attention.
The main thing is to look for “resonating” moments, from which the candidate, say banal, his eyes burn. Try to “do a brat” at the interview, giving an opportunity to the IT-person to tell his own story. If he really loves his job, then the conversation will turn out to be lively with compliments or criticism of the ex-colleagues, boss or project. A motivated, loving candidate can not remain indifferent.

Another important nuance: an intelligent specialist can explain difficult moments so that even a child will understand them.

Try to catch in the story the moment when the candidate acted as a leader. Perhaps he managed to take responsibility for a misunderstanding in front of the customer or to unite the team and solve the problem in a short time. A good answer is a story about achievements, a bad one is a disclaimer of responsibility and the phrase “it was impossible.”

Next is the technical part of the interview, which will help to understand the practical skills of the candidate. It includes a discussion of errors in the process of performing a test task or solving fast impromptu problems on the board.

If everything went well, the final stage of the interview (5-10 minutes) is the “sale” of the workplace to the candidate. A few words about the company, goals, project, team and bonuses. The recruiter offers the candidate to ask questions if they arise. If not, that’s ok too.

Time to make a decision about the candidate – 3 minutes after the interview. Good practice is to send a short feedback in 15-20 minutes after the interview. If you think or weigh a decision for a long time, the candidate does not fit. In the process of hiring can not be half measures: either this person is competent or not convinced. According to statistics, about 20% of selected candidates are accepted into the state, which means 4 out of 5 specialists will have to receive from you “Thank you very much, but at the moment you are not ready to make an offer.”

Let us add that this letter should list the reasons for the refusal. And do not delay, forcing the candidate to beg for feedback – this is a bad tone.

Recruit Alliance has a separate IT-department that covers even the most complex and unusual applications. Upon request, provide written customer reviews.

PROFILE IS ALL THE ANSWER

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.

GENERAL METHODS OF EVALUATION OF CANDIDATES

The success of a business is largely determined by properly selected, trained and motivated employees. Moreover, in the process of evaluating the investment attractiveness of a company, staff analysis is often carried out: if not all of the staff, then top management at a minimum.

Today it’s not so easy to find a really suitable and professional candidate. One of the reasons is the “demographic hole”, formed due to the economic situation of the late 80s – early 90s. The second is the ratio of professional / personal qualities. For example, an “average” specialist in terms of characteristics may turn out to be the soul of a team, and his more stellar colleague may be a conflict introvert. Much depends on the expectations of the client company, because at the first stage the recruitment agency tries to gather as much information as possible about each suitable candidate, including his personal characteristics. The next stage is the assessment, which allows you to understand whether the “best specialist = appropriate” scheme will work.

In short, according to Svetlana Ivanova’s book, The Art of Personnel Recruitment, there are 7 general personnel assessment methods:

  • allocation which came to us from Soviet times and it is still happened in budget organizations. It is rather a lottery where, without any assessment of a new person, they are “thrown” him or her into a new team. “Allocation” does not help the workflow and may even worsen the atmosphere in the company.
  • acquaintance – employment by recommendation. Cons of this method: the inability to impartially assess competence.
  • random selection – recruitment without the participation of the hr-manager, conducted due to a sharp shortage of personnel. The case when you need to quickly find a manager, and there is no time for comparison or monitoring.
  • intuitive – based on a person’s perception. A technique whose effectiveness is impossible to predict. A well-known fact: we like people like us more, although their professional qualities may not fit the application.
  • delegated by a recruiter or other hiring specialist. He understands the features of corporate culture, the nuances of the future team, the situation on the labor market. In addition, in this case, the discussion will be collective (at least, a representative of the client company and a recruiting specialist), but the decision is personally for the head of the future employee.
  • questioning (testing) – if time allows and there is enough experience in interpreting the results, then this method will be optimal. It is based on dry facts, although it admits its own nuances. Such as: the risk of demotivating the best specialist who does not want to bother, or get distorted facts from a candidate who is familiar with the logic of the questionnaires.
  • interviews using different methods – practice, time-tested. It is not difficult to learn it, but you need to constantly keep abreast of news in hr, take training courses and have a great experience in recruiting staff.

More about what techniques work, we will tell in the following publications. If you can’t wait – order recruitment service from Recruit Alliance .

How to make a candidate suitable for a job

The process of looking for candidate may take a different amount of time, and its goal is always the same – to find the right employee for a long time (we do not speak about project vacancies now). The key word is “right”, but its mean “suitable”, because among the ten talented specialists only one will resonate.

One of the most popular ways to check for compatibility is a trial period. By the way, not only for the specialist and the owner of the company, but also the recruiting agency are interested in successful passage.

In fact, refusal to work (or vice versa – from a candidate) happens in approximately 10 cases out of 100. If the reasons are adequate (did not work well with the team, could not fulfill the expected amount of work, personal circumstances), then a 3-month warranty comes into effect for recruitment in exchange for the retired candidate. And this is not about the resumption of the search process – in fact, this is a large-scale work, including a detailed review of the application form, its adjustment, the preparation of a new pool of people, and so on.

In order to avoid such situations Recruit Alliance recommends:

Carefully check the application:

  • If this is a new client, discuss each one sentence with his representative. For example, you are looking for a Marketing Director, so you need to clarify exactly what functions he should perform: develop a strategy or work according to a plan, be an ideological only inspirer or personally close digital, develop a network or work with a brand – there can be completely different expectations from one vacancy .
  • Specify the nuances. For example, what kind of level of “stress tolerance” and “sociability” is meant. If the future accountant may encounter attempts at a raider seizure, then his or her experience should be relevant.
  • A request for a specific specialist hunting also needs to be worked out, because it’s about one chance and all the possible reputational risks for each of the participants. Especially if in the end the candidate and the employer will not work together.

Be empathic, try to clearly understand what personal qualities the candidate must possess in order to be comfortable part of the team. To do this, you can go to the company to “look at the team”, search social networks, and discuss about hypothetical situations with a future supervisor.

Work with a list of candidate recommendations. Of course, it is necessary to proceed from a specific situation, but in most cases it is worth checking not only the last place of work, but also the previous one. Try to ask those questions that will help determine the real level of competence and areas of responsibility.

At least attend the first interview. First, learn more about the expectations of the client, and secondly, you will be the moral support of the candidate. Under stressful conditions, even an experienced top manager can “roll the wrong way” in conversation and spoil the overall impression. Help him, direct him to the conversation – you already know that he is the one who is needed. If the interview fails, you can do the work on the bugs.

Be ready for force majeure. It rarely, but it happens.

After receiving the candidate for a trial period, advise the parties to sign a detailed job offer, in order to clearly understand what the process participants expect from each other. It is worth mentioning:

  • list of tasks for the period of probation
  • job description in which it is written who will be the immediate superior of the future employee
  • salary level (with all bonuses, amercement and other details)
  • features of working conditions

For a period of probation, keep in touch with two parties. So you can help smooth out difficult moments, or perhaps remind you of mutual promises. And after all such, apparently, trifles influence the decision on admission to the staff / acceptance of the offer.

OUTSTAFFING: WHAT YOU NEED TO KNOW NOT TO BE MISTAKEN

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.

Who is who: Recruitment agency vs employment agency

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.