Methods of recruitment: what future is waiting for recruiters?

It's no secret that recruiting is the most important and complex task facing a manager. How to find such employees who will meet all the requirements of customers and potential customers?

For the correct search and selection of employees, employers use a variety of ways and means. As a rule, they are armed with biographical surveys, various interviews, assignments, tests of achievements, intelligence and abilities, various polygraph studies and so on. Personnel agencies over the past decade have invented hundreds of ways to distinguish a quality employee among others.

Psychological methods of recruitment are most popular. As a rule, domestic psychologists try to adapt foreign methods to our mentality, but this is not always possible.

Another obstacle on the way to the use of psychological diagnosis is the insufficiently high level of psychological preparation of managers and candidates for the position. So, in order to recruit and select personnel was qualitative, it is necessary to involve not only good psychologists, but also good methods that meet all the requirements.

Excellent recruitment assistance is provided by recruitment agencies. However, you need to prepare for the fact that this pleasure is not cheap. You can create your own human resources department, which will not only be useful, but will also have a positive impact on profits.

When choosing methods of recruitment, one should remember that the choice of subordinates is the war for the best, and here, as in love and war, all methods are good. The most important trump card in competitive struggle is the ability to entice skilled workers from competitors. It is interesting that this method of selection is considered not only the most aggressive, but also one of the most effective. Another effective method is to find talents within your own company. Most likely, somewhere already there is a talented employee whose potential is not disclosed. It is important to be able to notice such people.

Modern methods of recruiting include aggressive recruiting. Companies that engage in this recruitment determine which positions are prioritized for them. Important positions include positions that are related to servicing the clientele and the profitability of the enterprise. Usually, the company develops advanced competence cards for its recruiters. They include both the ability to persuade, and the ability to make quick decisions in critical situations, and the availability of good communication skills.

In large companies, they are sure that the recruiter is the key position, which most directly affects the profit and growth of the enterprise. The management from time to time checks the recruiters and led by a special trainer conducts various trainings to improve the available recruitment skills.

What recruitment methods the recruiter chooses, in turn, depends on how much he knows how to work with sources of information and candidates for positions.

In addition, such an expert should be able to participate in a behavioral interview. This technique is common in many companies, and it is used exclusively by recruiters.

To make the selection as accurate and unmistakable as possible, you can use special questionnaires for different departments. In aggressive recruiting, the candidate database contains data on the candidate's benefits and information that is necessary for the future sale of a particular job. It is interesting that the definition of the motives that guide the candidate in making decisions is very rare in recruiting. Nevertheless, the latest trends in the development of the market suggest that recruitment methods will change and improve in this direction. What innovations are waiting for such employees of staffing companies after a few years remains a mystery. It can be assumed that very soon any human resources specialist will be able to easily and easily find a suitable candidate in a worldwide database with information about each professional.