Recruiting Basics

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Recruiting is a business process of selecting personnel/ competent specialists, with a quality corresponding to customer’s requirements.

This kind of business is comparatively young and developing/growing. Usually during the negotiations one has to overcome the stereotype of employer. The slogan of ”cadres decide everything” will always be actual as the success of any company directly depends on staff, performing its activity in the framework of the company, but only a small part of customers acknowledge this fact. The involvement of first-class professional to the company is related to considerable costs. Competition exists even there is a demand for qualified personnel.

Professional is always valued/appreciated in the labor market and he is never unemployed. He is working in such places where labor terms and payment suit him perfectly. So in rare cases he would discuss and consider the proposal from recruiting agencies. Consequently, if the customer wants to get this kind of specialist in his company, he should offer better, more favorable terms. Just a very few employers are capable to do all this on their own, there is a need of professional work done by external consultant recruiters and ,as it is known, every professional service is expensive. Just here turn up a moment of misunderstanding. The most important point that you should focus on recruitment – what challenges and problems must be solved by the coming of required specialist. It can be new project development, sales increase etc.

The costumer wants to get not just a new employee, but to get the final result. Recruiter must understand the position/role of the company in the market its corporate culture, psychological background of needing employee, find out whether there is potential in the company for professional development, you also need to be in touch of market’s current wages.

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Recruitment Services

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Recruiting market develops during both economic growth and crisis. Recruitment market is still emerging (haven’t been formed clearly defined rules of professional cooperation between organizations and agencies yet). Hiring the personnel the employer often doesn’t possess the technique of competent interaction skills usually failing to make exact job requirements of the recruiters.

These kinds of failings are conditioned by:

  • Poor knowledge of service market (specialization) – how to choose recruitment agency.
  • Lack of clearly defined tasks which should be solved by the specialist, his job responsibilities, requirements for the candidates.
  • Working regime in a style ” Need it still yesterday”.
  • Lack of having any idea about the work technique of the recruiters
  • Undervaluing labor remuneration causing unfulfilled expectations, negative experience and disappointment.

With the help of recruiting agencies can be found most of the staff. Especially when:

  • there is a time limit
  • an urgent need to save time for personnel management office
  • a need for a confidential search
  • absence of staff recruitment manager
  • office staff doesn’t have enough information

There are some changes in the labor market. If In the past the main problem was a job-hunting, now the issue of finding a good employee became more actual. Their number is not so much in the market and to get them, for the first, you have to pay recruiters, and secondly, to attract the candidates. There is a constant shortage of qualified staff in the market.

Recruiting Agencies: Business Conduct Code

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  1. Timely execution of the task
  2. Preparation of objective and proper/accurate information about the candidate without any falsification
  3. Cautiously fund expenses
  4. Voluntary ban on people enticement practice who were chosen with the aid of given company
  5. Rejection of the task/job in the case of any changes or changes for the worse of performance.
  6. Guarantee that the job search will be resumed without any additional remuneration if the candidate leaves within 3 months
  7. Guarantee that the candidate will not be presented to various companies at one time.

The main task of recruiter is to understand the nature/type of the client’s business culture, only then start the search and selection of candidates. The recruiting agency lets the client know about the strengths and weaknesses of potential candidate, about his professional career, success and achievements.
Recruiting technology is based on the application of direct search method.
Head-hunting is more suitable for the vacancies of senior management, essential for filling existing vacancies with the specialists in demand, who practically never apply to the company for finding job.
Head-hunting – means direct search for top managers, in practice, managing to access well-known specialists and to appeal them with a proposal to change jobs.

Stages:

  • clear up the needs of the client;
  • consultancy;
  • description of the position;
  • development of search strategies;
  • creation of a working team;
  • research and analysis;
  • definition of candidates;
  • interviews;
  • presentation of candidates;
  • collection and checking of references;
  • participate in the negotiations Client-Candidate;
  • selection;
  • following the candidate’s work at a new place.

ACCEPT Recruitment Center: Company and Staff

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ACCEPT Recruitment Center works in the HR market since July 2004 and has already become a leader in the field of recruiting.

Our key aspect is the accurate and correct recruitment, meeting the needs of the client company. On the other hand, the important fact is that companies have opportunity to save and properly allocate resources for such a complex and responsible process as personnel recruitment.

Our company constantly strives to expand the market by developing new products, improvement of the competitive position in the market by reaching perfection of the quality of the offered services, as well as the constant search for new customers.

Our center works with major educational institutions, through which there is access to highly qualified candidates. In addition, the company constantly takes part in various events, including exhibitions, due to which more people learn about services offered by the company. It is also worth to mention the use of Internet resources.

Such factors as global economic growth, the growing serious approach to staff recruitment, increase of qualification and requirements of employers and job-seekers, improvement of the Labor Code of Armenia, as a whole themselves dictate a more rigorous selection and open up new opportunities for development.

There are various indicators characterizing the company. ACCEPT is one of the leading companies in the employment market in Armenia.

In conclusion, we would like to note why your choice should be ACCEPT company. Primarily because ACCEPT company has a good reputation, ensures quality and reliability of provided services, a highly competent staff, as well as experience in services, such as head-hunting and recruiting. The confidence of many major international and local companies speaks for itself.

Our staff:
Our staff is a team of professional consultants, motivated to leadership, individual responsibility and increase of own professionalism.

ACCEPT Recruitment Center: Our Mission and Advantages

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Mission of ACCEPT Recruitment Center is to help in the proper selection and effective HR management.

The overall goal of the company is to provide practical, affordable and qualified solutions to HR issues in Armenia.
Our services include:

  • Personnel recruitment according to the given profile
  • HR-consulting, headhunting, recruiting
  • Employment, vocational and psychological testing
  • Outstaffing, HR outsourcing, staff leasing
  • Employment
  • Organization of trainings, social surveys and market analysis

Our principles are:

  • High quality of services,
  • Promptness, quick implementation of the order,
  • Creative approach to the implementation of each order,
  • Individual approach to the client,
  • Decency in dealing with employers and job-seekers, confidentiality of the acquired information,
  • Protection of the interests of the provided staff

Our advantages are:

  • Aspiration for international quality standards
  • Learning from local and foreign partners’ experience and improve our own techniques
  • Knowledge of the labor market and its peculiarities
  • Professional consultants/recruiters
  • Maximum efficiency and implementation of the order in short period
  • The use of various technologies in search of candidates
  • Wide range of professional contacts in the commercial, industrial and academic fields, as well as with the representatives of the mass media
  • Continuous increase of resume database
  • Partnership
  • Professionalism
  • Privacy
  • Ethics
  • Individual approach

Our achievements:

  • Recognized leadership in the territory of Armenia
  • Reputation of a reliable partner: interests of our clients are always a priority

When is outsourcing or outstaffing effective?

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  • When it is necessary to reduce the burden on personnel services, management and marketing departments or accountings of the company.
  • When the number of staff members is strictly limited, but there is a need to increase it.
  • When a company wants to explore its capabilities at the regional or international market, but is not going to open a representing office yet.
  • When there is need of a temporary lease of foreign personnel or unique partners, but hiring this staff for a permanent job is too expensive.
  • When there is the necessity to reduce the responsibilities of employment relations with the staff without violating the employment regulations.
  • When it is necessary to minimize the paperwork for the optimization of taxation.

The only thing is worth to remember that it is not enough to sign a sample contract of a lease staff or a contract of personnel outsourcing just at the first company.

It is important to choose the right company, as its professionalism will serve as a guarantor of economic benefits from the lease of personnel or human outstaffing. It is important that a company that offers you outstaffing and staff leasing:

  • had extensive experience in the area, as well as extensive knowledge of marketing and labor laws,
  • had a broad base of highly qualified professionals working in your area,
  • provided its customers with lots of cases (samples of staff leasing), as these cases can tell you about their professionalism,
  • formed a contract of outsourcing, oustaffing or staff leasing with each client, also provided a sample contract before the conclusion of the transaction,
  • fulfilled all its obligations accurately and promptly,
  • had well-developed schemes of outsourcing and leasing of production personnel,
  • outstaffing and staff hiring were conducted in accordance with Armenian legislation, including the field of document management, taxation and labor protection.

Benefits of outstaffing and service of staff leasing in ACCEPT Agency:
Provision of staff leasing and outstaffing in ACCEPT company implies the implementation of HR service duties and accounting (the agency assumes the responsibility of HR administration, processing of employment contracts, payments of salary, taxes, etc.).
ACCEPT develops an individual commercial offer for each customer, thus reducing the cost of services to hire staff and outstaffing in Armenia.

Staff hiring and schemes of outstaffing give the opportunity to escape the taxes legally.

Cooperation of ACCEPT company with the client is built as follows:

  • A consulting is provided, during which the specialist of the agency learns what kind of temporary personnel the client requires, what cost of services is best optimal for him, and introduces the customer with the model form of contract.
  • Outstaffing or leasing calculation is done.
  • The staff lease contract, outsourcing or outstaffing contract is formed up and signed

Staff hiring should include the selection of suitable vacancies provided by the agency.
Selected employee signs a standard contract (employment contract) with the agency.

The agency provides complete management of personnel, according to the points mentioned in the model contract and the contract concluded with the client company.

Currently, the main policy in the personnel functioning of many companies and organizations became the savings of the wage fund.

Resume Types: Chronological Resume

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The chronological resume is a list of job positions and the list of professional duties presented in reverse chronological order – from present to past. This type of resume is best suited for the demonstration of professional progress in a specific field, career progress in a company.

Karen Hovsepyan
Armenia, Yerevan, Komitas str. 20, apt. 5
Home Tel.:
E-mail:
Goal

Seeking a position in the marketing and advertising department of a large company.

Work Experience
01.1996 – present
Bens Wagen Armenia (car sales).
Specialist of Marketing Communications.
– Planning and implementing of marketing events and advertising activities of the representing office in Armenia,
– Development of the budget of activities for the year, monitoring of its implementation,
– Development of a plan for the advertising company on the basis of direct marketing,
– Work with advertising agencies, publishing houses,
– Development of design and printing of advertising materials.

08.1993-12.1995
Astrium Company (sale of spare parts for cars).
Advertising agent
– Development, implementation and monitoring the plan of advertising events of the company in Yerevan and regions (Gyumri, Vanadzor, Alaverdi, Kapan, etc.),
– Work with the mass media (newspapers, television, radio),

11.1991-08.1993
“Image” Advertising Agency (services in the field of PR).
Designer, specialist in marketing research.

Effective Tips for a Human Resources Manager

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A good work environment is one of the main components of success of any company. To promote your business you need to recruit the right and qualified staff. Hiring an employee is a challenge, even for highly skilled and experienced managers and management of personnel or human resources is not an easy task.

First of all, let’s understand; who is HR Manager?

A human resource (HR) manager acts as the liaison between employees and employers, to make sure both sides are treated fairly. A HR manager brings in competent, outstanding employees for the employer while ensuring the employees are compensated fairly and fixed into suitable roles within the company.

HR managers are kind of strategic partners. In this role, the HR manager contributes to the development of and the accomplishment of the organization-wide business plan and objectives. To be an effective HR manager, you should focus more into hiring the best and most promising potential employees for the company. A good human resource manager will enable to motivate the personnel of the company. Below are the three main points for an effective human resources management.

Recruitment
The selection and retention of employees is an important task handled by the human resources manager. Human Resources manager should be aware that the key to employing the right people for a company as well as retaining the useful and reliable personnel also relies on his ability to manage human resources well.

Conflict Resolution
HR manager is responsible for creating a work environment that enables people to thrive. There happen occasions when individuals disagree and conflicts arise in the workplace. The HR manager has to identify the problem and try to find an area of compromise.


Team building
Team building skills are critical for your effectiveness as a manager. You have to make sure that all the team efforts are directed towards the same clear goals, the team goals. The first factor in team effectiveness is the diversity of skills and personalities. When different personality types balance and complement each other.

Good and Timely Questions to Ask During a Job Interview

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An interview is not a one way process; it is an official conversation with the employer. It is just important to prepare a few good questions to ask the interviewer. If you do not ask any questions, the employer will think you are not attracted to the job and the company. Try to show your interest in the position and the company.

Remember that the way you ask your questions, as well as what questions you ask will impress the interviewer. Asking timely and relevant questions can distinguish you from the other candidates and win the vacancy for you. Here are a few good questions to ask an interviewer:

  • Will you describe the work environment of the company?
  • What current and future projects do you have?
  • Do you offer any opportunities of professional training?
  • What is your company’s management style?

Things Not to Do During a Job Interview

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Before going to a job interview, think of the things you must avoid at the interview. Remember that job interview is an important step towards the vacancy you are interested in. Before the interview, the job-seekers are not recommended to arrive with friends, smoke or chew gum at the reception, wear sunglasses or hold sports bag. Follow the tips below and keep in mind what exactly you should not do during a job interview.
So DON’T:

  • Be late: Late arrival for a job interview is never excusable.
  • Wear sports clothes: Pay attention to your appearance and do not forget the interviewer get the first impression of it.
  • Sit before you are offered a chair: Wait until you are invited to take your sit.
  • Use slang words or phrases in your job interview: The interview is a formal conversation and not a casual conversation with friends. You will sound not serious.
  • Criticize your former employer: This is one of the most common mistakes made during interviews. When you are asked why you seek a new job, do not hurry to complain about the previous employer. It will make the interviewer think you will do the same when you leave their company.
  • Say you don’t have any questions: If you are given the chance to ask the interviewer questions do not refuse, as it will make the impression you are not interested in the company.
  • Say you have no weaknesses: It will give the impression that you are either lying or not thinking before talking. Mention a few minor weaknesses, saying you will improve them in a short period.
  • Talk on your cell phone or read text messages: Remember to turn your cell phone off for the interview. If you are not available for 15 minutes, the world will survive without you, don’t worry.
  • Inquire salary: If it is the first interview with the company, try to avoid asking for the amount of salary or vacations and bonuses.