How to find a permanent job!

Posted by on

Job searching process begins from the moment when you decide for yourself what you want, what your ambitions in life are, what direction you are interested to develop in. Even if you are having difficulty in choosing a direction, do not be afraid to experiment, try yourself in various professions, and you can quickly find what you like most of all.

Maybe the answers to the following questions will help you:
* Best of all, I …
* I prefer to work alone or with a nice team?
* Am I ready to take on a managerial responsibility or the role of the Executive entity fits me better?
* The sphere that attracts me …
* The following companies are of special interest to me…
* Ideal manager is …
* The minimum salary amount for me is … (Carefully consider your knowledge, experience, skills and market offerings)
* The most important thing in a new job for me is… (salary amount, gaining new knowledge and experience, career growth, well-known name of the company, etc.)

Once you clearly decide what you want, it is advisable to share your thoughts with others. Perhaps their advice and recommendations will make you reconsider your aims …

Then, guided by a clear vision of the desired work, edit your resume. While writing a resume, give it to a person who knows the language of your resume best of all. Now that the resume is written, it is necessary to identify the main channels of job search. Among them are:
* Job announcement in the press
* Resume publication in the media
* Job search via Internet
* Direct approach to the employer
* Visiting career days and other similar events held by companies
* Applying to recruitment agencies
* Applying to public employment services
* Addressing to friends and acquaintances

FacebookTwitterGoogle+LinkedInShare

How important is the employment recommendation?

Posted by on

Will a recommendation help in getting a job? With this issue the Research Center of the “Superjob” portal turned to the Russians and representatives of local companies. 18% of employers reported that they require a recommendation from all potential employees, 55% of employers require recommendation only from the applicants for certain positions (managerial positions and positions that imply financial responsibility).

The importance of recommendations is as follows:
27% – the recommendation is required,
57% – is a significant factor
29% – the recommendation is not important.

As for the candidates, the do not consider the letter of recommendation as an important factor. Thus, 68% of respondents had never taken recommendations from their former employees. Only 22% of Russians received recommendations from previous jobs. At the same time more than a third of those who asked recommendations (37%), assure that they have helped them in finding a new job. According to 2% of the respondents, the former management refused providing them characteristics. Another 8% of survey participants hesitated to ask them this favor.

Dismissal and Fears

Posted by on

We would like to draw your attention to how widespread dismissals affect the state of mind and health. Judging by statistics, the fear of dismissal is one of the most powerful emotional experiences during the crisis period. Many employees suffer from any simple thing or simply fall into a deep apathy. All this interferes with work efficiency and ultimately leads to dismissal.

Do not be nervous.
The most important thing is to keep calm. Our brain is made so that after getting in an uncertain environment, it begins to offer us different action variants. Most often, by our nature, we think in a negative way. People begin to emit negative, passing it to their colleagues. As they say, all diseases start from the head. Therefore, the more you worry, the greater is the likelihood of your physical ailments. Spend your weekends out of town, with nice people, drink less coffee, eat more plant food, have well enough sleep, spend more time outdoors, often distract from work.

Think positively.
In one large western bank, firmly standing on its feet even in times of crisis, it was decided to dismiss employees who spread panic among colleagues. Everyone who spoke about the dismissals and spread the rumors – was immediately fired. Companies do not need pessimists. What kind of business can grow without a smile on the face

Do not violate the law.
This rule is always actual, but now you should be more vigilant. Do not violate the privacy of the company. The fear of dismissal prompts people to entirely rash acts, so pull yourself together, so as not to provoke the authorities to dismiss just you.

How to post a job announcement?

Posted by on

How to post a job announcement? While searching candidates the following question arises – how to find a good employee with less efforts and in a short period of time.

One of the most effective ways of attracting candidates is to place an announcement.

There are few rules of creating a job description, which will allow you to attract a large number of potential employees.

So, what must be considered when making a job announcement?

The job announcement should be:
* Clear to a candidate
* Have a detailed description of the major responsibilities and requirements
* Attractive (motivating)
* Contain contact information

In this case there are rules that a job announcement should not include:
* Company Name
* Salary
* Abbreviations and terms that may not be understood by the candidate
* Discriminatory requirements (sex, age, etc.)

The number of responses to the vacancy of your company will be much more significant, in case the job announcement is properly written. All you’ll have to do is to choose the best candidate for the job.

For what purposes should a resume be made?

Posted by on

Every day, recruiters are looking through a huge number of resumes of candidates for different positions and conduct a lot of interviews. After choosing right candidates from an N amount of resumes, there comes a time to arrange meetings with their future managers, regardless of whether you are working in an internal recruitment or an employment agency. Your aim as an employee is to show that you’re a good recruiter and provide right candidates.

This is the reason why you need to think about how to present a candidate. The most effective method is a properly written resume.

The purpose of resume making:
* Information – to describe the biography of a candidate, his experience and skills
* Sell a candidate – to show him from the best side

The resume should be:
* Short (concise)
* Clear
* Contain the main achievements and results of a previous job
* Contain the name or type of companies (product, documentation), with which he has worked before,
the number and positions of those who were under his management
* Describe the specific functions that were performed by the employee.

A well written resume of the candidate will help to more effectively conduct an interview with the manager and to more clearly understand who came to meet him.

HR Branding

Posted by on

The main problem, regardless of the situation, is a shortage of skilled workers in the labor market. And no matter how we attract attention to our vacancies: big salaries, high positions, etc, but better resumes we don’t receive/get. So why are some candidates ”dream about’’ how to get into certain companies, while others avoid it. Let’s draw an analogy with products: what are you paying attention buying a product in the store & why do you get exactly that product but not its analogical one. Naturally, first thing that strikes your eye is a bright packaging, then we remember that we have heard about it & only after that we learn about the ingredients. The influence upon impulsive instincts is nothing else than notorious advertising, brand recognition, just like our priorities regarding the company where we would like to be employed.

How to turn just a good company into the dream one? The standard tools are coming to the aids which are used in brand promotion. Let’s consider/explore one of them which is most adapted to the HR area: maintaining of corporative blogs.

Blog (abridged form of weblog) –site, filled up with records (including links, images & multimedia elements, which are arranged in reverse chronological order. Can be individual or group (corporate, club).Suggests the possibility of commenting of each record.

Like other campaigns, PR also should be well prepared. First, we formulate the purpose of creating a blog: in this case- company’s brand promotion as a positive employer (recognition, image).

How to create a portrait of the ideal sales manager?

Posted by on

Before you start hiring sales managers, you have to make his exact portrait which must include the following points:
• The matrix of client/customer-product
This matrix represents itself a table showing your company’s sales features/figures, particularly what product your company promotes & who your customers are. It will allow you to have clearly image of what kind of candidate you really need: possessing certain product information and having job experience in certain target audience which will mostly match to the vacancy opened at your company.

• What is more important: product’s knowledge or customer’s knowledge (knowledge about your customer) ?
If your business is structured, the product is simple and clear, and your company is working in b2c market, then you need a manager with good knowledge of product. If the sales at your company are built up on individual relation with each customer & the product is enough complex, you need a manager who has experience of sales in your target audience. Consequently, this experience, undoubtedly, is more valuable than product’s knowledge how complex it is.

• Functional Sales Manager
Functional candidate consists of two elements. First, it is his experience or acquired skills and secondly, the knowledge that he got at university showing the overall background of the candidate.

• Psychological portrait of the candidate
It may include a huge number of rates and individual characteristics starting from the common structure of personality (taking for instance, active sales manager or salon seller,etc.) & ending with the motivation of the candidate. As regards to the motivation, you have to clearly understand and justify why a particular candidate would work in your company.

Modern Recruitment Technology

Posted by on

There are a number of techniques of recruitment: social research (case study), assessment, interviews (including stress interviews), testing, etc. Each of them has certain advantages as well as disadvantages. The main weak points (links) of all above listed technologies can be formulated as follows:

Huge expenditure of time (time wasted on conducting of individual interviews with each candidate, the total amount of time to execute all phases of selection).
Spending of financial resources (HR-specialists’ salaries, loss of customers when an interview is being conducted by a manager or a specialist from sales department).

Too subjective appraisal of the candidate (at each stage the candidate is being valued only by one person, with the exception of assessment center, and often on the basis of any personal preferences).

Artificial selection of sales manager, which does not allow him to open up and demonstrate his practical skills in sales.
And how is going on the selection process of the staff in your company? You are exhausting the candidate with two-hour lasting interviews, testing, case studies, arranging stressful interviews, throwing pen, asking impolite questions, and pretending inadequate head? Maybe you are looking for employees based on what zodiacal constellation the Sun and other celestial objects were at the time of the birth of the candidate or, as it is done in some European companies you are trying to scan the aura of a candidate?

Stress Interview

Posted by on

Stress interview – this is a interview, in which one tries to make the candidate lose his balance, to put in a situation where he feels uncomfortable or just do something that the applicant is not ready.

It is believed that the stress interview is useful for the interviewee who in the future will have to deal with stress. This method throws the man “mask” off showing his “true face”, which allows to judge more accurately whether he is suitable for a certain position or not.

For example, the manager needs aggressiveness, whether the Officer of Public Relations- resourcefulness, and tolerance.

Now this type of methods of conducting interviews are used in the IT field.

So, let’s find out how the stress interview is being conducted.

1. It starts even before, as you enter
One of the common ways of causing stress is to “pickle” the person before the interview. In this case, you have to decide for yourself in advance, how long is the waiting time for this vacancy and, do you want to sit out this time. You can take a book to be on the safe side.

2. To fill the questionnaire out in uncomfortable conditions.
This technique, even in Men in Black was mentioned as the way out – make yourself comfortable (who does not remember – here in the fourth minute from).

3. The interview may be conducted in the uncomfortable room
– Too bright or dark, stuffy / cold, smoky, etc. To this you should just be ready.

4. In the process of the interview
There may be asked unexpected questions,

Dramatically can be changed the pace, tone or recruiter’s passion to talk – that is, he can just think over something, distract his attention on other things or make a call to someone.

Thus, universal recipe – be quiet and polite. You can make concessions or not, but the politeness, even gloomy, should not leave you. Remember, you can always put an end to everything – just saying goodbye to tactless or rude interviewer.

Employment services

Posted by on

The level of recruitment agency is determined by the level of consultant’s recruiters who are employed there. Growing demand for these services is due to the following factors:

  • The increased mobility of the workforce;
  • Specialists do not consider the workplace as a lifetime employment;
  • Qualified specialists have more alternatives;
  • Battle for highly qualified personnel

Services of recruitment agencies:

  • Head-hunting
  • Executive Search- recruitment of senior management
  • Staff Leasing – providing staff to the company’s leaseholder for a fixed term
  • Recruitment

Head-hunting is a type of service, engaged in search and selection of attracting well-defined, exclusive specialist for the customer’s company (known F.I, position). The main challenge of the agency is to find a way of setting relations with this individual, to understand the reasons of being dissatisfied at work, the possible motivation for the transition, to coordinate contact between the management and the candidate. All in the strictest confidence.

Executive Search is type of service, during which the agency is engaged in recruitment and selection of senior management positions for senior executives. This is a hard and long search for highly skilled professionals, whose attention you can not draw by simply placed ads; these professionals are the carriers of business, business technology, whose work is valued, where they work. Therefore, these specialists are generally not interested in finding work. That is why there is a need to apply for help to the recruiters.