Sources of employees

There are two major types of recruitment, those of internal and external. Whenever possible, current employees should be given the first consideration for any job openings. Promotion from within helps to keep employee morale high. If the position remains the same, it is called a transfer.

Procedures of recruitment in most companies are similar. If there is a vacancy, the company prepares job description to fill it. After that the Human Resource office decides on the way and means of recruitment. The next stage is to shortlist the most suitable candidates by looking through piles of received resumes. Researches show that an average human resource specialist pays 30 seconds to make his decision about the candidate. That is why the resume must clearly emphasize the applicant’s best qualifications and experience. Sometimes companies develop their own application forms to ascertain particular information about prospective employees. Though these forms are usually standard and contain questions about relevant education, experience, marital status, and hobbies, some firms may include questions about attitude to smoking, political views and even astrological signs. Shortlisted candidates are invited to an interview. Job interviews demand preparation from both sides. For the candidate it means a kind of research about the company’s activities and etiquette, while for the interviewer it usually means identifying the real need of the company. Questions at the interview may vary, but “professional interviewees” identify a number of so-called “difficult” ones. These are questions about weaknesses, reasons for leaving your previous job and future salary. In answering these questions one must remember that weaknesses should, in fact, emphasize strong points, and that it is better to give a range for the salary rather than name a particular sum.

However, interviewing can be delegated to special recruitment agencies. Each country has an unemployment service (Public Employment, Unemployment Security Agency, or Labour exchange). The employment service screens applicants for the firm by giving aptitude tests. Passing scores indicate the applicant's ability to learn the work. So, managers must be as specific as they can about the skills they want. Private employment agencies can also help in recruitment. However, the employee or the employer must pay a fee to the private agency for its services. Another source of applicants is a "Help Wanted" sign on the office’s front window. One should be aware, though, that it’s hard to interview applicants (mostly unqualified ones) and serve customers at the same time. Newspaper advertisements are another

source of applicants. It can reach a large group of job seekers and employers can screen them at their convenience. Job applicants are readily available from local schools. High schools, trade schools, vocational schools, colleges and universities are sources for certain types of employees, especially if prior work experience is not a major factor in the job specification. The local high school may have a distributive education department where the students work in a store part time while learning about selling and merchandising along with their school courses. Many part-time students stay with the store after they finish school. Referencesby current employees may provide excellent prospects for the business. Evidence suggests that current employees hesitate to recommend applicants with below average ability. Word of mouth is one of the most commonly used recruiting sources in the small business community.

The HR dept. is also concerned with settling employees’ problems (such as harassment and discrimination in the workplace), motivation (incentive and remuneration schemes, fringe benefits,), operating schedule (part or full time, freelancers,), downsizing and outplacement, and many others.

1 Find English equivalents from the text and learn them:

дискриминация/ объявление в газете/ способности ниже среднего/ стимулирование/ внешний наем/ вознаграждение/ вакансия/ перевод/ повышение/ моральный дух/ притеснение/ внештатный сотрудник/ тест на пригодность/

2 Think of possible answers to the “difficult questions”.

3 Answer the questions:

What sources of employees are mentioned in the article?

What are their advantages and disadvantages?

What problems does the HR department deal with?

Up to you…

What would you do if you were an HR manager?

An octogenarian surgeon has his practice at a hospital operating on patients. He is famous and you get a lot of clients through him. However, his younger colleague in a private talk has told you that the doctor has been making mistakes recently.

Links

More information for job seekers you will find at gaga.essortment/interviewhints/rmtj.-htm

Дата добавления: 2015-11-14