One of the most important basic human technology is the selection of personnel.If a sufficiently long period of time if the appointment had been a priority for ideological reasons, in modern society, the recruitment of staff in their professional skills is a major challenge.The newest methods of personnel selection allow us to make the process more efficient.
procedure for receiving the candidate is often one or more interviews.The initial conversation with a person familiar with his resume does not give a complete picture of the professional and personal characteristics of the individual.Therefore, some organizations used methods for the selection of personnel, based on psychological testing.Thanks to him, you can learn things that can not be clarified by ordinary conversation.For example, will not let a person in a difficult moment, whether to perform monotonous work, if necessary, would it not a source of quarrels ... Depending on the methods used, the reliability of the tests varies between 20 and 80 percent.For example, "Accent 2-90" - test consisting of 90 questions to assess the potential of the person, reveals how people behave in an extreme situation.Besides reveals signs of mental pathology.However, if the use of questionnaires the candidate has a chance to anticipate the desired response, the methods of selection of personnel, based on the use of projective techniques, increase the reliability of the test.For example, large companies often use test "Sonda", allows to detect the genotype transmitted disorders, learn about a person a lot more information, and to establish a link between personality type and selects position.
Innovative methods of personnel selection can be represented by open recruitment.This method is based on the use of video interviews and business of different games.Most often used by the personnel manager of the company and gives a chance to see all the candidates for the post of Director.Head of the company looks like members of the group behave in the game, and can choose to really "own" the person on the basis of their personal experience or by using intuition.This method saves time, since a conversation with each candidate would have taken much longer.View an interview with the candidates, taped, too, is an effective method of recruitment.Because a person can be fully open before the lens of the camcorder.
Some executives of firms prefer to use rather unusual methods of recruitment, such as stress interview.With it you can create a fairly complete picture of the candidates.The main principle of a stress interview is a provocation of the candidate.For this purpose, shocking, inappropriate questions, the demonstration of neglect to the candidate ... This allows you to, first of all, to see how a person behaves in a particular situation.Sometimes, the main goal of this conversation is the desire to catch a person in a lie.Search and selection of personnel in using this technique is most often used in the rebound candidates for executive positions, as well as those who will continue to work with people.
Thus, the selection of personnel - this is a very important process, which depends on how effectively will run the organization as a whole.This main purpose is unsuitable for the screening of the company employees.
