Effective methods of personnel selection

One of the main important personnel technologies is the selection of personnel. If the ideological motives were the priority for a sufficiently long time in the appointment to the post, in the modern society the recruitment of employees for their professional qualities is the main task. The newest methods of personnel selection make it possible to make this process more effective.

The procedure for admission of a candidate consists mostly of one or several interviews. The initial conversation with a person, getting acquainted with his resume does not give a complete picture of the professional and personal characteristics of the person. Therefore, in some organizations, personnel selection methods based on psychological testing are applied. Thanks to him you can find out things that you do not find out during a normal conversation. For example, whether a person will fail in a difficult moment, can perform monotonous work if necessary, whether there will be a source of quarrels ... Depending on the methods used, the reliability Tests varies between 20 and 80 percent. So, for example, "Accent 2-90" - a test consisting of 90 questions, allows you to evaluate the potential of the individual, reveals how a person will behave in an extreme situation. In addition, it reveals signs of mental pathology. However, if the candidate has a chance to foresee the desired response when using the questionnaires, the methods of selection of personnel based on the use of projective techniques increase the reliability of the test. For example, in large companies, the "Sondi" test is often used to detect genotypically transmitted disorders, to learn about a person a lot of additional information, and to establish a relationship between the type of person and the position chosen.

Innovative methods of selection of personnel can be represented by open recruiting. This technique is based on the use of video interviews and business games. Most often used by the company's HR manager and gives a chance to see all the candidates for the position of director. The head of the company looks at how the members of the group behave in the game, and can choose really "their" person, based on their personal experience or using intuition. This method allows you to save time, because it would take much more time to talk with each candidate. The interview with candidates, recorded on tape, also represents effective methods of recruiting staff. Because a person can fully open up in front of the camera lens.

Some executives of firms prefer to use rather unusual methods of staff selection, for example, a stress-interview. Using it you can make a fairly complete picture of the candidates. The main principle of a stressful interview is provocation of a candidate. To do this, shocking, inappropriate questions are used, demonstrating a disdainful attitude towards the candidate ... This allows, first of all, to see how a person behaves in this or that situation. Sometimes the main purpose of such a conversation is the desire to catch a person in a lie. The search and selection of personnel using this technique is most often used when candidates for leadership positions are dismissed, as well as with those who will later work with people.

Thus, recruitment is a very important process, on which it depends, how effectively the organization will work as a whole. At the same time, the main goal is to screen out employees that are not suitable for the company.