Airports / 20.08.2023

Requirements for candidates: higher education, knowledge preferred. Job advertisement: requirements for candidates. What should not be in the job description

25.04.2018

Finding a job using the Internet. Writing a resume

Lesson plan

1. How to correctly formulate your requirements and expectations from a new job. Search for work on the Internet.

2. Sources of information about vacancies.

3. Principles of working with vacancies.

4. How to write a resume correctly. Resume structure.

Why don't you include the name of the client for whom you have a current job offer?

Don't accept the motivation letter. In your motivation letter, you will tell us why you are the right person to hire. A written motivation letter will make your personalist interested in your person. This is why we do not list clients' names in job offers. In most cases, we will provide this information to you in a personal meeting.

What awaits me in an interview at your company?

It is then up to you whether you are involved in the selection process for a particular client. You will receive feedback on your resume within 3 business days or you will be invited to a personal interview with our consultant, the personal interview with us will take 30 to 90 minutes and you will learn about the position and the client for whom we are taking our position. At the same time, we agree to the next step, once you have a position profile and the client is interested in meeting with you, we will arrange a meeting directly with the client. Only with your consent we have the right to use them for mediation purposes. Otherwise, we will not register you as an applicant. . Section or section.

5. Sending your resume by email.

6. Covering letter.

7. Interview rules.

8. Websites to help you find a job.

9. Algorithm for finding a job using the Internet.

This lesson is a clear step-by-step instruction on how to effectively search for work on the Internet.

When you arrive at our offices, we ask you to fill out a questionnaire. This form will allow our consultants to better work with your materials and find a faster proposal. Completing the questionnaire takes 10 minutes. The goal is to make you feel comfortable and free from unnecessary stress. You can enjoy the water, coffee that our dear miss receptionist will offer.

After completing the above questionnaire, we follow up with a structured interview with one of our dozens of great consultants. The questions we will ask you will relate to your experience, language skills, personal qualities, qualifications and, of course, your ideas and wishes for future work.

Until a few years ago, interactions between a candidate and a prospective employer typically involved phone calls, letters, and in-person interviews. Today, more and more people are looking for jobs online by contacting employers and sending their resumes by email.

The online job market is evolving due to technological innovations, consumer awareness and increasing use of the Internet. The capabilities of technology, its range, speed and cost-effectiveness are indisputable facts in favor of the existence and expansion of online employment services.

Thus, having the ability to access the Internet and an information resource on city vacancies, anyone can try to find a job, and an employer can try to find a worker via the Internet.

In this lesson we will learn how to find a job - from searching for a vacancy and compiling and sending a resume to receiving a search result, i.e., until receiving a response.

We encourage you to bring your resume with you to assist you with questions that will impact past jobs. Ask questions honestly and don't be afraid to admit that you have little or no experience, you're not lying. Prepare yourself the questions that interest you in this position.

Remember, first impressions are very important. It only takes a second person seven seconds to create it for you. Don't overdo it, you don't need to make a campaign of yourself out of interviews, wanting to rule the globe - that's not the right way. You can help us find the right offer for you.

We'll show you right on the screen how to do it quickly and easily.

Whatever method of job search you choose, you will always need a resume. How to compose it correctly, what it should be, what mistakes you should try to avoid when compiling it, how to send your resume correctly by email - this will be discussed further.

Australia is one of the few countries in the world that offers automatic work permits for every student visa. Essentially, this means you work 20 hours a week. This is an incomplete job. In your free time between classes and after the course, you can work even indefinitely.

You can officially start working before the first day of school, but you can look for a job earlier. At one point it is possible to have even more employers, officially over time you should not violate the 20-hour weekly limit. International students often work in hospitality, service, etc.

We study the demand and requirements of employers (websites, media, etc.)

Having decided on the industry, type of activity and position level, we begin to study the labor market. We stock up on newspapers and magazines about work, search on the Internet for all regional sites with employer offers and look, read, count. Having looked through the offered vacancies, you can very roughly draw an overall picture: which specialties are most in demand, full-time or part-time, possible salary - from minimum to maximum. Now analyze the basic requirements that employers place on applicants: age, education, knowledge, skills and abilities, work experience, etc. Do you have the right qualities?

If you want to find a job in the field where you work in the Czech Republic, be aware that it may take some time. While this is far from impossible, it always depends on your English level, as well as the times you are available to work. Language school students usually have days, evenings and weekends off. When you study a vocational course, you have more time to work.

The list of requirements for future work presented by applicants is very diverse. Most job seekers first of all pay attention to the amount of remuneration offered by the employer. The basic requirements for future work also include wishes for the future position, schedule and place of work.

The fact is that if you extend your visa for less than 6 months above this limit, you will also receive a lower rate in that tax year. If you go to Australia on a so-called dependent visa, you and your partner can work. Except that during the visa period it is limited to work restrictions and does not differentiate between study periods and holidays.

If your employer pays what's known as "Super Science", you can apply for reimbursement after leaving Australia. The so-called "dependent visa" will also give your partner permission to work. If you want to find a job in Australia, you must understand your real possibilities. This means not only your English language skills and knowledge, but also the time you have to work with. Although work in a bread café or building, for example, is usually during the day, in bars and clubs and in some restaurants, the demand for employees is mainly in the evening, when the restaurant serves guests. therefore, the work is more suitable for most students who have a daily form of study.

We create a resume.

Target: Please indicate the exact title of the position you would like to receive. Its wording must exactly match how it was stated by the employer.

Errors: Some people write instead of a position “I would like to receive one that would correspond to my education and work experience and could benefit your company for its further successful development.” This kind of formulation causes confusion among the employer and does not find support. It is clear that the person himself has little idea of what exactly he could do and, as it were, invites the employer to solve a crossword puzzle - carefully study the resume and find the correct answer, putting it in the “position” column.

When looking for a job, you need to be careful about overqualification, the so-called overestimation.

Rather, it is a deficiency and you may be rejected for being too qualified. Employers are trying to find people who tend to be in this position.

Australia has a stable and strong economy, and unemployment in most cities is only 5-6%. Income in Australia is 3 times higher than in the US. The fastest way to get a job is through communication. Create the perfect resume and search. Personal contact cannot replace anything. Australians are very sociable and friendly people. Stop by a few restaurants while visiting school, ask the manager if they are looking for someone and give them your resume. Even when you're talking to a stranger you meet in the park, you can get a job.

Do not list multiple positions at once. This will reduce your chances. A company requires a specialist for a specific position.

Use action verbs as much as possible.

It is necessary to be extremely specific in the choice of wording:

You should not write:

was engaged in training;
helped reduce errors;

· I quickly learn new knowledge

· trained two new employees;

Don't be verbose and avoid passive forms:

You should not write:

· was responsible for implementation;

· found application for the following possibilities;

· was responsible for.

· completed;

· used effectively;

· was responsible for.

Prefer positive information over negative information

You should not write:

· resolved complaints against;

· prevented a decrease in the share of sales;

· transferred from his position.

· assisted clients in;

· increased the potential of the product on the market;

· promoted to position.

Focus on your achievements

You should not write:

· worked there for three years;

· did extra work.

· received a promotion and two pay increases;

· always completed the work on time.

Education.

Indicate where, when and what educational institution you graduated from, and also (if you recently graduated from a university) what your grades were, if, of course, they are your “plus”. If you studied at a university or are currently engaged in science, indicate your scientific specialization, academic degree, academic title.

It is necessary to list all kinds of awards from various competitions, olympiads, conferences, the presence of honors diplomas, etc. Write in detail, indicate the faculty and specialization. Don't forget also about advanced training courses and internships, even if they were one-day ones.

You should not write which school you graduated from and with what grades: you may get the impression that you have nothing else to boast about.

Additional data.

If the specifics of your future work require this, be sure to indicate:

Proficiency in a foreign language. You should not overestimate the level of your knowledge of a foreign language: you will have to work; a preliminary check of your level of knowledge by an employer or recruitment agency is possible. The following gradation is usually accepted: entry level, good knowledge, fluency.
Work with computer. If you are not a programmer or an advanced user, we would recommend consulting with someone knowledgeable about the correct names of the packages you are working with. You must indicate your knowledge of accounting programs, as well as special programs, for example, graphic editors. It is also necessary to note knowledge of the Internet and the ability to use e-mail, which are not quite the same thing, as some people think.
Knowledge of office equipment. Assumes the ability to work with office mini-PBX, copier, and fax.

First case- if your recommenders agree to communicate with your future employers about you and your successes. Of course, you can only place the phone number of a former director on your resume if the director has given his consent.

Thus, you inform the potential employer that by calling the specified numbers, he will receive personal recommendations from people you have previously worked with.

Second option- when a former manager or partner (or maybe a client) writes you a letter of recommendation in full form: on letterhead, with signatures and seals, and so on. You can photograph such a letter in several copies and show the original at interviews, and attach a copy to your resume.

So, if you have a letter of recommendation and if you are sending your resume by fax or email, the body of your resume can indicate that you have letters of recommendation from such and such people and that during a personal meeting you can demonstrate these letters.

What's better?It's hard to say for sure. Some employers believe more in personal contact with the recommender and are confident that the letter can be forged. Some people do not trust telephone calls, being sure that dummies can answer, but at the same time they trust letterheads. Thus, you can simply not guess for a single vacancy...

Design (font, style).

CV writing style:

· brevity;

· specificity;

· honesty.

Avoid using a pronoun I.

Make sure your resume is formatted in the same style.

Choose a style that is easy to read (large margins, not small font, sufficient space between lines, etc.).

2. The listing of management positions indicates fairly high ambitions, and perhaps the position of financial manager is considered as a “passing” or reserve position, in which the candidate does not plan to work for a long time.

3. It is not clear from the resume sample what professional experience the candidate has in the field of financial management.

4. It can be assumed that he worked in small companies, where, in addition to financial issues, he also resolved economic and organizational issues.

5. The candidate does not have a Moscow residence permit, which is important for many companies during the initial selection of candidates. It is at the initial stage, when a lot of resumes are received, that this criterion is decisive for many. However, if the candidate is a professional in his field, registration is often not remembered.

6. It is obvious from the resume that the candidate does not have basic specialized education.

This resume could look different (see option below).

Sample resume No. 2

Advantages of the new resume sample:

1. This is a single position, so there is no obvious reason to assume that the candidate is considering other positions.

2. In the “Education” section only information about professional education is left. The agricultural university is specifically indicated by an abbreviation to focus the employer’s attention on the specialty, and not on the profile educational institution.

3. The number of employees in the companies is indicated. A managerial position in a small company often corresponds in terms of the level of required qualifications and scope of tasks to a specialist position in a large company, and this is the position Sergey is applying for.

4. A more precise formulation of the position at the last place of work places emphasis on professional activities and allows one to move away from the interpretation of the position of deputy director as a manager responsible for a wide range of issues.

5. The dedicated section “Professional Experience” not only reveals in detail what you had to do, but may be of interest to those employers who are looking for an employee to perform a similar range of duties.

6. Salary indicated. This is exactly the salary of a financial manager in large company. The given bar is realistic for Sergei and cuts off unattractive offers.

Websites to help you find a job

The sites are intended for users who would like to find a job on their own. The sites provide detailed information about all existing vacancies, indicating the details of all organizations with the help of which self-employment can be successful.

If you know the website address, you need to enter this address in the search bar. The website address on the Internet is always written in Latin characters. And clicking on E nter on the keyboard, you are taken to the page.

By typing a different address in the address bar, you will receive the contents of a different resource (another site).

If you do not know the names of sites that display vacancies, you can use a standard Internet search scheme; the most effective search will be based on a thematic query, we type -Kamensk-Uralsky vacancies. As a result, you will receive a list of found pages; select the information you are interested in based on the brief description.

Work in Kamensk-Uralsky and vacancies in Kamensk-Uralsky

Finding a job in Kamensk-Uralsky is not easy, since the city is small and finding a good and decent job is not so easy. Website work ru in Kamensk-Uralsky offers its clients an extensive database in which each person can choose a suitable vacancy or leave a resume. Work in Kamensk-Uralsky offers its customers only fresh and new vacancies in Kamensk-Uralsky, which will significantly save your time on job search.

The portal offers an extensive database for job searches completely free of charge. Look for work in Kamensk-Uralsky You can view vacancies, or leave your resume on the site. This is a more effective way to find a job, since not all employers post vacancies on the site. Some of them simply look through the resume database and select a potential employee.

Popular shots.

Superiob agency. ru found out which personnel are the most popular on the labor market.

Sales managers are the undisputed leader: 7.5% of the labor market needs them. Engineers took an honorable second place (their rating is 6%. Blue-collar workers have third place, and only 5.5%.

The “Salesperson” vacancy ranks 4th (almost 5% of employers are looking for them.

Unskilled workers (janitors, loaders) rose to fifth position (2.9%), ahead of accountants (2.6%) and sales representatives (2.5%)

Algorithm for finding a job using the Internet.

Job search in the Yandex search engine.

You need to go to the WORK catalog on the start page.

In the window that appears, select the required SUB-CURRICULUM (The numbers show the number of sites in the sub-category)

Or go to the sites in the WORK section. Here you can search for jobs using a database of resumes and vacancies in different cities of Russia and abroad.

If you are looking for a job in Kamensk-Uralsky, you need to go to the KAMENSK-URALSKY SITES catalog on the YANDEX start page. Select the WORK section and use one of the sites.

You can search for work in other search engines.

In the search engine RamblerThe search algorithm is similar. On the start page in the TOP 100 catalog, select the WORK section, where you will be offered a list of sites.

In the search engine GOOGLEon the start page, click the MORE button (at the top), then - ALL PRODUCTS - then select - CATALOG. Follow the links BUSINESS - WORK.

In the window that appears, you can search for sites by industry, by region, search for work, work on the network. In order to apply to any site, you must register.

For the applicant: requirements for future work

The requirements for a future position consist of the position name entered in the employee’s work book, the nature of the work and the employee’s functional responsibilities. Of course, the future position must correspond to the applicant’s profession and his career goals. If an applicant's education and previous professional experience align with their career goals, this will make it much easier for the applicant to find suitable job openings. But if the applicant decides to change his field of activity and profession, getting a job will be much more difficult. If, however, you want to try yourself in a new position, in this case it is recommended to first try to get a job as an assistant or assistant, having first studied the topic of interest in specialized courses or on your own. In addition, most likely at first you will have to give up your wishes regarding payment. And only after gaining sufficient experience will it be possible to demand from the employer an increase in remuneration for work or look for a new job with a higher salary.

For narrow and experienced specialists, the list of job responsibilities, independence in the implementation of labor functions, prospects for career growth and professional development are very important.

The formal job title must correspond to the actual job responsibilities, otherwise, when changing jobs, you will have to explain to the new employer the reasons for the discrepancies. In the latter case, letters of recommendation and oral recommendations from a previous place of work will help. Job seekers, as a rule, have a negative attitude towards the situation when the entry in the work book does not correspond or does not fully correspond to the functions they perform. The applicant’s consent to such a job may be due either to a difficult situation and an urgent need for income, or to favorable other working conditions offered by the employer.

Requirements for the schedule and location of work are, of course, very important. However, many job seekers are prepared for overtime, irregular working hours, inconvenient schedules, long travel times to work, or the need to travel to work by several modes of transport for the following reasons. Some are attracted by the salary offered, for which they agree to “overwork” or spend extra time on the road. Others - especially young professionals - strive for professional development, rapid mastery of a profession and career growth, for which they are also willing to work hard and travel far. Other reasons are also possible, for example, if there is no suitable job for him near the applicant’s place of residence.

Most applicants strive to work in stable large companies. This gives them confidence in the future. It should be remembered that in young, dynamically developing companies, employees often have much greater prospects for career growth and promotion, and in small companies - opportunities to expand their functional responsibilities and professional development.

Now about career prospects. It is important to decide whether you are planning career growth in this company or will look for a new job after working in the company for some time and gaining the experience you need. The problem is that not all vacant positions involve career growth or any movement within the company. For example, if an employer is looking for a secretary, he is unlikely to hire someone who is planning professional or career development, since this means that he will soon have to look for a new secretary. It should be remembered that some employers have a negative attitude towards the career ambitions of applicants.

The procedure for paying sick leave and vacations for employees in the organization.

The psychological climate in the team and corporate culture, working methods in the organization, and the communication style of employees are also factors that can influence the choice of place of work. However, it is usually possible to study these factors in detail only after working in the organization for a certain period of time. But you can assess the age composition of the team, office clothing style, organization of workplaces, and the rhythm of work during the interview.

Most applicants have a negative attitude towards the multi-stage interview structure. They consider it inappropriate to come to the company for an interview several times. However, there are also advantages to the additional stages of the interview. The first impression of a company can be deceiving. Having arrived at the organization for the second time, the applicant can evaluate the company, its employees, the convenience of the office and other factors in a more balanced and detailed manner. At the second interview, he will be able to ask questions that fell out of his field of vision the first time. As a rule, the second interview is conducted not by the HR manager, but by a specialist holding a managerial position. It’s good if this is your immediate supervisor, since it is with him that you will work most closely and report to him.

We have provided a far from exhaustive list of applicants’ requirements for their future place of work. Each applicant's wishes for future work differ significantly from each other. Our recruitment agency was faced with situations where applicants for the same vacant position, who had similar education and work experience, presented diametrically opposed requirements for their future place of work. When selecting personnel, our recruitment agency takes into account both the employer’s requirements for the business qualities of applicants and the wishes of applicants for future work, since the conclusion of an employment contract and effective cooperation are impossible without taking into account the interests of both parties to the labor relationship.

Many citizens of the country have the right to become president of the Russian Federation - current legislation provides for the opportunity to run for the post of head of state for almost every person. However, there are a number of restrictions and fairly strict requirements for candidates for the presidency of Russia, which a person must meet before being allowed to participate in the popular vote. Find out who can become president of the Russian Federation and how to do it.

Table of contents:

The President from the point of view of Russian legislation

The rights, powers and duties of the President of the Russian Federation are secured, first of all, in the provisions of Chapter 4 of the Constitution of the Russian Federation. The main document also sets out the main requirements for candidates for the position of President. In addition, the mechanism in accordance with which elections are held is indicated - a secret popular vote of capable citizens. However, the Constitution regulates only the most basic requirements for candidates for President of the Russian Federation, which include:

Candidate's age. Article 81 of the Constitution provides that only a candidate who has reached 35 years of age can be elected as President. At the same time, it is necessary to reach 35 years of age by the time of registration as a candidate, and not by the time of the popular vote or taking office.
Citizenship. To participate in the presidential elections Russian Federation Only persons who are full citizens of the Russian Federation are admitted.
Duration of citizenship. Candidates must not only have Russian citizenship, but also have been in it for at least 10 years before voting.
Legal status. A person who has already occupied the presidential chair for the previous two consecutive terms of presidential rule cannot submit his candidacy for participation in elections.

In more detail, the current standards concerning the procedure for registering candidates for the President of the Russian Federation, as well as the conduct of such elections and the requirements for candidates, in accordance with the provisions of Article 81 of the Constitution, are determined by the relevant Federal Law. This is Federal Law No. 19 of January 10, 2003. This law is regularly updated and supplemented with regulations in order to ensure effective protection of national security and independence of the Russian Federation in general and the President in particular.

note

The status of the President in accordance with the law, as well as a presidential candidate, gives both a certain range of additional rights and powers in comparison with other citizens and officials of the Russian Federation, and corresponding restrictions. In particular, these may include a mandatory refusal to conduct business activities, keep funds in accounts in foreign organizations, and so on.

Detailed requirements for a candidate for President of the Russian Federation

The current Federal legislation carefully regulates the procedure for registering candidates for the President of Russia and the mechanisms by which refusal to register a candidate is ensured. Thus, only persons who meet both the constitutional requirements and the provisions of the above-mentioned Federal Law “On Presidential Elections” may be allowed to register as a presidential candidate. The general list of requirements according to which one can understand who cannot be a candidate for presidential nomination is as follows:

note

All of the above restrictions apply to both persons self-nominated for President and those nominated by political parties.

The procedure for self-nomination of candidates or their nomination from political parties is different. At the same time, a political party does not have the right to nominate candidates who are members of other parties, but can nominate non-party persons. To register as a presidential candidate, it is necessary to confirm that such a candidate has popular support.

Procedure for registering a candidate for President of Russia

In general, any person who meets the above requirements can submit documents to register himself as a candidate for President of the Russian Federation. However, before a person is included in the electoral rolls, a number of additional actions must be completed in accordance with the strict regulations of the current legislation. The procedure for registering a candidate for President of the Russian Federation will be as follows:

Important fact

All refusals by the Central Election Commission regarding the registration of candidates at any stage must be issued no more than two days from the date of submission of documents. In addition, any refusal must be motivated. Contesting such refusals is carried out exclusively in Supreme Court RF, and consideration of such claims takes no more than five days from the date of their filing.

In general, an additional significant list of restrictions on rights applies to candidate registration. In particular, it is not allowed to exceed the maximum costs established at the federal level for conducting an election campaign and pre-election campaign by more than 5 percent. Such standards are designed to ensure equal rights for participants in the election race, regardless of their finances.

Personal details of the applicant

Contact information (address, phone, email). City of residence. It is also advisable to indicate your age - if it speaks in your favor (despite the legal prohibition of discrimination by gender, age, etc., many HR managers are wary of “age” candidates). Photos can also be considered personal data. Include a strong color photograph on your resume. This is especially important for positions where appearance plays an important role: director, office manager, sales consultant, promoter.

87% of employers prefer a resume with a photo.
.

The name of the position you are applying for (the same as stated by the employer). If you are interested in several vacancies, you need to write a separate resume for each of them. You can indicate the desired minimum salary level, and be sure to mention that this is the starting salary.

experience

List in reverse chronological order (last place at the beginning of the list) all jobs. Indicate the period of work, the name of the company, its field of activity, position held, responsibilities and, if any, achievements. If your work experience is too long, limit yourself to your last 3-4 jobs or describe the most significant experience. When describing achievements, use action verbs such as: developed, increased, saved or reduced. The use of numbers and percentages stand out on a resume. For example, I increased sales by 25% and fulfilled a sales plan of 300,000 rubles.

Offers for specialists in.

Education

The more time has passed since graduation, the less space this item should occupy in your resume. First of all, indicate the education that allows you to apply for the specified position. Information about additional education (courses, trainings) is relevant only if it is related to the vacancy.

Professional skills

This block summarizes everything you have learned while working or studying at the university. Separately indicate the degree of computer and foreign language proficiency, and it is important to be specific: instead of “I know a computer,” write exactly what programs you know. Also with languages - make it clear what exactly you can speak fluently, read technical literature or conduct business correspondence. Fewer flattering self-assessments: “extensive work experience”, “ability to work in a team.” It is advisable that the manager himself draws the conclusions you need from the resume. When describing skills in particular and writing a resume in general, use the mirror method: look at the job posting and use the same keywords in your resume that the employer used in the job description.

additional information

This column mentions the possibility of moving to another city, willingness to travel or work overtime. If appropriate, they write about having a driver’s license, the ability to use a personal car for business purposes, a foreign passport, marital status and hobbies. You can include in this section a brief description of your personal qualities, for example: sociable, responsible, proactive, etc. Here you can also indicate the possibility of providing recommendations.

Finding a job using the Internet. Writing a resume

Lesson plan

1. How to correctly formulate your requirements and expectations from a new job. Search for work on the Internet.

2. Sources of information about vacancies.

3. Principles of working with vacancies.

4. How to write a resume correctly. Resume structure.

5. Sending your resume by email.

6. Covering letter.

7. Interview rules.

8. Websites to help you find a job.

9. Algorithm for finding a job using the Internet.

This lesson is a clear step-by-step instruction on how to effectively search for work on the Internet.

Thus, having the ability to access the Internet and an information resource on city vacancies, anyone can try to find a job, and an employer can try to find a worker via the Internet.

In this lesson we will learn how to find a job - from searching for a vacancy and compiling and sending a resume to receiving a search result, i.e., until receiving a response.

We'll show you right on the screen how to do it quickly and easily.

We study the demand and requirements of employers (websites, media, etc.)

Having decided on the industry, type of activity and position level, we begin to study the labor market. We stock up on newspapers and magazines about work, search on the Internet for all regional sites with employer offers and look, read, count. Having looked through the offered vacancies, you can very roughly draw the general picture: which specialties are most in demand, full-time or part-time, possible salary - from minimum to maximum. Now analyze the basic requirements that employers place on applicants: age, education, knowledge, skills and abilities, work experience, etc. Do you have the right qualities?

Let's say right away that the picture is not complete. Less than half of job offers for lower positions and no more than 10% of job offers for managerial and specialist positions are published in newspapers and the Internet. Typically, employers fill these vacancies through employment agencies, advertisements in regular newspapers, their own personnel services, and other means.

We determine the requirements for future work.

We create a resume.

Target: Please indicate the exact title of the position you would like to receive. Its wording must exactly match how it was stated by the employer.

Do not list multiple positions at once. This will reduce your chances. A company requires a specialist for a specific position.

A resume is a short form of presentation of basic personal and professional data; it is a laconic self-presentation, designed for a quick reading by the employer.

We indicate personal information.

Introduce yourself:

2. Contact addresses (including email) and telephone numbers.

Errors:

Quite often, the text gives the wrong email address from which the email with the resume was sent. If a candidate claims to be computer proficient, this is a mistake. You must send your resume only from the address that appears in the text of your resume.

Experience.

This is the most important and longest section of the resume. Only “bare” facts should be presented in detail, avoiding flattering self-assessments such as “extensive work experience”, “ability to work in a team”, “good organizational skills”, etc. The resume is drawn up so that the manager himself draws the conclusions you need. Let the facts speak for you.

If your work was of a project nature (programmer, designer), then list all your projects that lasted more than one month. If the work is homogeneous or is not of a project nature (manager, salesperson), then highlight some features and types of work in your work (for example, working with a certain large customer or supplier).

It is in your best interest to make the list as long as possible. The more experience you have, the better your chances of getting a job. Do not neglect to mention coursework, diplomas, scientific papers, all kinds of extra jobs, etc. All of this - large projects or small ones - one way or another constitutes your real experience, which must certainly be reflected in your track record.

Works (projects) and employers must be listed in reverse chronological order, i.e. the last work should be recorded first, the penultimate work second, etc.

Career. Place of work, position for 5-10 years. Your career growth.

Use action verbs as much as possible.

It is necessary to be extremely specific in the choice of wording:

You should not write:

was engaged in training;
helped reduce errors;

· I quickly learn new knowledge

· trained two new employees;

Don't be verbose and avoid passive forms:

You should not write:

· was responsible for implementation;

· found application for the following possibilities;

· was responsible for.

· completed;

· used effectively;

· was responsible for.

Prefer positive information over negative information

You should not write:

· resolved complaints against;

· prevented a decrease in the share of sales;

· transferred from his position.

· assisted clients in;

· increased the potential of the product on the market;

· promoted to position.

Focus on your achievements

You should not write:

· worked there for three years;

· did extra work.

· received a promotion and two pay increases;

· always completed the work on time.

Education.

You should not write which school you graduated from and with what grades: you may get the impression that you have nothing else to boast about.

Additional data.

If the specifics of your future work require this, be sure to indicate:

Proficiency in a foreign language. You should not overestimate the level of your knowledge of a foreign language: you will have to work; a preliminary check of your level of knowledge by an employer or recruitment agency is possible. The following gradation is usually accepted: entry level, good knowledge, fluency.
Work with computer. If you are not a programmer or an advanced user, we would recommend consulting with someone knowledgeable about the correct names of the packages you are working with. You must indicate your knowledge of accounting programs, as well as special programs, for example, graphic editors. It is also necessary to note knowledge of the Internet and the ability to use e-mail, which are not quite the same thing, as some people think.
Knowledge of office equipment. Assumes the ability to work with office mini-PBX, copier, and fax.
Driver's license, availability of a car.

Thus, you inform the potential employer that by calling the indicated numbers, he will receive personal recommendations from people you have previously worked with.

Design (font, style).

CV writing style:

· brevity;

· specificity;

· honesty.

Avoid using a pronoun I.

Make sure your resume is formatted in the same style.

Choose a style that is easy to read (large margins, not small font, sufficient space between lines, etc.).

Use good quality white paper.

It is very important to fit your resume on one, maximum two pages.

Credibility.

There is not and cannot be a single resume for all occasions that could be sent to all companies without changes. Each time, you should first think about what qualities will be valued in a new job, and modify your resume in accordance with them.

The information provided in the resume must be accurate. Don't leave any blank spots on your resume. And most importantly, the resume should be short: no more than one to one and a half pages. Your ability to clearly formulate and present briefly is an indicator of a high level of general culture.

After writing your resume, you need to start searching for the right vacancy. We look for vacancies, send resumes, post resumes on websites.

The finished resume can be sent to potential employers by mail, fax or e-mail.

Typically, job seekers are concerned about the correct composition and formatting of their resume, but few think about how to correctly send it to the employer. If you make mistakes when submitting, there is a chance that your resume will not be read. What should you consider when sending your resume to an employer by email?

Pay attention to accuracy and technical competence. The letter will create a good first impression about you with the employer.

Technical Tips:

When setting up your email, the installation program will ask you for your first and last name, write them in Latin letters. For example, Ivan Ivanov. The recipient will see the data you entered in the "From" field. The use of Russian letters in the first and last name is undesirable - due to discrepancies in encodings, the employer may see a set of unreadable characters in this field. The use of pseudonyms is not recommended.

Your mailing address should be neutral, preferably short. For example: mailing addresses with the words “little devil”, “honey”, “macho” will cause negativity from the employer;

In the "Message Subject" field, write "resume" followed by the position name. Large companies often ask you to indicate the job code on your resume. Sometimes it is necessary to indicate the name of the HR manager. There may be other requirements, since the company may have several dozen vacancies open. Failure to comply with the requirements indicates the inattention and lack of discipline of the applicant, and ultimately, a disrespectful attitude towards the employing company.

Usually the resume is located in a file attached to the letter. In this case, the file must be in either TXT or RTF format. You should not use the Microsoft Word DOC format - viruses can be transmitted through it. Some employers do not consider resumes in DOC format as a matter of principle. To save a document in RTF format in the Microsoft Word editor, in the "File" menu, select "Save as..." and then in the "File type" field, select "Text in RTF format". Ignore the message that some formatting may be lost. After saving, close the file, then open it again and check its readability. Name the resume file in Latin letters, for example "resume.rtf" or "Ivan Ivanov.rtf".

When writing a resume, do not get carried away with complex design or inserting tables and pictures into the document. Use Arial or Times New Roman fonts. Other fonts may not be available in the recipient's settings, and the resume will be impossible to read.

The body of the letter contains a brief covering note with a greeting and indicating the purpose of sending the resume. It is advisable to send it in plain text format (text with minimal functionality) in Windows-1251 encoding. It is allowed to use K0I-8R encoding. Otherwise, there is a high probability that the letter will be erased without reading. The best way to start a cover note is with an address. If the name of the employee is unknown, limit yourself to a general address: “Dear employees of the company’s personnel service...” Next, your covering note should include the name of the position for which you are applying. It would be useful to indicate where the information about the vacancy came from. Don't forget about the signature "with respect...", "I hope for further cooperation...".

After sending your resume by e-mail, check your mailbox daily. Promptness is important if you are sent an invitation to an interview by email.

A widespread mistake is preparing a resume in the form of a single faceless multi-page table-questionnaire, consisting of certain assessments of the candidate that he gave himself.

The main disadvantage of this solution is that a sample application form is usually taken on the Internet from the website of a specific organization, which has its own characteristics and specific requirements for the candidate.

When replacing a resume with a table, it is impossible to assess the professional and human potential of the candidate. Only free form and the presence of a track record make it possible to evaluate individuality and practical skills and separate them from formalized self-esteem.

If the employer has requirements for resume formatting, strictly follow them. If the site only has a table, then attach a regular resume to it, which will significantly increase your chances of being hired.

Electronic resume submission form:

A worthy candidate sends a resume by email with a short cover note and an RTF or DOC file attachment with the name as their last name.

The fact is that after reading, the manager usually places the file with the resume on his computer, usually under the candidate’s name. Therefore, you should not send a file named RESUME.RTF or RESUME.DOC - after all, such a file will definitely have to be renamed.

This file is only for you, perhaps it is the only resume, but for the manager it is one of dozens or hundreds. Only a very few candidates will think of saving managers’ time and naming the resume file with their own last name, which indicates that the human factor is taken into account and predisposes the manager to himself.

You should not send your resume to Microsoft Excel: not everyone uses it. In addition, as already mentioned, a table, including an electronic one, is not the best form of presenting a resume.

At the same time, the absence of any formatting can make it difficult to perceive the text of a resume, so Microsoft Word formats are somewhat preferable than, for example, the plain text format (txt or plain-text), which a rare candidate manages to format so that it is easy to understand and looks good. This is easier to achieve with Word.

3. It is not clear from the resume sample what professional experience the candidate has in the field of financial management.

4. It can be assumed that he worked in small companies, where, in addition to financial issues, he also resolved economic and organizational issues.

6. It is obvious from the resume that the candidate does not have basic specialized education.

This resume could look different (see option below).

Sample resume No. 2

Advantages of the new resume sample:

1. This is a single position, so there is no obvious reason to assume that the candidate is considering other positions.

2. In the “Education” section only information about professional education is left. The agricultural university is specifically indicated by an abbreviation in order to focus the employer’s attention on the specialty, and not on the profile of the educational institution.

4. A more precise formulation of the position at the last place of work places an emphasis on professional activities and allows one to move away from the interpretation of the position of deputy director as a manager responsible for a wide range of issues.

6. Salary is indicated. This is exactly the salary of a financial manager in a large company. The given bar is realistic for Sergei and cuts off unattractive offers.

Websites to help you find a job

By typing a different address in the address bar, you will receive the contents of a different resource (another site).

Work in Kamensk-Uralsky and vacancies in Kamensk-Uralsky

Popular shots.

Superiob agency. ru found out which personnel are the most popular on the labor market.

Sales managers are the undisputed leader: 7.5% of the labor market needs them. Engineers took an honorable second place (their rating is 6%. Blue-collar workers have third place, and only 5.5%.

The “Salesperson” vacancy ranks 4th (almost 5% of employers are looking for them.

Unskilled workers (janitors, loaders) rose to fifth position (2.9%), ahead of accountants (2.6%) and sales representatives (2.5%)

Algorithm for finding a job using the Internet.

Job search in the Yandex search engine.

You need to go to the WORK catalog on the start page.

In the window that appears, select the required SUB-CURRICULUM (The numbers show the number of sites in the sub-category)

Or go to the sites in the WORK section. Here you can search for jobs using a database of resumes and vacancies in different cities of Russia and abroad.

If you are looking for a job in Kamensk-Uralsky, you need to go to the KAMENSK-URALSKY SITES catalog on the YANDEX start page. Select the WORK section and use one of the sites.

You can search for work in other search engines.

In the search engine RamblerThe search algorithm is similar. On the start page in the TOP 100 catalog, select the WORK section, where you will be offered a list of sites.

In the search engine GOOGLEon the start page, click the MORE button (at the top), then - ALL PRODUCTS - then select - CATALOG. Follow the links BUSINESS - WORK.

In the window that appears, you can search for sites by industry, by region, search for work, work on the network. In order to apply to any site, you must register.

The list of requirements that you present to your future job and employer is extensive and varied. In the first place, of course, are financial problems: the size and regularity of wages. And then let's figure out how much your job requirements correspond to reality and are feasible in the conditions of the modern labor market.

To make your dreams come true, first of all think about what you yourself are ready to offer employers. People with solid professional experience have no difficulty answering the question: “What can you do?” usually not experienced. But those who are looking for work for the first time are at a loss: “I don’t know anything and I can’t do anything. Nobody needs me". We assure you that you are mistaken in assessing yourself so categorically.

Do not rush to immediately admit that you have no professional experience. Perhaps you helped someone organize their own business, made urgent calculations, typed voluminous text. Or they were on an internship, working part-time during the holidays, or doing practical training.

Try to objectively assess your business and personal qualities. It is worth listening to what your family and friends say about you. You may not agree with their comments, but there is no need to mislead the employer with your “diligence and accuracy” if you lack them.

Realistic approach

Company stability. But the stability of the company and the stability of your position are not the same thing. There are organizations where high staff turnover is part of the corporate culture. The average duration of work of their employees ranges from two months to six months. In addition, even very stable companies experience periods of staff reduction, disagreements between founders, etc.

The proximity of the future place of work to the place of residence. Spending 3 hours every day on a one-way trip by public transport is unrealistic for most workers. And the employer himself usually does not agree to such compromises: “You will be so tired that you will not be able to work.” However, an hour and a half on the road to the place of work is normal for most residents of Moscow and the surrounding Moscow region.

I once had to observe how a graduate of a foreign exchange cashier course with no work experience refused a very attractive offer: “I can’t travel an hour and a half to work. Find me a similar place closer to home.” The HR specialist explained for a long time that this was a rare success for her, because such working conditions and such a salary are not offered to beginning specialists. The girl remained unconvinced and missed a good chance.

Strictly standardized working hours. Some companies do not tolerate delays after business hours. It is believed that you do not know how to properly plan and organize your working time. But many organizations have a different point of view. As a rule, secretaries (their working day is focused on the manager) and personnel officers (10-12 interviews a day, and also paperwork!) are late at work. For recruiters and training center managers, their workday continues at home, on the phone. Some of their clients can only be reached late at night. If you find yourself in a company where there are no restrictions on working hours, you should either accept such conditions or immediately refuse to work in this organization.

Career prospects. Your statement that you are planning professional growth is worthy of respect. But sometimes it is not entirely consistent with the goals that the employer sets for itself. One day I was asked to find a secretary for the director of a commercial company. Among the standard professional requirements, one sounded unusual: “No career ambitions.” "What's the matter?" - I asked. “We changed four secretaries over the past year. All of them were promoted and now work as managers. We are tired and want to find someone who likes this particular job.”

Social benefits. High requirements for the social package are justified only if we are talking about highly professional specialists applying for responsible positions. At the same time, it is somewhat strange to hear the extensive list of social benefits that those who are just starting their careers count on during their work.

Nice friendly team. At the same time, specific wishes may be expressed regarding the age of its members (“youth”) or composition (“mixed”). It remains to be reminded that when hiring, the professional qualities of the applicant are first taken into account. Of course, they pay attention to the ability to work in a team, adapt to a team, and non-conflict character, but “a good person” is not a profession.

The list of applicants’ requirements for future work does not end here, but try to reduce them to a reasonable minimum and develop compromise solutions in case the answer is: “No, we cannot promise you that.”

Prioritize

When looking for a job, every person builds a ready-made picture of their future place of work in their head. It contains all the key points: high income, comfortable working conditions, the opportunity for self-realization, a friendly team and maximum proximity to home.

Often, employers cannot ensure that all items on such a list are met at the same time, but still hire new employees.

In order to quickly find the job you want, you don’t need to idealize everything. It is enough just to think about the minimum that you are willing to agree to. The vacancies offered by employers will automatically be divided into those where you can send your resume, and those whose conditions do not suit you.

When selecting your resume, the employer should also be focused on whether this position is suitable for you. Therefore, you can add your wishes for a new job to your resume.

Expectations from a new job in a resume

To correctly indicate your wishes for a future job in your resume, you need to pay attention to two sub-items: “Income level” and “Desired position”.

Income level

Why is it important to indicate the salary level?

The main motivator of a person to carry out professional activities is the level of wages. Of course, each of us strives to increase our earnings to the maximum. This encourages people to look for a new job, earn extra money, study, achieve new career heights, etc.

This is also the resume item that will weed out employers who are not willing to pay the amounts you specify. And that's really good. You will only receive offers that meet your requirements.

You should include this information in your resume immediately after your contact information. If you don't want to limit your new job offers to a single amount, you can use the word "from." Example: “From 15 thousand rubles.” It is also possible to specify a small range. Example: “18-20 thousand rubles.”

Career objective

Why is it important to include a job title?

“Universal specialists” are very relevant now. These are versatile individuals who can hold several positions at the same time. But it’s important to remember that employers want specifics. If you want to show off all your talents, make several resumes for each potential job. Also, when sending your resume to a recruiter, you need to indicate exactly the position that was announced in the vacancy. You will be able to list your additional skills in the body of the document (if they are related to the main position) or talk about them at the interview.

Phrases with the following context are prohibited: “I am applying for any position in your company”, “I will consider all offers”, as well as a complete lack of information about the position. Such mistakes in your resume are unacceptable; they neutralize your professional value in the eyes of the recruiter.

To make your dreams come true, first of all think about what you yourself are ready to offer employers. People with solid professional experience have no difficulty answering the question: “What can you do?” usually not experienced. But those who are looking for work for the first time are at a loss: “I don’t know anything and I can’t do anything. Nobody needs me.” We assure you that you are mistaken in assessing yourself so categorically.

Tips for beginners

First, take a blank sheet of paper and try to remember everything - what kind of education you have, in which subjects studied at school or college you achieved the greatest success. Add to this list the various clubs and electives you attended, participation in conferences and olympiads.

Don’t rush to immediately admit that you have no professional experience. Perhaps you helped someone organize their own business, made urgent calculations, or typed voluminous text. Or they were on an internship, working part-time during the holidays, or doing practical training.

We hope that such a comprehensive analysis of your capabilities will allow you to gain self-confidence and determine where you should look for work and what professional skills you lack.

Now you can formulate your requirements for future work.

Realistic approach

The standard wishes of applicants look like this:

I once had to observe how a graduate of a foreign exchange cashier course with no work experience refused a very attractive offer: “I can’t travel an hour and a half to work. Find me the same place closer to home.” The HR specialist explained for a long time that this was a rare success for her, because such working conditions and such a salary are not offered to beginning specialists. The girl remained unconvinced and missed a good chance.

Strictly standardized working hours. Some companies do not tolerate delays after business hours. It is believed that you do not know how to properly plan and organize your work time. But many organizations have a different point of view. As a rule, secretaries (their working day is focused on the manager) and personnel officers (10-12 interviews a day, and also paperwork!) are late at work. For recruiters and training center managers, their workday continues at home, on the phone. Some of their clients can only be reached late at night. If you find yourself in a company where there are no restrictions on working hours, you should either accept such conditions or immediately refuse to work in this organization.

Career prospects. Your statement that you are planning professional growth is worthy of respect. But sometimes it is not entirely consistent with the goals that the employer sets for itself. One day I was asked to find a secretary for the director of a commercial company. Among the standard professional requirements, one sounded unusual: “No career ambitions.” "What's the matter?" - I asked. "We've changed four secretaries over the past year. They've all been promoted and are now managers. We're tired and want to find someone who likes this particular job."

Competent, polite, understanding chef. The boss, as a rule, demands that his subordinates carry out their instructions, sometimes without explaining anything. Get used to finding and correcting your own mistakes, and then the number of problems will significantly decrease. Note that loyal and democratic leaders usually have tough and authoritarian deputies and vice versa. This is the law of balance in nature and management.

Prioritize

Take a clean sheet again and fold it in half vertically. On the left, write your requirements for your future job in order of their importance to you, and on the right, the inconveniences that you are willing to endure in order to fulfill them.

If you are serious about finding compromise options, your list will be reduced to an acceptable minimum and will gain clarity and harmony. Agree, it’s nice to deal with an organized person who is objective about himself and his capabilities.

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Our database receives the most current offers every day. There is work here for experienced craftsmen and beginners without experience.

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The functionality of the website RABOTA.TUT.BY will save your time! Employers will be able to quickly search for employees, and job seekers will be able to select interesting vacancies.

Are there vacancies in Minsk? Do you need specialists who are interested in working in Minsk and the region?

Check out regularly updated resumes at RABOTA.TUT.BY! Here you will find candidates for the vacant position with the required experience and skill set. You just need to post a vacancy. Moreover, by gaining access to our database, you choose your own time to study interesting resumes.

All the tools on the site have proven their effectiveness more than once. By using them, you will definitely reduce the time spent on posting and filling vacancies in Minsk and other cities of Belarus. Now all the information about those who are looking for work in Minsk is at your disposal upon request.

RABOTA.TUT.BY is a win-win site for finding a job!

Site administration: LLC “100 WORKS HERE”, 220089 Minsk, Dzerzhinsky Ave., 57.10 floor, room 45-1. Business hours: Mon.-Fri. 09.00-18.00, lunch 13.00–14.00, closed. days – Sat., Sun. The site is open 24 hours a day. e.mail LLC "100 WORKS HERE" [email protected]

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RECRUITMENT MANAGEMENT TECHNOLOGY.

RECRUITMENT- mass recruitment of personnel into any organization. N.K. involves a systematic approach to the implementation of several stages carried out as part of the process of recruitment and selection of personnel. This process includes: a) analysis of personnel needs - a general analysis of present and future needs; b) determining personnel requirements - accurately determining who the organization needs by analyzing the job (workplace, position), preparing a description of this job and personal specification, as well as determining the terms and conditions of recruitment; c) identifying the main sources of candidates; d) choice of personnel selection methods.
Internal personnel sources- these are the people working in the organization. Methods of recruiting personnel from an internal source are varied, among them the following can be distinguished.

Advantages

1. Low costs of attracting personnel

2. Applicants for the position are well known in the organization

3. The applicant for the position knows the organization

4. Quickly filling a vacant staff position without lengthy adaptation

5. The emergence of chances for career growth (increased motivation, degree of job satisfaction, increased productivity, increased degree of attachment to the organization.)

6. Transparency of personnel policy

7. Maintaining the level of remuneration established in this organization (an applicant from the outside may present higher requirements for the level of remuneration)

Flaws

1. Limited frame selection options

2. Showing familiarity when solving business issues

3. The likelihood of introducing innovations is reduced.

4. Quantitative transfer to a new position does not satisfy the need for personnel, and the qualitative need is satisfied through retraining and advanced training, which is associated with additional costs. Additional workload leads to fatigue, and consequently a decrease in labor productivity.

5. Tension or rivalry may arise in the team if several candidates appear for the position of manager

6. The activity of ordinary workers applying for the position of manager is decreasing, because automatically the successor is the deputy head

To external selection sources personnel refers to that indefinite number of people who are capable of working in an organization, but are not currently working in it. Among them may be people with whom the organization’s managers and personnel personnel have previously met on the issue of employment (from the so-called waiting list, or reserve), as well as specialists with whom such meetings are yet to come.

Advantages

1. More choice

2. The emergence of new impulses for the development of the organization

3. Less threat of intrigue within the enterprise

4. Hiring covers the absolute need for personnel

Flaws

1. Higher recruitment costs

2. The work acumen of new employees is not known for sure.

3. Long adaptation period. Deteriorating moral climate among long-term employees

4. Blocking opportunities for career growth for employees of the organization. The high proportion of workers hired from outside contributes to an increase in staff turnover.

Selection and placement of personnel- one of the most important functions of the management cycle performed by the management team of the organization.
The main task selection and placement of personnel is to solve the problem of optimal placement of personnel depending on the work performed.

Thus, the goal of rational personnel placement is the distribution of workers among jobs in which the discrepancy between a person’s personal qualities and the requirements for the work he performs is minimal, without excessive or insufficient workload.

Principle of correspondence means compliance of the moral and business qualities of applicants with the requirements of the positions being filled.

The principle of prospects is based on the following conditions:

· establishing age limits for various categories of positions;

· determination of the duration of the period of work in one position, in the same area of work;

· the possibility of changing a profession or specialty, organizing systematic advanced training;

· health status.

The principle of rotation is that better use of personnel should be facilitated by intra-organizational labor movements, which are understood as processes of changing the place of workers in the division of labor system, as well as changing the place of application of labor within the organization, since stagnation (aging) of personnel associated with a long stay in one and the same position, has negative consequences for the activities of the organization.

Indicators determining the selection and placement of personnel

Indicators of style and working methods:

5.1. the employee does not work to improve his style and methods of work, does not correctly perceive criticism addressed to him, does not draw proper conclusions from critical comments, does not work to eliminate shortcomings in his work, or allows objective criticism to be suppressed;
5.2. the employee does not work enough to improve his style and methods of work, sometimes does not draw proper conclusions from critical comments addressed to him or does not eliminate his shortcomings in his work;
5.3. the employee is self-critical, draws the right conclusions from criticism and actively works to eliminate shortcomings, successfully builds relationships at work;
5.4. the employee is self-critical, draws correct conclusions from criticism and actively works to eliminate shortcomings in work, correctly builds relationships at work, is uncompromising about shortcomings, actively and fundamentally criticizes them, makes specific proposals for their elimination;
5.5. the employee draws the right conclusions from criticism and actively works to eliminate shortcomings in work, builds relationships correctly at work, is uncompromising about shortcomings, actively and fundamentally criticizes them, makes specific proposals for their elimination, treats the assigned work with high responsibility, and systematically shows efficiency and desire to do the job in the best possible way, knows how to generate ideas and achieve their implementation, creates the most favorable conditions for creative and highly productive work.

Indicators characterizing analytical abilities:

6.1. the employee does not show the ability to analyze the activities of the unit (organization);
6.2. the employee analyzes the activities of the unit (organization) within the functions defined job responsibilities, but this analysis is not systematic in nature and does not allow, on its basis, to develop measures for the development of production and management;
6.3. the employee analyzes the activities of the unit (organization) within the functions defined by job responsibilities, develops and makes specific proposals to improve the organization’s activities;
6.4. the employee analyzes the activities of the unit (organization) not only within the functions of the structural unit, but also the organization as a whole.

Indicators of participation in innovation activities:

7.1. the employee does not take part in improving production and management of the unit (organization);
7.2. the employee takes part in improving production and management, has a creative plan and actively works on it, makes rationalization proposals or presents completed developments creative themes, relevant to the organization;
7.3. the employee takes part in improving production and management, has a creative plan and actively works on it, makes rationalization proposals or presents completed creative topics that are relevant to the organization, takes an active part in the introduction of rationalization proposals or creative developments into production;
7.4. the employee takes part in improving production and management, has a creative plan and actively works on it, makes rationalization proposals or presents completed creative topics that are relevant to the enterprise. Takes an active part in the implementation of rationalization proposals or creative developments into production, while the implementation of rationalization proposals, creative developments or inventions brings profit to the organization.

Discipline indicators:

8.1. the employee systematically violates labor or technological or performance discipline;
8.2. an employee sometimes commits violations of labor or technological or performance discipline;
8.3. the employee is disciplined.

9 . Indicators of psychological compatibility with the team:

9.1. the employee is psychologically incompatible with the team, incorrectly builds relationships with employees of the organization, as a result of which he introduces nervousness into working relationships, distracts his own and other employees’ working time to resolve issues that should not arise in a normal business environment;
9.2. the employee is psychologically compatible with the team, but allows individual cases of incorrect relationships at work, which usually does not lead to the distraction of him and other employees during working hours to resolve issues that arise as a result of incorrect relationships;
9.3. Psychologically compatible with the team, builds relationships at work correctly.

DETERMINING REQUIREMENTS FOR CANDIDATES FOR THE POSITION

Requirements for candidates constitutes a set of characteristics that a specialist who is most suitable for a specific vacant position must have. Based on these requirements, candidates are assessed on a competitive basis during the selection process.

Quality of employees determined three factors:

1. Professional quality. A candidate who meets the company's professional requirements has sufficient skills, knowledge and experience to solve the problems facing the organization.

2. Personal qualities characterize how a person will “fit” into the organization.

3. Motivation. A person must be motivated to do the job that is offered to him.

Requirements for candidates are formulated based on:

Job description is one of the types of formalization of requirements for candidates and is a document describing the main functions of an employee occupying a specific workplace.

Qualification card includes a set of qualification characteristics (education, possession of special skills - foreign language, computer, knowledge of specific techniques, etc.) that an employee holding this position must have. It is a more convenient tool compared to the job description as selection criteria, but does not take into account personal characteristics and potential for professional development. Therefore, the qualification card is often supplemented with a competency model.

Model (profile) of competencies. Now this approach to personnel assessment based on competence is the most common.

Competencies represent:

Personal characteristics of a person, his ability to perform certain functions, types of behavior and social roles, such as focus on the interests of the client, ability to work in a group, etc. .

Something that a person must be able to do in order to cope with his job responsibilities in a company.

Individual and personal characteristics (for example, the ability to work in a team, creativity, communication skills) and skills (for example, the ability to negotiate or the ability to draw up business plans).

As a rule, the assessment is carried out in two directions:

Personal characteristics (behavioral competencies);

Assessment of knowledge and skills in the professional field.

Workplace model is a set of job characteristics that gives an overall picture of what a candidate needs to perform in that position, as well as the working conditions.

To find a candidate of the required “quality” in each specific case, a strategy must be developed search tactics; at the same time, it depends and is selected on the basis of the company’s willingness to vary its requirements along three coordinates: quality; price; time.

PERSONNEL ADAPTATION.

Labor adaptation of personnel- mutual adaptation of the worker and the organization, based on the gradual inclusion of the worker in the production process in new professional, psychophysiological, socio-psychological, organizational, administrative, economic, sanitary and hygienic and living conditions of work and rest.

There are two types of adaptation:

1. Primary adaptation- adaptation of young personnel who do not have professional experience (as a rule, in this case we are talking about graduates of educational institutions).

2. Secondary adaptation- adaptation of employees who have experience in professional activities (as a rule, changing the object of activity or professional role, for example, when moving to the rank of manager).

Personnel adaptation is divided into areas:

1. production:

· Professional - the process of introducing a person to work within a certain profession, including him in production activities, mastering the conditions and achieving labor efficiency standards. Professional adaptation is characterized by additional development of professional capabilities (knowledge and skills), as well as the formation of professionally necessary personality qualities and a positive attitude towards one’s work.

· psychophysiological - the totality of all conditions that have different psychophysiological effects on the employee during work is mastered. These conditions include: physical and mental stress, level of monotony of work, sanitary and hygienic standards of the production environment, rhythm of work, convenience of the workplace, external factors (noise, lighting, vibration, etc.).

· socio-psychological - the employee is included in the system of relationships of the team with its traditions, norms of life, and value orientations. During such adaptation, the employee receives information about the system of business and personal relationships in the team and individual formal and informal groups, and about the social positions of individual group members.

· organizational and administrative - the employee gets acquainted with the features of the organizational management mechanism, the place of his unit and position in the general system of goals and in organizational structure. With this adaptation, the employee must develop an understanding of his own role in the overall production process. One more important and specific aspect should be highlighted organizational adaptation- employee preparedness to perceive and implement innovations (technical or organizational in nature).

· economic adaptation allows an employee to become familiar with the economic mechanism of managing an organization, the system of economic incentives and motives, and adapt to new conditions for remuneration for their labor and various payments.

· sanitary and hygienic - the employee masters the new requirements of labor, production and technological discipline, labor regulations.

2. non-production:

· adaptation to non-production communication with colleagues;

· adaptation during the rest period.

Stages of adaptation

1) The preparatory stage is aimed at creating a first impression on the employee about the organization, about the work processes in it, about the order and psychological climate.

2) The introductory stage (information) occurs on the employee’s first day of work. At this stage, he is provided with introductory information about the organization, given first acquaintances, and briefings on general issues. The list of actions that need to be performed by the employee responsible for meeting a newcomer is determined in advance and agreed upon with the immediate supervisor (if the manager himself is not responsible for organizing such a meeting).

This stage is characterized by the use of adaptation tools such as the Employee's Book or the newcomer's kit.

3) Adaptation goals at the introductory stage:

to form a positive attitude of the employee towards the organization;
explain the principles of functioning of the organization and its divisions;
clarify requirements and expectations from the organization;
build team spirit and loyalty.

The introductory phase lasts approximately one working week. This and subsequent stages of adaptation are characterized by the active use of adaptation tools such as mentoring and training during the adaptation period.

There are two directions within the introductory stage:
introduction to the organization;
introduction to the unit.

4) The final stage of adaptation (adaptation) includes:

analysis and assessment of the new employee’s performance, which is usually carried out two weeks before the end of the probationary period;
making a decision on whether an employee will undergo adaptation. To do this, five to seven working days before the end of the test period, a final control of the new employee’s work is carried out, the entire volume of information received is systematized and analyzed, the adaptation process is analyzed and, based on its results, a mutual final decision is made: the employer determines whether he is satisfied with the employee, and employee – whether he is satisfied with the working conditions in this organization.

This period is characterized by actions aimed at summing up, assessing the result of the employee’s adaptation and the quality of the work performed by all participants in the adaptation process.

An indicator of a successful process of personnel adaptation, selection of candidates and their induction is the successful completion of the work. You can identify weaknesses in your recruitment system by analyzing how effective the selection of candidates has been according to a set of simple criteria. By periodically conducting this type of analysis and providing feedback to your employees, you will gain a clear understanding of their capabilities, strengths and weaknesses. Adaptation criteria for management personnel may be:

· fulfillment of job description;

· quality of work performed;

· amount of work performed;

· compliance with time standards (time and service standards);

· impression made on people;

· ability to join the team;

· interest in work;

· interest in advanced training and career growth;

· compliance with the philosophy of the organization;

· satisfactory assessment of the quality of working life. Adaptation criteria for workers:

· fulfillment of production standards;

· fulfillment of daily shift assignments;

· mastery of the workplace (machine, equipment, operations) in accordance with technical conditions;

· quality of work, percentage of defective products within acceptable standards of the enterprise;

· compliance with labor discipline;

· the ability to join the team team (on the contrary, “rejection” by the team);

· compliance with the business philosophy of the enterprise.

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Requirements for candidates: higher education, knowledge preferred. Job advertisement: requirements for candidates. What should not be in the job description