| Shvetsov Denis
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ABSTRACT
1.1 Relevance of efficient personnel selection.
Today's world market for services in the area of staff recruitment (recruitment) may be hundreds of billions of dollars, and in search of top managers (Execut³ve Search) - up to 6 billion dollars. A number of leading companies who work in recruitment, have turnover of over 1 billion dollars, and some of them are among the 500 largest companies in the world (500 Fortune). In some countries, with the help of outside recruits «rose» 20 to 30% of all vacancies existing in the market, and this part is constantly growing, given the extensive use of Internet technologies Recruiters. In addition to the main clientele - businessmen from large to small businesses - consultants search for and selection of personnel to use state and municipal structures, public organizations, institutions of education, culture, sports and more. In North America, for example, are often treated by specialists in recruiting staff in finding a high-ranking member of the state government (up to the minister), chief physician of the municipal hospital, or the executive director of a large association.
At a time when the economy moved into the path of market development, it is necessary not just to fill in staffing, but to pick him, so that adopted persons worked best, as it affects profit organization. Of course, a very important factor is the competence of personnel services or staffing agency, responsible for the search. It depends on their work, an objective to be picked one or the other contender, which over time can be marked on the activities of the whole enterprise.
One of the main causes of major deficiencies in the selection and recruitment of higher level - striving for selection in the first place employees loyal to the effect a person who is engaged in this selection. That's why this search should be entrusted to professionals.
Search for candidates to the position of the specialized companies in selection of leaders (execut³ve search f³rms). Their work is quite different from the activities of agencies involved in choosing standard post. Firstly, candidates for key positions should have certain qualities and characteristics specific to a particular organization, its objectives, the organizational strategy. Simply "beautiful" the manager may not be able to address the specific challenges faced by a specific organization.
Second, the selection of managers and key allows the broad geography of search are typically much wider than the seat of office of the company-customer
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n this regard, it is necessary to understand that the search and selection of staff should carry out only a qualified specialist, who owns the existing development, which has experience in the staffing agency or department in recruiting personnel.
1.2 The problems of recruiting professionals in the energy business.
The structure of the assets of the Ukrainian electricity sector is dominated by thermal power plants, which account for almost 2 / 3 of total installed capacity of the area. The bulk of production capacity and transmission of electricity was introduced in the mid 60's - nachala70 years old the last century, and now are not in the best condition.
To date, the electricity is still a problem, among them the most acute problem of recruiting specialists, which is attributable primarily to the lack of necessary qualifications of candidates. Thus, the main problems and disadvantages of recruiting professionals in the energy companies are:
• Lack of young professionals;
• lack of qualified professionals with experience;
• poor infrastructure in urban areas, where energy companies are located;
• Not able leadership;
• more attractive conditions of work on similar jobs in Russia
Because of these problems vacancy may "close" is not a candidate who can perform needed functions better, and that which is found under the condition that he agreed to the proposed conditions, as a consequence of such an employee may not possess the right skills and qualifications that can lead to many problems of the company, particularly in terms of energy generating companies. This is because the equipment is outdated and in need of expensive repairs or alterations. Wrong decision is not a competent worker, even a simple task in these conditions could lead to a significant incident, which could stop the entire enterprise and as a consequence of the work of businesses that feed on energy, which is generated by these power generating company.
1.3 Tools and stages of recruiting staff
Recruitment - is a process of identifying the best and trained from among the candidates for the vacancy. Typically, the company responsible for recruiting service personnel (or personnel manager). Her expertise predispose line managers subsections, in which selected staff members in the phases of the harmonization of requirements for the candidates, the selection and decision-making job.
Professional ( "right"), recruitment process consists of semy stages:
• Analyze work.
• Identify methods of finding candidates.
• Attracting candidates.
• Analysis and summary of personal data.
• Conduct initial interview.
• Conduct selection interviews.
• Action.
Of course, do not always need to hold all seven stages. But, as carried out thorough and professional search and selection of workers, the higher will be the impact of their work.
To attract candidates the organization may use several methods, each of which has its own advantages and disadvantages. Figure 1 shows one possible option. Recruiters use different methods for finding candidates, the choice depends on the specific situation. In general, all methods can be divided into two groups - the ethical and unethical. Consider the ethical methods of search professionals who have successfully applied in the practice of domestic recruiters.
Especially should emphasize the use of an organization that is at the stage of dynamic growth, the recruitment of temporary staff from outside. This approach is nothing new to those organizations that change the volume of its activities and reach seasonal staff to the extent of increased activity. To optimize the process of hiring a temporary set up recruitment agencies, which specialize in the selection of such staff. Typically, such staff are entitled to special care agency based at maximizing the employment of such staff. There are also forms when such workers are included in the personnel staffing company, which in turn delivers them like "for rent" business in a particular season of the increase. The complexity of this work is that the staffing company should work with businesses, peak needs, staff who do not coincide in time.
And in addition to temporary staffing, except for its main purpose - to ensure the organization of people for a certain period can be a nice way to verify temporarily hired workers with a view to continuing the cooperation with them on a long-term basis.
Analysis of the above methods allow the selection of candidates to make a simple but very important lesson - there is no one best way, to the department of human resources must possess the full range of methods to attract candidates and to use them, depending on specific tasks.
In Ukraine, most prevalent were the following sources of employment: People who accidentally went in search of work, the announcement in the newspapers, high schools, college, technical schools, vocational schools, universities, employment services, private employment agencies; ad on radio and television, trade unions, etc. As you see, recruitment is a lengthy and often expensive process. Price errors that may occur as in the selection of an officer who does not possess the necessary competence and skills in caring, which is not lived in a company can be measured in great material losses.