Methods of searching and selecting personnel. Modern recruitment technologies

The success of a business and successful organization of work directly depends on proper capital management. No less important are competent methods of personnel selection, thanks to which you can significantly save budget and time.

Many recruitment agencies provide high-quality staff selection services using a number of modern techniques.

With the right people selection techniques, you can:

• initially weed out unsuitable candidates, saving your time on conducting interviews;
• correctly evaluate those who passed the test or interview;
• at the stage of primary selection, reduce the role of subjective assessment;
• minimize the risk of incorrect hiring and reduce costs.

Modern methods of personnel selection

Modern methods include 4 main ways, which have become firmly established in the work of HR service specialists. Some methods are already outdated, some are innovative. HR managers must be able to choose a reasonable and correct solution, relying on all the tools for finding highly qualified employees.

When choosing the right technique, you need to proceed from the urgency vacant place, the state of affairs in the company, vacancies and economic conditions on the labor market. Further in the article you will find the most effective methods personnel search.

Method No. 1 Preliminaring

Preliminaring is considered the most promising.

The key to successful business management in a company can be not only highly qualified employees with extensive experience, but also young people - university graduates and specialists who are offered internships and work in production.

Of course, this process is painstaking, since instead of an employee with established skills and experience, the company gets newbies who should be supervised and taught at all times. But if a training system is organized in production, preliminaring is an excellent method and chance for young, loyal specialists.

Methods No. 2 Head hunting

The main task of headhunting is the highly effective selection of qualified specialist narrow profile .

This method is more suitable for luring rare personnel and middle and senior management personnel. There is no specific name listed for this position and there may be more than one person available to fill the position.

There is a shortage of competent specialists in the labor market - production directors, heads of enterprises, financial managers, managers, technologists, accountants.

It will take a lot of time to train them; it is much easier to attract an experienced professional from another company, offering him a place in your production.

The difficulty of head hunting lies in the preliminary collection information about specialists specific organizations and a thorough analysis of competing firms.

This is a responsible and lengthy procedure, and also not cheap, since high-level qualified staff are usually valued in their workplace.

Direct search, unlike recruiting, is not associated with searching for advertisements for a given vacancy. Highly qualified specialists do not send out resumes, so it will be more effective contact a recruitment agency, where professionals in their field will analyze the market segment, help you choose the right option and establish contacts.

Method No. 3 Exclusive search

Elite targeted search and selection of unique specialists with a narrow focus and management personnel.

This method is characterized by a complex, targeted search for a specific personnel and recruiting him to move to another enterprise.

Exclusive search is usually resorted to if frames are needed that can provide implementation of company policies and have an important impact on the company's business. This may be working staff or free employees.

Luring them from one company to another has a high cost, which is associated with a high level of positions.

A valuable employee has an important impact on the business, knowing

has all the strategies for its development and increase in profits. When luring such a specialist, you should be familiar with his level wages and offer him an amount greater than what he is paid at his enterprise.

Method No. 4 Recruiting

Passive search for low- and mid-level employees for work positions in the company. Recruiting is carried out by HR services for the selection of line personnel, HR agencies or specialized sites.

Typically, selection is carried out among applicants who are in a random search for a job and purposefully consider vacancies in advertisements and hiring sites.

Proper selection of employees can improve the efficiency of an enterprise. This important element running any business.

With the right staff, you can increase productivity and increase the flow of finance. Without using recruiting, you will receive insufficiently competent candidates and staff turnover, which can lead to bankruptcy of the organization.

Methods for assessing the best candidates.

Such methods form their own selection system, which is suitable for each specific company and more effectively achieves its goals. How to choose on workplace the best of the contenders? The definition of “best” differs significantly for each organization.

Someone needs conscientious specialist, which exactly meets the punctual requirements of the company, so that full results can be obtained in the first days of work. There are only a few such candidates, since in new organization a beginner still needs time to adapt.

For other employers, experience and skills are not so important, but necessary human qualities. Somewhere they are ready to complete the training of a new employee themselves, accepting the lack of certain skills, but demanding quick adaptation in the team.

There are no universal methods here, but you must be able to use all methods of value judgment in order to make the right choice that meets the company’s needs.

Usually, the screening of applicants occurs even before personal communication - at the stage of reviewing the resume. Anyone who wants to get a job knows how to compile it correctly, and it is not difficult for HR specialists to evaluate it.

But then they don’t read the list so carefully, missing interesting employees. This stage should be done more carefully, reading between the lines so as not to miss a valuable candidate.

Method No. 1 Screening

High-quality selection of candidates and testing of working personnel can be carried out using a lie detector, which in Lately popular, especially in America. It is hardly possible to obtain the most complete and truthful information obtained using a polygraph using other methods.

Typically, with this method, you can get answers to 50-60 questions that will help you avoid problems with the employee in the future.

The employer is mainly interested in:

• the reliability of the resume or application form;
• the applicant's criminal history;
• gambling addiction, alcohol or drug abuse;
• emotional stability and mental adequacy;
• the true motives for joining this company;
• identification of theft from previous jobs, the likelihood of receiving bribes or personal gain in a new place;
• the real reasons for dismissals from previous jobs (lack of professionalism, information leaks, conflicts, absenteeism).

Any organization has the right to attract the most best employees. If you do not find out the nuances in advance, this can lead to unpleasant situations with application. material damage companies.

It is unlikely that such information will be obtained by other methods; the data will still not be as accurate, and the process itself will take a long time.

The advantages of this method include minimum material costs , and screening does not take much time (2-3 hours). The staff becomes much more disciplined, employees begin to be wary of committing illegal actions.

Method No. 2 Interview

When selecting an applicant, various interview methods are used according to a predetermined schedule. This method does not take much effort and time, and is great for various vacancies.

After reading the written data personnel worker conducts a short interview in mobile mode, during which you can understand whether the candidate can work in a given company by clarifying the information specified in the resume.

It is better to prepare for the interview in advance: think about a rough list of questions, make notes on your resume. The interview should not sound like an interrogation. The questionnaire must contain correctly formulated and correct questions, they must contain logic, and the applicant for the position must be given time to answer and provide clarifying explanations.

Method No. 3

The most common method of selecting an employee is an interview. It relates to the main important stage recruitment systems. Many recruiters claim that a quality interview is more effective than all other methods combined. The experience of successfully conducting interviews is gained only through practice. They are recommended to be carried out from the position of equality of partners.

The procedure may be as follows:

1. Greetings and a brief summary of the order of the conversation.
2. A short story about the company and comprehensive information about the position.
3. In the main part, the applicant is asked questions to which he answers.
4. At the end, you should thank the applicant for the position and outline the next steps.

Some Internet site managers prefer to use network blogs and online correspondence by mail, believing that negotiations with a candidate may not be informative. During a personal conversation, an applicant can pretend to be an intelligent and successful employee, exaggerating his abilities.

There is a situation when an experienced, qualified professional does not impress the interviewer, because he turns out to be an overly modest person, begins to get lost and looks unsociable.

The interview takes place in several formats:

Situational interview. A psychological test for which there are several possible answers, which, in fact, are close to the correct one, but with nuances.

This makes it possible to obtain important data about a future employee, especially if it concerns managerial vacancies or a leadership position with a high level of responsibility.

Unstructured free-form conversation. Such an informal interview is acceptable when selecting an employee for a creative position or when there are not very many applicants. Standard questions may not be suitable for assessing a candidate.

Structured interview. A list of questions has already been approved for it, which allows you to compare answers to identical tasks from different applicants and objectively select the best one.

During the interview process, the following will be revealed:

• education, interests and experience;
• intellectual level, sociability and demeanor;
• family circumstances and degree of responsibility;
• ambitions, level of self-esteem;
• desire to perform work on the employer's terms.

Testing skills and abilities

Reliable methods for determining the professionalism of personnel include testing the skills and abilities identified by a company expert. For a translator vacancy, this may be determining the level of knowledge foreign language or typing speed for a secretary. This method is almost 100% objective.

Managers may be interested in such skills:

• ability to organize work process;
• skills business communication;
• communication and ability to show flexibility;
• make decisions and be responsible for their results independently;
• think critically, effectively look for ways to solve problems;

Track record check

To the positive information that is usually contained in the characteristics and letters of recommendation from a former employer should be treated with doubt.

Usually they are issued at the request of employees, and often managers themselves do not know anything about their employee or, on the contrary, want to get rid of him, so they draw up positive reviews.

It would be more correct to check the characteristics through colleagues or former leader by phone or in person.

Requests to evaluate employees have already begun to be practiced at enterprises. Usually, in a conversation with previous superiors, questions about the employee’s behavior, conscientiousness, absences, tardiness, as well as relationships with colleagues are clarified. Recruiters are also interested in the reasons for changing jobs.

Group interview

An expert interview in a group, when several specialists communicate with the candidate. The maximum possible tense situation to assess how well he can withstand pressure.

This need usually arises when a position may require highly specialized knowledge that an HR specialist cannot evaluate.

In this case, representatives of the organization where this vacancy is required are invited. A group interview also provides an opportunity to assess the candidate’s personal qualities in order to reduce the risk that a newcomer will not be able to fit into the team.

Assessment center. Unconventional way Personnel assessment refers to one of the mass interview methods. Used in the West for the selection of reconnaissance groups in America and junior officers.

This method was adopted various companies, since it is excellent for group selection of candidates, when you need to quickly select the best one from a huge number of applicants.

Assessors observe the behavior of candidates who are asked to complete tasks in real work realities. This assessment method is close to tests; it has its own assessment system and specific indicators of the procedure.

When conducting an interview, you should not ignore other highly effective techniques, such as cases or self-presentation of candidates.

Testing

This method is quite common among methods of selecting applicants. Testing to evaluate a candidate must be fit for purpose, be objective, professionally drawn up and have a high degree of adequacy.

The HR department may ask you to take a psychological test. Personnel officers should remember that there are some limitations to this method.

It should only be carried out professional psychologist and only in cases of extreme necessity. There are rules of ethics; the applicant must undergo a psychological examination voluntarily.

Professional surveys

Questionnaires save time for HR employees, as they identify incompetent applicants for positions already at the first stage of the interview. The head of the organization, together with the staff, develops questions to assess the thoroughness of the applicant’s knowledge in the professional field.

Such surveys highly effective when selecting specialists of various professions - IT employees, programmers, lawyers, economists, accountants. The questionnaire allows you to find out what type of activity the applicant is most inclined to and is considered to be approximately 80% objective.

Table on recruitment methods with characteristics

Conclusion

Having considered the primary personnel search technologies, it can be noted that there are no good or bad methods . There are appropriate and inappropriate ways to select an employee for any given position or company.

The selection procedure includes a set of methods that are tied to the situation on the labor market. Each recruitment agency for the formation flexible system personnel can choose search tools that would suit the interests of their company.

The talent of an HR specialist lies in putting into practice exactly those methods that will be usefully disclosed and used to achieve a working agreement between the employer and the applicant.

Types of personnel selection

Features and sequence of employee actions personnel service depends on the type of worker sought. The selection of applicants can be made within the framework of:

• Recruiting. At this stage, line-level specialists are selected. Ordinary performers must have significant work experience and sufficient qualifications;
• Screening. The search for candidates for available positions occurs by comparing resumes. Primary selection can be made based on the results of a telephone interview;
• Targeted search. It is used for the selection of specialists and heads of organizations. Monitoring is carried out among employed and unemployed applicants;
• Search for a specific person. It is used if the company needs to hire a key employee, top manager, or rare specialist.

Recruitment methods

The method of searching for personnel depends on the type of specialists required. Recruiting can be mass or personalized. Mass methods are suitable for selecting service personnel for similar vacancies.

When to look for employees

The need to hire a large number of workers arises when:

• organizing a new business or manufacturing enterprise;
• opening a representative office, branch in another city, region or country;
• carrying out specific promotions or seasonal activities;
• high staff turnover.

Assistance in personnel selection

The Careerist.ru portal will help you quickly find the right employees and make sure they are highly qualified. Using the site, the employer will note:

• ease of registration and search;
• the ability to quickly sort resumes;
• access to an extensive database of applicants distributed across specific industries;
• acceptable prices.

How to search for employees correctly

• internal personnel search. Information about an open vacancy is distributed on the company’s website and intranet. The heads of the relevant departments provide recommendations to candidates. The vacancy is filled by a full-time employee;
• choice among employees personnel reserve . The bank checks the resumes of applicants who submitted documents earlier;
• recruiting employees through open sources. The HR manager looks for candidates with the skills of interest through specialized websites and print media;
• open source data analysis. HR specialist uses unconventional methods selection of workers. The recruiter looks at news about vacancies on social networks and industry communities;
• attracting professional recruitment agents using unique sources and technologies for personnel search.

• What are the principles of personnel selection?
• What are the stages of the personnel selection process?
• What methods and types of personnel selection exist.

To search and select qualified personnel, companies have special departments: personnel or HR. The recruitment process should be based on certain principles. Which recruitment methods will allow you to do right choice employee, we will tell you in this article.

Modern methods of personnel selection

In order for personnel selection to occur most effectively, a personnel specialist must be familiar with other assessment methods and know the order in which selection must be carried out.

How to reduce errors when recruiting employees to zero?

Recruitment stages

The personnel selection methodology implies adherence to the order of stages. Let's look at each stage in detail.

Dropout

After you have collected summary, you need to carefully review the details of the applicants. Based on this information, initial screening is carried out. Experienced HR specialist knows how to distinguish a well-written resume and can easily carry out the initial screening of applicants.

Screening methods should not be strictly unified; the content must also be taken into account - creative specialists can send an extraordinary, non-standardly structured resume. In this case, you risk making a mistake and eliminating the most competent applicant.

Preparing for the conversation

At this stage it is necessary to create detailed plan interviews, select the right questions for the applicant and create an approximate conversation scenario. It is important to be flexible, to have questions for different options for developing the dialogue. You also need to prepare for possible questions from applicants.

Interview

An interview is one of the main stages in the selection and assessment of personnel. It is the most common method used by Russian personnel officers, but is often carried out in the wrong sequence.

The person conducting the interview must have extensive experience communicating with people, have a high level of empathy and psychological literacy. Apply developed management tools by human resourses need to be tactful. You need to create an atmosphere favorable for communication, talk and behave with the applicant on equal terms.

The interview should be structured. After the greeting and introduction, you need to tell the candidate what the conversation will consist of. Then you need to present the company, tell your principles, work philosophy and those fundamental conditions that are important for the applicant. Next is the main part of the interview, usually in a question-and-answer format or a short dialogue. At the end, you need to thank the person for the conversation. Shouldn't be left open questions his further actions and the time frame within which decisions regarding the candidate will be made.

The interview can be of 3 types:

• Structured. This type of interview involves a strict list of questions and specific answers from applicants. With this format, you end up with a list against which you can compare candidates' responses to specific questions and make a more objective assessment. This type is suitable for people applying for a technical vacancy.
• Free. If you are looking for a creative specialist or the number of candidates is very small, then you should not structure the interview. Free conversation in this case will bring more benefits than a strictly regulated conversation. Thus, the impression of the candidate will be more holistic. The fundamental differences between the candidates will be more clearly visible.
• Situational. A situational interview is used when candidates undergo some kind of testing. Based on the results, a further interview scenario is modeled. This type of interview is suitable for applicants for higher leadership positions and vacancies that involve a greater degree of responsibility.

Solution

On final stage need to make a decision to close one or another official position. These stages can be modified and supplemented, but the main sequence should be as follows.

What methods of personnel selection are there?

For high-quality and modern personnel selection, experienced personnel officers and HR specialists use various methods. They can be both traditional and narrowly focused, specialized. Let's look at the distinctive features of each method.

Multi-interview

This interview format implies the presence of several employer representatives per applicant. The complexity of this method lies in the fact that a person is subject to a double psychological burden. But at the same time employer checks the level of stress resistance of the applicant - how much he is willing to communicate, how he interacts in society, how he resolves communication conflicts.

Such interviews are carried out in cases where the personnel employee does not have specific professional skills and knowledge. For this purpose, a specialist is invited who will check the level of qualifications and competence of the candidate. It is necessary to immediately indicate which of the interviewers will perform certain tasks. The best format is when there is a main presenter, and the rest of the participants enter into dialogue and ask questions as necessary.

Assessment center

An assessment center, or as it is also called an assessment center, is a special personnel unit that monitors, collects data and analyzes the work of employees. This method is effective when a person is on probation.

In the assessment center, all requirements and success indicators for each job position are created and prescribed. This method is similar to testing, but is more practical. It has certain standards and requirements on how to carry out the procedure and evaluate the system.

The assessment method can also be used to conduct a test for the candidate or a structured interview. Also this method personnel selection involves analysis of cases completed by applicants, their self-presentation and other effective techniques. Using this method, can be analyzed comprehensively professional suitability applicant for a vacancy.

Testing

One of the most popular methods in personnel work on personnel selection. With its help, you can quickly assess the psychological state or professional suitability of a candidate. When testing, you must comply certain rules and know what restrictions to follow.

Testing should be used in very rare cases, when there is a great need and without a test it will be impossible to make an objective assessment about the candidate. Tests should be narrowly focused and identify specific qualities of the applicant that he will especially need to perform his job duties.

Tests must be objective and their reliability must be verified by authoritative bodies and sources. Personality psychology tests should be conducted with the help of a professional psychologist.

Introductory Questionnaires

To prevent the employer from wasting time on candidates who obviously do not have the necessary professional qualities, you can use the questionnaire method. That is, immediately before the interview, it is necessary to conduct a professional questionnaire. This applies to complex professions in which a person’s personal qualities are not of fundamental importance. These could be accountants, programmers, developers, etc.

It is necessary to carefully prepare questions together with specialists from your company. In this case, this method will be the most objective and will help save time working with unpromising candidates.

Non-standard methods

In addition to traditional methods, non-standard ones can sometimes be used, but you need to be careful with them, and in some cases not use them at all.

Astrological

To evaluate a candidate, knowledge of astrology or numerology is used. This may include the year the person was born and under what zodiac sign. In the West, there are specialists who, based on these data, make a conclusion about a person’s suitability for a particular type of activity.

Anthropological

Here, the anthropometric data of a person are taken into account. By examining the size and shape of the skull, the location of the ears, facial wrinkles and other external data, a conclusion is made about a person’s intelligence or creative abilities. But the open use of this method may be sanctioned as discrimination and will constitute a violation.

Graphological

Graphology is the science of the connection between the way a person writes and his personal characteristics. Based on this, we can draw a conclusion about the professional and business qualities of the future employee. This method is popular in Europe and is actively used in HR. In Russia, this is still viewed with great skepticism.

Lie detector

The use of a lie detector (or polygraph) as a personnel selection method has been around for over 100 years. This method is based on scientific research, which become more perfect over time. When used correctly, this method can provide almost one hundred percent reliability of the candidate's answers.

Conclusion

People define business. Not only the outer shell of a business, but also the serviceability of its internal mechanism depends on professionalism, initiative and responsibility. Finding and selecting the right specialists is not so easy, especially when the supply of services exceeds the demand.

In order for you to retain the best specialists as a result of personnel selection, you should be extremely objective and unbiased. It is also necessary to conduct selection comprehensively, using scientific approaches.

Knowing what results can be achieved using one or another technique, you can effectively combine them. Flexible use various techniques will make the personnel selection process objective and significantly simplify it.

Technologies for searching and selecting personnel do not stand still. Methods that worked well just a few years ago do not give the desired results today. There are many reasons for this: the demographic situation, the “difficult” labor market, changes in the motivation of young professionals, and so on. The essence remains the same. Finding the right candidate is becoming increasingly difficult.

In my article I want to dwell on two components of the personnel selection process - the search (methods of attraction) and selection (evaluation) of personnel.

I note that detailed description The “work” of all the methods (who/how/why/when to use them and how much it costs) is not my task.

The article turned out to be lengthy, so I won’t bore you with a long introduction.

Personnel search

4 main recruitment technologies:

• Mass recruiting (massrecruiting) — used for recruiting large numbers of employees. These are mainly line-level specialists with fairly clearly defined professional skills and experience;
• Recruiting (recruiting) — search and selection of qualified specialists. As a rule, it is carried out among candidates already looking for a job;
• Direct search (executive search) — search for rare specialists and/or middle managers. It is conducted both among free specialists and those still working;
• Headhunting - Poaching a specific working specialist.

Methods of attracting personnel (search sources):

Speaking about methods and sources of personnel search, it is worth noting that some of them are used only by direct employers (due to certain restrictions), while others are used more often recruitment agencies.

• Personnel reserve— nominating a candidate from among the organization’s employees for an open vacancy;
• Referral Recruiting– There are two types of referral recruiting: within the company and external. Referral recruiting within the company - employees recommend candidates from among their friends; outside the company - the candidate is sought by recommendation former colleagues, acquaintances, etc.;
• Targeted training in universities— the company “grows” future employees by offering employment after completing targeted training;
• Employment centers at universities – attracting young specialists for a period of industrial practice with subsequent employment, especially relevant for blue-collar and technical specialties;
• Open days – This is an acquaintance of candidates with the organization “from the inside”, an opportunity to evaluate working conditions with their own eyes and communicate with managers. The main disadvantage of this method is the lack of guarantees of attracting interesting candidates and the very labor-intensive process of organizing an event;
• Job fairs– the most interesting are the industry ones, good opportunity make a company presentation and collect contacts of candidates interested in the job;
• Government centers employment - This method works well when attracting personnel with low salary requirements;
• Targeted retraining of specialists in training centers – training of promising employees of the organization with their subsequent promotion;
• Posting job vacancies near the organization– one of the “guerrilla” methods, works well for retail and workers, production specialties;
• Recruitment agencies– by contacting the agency, the employer receives a guarantee of attracting a certain number of candidates who meet his requirements, from which he can choose the most suitable one;
• Posting vacancies on specialized employment sites– one of the most common passive methods of attracting personnel; the disadvantages include the low activity of candidates and the inconsistency of the responses received with the stated requirements;
• Searching for resumes on specialized employment sites– one of the most common active ways to attract personnel, often expensive and extremely labor-intensive;
• Placing advertisements for vacancies in specialized printed publications – well suited for searching for blue-collar, technical and manufacturing specialties;
• Placement of vacancy announcements in non-core print media– allows you to reach candidates who are not open to currently market;
• Posting advertisements for vacancies in public transport – the main advantage of this method is a large coverage area and the ability to interest candidates who are not open to the market;
• Posting job vacancies on radio and television– perfect for small town, but for a metropolis this method is too expensive.

If we talk specifically about modern methods of personnel search, we can highlight the following:

• Searching for candidates on social networks– a relevant, inexpensive, but labor-intensive method of attracting personnel. Well suited for searching for young and mid-level professionals.
• Searching for candidates on the Internet (forums, specialized communities) - inexpensive, but rather labor-intensive method. Allows you to contact a narrow circle of specialists, as well as receive recommendations for interesting candidates.
• Posting job advertisements on the Internet in video format – one of the most popular methods today. The cost of creating a video about a company/vacancy is comparable to the cost of traditional methods of attracting personnel. The effectiveness of this method is quite high. Thanks to distribution on the Internet, the maximum number of views is ensured.

The active use of these methods of attracting personnel is associated with the development of the global web. Following the candidates, recruiters also went to the Internet.

Recently, methods such as:

• Personnel leasing– use of temporary labor resource provided by recruitment agencies for a long period of time to solve production tasks organizations;
• Outsourcing– transfer to a third party of some business processes that are non-core for the organization;
• Temporary staff– unlike leasing, it is used in cases where an organization needs additional employees for a short period (from one day to several months);
• Outstaffing– registration in the staff of a specialized agency of employees working in a company that, for one reason or another, no longer wants to maintain these personnel.

Of course, these methods are not methods of attracting personnel to the organization, but they solve the problem of its shortage no less effectively.

Personnel selection

Speaking about the selection of candidates, namely all sorts of different tests, we can no longer make a distinction between direct employers and agencies. They use all selection methods equally, and their choice depends on the knowledge and experience of a particular selection specialist.

So, the main methods for selecting candidates:

• Analysis of resumes and other documents— screening based on formal criteria;
• Telephone interview— screening according to formal requirements, determining the level of expected salary;
• Interview— in addition to the necessary competencies, the appearance, and the candidate’s demeanor;
• Stressful interview— level of stress resistance, pattern of behavior in a stressful situation;
• Questionnaire— compliance with procedures, willingness to make contact;
• Testing— psychological, level of intelligence, etc.;
• Essay— the ability to express one’s thoughts in writing;
• Solving business cases— model of behavior in a given situation;
• Logical and associative tasks- behavior, reaction to questions, logical thinking abilities;
• Infusion into work groups— evaluation of communications, work proposals;
• Collection of recommendations- recommendations from employers, colleagues with previous places work;
• Collecting information on social networks.

I would also like to note some unconventional and largely controversial selection methods:

Anthropological selection method

Anthropological- the candidate’s abilities, his intellectual and creative abilities are assessed based on the structure of his skull: the size of the brow ridges, the position of the lips and ears, etc.

Graphological selection method

Graphological— the applicant’s handwriting is analyzed, and based on this analysis, conclusions are drawn about the candidate’s individual characteristics. According to graphologists, graphological examination allows one to assess personal and business qualities person. It must be said that this method is used mainly in Europe. In Russia it is not widespread, and graphology itself is often classified as a pseudoscience.

Astrological selection method

Astrological— the candidate’s zodiac sign is analyzed. It is believed that by the zodiac sign one can determine the personal and business qualities of a candidate, the success of his entry into the team, and his predisposition to certain types of work, professions and positions. In Russia, again, this selection method is not common.

It is rarely used by professional recruiters (well, perhaps out of female curiosity). But a male leader can resort to him at the most unexpected moment and make a choice in favor of a candidate based on his zodiac sign.

Numerological selection method

Numerological- the same story with numerology. The candidate is assessed by date of birth (the numbers themselves, their order, combination, etc.).

Palmistry

Palmistry- Palmists evaluate a person’s abilities based on palm parameters. They even say that palmists can evaluate professional qualities.

The boom in attracting palmists, magicians, psychics and other people of outstanding abilities occurred in the “dashing” 90s. Turning to such “specialists” removes the responsibility for making a decision on choosing a candidate, but the quality of assessing candidates is difficult to assess.

Polygraph

Polygraph (Lie Detector)- the least exotic method, has a real scientific basis. Used for over 100 years. Average level The reliability of the lie detector is 95%. Recently it has become increasingly widespread.

To sum up the unconventional methods of personnel selection, I will say that I have formed a rather entertaining image of a recruiter-astrologer-numerologist-palm reader with a polygraph at the ready. Do I need to say that I don’t know such a specialist? And you? 🙂

Of all the listed unconventional methods, there is not a single one that would guarantee 100% correctness of choice (with the possible exception of a lie detector). But traditional methods do not provide such a guarantee.

Conclusion

The choice of ways to attract and select personnel depends on many factors: the state of the labor market, the profile of the vacancy, the corporate culture of the organization, its financial capabilities. At the same time, recruiters, as a rule, do not stop at any one method, but use them in combination.