From the author: The article was published in the magazine “Your Business” No. 1, 2012 Sergeeva O.B. - From 2003 to the present - business trainer, coach, management consultant, general director of the PP “Inspired by Success”, which includes: a business training center, a recruiting agency, a marketing research studio. Founder of the information printed publication “Inspired by Success.” Author of more than 130 training programs, including the course “Business Management Strategy”, “Balanced Scorecard as the Main Engine of Company Development”, “Human Resource Management”, “Creating an Effective Personnel Motivation System”, “Corporate Culture as a Company’s Competitive Advantage in Achieving success in the market of goods and services”, “Management” How to independently and effectively select your staff” Olga Sergeeva, business coach of the consulting company “Inspired by Success” LLC There are a number of resources necessary for running a business: financial, material, temporary, etc. But the most important resource: human. This resource is not only the main one, but also the most complex, unreliable, and unpredictable. You can buy raw materials, obtain goods for sale, lease equipment, transport, and negotiate a loan from a bank. Where can you find an employee? After all, one is not a warrior in the field! Who will guarantee his professionalism? How not to make a mistake and not let a “parasite-saboteur” into your business? After all, people fail much more often and unexpectedly than any technology. You can turn to professional recruiters for help, but their services are not cheap at all. So, how can you learn to independently and effectively select your staff?► How to determine what kind of employee you need at this stage of personnel development: A business, like a person, has its own life path and its own life span. At the beginning of the journey, during a period of active growth, energetic people with the characteristic features of pioneering adventurers are required. They are ready to plunge headlong into a new business, a new direction, to search, develop, try, experiment. These are people with achievement motivation. But as soon as the business becomes more or less stable, such employees become bored, and they have to be replaced by new ones: calm, stable, meticulously following the standards of business processes. In existing work teams, we not only fill an existing vacancy, but also select the missing “puzzle”. First, you need to decide who exactly you want to find for your company. You need more than just an accountant or sales manager. You need YOUR accountant or YOUR sales manager. Therefore, we will draw up a detailed “photo composite” of competencies. An employee’s competencies consist of 4 groups: personal qualities necessary to perform a given job, motivation to work, mandatory knowledge and skills, that is, work experience. The most important thing in selection is personal, not professional qualities. Why? Yes, because you cannot re-educate an adult, but you can always add the missing knowledge and skills. A real accountant, lawyer, warehouse manager are hyper-responsible people who meticulously carry out their work. They are thoughtful, carefully think through their actions, and do not like extreme steps. Sometimes they are overly anxious and play it safe before making a decision. Their motto: Slowly but efficiently! The quieter you go, the further you'll get! An effective sales manager is an open, sociable person who easily finds a common language with any interlocutor. A clear adventurous streak allows him to take risks and win in difficult negotiations. But he is characterized by a superficial attitude to business. His motto: Fast and money! Those who don't take risks don't drink champagne! Sales ManagerAccountant Personal qualities Communication skills, flexibility, creativity, self-confidence, energy, readiness for active action in unstable conditions, stress resistance, adventurism.They like to make an impression, perform in front of people, and attract attention. Lack of scrupulousness, diligence and painstakingness, low criticality. They can abandon the matter in the middle and transfer it to someone else. Easily adapt to changes. They do not like to sit in one place and perform monotonous actions. Thoroughness, responsibility, criticality of oneself and others, demandingness, calmness, analytical thinking. “Pathological” craving for order, increased accuracy, scrupulousness, punctuality. The need to bring everything to the end, and with the highest quality possible. Any violation of the routine irritates them and puts them in a stressful state. Reluctance to communicate with a wide range of people. High level of emotional intelligenceHigh level of cognitive intelligence Have you noticed that in enterprises representatives of these professions are often antagonists? There are often conflicts due to the fact that sales managers do not submit all contracts and reconciliation reports on time and are careless in maintaining databases. But who literally brings money to the company? These are the “sales people”. Therefore, when you are planning to hire an excellent sales manager, do not write in your advertisements that he must be serious, sociable, responsible, analytical, ready for weekly business trips and searching for new clients. It is impossible to combine “Ice and Fire”. Sales ManagerAccountant Motivation to workCommercial The main thing is to earn money, and he is ready to work with full dedication. For people of this type, working conditions, the boss and the team do not matter much if there is an opportunity to earn decent money. A professional “Pro” in his field, the process and content of the work are interesting to him. Independence in work, conditions for advanced training and professional development are important. He will not take any action to speed things up if quality suffers. Professional knowledge - Fundamentals of management, marketing, - standards and technical specifications for products sold; - retail prices for products; - rules for preparing sales documentation; - psychology and technology sales; ethics of business communication; - procedure for reporting on work done; - basic computer knowledge, 1C, Excel. - accounting, tax accounting, - financial analysis, credit, - basics of auditing, management, - analysis of economic activities, - legislation in the accounting field, – statistics, reporting methods, – basic computer knowledge, 1C, Excel. Ability to solve work problems (skills) – ability to look for new clients, conduct business negotiations, develop relationships with existing clients, – ability to identify client needs. – ability to implement all sales cycle from establishing contact to control of payment. - ability to draw up contractual documents, keep reports - ability to keep records of fixed assets, material assets, production costs, inventories, settlements with suppliers and customers, - ability to draw up a balance sheet, - ability to keep documentation on various types of accounting, - the ability to control the expenditure of funds, their safety in the cash register, depositing them in the bank and receiving them from the bank, - the ability to maintain tax accounting - the ability to prepare reports for inspection organizations, - accounting for labor and wages, preparing reports in various funds. If you draw up such a detailed sketch of your future employee, it will be much easier to find him. Only the identikit differs from ordinary people. Add a piece of the soul of your organization to this diagram. Perhaps you want to invite a man to the position of accountant. So that he would dilute the female accounting team, and in his presence the rest of the accountants would be less distracted by extraneous topics. Hobbies for extreme tourism, KVN, team sports games are additional positive factors when selecting active managers for a teamsales You can select candidates by gender, age, horoscope, nationality, hobbies, marital status, etc. In this case, this is not discrimination, but complements your work team in accordance with the task. For example, you have an exclusively youth team of accountants. It would be a good idea to hire an older accountant who has significant and, most importantly, successful experience in passing unscheduled audits. One organization recruits employees who, first of all, meet professional competencies, but also profess a certain religion. This is not discrimination against representatives of other religions or atheists. It’s just that the entire work process in this company is built in accordance with certain canons, rituals and religious holidays. ► How to determine how to find these people. How to marry a millionaire? We need to find the place where they live in herds! To find our, precisely our, future employee, we need to determine the places where suitable candidates “live”. I suggest you make a plan for finding a sales manager.1. Word of mouth (“gypsy” mail) or simply: through friends and acquaintances. The most common way to find new employees. The most famous, but also the most unreliable. Most often, people are recommended to you that closely match the prescribed identikit. The recommendations are so embellished that the candidate’s true face is as far away as the moon. And it’s difficult to refuse friends, relatives, and classmates. At the same time, you need to talk about your need for personnel. This is the so-called viral spread of information. Information infects everyone quickly, like the flu in winter. Many people will learn about your vacancy quickly and for free. The only requirement: to pass all potential applicants through an objective selection on equal terms with candidates found in other ways.2. The “Bring a friend to your company” campaign is very similar to the previous path, but your employees are involved in it. But this is a more effective way, since your employees clearly know who they would like to see next to them in the workplace. The main thing is that your vision and theirs coincide. Therefore, the basic requirement for objective selection remains. If the candidate takes root and begins to show good results, then the person who “matched” him receives a bonus (after all, you saved on advertisements in newspapers or paying for the services of a recruiting agency). Employment center. This path is good because there you can get a subsidized worker, whose salary will be paid by the state for a year. On the other hand, everyone knows that there are a minimal number of interesting candidates there. Because a high-level professional is never registered as unemployed (or is registered to receive benefits, but he himself unofficially works somewhere). But we will not throw away this chance, at least because it does not require us to invest money. Job advertisements on specialized job sites (preferably at least 20 of the most popular sites). Nowadays there are a large number of specialized websites for work. Some of them are free for posting vacancies and searching for candidates, some require a one-time or subscription payment. If you have few open vacancies and you are not constantly looking for new employees, then you can get by with free placement. This search channel will give you an influx of a large number of candidates. Just keep in mind that they will not pay attention to the requirements that you write down. We will tell you how to work with this flow of resumes later. Job advertisements on professional sites. There are specialized sites for vacancies for financiers, marketers, doctors, builders, HR people, sales people, IT specialists and others. These are the places where these professionals are found in herds. View the resumes of the most suitable candidates on these same sites. What is the difference compared to previous methods? There you posted your vacancy and everyone writes to youinterested, in the second case you are actively negotiating with those who have marked up their resume. The first option is more interesting, since people who do not want to advertise their resume may respond. In the second option, candidates are actively searching and considering several offers at once. You will still have to prove that your offer is more attractive. Ads in newspapers that are delivered free of charge. Allows you to reach the widest possible audience. They literally enter every home. But they are often thrown away without reading or used for potato peelings. Advertisements in specialized newspapers and magazines. This could include print employment media or specialized publications. Placing an ad looking for a CEO will look good in high-end business magazines. The pleasure will not be cheap, but you will clearly reach your target audience, and this will give you the opportunity to show the level of your company. In specialized employment newspapers, you can tell in more detail about the benefits of working in your company, and not just place a line ad. This is especially useful if you are trying to fill the most difficult vacancies: a teetotal loader, a hardworking janitor, a responsible watchman, etc.9. Forums of cities and suburbs - today even small cities and towns have their own websites, portals, and forums. There you can open a topic about an open vacancy. If you are ready to invite candidates to relocate, then here you select the regions that are most suitable for you. Unlike employment sites, here you can communicate with your audience online. You get as close as possible to potential candidates, even from remote regions. Advertising on transport and in transport - advertising on transport costs money, so it is worth posting information only when you are recruiting on a mass scale, and for the widest range of vacancies. Residents of the suburbs are interested - we place advertisements on trains and buses. Advertisements with lower-level vacancies - in trolleybuses, trams, city buses. You can look for manager candidates in minibuses and metro.11. City lights, billboards and all other outdoor advertising are the same as above.12. Advertising on street screens, monitors in shopping centers - this advertising will be seen by thousands, tens of thousands of people. But how closely will they watch and listen to it? What percentage will be interested in this vacancy? This path is similar to shooting sparrows from a cannon: it’s possible to hit, but how much will such a hit cost us?13. Advertisements on “fences” - Usually good words are not written on fences; self-respecting people do not read advertisements on fences. But... while standing at bus stops, we may subconsciously become interested in the text of the advertisement. Victoria Kazantseva (leading specialist of the PP “Inspired by Success” Crimea) recalled how she advised a restaurant chain to place the following advertisement: “A caring and reliable restaurant manager is looking for a kind and responsible dishwasher. I promise attention, a good salary and warm relationships in the team.” This “fence” advertisement helped to quickly fill a “difficult” vacancy. Similar advertisements include those that you hang on the doors of your store or company. What's the plus? A person immediately evaluates the place of work where he will have to work. What's the downside? Your clients, customers, guests see that you have problems with staff, and this does not improve your reputation.14. Television – on television you can place a ticker, a business card ad, or take part in a program. There are features of such advertising. Firstly, the high cost. Secondly, advertisements, especially during the day, are watched by housewives, pensioners, and the unemployed. If you are comfortable with this audience, then go for it.15. Radio. Who listens to the radio all day? Most often, these are taxi drivers, delivery drivers, and truck drivers. Therefore, it makes sense to post job offers on the radio for this category of people. Educational institutions - higher education institutions,.