From the author: Material prepared for the magazine "Personnel Solutions", March, 2011On-line personnel - Faster? Wider? More targeted? Over the last ten years, most companies operating in all areas of business have been constantly complaining about staff shortages - a shortage of professional, stable, loyal employees. On the one hand, this is due to certain distortions in the education system - steady demand and attractive prospects for university graduates have given rise to unlimited offer. Excessive accessibility and openness of education have led to a sharp decline in the level of young specialists with completely unreduced salary and job requirements. Literally from school, everyone is ready to lead, receiving big money for it, but... they are not ready to work. On the other hand, not everything is smooth in the Russian business system either. He is still too young to get rid of childhood illnesses, and suffers from instability. Newly formed companies do not reach or barely overcome the break-even point by the end of the first year of operation; many fail much earlier. Medium business is becoming a sweatshop system, where the main emphasis is on immediate profit at the expense of the nerve cells and personal time of employees. Large businesses suffer from internal fragmentation, broken communications, sluggishness and inability to quickly adapt to changing market conditions. The lack of a clearly understood development strategy, the changing demands of the immediate supervisor ten times a day, the deception of expectations both in the professional sphere and in matters of career growth, professional training, material wealth, interpersonal relationships - demotivate specialists in almost everything, making them easy the prey of head-hunters, headhunters. If, in matters of staff retention, each company chooses its own path, building a corporate culture in a special way, creating a social package for employees, assigning penalties for leaving the company before a certain period after completing training, and so on, then the ways to attract There are only three employees - have your own personnel forge, use the services of recruitment agencies, or combine the first two methods. And here the greatest difficulties are faced by companies that have an extensive business with branches in many cities, networks at the federal and regional level. It is impossible to invite not only all employees, but even key figures to an interview at the head office - not everyone will travel at their own expense to distant lands in order to be refused with a high degree of probability. Also, it is not always cost-effective for a group of recruitment specialists to travel to the regions, and the opinion of one specialist, even a super professional in the personnel business, cannot be objective. Skype, a video phone described by science fiction writers of the last century, became a salvation for resolving this difficult situation. Communication almost “live” allows you to undergo an interview “in your slippers”, without spending money or wasting time on travel. And employers have the opportunity to select a team in one day from candidates selected locally by recruitment agencies. This phenomenon is called “on-line recruitment” - personnel selection in real time. By the way, they didn’t stop there. Video conferences and webinars provide almost unlimited opportunities for distance learning and allow you to quickly deliver the necessary information anywhere in the country. The disadvantages of online recruiting are: a) not universal computerization of Russians (for example, there is no camera, or even a home computer); b) not always high-quality communication services; c) fear of the camera - is it really me??? d) fear of the screen, which is observed in most candidates - the commission is flat-faced, some people are not visible; e) unnatural communication - you have to speak louder than usual, can be heard with a delay, it happens that the sound is “double”; spinning around on a chair, taking free poses, will also not be possible; majority…