When solving HR problems, any company uses various technologies and methods.
At the moment, several recruitment technologies can be distinguished.
They differ, first of all, in the methods and resources that are used when working on a vacancy.
The following employee selection technologies are distinguished.

Screening.
Classic recruiting.

Direct search.

In our work we use classic recruiting.

This is the most common and easy to use technique.
It allows you to get high-quality results in a short time.
When searching for personnel in our Personnel Center, we use special technologies for selecting candidates.
Sometimes, in agreement with the Customer, we use other modern methods of personnel search.

Resume screening – This is the cheapest method of recruiting personnel.
It can be used when searching for low-skilled personnel.
For example, office workers, specialists with little work experience.
This is the selection of resumes according to the formal requirements for candidates for a position and inviting them for an interview.
His task is to create a flow of candidates for vacancies in the company in the shortest possible time.
This method is very effective for mass selection.
When organized correctly, this can be very effective.
But this technology cannot be used when searching for professional personnel of top and middle management.

Classic recruiting
A more labor-intensive technology that requires recruiters to have higher qualifications, experience and practical skills in personnel selection.
This is an active search for candidates for open vacancies of the company among those applicants who are ready to consider offers from employers and are ready to change jobs.
Typically, they themselves post their resumes on job search sites, respond to employer vacancies, and monitor new offers on the labor market.
That is, such applicants have an interest and need to change jobs.
There are several key stages of classical recruiting.

1 . Creation and description of a vacancy.
2 . Definition methods and methods of personnel selection, using them when searching for an applicant.
3 . Primary selection of candidates.
4 . Inviting selected applicants for an interview. Interview and assessment of applicants.
5 . Selection of final candidates, receiving recommendations from past employers.
6 . Job offers to the selected applicant are sometimes accompanied by sending an offer with working conditions and wages.
7 . The candidate’s entry to work, holding events for onboarding a new employee a team.

Direct search or Executive search - the most expensive and complex technology.
Requires the HR manager to be highly qualified and have extensive work experience.
Direct search is an active search for candidates who are not looking for a job.

Very often, this technology is used to search for executives and top managers.

The search is conducted among qualified, experienced specialists, professionals in a certain field of activity, who are in no hurry to leave the company they currently work for.
This method is used in cases where there are no results from searching for an employee using classic recruiting.
The work can be carried out for a long period before the first results are obtained.
Typically, a specific action plan is developed here and the employer draws up a proposal for the specialist regarding working conditions and a motivation package that may be of interest to him.
Sometimes the Customer indicates companies where such a specialist may currently work.
The recruiter’s task is to look for possible ways of contacting a candidate of interest to the Customer.

This material opens a series of posts on our blog on the topic of HR.

If you work in a large company or are engaged in mass recruitment for positions with a high level of “turnover,” then the first and one of the main methods of finding candidates is “screening” resumes.

What is screening?

This is “sifting” a resume according to specified parameters, such as work experience, education, key knowledge, skills and abilities.

These parameters for personnel screening can usually be found in the job description for the vacancy, if there is one in the personnel documents folder. If it is still at the development stage, then you can “outline” the profile of the position, based mainly on the responsibilities that the employee will perform.

This method, of course, does not have a high degree of reliability, but is often the only way to quickly draw up a “portrait” of a candidate.

Now that there is a list of parameters for selection, you can begin screening resumes, and for this you need a sample of them. It can be obtained in several ways.

First: use a bulletin board, post a job description in a special database (there are a lot of such resources on the Internet) and study the responses - in this case, as a rule, you get the resumes of candidates who have become familiar with the vacancy, read (at least briefly seen) the information in the company card, on your website.

These are candidates who are already motivated for an interview.

The second category of candidates are contacts obtained through cold calling. Here you enter in the search the key skills of candidates, responsibilities (we take everything from the compiled profile) or even the names of competing companies and view resumes automatically selected from the database.

It should be noted that the resumes from the first group will have to be analyzed more carefully - it happens that candidates interested in your vacancy “decorate” their resumes. For example, they distort information about their duties in order to better meet the requirements.

So, in order for resume screening to be effective, it is better to use the following plan.

1. Analyze the purpose of the resume.

It is good if the job applicant specifically and clearly describes the position of interest (several positions) and indicates salary expectations. Such a person knows what, how and for what price he is ready to do.

2. We study work experience.

It is better to study the chronology of professional activities from the end, although in resumes, as a rule, when indicating places of work, applicants start from the last. The number of jobs, field of activity (one or more), career growth and length of work in companies, positions held, management experience - even a cursory analysis of this information will allow you to create a certain psychological portrait of the candidate.

Thus, you can easily identify a “flier” who often changes jobs or a conservative and goal-oriented person - he worked in the same company for many years and had promotions. Particular attention should be paid to the duties performed - how well they correspond to the duties according to the job description. It would be great if the candidate indicated achievements for the position held.

3. We look at information about education.

Often, educational level may say little about a candidate's professional skills. But you can, for example, pay attention to the name of the educational institution. Candidates often note additional education on their resumes—various trainings, courses, and seminars.

Here it is important to find an education that matches your vacancy and was completed no more than 3-4 years ago. This information will also help in assessing the candidate’s ability and motivation to learn.

4. We carefully study the information about the specified knowledge, skills and abilities.

It is good if the candidate indicates them briefly, concisely, using appropriate terms.

5. In the section with personal data usually indicate place of birth, marital status, information about bad habits, and personal qualities. There is no significant semantic load here. None of the applicants will write about themselves “irresponsible” or “sloppy.”

6. In conclusion We pay attention to the general writing style, consistency in the presentation of information, literacy and politeness of the candidate.

When completing the personnel selection screening, do not rush to “delete” the resume, especially for profiles of motivated candidates. They could, for example, be considered for other positions.

In the relatively recent past, resume screening services (or, as they are sometimes called, personnel screening) appeared on the market. Of course, it is difficult to call such services full-fledged and self-sufficient; rather, they are something between an independent search for an employee and full-fledged recruiting. Who and how resume screening may be useful is discussed in the article below.

Personnel screening (summary). How to avoid falling into a trap?

Prologue

Recently, a company approached me for help - they needed to find a sales manager. The company is small in size, employing about 10 people. The director is in charge of searching for new employees, and we interacted with him. He contacted me through friends, and in general he had a rather skeptical attitude towards recruitment agencies. When I tried to clarify “what’s the matter?”, it turned out that he had just stopped working with one of the Moscow recruitment agencies, where he ordered a resume screening service. The services were paid for, even formally performed - as we understood - the agency provided 50 promised resumes, but there was no result. The vacancy remains open. Although I have never provided resume screening services, the current situation prompted me to explain in more detail what kind of personnel screening service is and what pitfalls you can stumble upon when using it.

What is resume (personnel) screening?

Let's define the terms

Resume screening means the initial selection of candidates based on resumes, followed by the provision of selected resumes with contact information to the Customer. In other words, resume screening often means simply selecting resumes with contacts from paid resource databases.

The term “personnel screening” has several meanings, in the first case the meaning is identical to resume screening, in the second case the term personnel screening is a lie detector test of both newly hired candidates and existing employees. Further in the article, personnel screening will be used to mean resume screening.

Contents and average cost of resume screening service

"Average temperature in the hospital"

A detailed study of the personnel screening market showed that screening is a service of a purely informational nature, the result of which is the sending to the Customer of 20-100 resumes that formally meet the requirements.

As part of personnel screening, the Contractor does not independently contact candidates and does not identify candidates’ interest in a specific vacancy. In the best case, with a conscientious approach, the Contractor checks the relevance of the contact information in the resume and the fact that the candidates are interested in finding a job.

Among recruitment agencies and recruiters, there are two approaches to providing resume screening services - more active and more passive.

The first approach involves actively working on searching for a resume, i.e. both posting vacancies in the media and job sites, and actively searching for candidates using databases and other specialized and not so specialized resources. The result of this service is the provision to the Customer of an agreed number of resumes that formally meet the requirements. Most often, the execution time for such a service ranges from several hours to a week, depending on the search parameters.

The second approach involves a kind of “subscription service”, when the Contractor places, on his own behalf and indicating his contact information, the customer’s vacancy in various media and on job sites (their list is usually discussed at the beginning of cooperation), and waits for the candidates to find advertisements themselves from those who responded The Contractor selects candidates that formally meet the requirements and forwards them to the Customer. As a rule, the subject of such a service is the fact of posting a vacancy, and not the number of candidates as in the first option.

As in the first and second cases, the practiced form of payment is prepayment.

In my opinion, the more viable option for cooperation is the first, at least for the following reasons:

• guided by logic - the Customer pays once, in the second option, the economic interest of the Contractor - to provide the service for as long as possible, is directly opposite to the Customer's goals - to find an employee as quickly as possible and at the lowest cost;
• Guided by experience, very few adequate candidates respond to vacancies themselves within a reasonable time, and if they do respond, most often they do not meet the requirements.

Who can benefit from personnel screening services and how?

The customers of screening services are considered to be micro-business companies. Most often, for entrepreneurs of this type, the issue of saving money is quite acute. Many of them previously always looked for employees themselves, but recently they have been faced with a significant increase in the cost of access to work sites, and as a result, the search for more affordable options.

In my opinion, resume screening services may be useful if the following conditions are met:

• If you need to select candidates for line-level positions, whose resumes are not uncommon, such as secretaries, PC operators, salespeople, in some cases sales managers, etc.
• The requirements for the candidate's profile (resume) must be correctly formulated - any vagueness or vagueness can result in a fiasco.
• The customer offers competitive conditions for candidates (salary level, social package, and when working with linear positions, even distance from the metro often plays a role).
• Conscientiousness and activity of the Contractor.
• Quick response to the resume from the Customer.

Who provides resume screening services?

Personnel screening services are most often provided by small recruitment agencies that were unable to compete in the niche of classic recruiting, the result of which is a candidate getting a job, and by single recruiters who, using the resources of their main place of work, are trying to earn a “salary increase.”

Pitfalls of personnel screening

The main danger is the scheme and scope of service provision itself. If the recruiter does not have an urgent goal of finding exactly the employee you need (for example, to build permanent long-term relationships), the formal aspects of the work are important to him. Of course, if you are lucky enough to find a conscientious and decent contractor, then by using the personnel screening service, you can find an employee for much less money than by contacting an agency.

Well, many people play the lottery, one gets everything, the majority gets nothing. What if you are lucky?

What it is?

Resume screening- from English screening (sifting, filtration) - selection of candidates according to the key requirements of the vacancy, such as work experience, field of activity, qualifications, knowledge of certain technologies, etc. Resume screening It is advisable to carry out when selecting mid-level personnel, when the search criteria and requirements for candidates are clearly defined. This technology can be used either separately or in combination with other methods of personnel selection.

What does this give you?

Resume screening allows you to carry out the initial selection of candidates for a vacancy in a short time. You are getting summary the most suitable candidates with contact information and continue the selection yourself.

By choosing this service, you have a unique opportunity to expand your search area using summary from our constantly growing database, as well as significantly save money on the use of paid job resources.