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.

Ppersonnel selection And recruiting, are often called the same thing. However, recruiting is just one of many methods of recruiting personnel. Let's try to understand the classic methods of personnel selection that exist on the market.

Recruiting and mass selection– basic methods of personnel selection. They are mainly used to search for line-level specialists (ordinary employees, sales agents, secretaries, workers, drivers, etc.). The method is to post the job description where applicants can see it. The search for candidates, in the case of recruiting, is done on those who are in the process of searching for a job. Mass selection differs from individual selection in the interview method. In mass selection, a group interview is practiced; in recruiting, the interview is one-on-one. At the same time, the motivational, personal and psychological characteristics of the applicant are examined.

Executive Search– selection of management employees (heads of departments, heads of divisions, directors) and specialists with unique work experience or skills. Unlike recruiting, it uses active attraction of potential candidates. Executive Search is the most effective technology used by agencies.

Headhunting– technology of luring a specific specialist from a competitor’s company. This technology is used when a company first of all needs to save “face.”

Screening– quick selection of applicants based on basic criteria; other characteristics of candidates are not considered during screening. This method is usually used for vacancies where the qualitative composition of applicants is less important than the quantitative one.

Screening is:

1. Analysis of vacancy requirements, preparation of an application.

2. Primary selection of candidates’ resumes.

3. Providing the customer with a selection of current resumes.

Recruitment process

In the process of personnel selection (by a recruiting agency or personnel department), the following stages can be distinguished:

1. Determining the company's personnel needs and opening appropriate vacancies. If the search is carried out by a recruiting agency, fill out an application for personnel selection and agree on its terms. Signing a contract for the provision of services.

2. Analysis of submitted resumes. Primary selection of applicants corresponding to the position profile.

3. Preliminary interview by telephone. At this stage, you can learn more about education, work experience, and get a basic idea of ​​communication skills. Selected candidates are invited for a personal interview.

4. Evaluation interview with the applicant. The interview is aimed at assessing the key competencies specified in the position profile. Based on its results, questionnaires are filled out for each applicant.

5. Testing (psychological or professional) to determine the level of development of professional knowledge, skills and personal characteristics.

7. Transfer to the client (external or internal) a detailed resume of applicants who have passed the previous stages of selection.

8. Conducting interviews with selected applicants by the customer (external or internal).

9. Analysis of results. If necessary, conduct a second round.

10. Making a decision to “fill” the vacancy. That is, making a decision in favor of one of the candidates.

11. Agreeing with the applicant on the date of expected return to work, preparing, discussing and concluding a draft employment contract with him.

12. Adaptation of the candidate (the HR department is responsible for this, even if the selection was carried out by an agency) and accompanying him during the probationary period. If necessary, carry out a warranty replacement. Yes, yes, a guaranteed replacement candidate, you read that right. Professional recruiting agencies really provide it.

Main advantages of recruiting agencies

Deadline for submitting first candidates. The deadline for the recruiter to provide the first package of developed resumes is similar for almost all market participants. And they vary depending on the complexity and urgency of filling vacancies. The professionalism of the recruiting agency is evidenced by the deadline for providing the first candidates - 2-5 working days.

Evaluation interview– a personal interview with the candidate, which the recruiter conducts during the selection process. Only after the assessment interview does the recruiter make a conclusion about whether to offer the applicant to the customer for consideration or not.

Deadline for closing the vacancy. Depending on the complexity of the selection (Recruiting, Executive Search, etc.), the period for filling vacancies ranges from 10 to 60 days.

Prepayment. When selecting using direct search (Executive Search) or when luring a potential candidate (Headhunting), the prepayment is on average 10-30% of the contract amount.

Standard warranty. The agency's standard guarantee is the obligation to find a free replacement for an applicant who was not suitable for the employer for any reason or who refused employment. The warranty replacement period ranges from 2 to 6 months.

Cost of services

The cost of the selection depends on the complexity and speed of filling the vacancy. Most often it is calculated as a percentage of the annual income of the selected specialist. In the market this figure ranges from 5% to 27%. As a rule, payment is made within 3-10 days from the day the applicant starts a new job.

Let's consider the cost of services depending on the methods of searching for candidates. Let's consider the cost of services depending on the methods of searching for candidates.

Recruiting and Executive Search. The average payment for personnel selection is from 1 to 2 salaries of the required specialist ( 8-12% annual income).

Headhunting. The cost is negotiated individually, from 25% of annual income.

Screening. You will receive selected candidates for a fixed and low cost, approx. 3000 - 4000 rub.

Pitfalls in working with a recruiting agency

What do you pay attention to when choosing a product in a supermarket? On its packaging, composition, expiration date, cost. For all this, and much more. You may be surprised, but this approach can also be applied to choosing the optimal recruiting agency for cooperation. Let's compare?

Package– appearance of the product. For an agency, this function is performed by the company’s website (online) and its office (offline).

Compound– description of any service/product. There are 3 main components: simplicity, detail, reliability.

Best before date– guarantees for the services provided. They should be. Cost is sometimes a determining factor. Sometimes to the detriment of all of the above.

Basic technologies for selecting candidates (screening, recruiting, head hunting). Their characteristics

There are three main technologies in the personnel selection market: screening - selection based on personal data, recruiting - selection based on formal criteria, and executive search (headhunting) - search and selection of personnel for a specific business task.

All three technologies have the right to life and solve different problems: screening is in demand when selecting for standard, mass jobs, but in this case, without taking into account the candidate’s real experience and his motivation, the likelihood of successfully filling a vacancy is minimal. Recruiting is a higher level of screening. It emerged as a result of managers' concerns about the low effectiveness of selection based only on resumes. When using recruiting technology, the result (the probability of an accurate selection), depending on the experience of the agency, ranges from 10-40%. Executive search - headhunting, headhunting, selection of key managers and specialists. The search is carried out “directly” - without advertising a vacancy in the media, for a specific task, taking into account the characteristics of the company and the workplace, the psychotypes of senior managers, with a full study of the business and personal qualities of the candidate. Executive search is a technology that gives the highest, almost 100%, probability of finding and selecting the right candidate.

Screening is a service aimed at creating a flow of resumes of applicants who are actively looking for work and selected based on the stated requirements;

Full cycle recruiting - search and selection of specialists based on the Customer’s requirements within a clearly defined time frame. The process is carried out from receiving an application for selection until the found specialist goes to work;

Direct search (“Executive Search”) - search and selection of senior managers and rare specialists;

Head Hunting is a personnel selection technology aimed at luring a specific specialist from a competing company to the customer’s company;

Subscription service is an economical recruitment technology that guarantees a constant flow of personnel into the company and does not limit the number of candidates hired;

Selection of temporary staff (“Temporary Staffing”) - is carried out in case of the Customer’s temporary need for specialists;

Mass selection - search and selection of specialists for similar positions in large numbers. The service is indispensable when staffing stores, factories, hotels, call centers, etc.;

Regional search - search and selection of personnel in all regions.

Today, there are actually three recruitment technologies.

Screening is a “superficial selection” based on formal criteria, when the agency acts as a supplier of approximately suitable candidates, and the selection is carried out by the customer himself.

Recruiting-selection taking into account the real characteristics of the workplace and the business qualities of the candidate, carried out according to the candidate database and based on response to advertisements in the media.

Executive search is a “quality search” that takes into account the characteristics of the customer’s business, workplace, business and personal qualities of the candidate, organized “directly”, without advertising the vacancy in the media. During screening, the probability of filling a vacancy qualitatively is approximately 10%; during recruiting, depending on its quality, it ranges from 10-80%. Executive search is a technology that guarantees the highest, almost 100% probability of finding and selecting the right candidate.

Depending on the implementation technology and the level of the vacancy that needs to be “closed,” the search is divided into special (direct search), executive search and head hunting. The first recruiting technology is to search for a candidate who works within the business defined by the customer. Direct search is often used to select specialists at various levels, from salespeople to middle managers.

To find top managers or especially scarce specialists, recruiters usually use special search and head hunting. As a rule, in this case, the personnel officer offers the potential customer at least three to five candidates for the vacant position.

Head hunting is the highest level of recruiter skill, as it involves “hunting” for a specifically specified specialist. And if, in the case of a responsible search, an order can be completed even though several candidates have refused the recruiter’s offer, then the hunter must complete a specific order for a specific candidate. Such skill requires a high professional level of the recruiter himself, as well as great capabilities of the agency.

Executiv Search helps you find the best in the labor market, and recruiting selection technology makes it possible to conduct a full monitoring of specialists who are currently looking for work - and select the most suitable one.

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?

All employers are well aware that high-quality personnel selection increases the company’s profits and is a guarantee of the successful functioning of business processes. There are various methods of personnel selection, one of which is screening - a quick selection of applicants, the average duration of which is from one to ten days and is used when you need to quickly recruit the necessary employees.

This method is most often used when selecting junior personnel, such as drivers, sales consultants, secretaries, accountants, and sales managers. However, sometimes screening is also used when recruiting middle management of a company. The selection of applicants is carried out exclusively on formal grounds; personal qualities, age, education, work experience and motivation are assessed, and other qualities of candidates, including psychological ones, are not examined using this method.

The screening method of quick personnel selection is based on the following components:

1. The market for current vacancies, employer applications and the relationship between the requirements for a candidate for a vacancy and working conditions are analyzed.
2. There is a direct search for potential job seekers and a primary selection of candidates.
3. Resumes received from applicants are analyzed and telephone interviews are conducted, during which it is determined whether the specialist meets the employer’s requirements.
4. After the initial selection, the employer receives a package of current resumes.

As a result, from the many resumes received from the recruitment agency, the employer or customer himself selects suitable candidates according to the parameters that he has set.

To quickly select personnel, they also use a group interview technique - a screening room. Thanks to this technique, you can select about ten promising candidates for the company in two hours.

The screening room works like this:

1. Job applicants are invited into the room and followed by a 20-minute presentation about the company, followed by a series of question-and-answer sessions.
2. Each candidate is then interviewed by a senior employee for 5-7 minutes.
3. The strongest and most proven applicants are invited to an interview, and the remaining applicants are eliminated.

A group interview allows you to cover several aspects simultaneously. The employer sees all candidates. Applicants who ask meaningless or inappropriate questions are identified, and managers observe how applicants interact with each other. This method saves significant time and allows you to select the best applicants.