Many believe HR is a manager   is not busy.   More precisely, busy - but what   Anyway, but not work. And in general, what is this work? You sit yourself, look at the resume on a cup of fragrant coffee, conduct preliminary telephone interviews, invite candidates for interviews. Live at work for pleasure.

But   everything is not as easy as it looks from the side. The responsibilities of the HR-manager include not only the search and selection of staff, but also its adaptation, assessment, training, motivation, benefits and compensation, corporate culture and much more. Essentially,   HR- department helps to organize other processes related to the work of employees to other services.

Of course,   what   The HR department is a service. Customers for services are acting   structural   subdivisions enterprises managers directions, and all processes   this service should be built with an orientation to the "customer", namely, the divisions of the enterprise.

Recently read it in articles interesting An example of an unreal life:

"Let's imagine the situation for a moment. In the company at one point in the field of sales managers turned out to be opera singers, in the warehouse - dancers, and in the chair of the general director - a reindeer herder   with   Alaska Interesting,   truth? But It is terrible for the enterprise"s share. Comic situation. Let"s face it   her to the end.

The voice of white, like chalk, owner: "Who are all these people? Where did you get them?"

Crazy HR response:   "You asked to provide the company with creative staff with a non-standard approach. Other incoming data   from you did not arrive.   Here, please, honored artists, honorary figures of art, accept with diplomas of international competitions. Very creative and completely non-standard. "

The owner of the last forces, slipping over the wall of the office: "Why the reindeer?".

HR: "You requested stamina and stress resistant .   This one is in   the forest survived the whole winter.   Very hardy.   Carving   engaged, exhibitions were, diplomas are - creative.   Has experience in managing reindeer herds and dog harness.   Wolves and bears are not afraid - stress resistant . "

This imaginary example clearly draws attention to the fact that without a properly organized recruitment of staff, the lack of well-defined profiles of positions, the company can not function effectively and can not make a profit. And to treat this process seriously, build it, formalize and describe it   the relevant regulations.

Quite often, the profile of the post is confused with the job description. In fact, they really have somewhat similar elements, but they can not be identified. The job description is often more formal in nature, since its availability is provided by the current legislation of Ukraine. Traditionally, the job description contains an extensive list of rights, responsibilities and responsibilities for a particular position, general requirements for employee experience. It fits in line   to the post, not individually for the employee. Position profile - an internal document with requirements for professional and personal competencies of candidates,   which   contains more complete   picture of the post and   an employee who can hug her.

The saddest thing is the situation when it comes   a good employee to work in a lovely company and soon leaves it. It turns out   that he and the company, being good separate, just do not fit each other. Here the formation of a profile and an employee assessment will help reduce the risk of a similar situation.

Before compiling a profile, it is important to determine who will participate in this process and make a decision. The formation of a profile must necessarily involve the direct manager of the employee who is supposed to find, and HR - manager.

The better you understand the internal request (for example, the head of the unit, where the vacancy is open), the more accurately you will write the profile of the post and the portrait of the "ideal" candidate, the faster you will find the necessary   employee

If the company does not yet have an approved profile, you need to rely on the order   for selection - for example: "Sales department requires a manager with experience." Make a profile template post - it may be a plaque in an arbitrary form - and send it to the internal customer. Discuss with the client manager expectations and requirements for candidates,   process the information on the plate   to the final result that will suit everyone.   On   based on   composite profile   be sure to request   filling in the application   for selection   the staff.

Why do you need all this? And why breed all this bureaucracy, to produce unnecessary paper, to spend extra strength and time? Believe me, it importantly and necessary. An application for a vacancy is required, not only   to close the vacancy correctly   but also to protect your interests as a recruiter .   Enough   often at   the ends of the selection process will turn out to be needed, not just a manager, but a manager with a high level   knowledge of English, or with   experience   work   at enterprises   light industry   and "the customer" did not tell you any   about language   nor about the experience, because it should be understood by itself ...   Yes, and the internal (or external)   "Customer" vacancy can no longer refute that he asked to find a specialist with such parameters, or reproached that you   wrongly understood   his requirements.

Job profile and application to recruit staff  irreplaceable at the selection stage. These documents give an opportunity to clearly understand who we are looking for and to accomplish any tasks. Next it is necessary to develop the algorithm of recruiting - to form a step-by-step description of the whole process of organization of selection, including the stages of search, primary and secondary  selection, hiring an employee, stages of the employment contract, enrollment in the state, adaptation programs, etc.

As you can see task of HR-manager of diversity, and The most demanded by the employer is the search and recruitment for the company. This is understandable - since the search for a skilled worker is becoming a bigger problem, and vacancy is not closed in time - it is a lost profit or an unfulfilled project  and additional an unnecessary burden on employees in the state. Therefore, competently organized recruitment process correlates with overall effective business conduct and execution of works.

Shevchuk Natalia   •   HR Duna •   InBridge Consulting partner