Summary "in reserve"

It would seem that in general logistician with a specialiston staff? One manages traffic flow, and the second - human. Loads are concentrated in the warehouses, and the people? Some of them are not even aware that information about their career path are stored in the data bank of the company or recruitment agency, and at any moment can be retrieved and presented to the prospective employer. And although the crisis has forced to suspend the recruitment of new staff and promotion of old, HR professionals have not had time to forget the painful shortage of personnel, finally got the opportunity to choose and save resume "in reserve". They do this in the hope that one day the company will once again be to grow and develop, but their efforts were not in vain.

On the bench

Although the labor market situation has changed, and now the conditions dictated by the employer, the deficit for a number of job positions that are strategically important for the company, is still preserved. It is for them and it is necessary to form the personnel reserve. These are the key employees that determine success in achieving business goals. Even if these positions are closed, the loss of a hasty withdrawal of such specialists will be quite high.

However, to date, engaged in the identification of "spare" stars unnecessarily get involved in improving their skills experts do not advise. During the crisis, the unit associated with the active development, you can either minimize or postponed until better times. If you now actively prefer to development, you will need to create the opportunity to implement the knowledge and potential. Otherwise, the situation may arise that your reserve "burn out." As a result, he will be looking for any other employer to implement yourself, or it will serve as a demotivating factor and will affect the level of productivity. It is better to attract budding employees to discuss production problems in the working group or to introduce a graduation project as a quality assessment tool completing the course followed by the possibility of realization. In addition, this approach does not involve substantial costs, which is especially important in times of crisis. After all, traditionally the main item of expenditure (not less than 70%) when working with the talent pool was expensive training "spare" staff.

Also, one of the obvious risks - a reaction to the company's employees work in the reserve. Often, managers at various levels exist insurmountable fear for his place in the company of their competence, as for the replacement of their positions are preparing more professional candidates. Sometimes it can grow even in the open sabotage of the work of the reserve managers.

In this case, there are different approaches to dealing with the internal talent pool in the company. You can work with a reserve behind the scenes, closed, in discussing the "narrow circle" of employee development and promotion. You can work with reservists publicly. And if the company wants to create a talent pool and to work with them systematically, it is better to choose an affordable and transparent approach of its formation.

However, the period of the crisis, experts recommend a closer look at the opportunities and the ability to work of employees - in order to subsequently take their development. And all the energy is now directed to the formation of no internal and external provision. Even despite the fact that among eycharov prevailing opinion is now looking for a job "ballast" - incompetent and no outstanding employees. Many companies are in a panic fired indiscriminately, and now in the labor market was a lot of qualified specialists. Then these people will already be in the afternoon with fire not find.

Temporarily overboard

Traditionally, talent pool always realize certain internal resource that can be used to replace one or another vacant post, more management. When the deficit on the labor market was particularly noticeable, specialists in recruitment have become engaged in the formation of an external talent pool of candidates who, for whatever reason, at this stage did not meet the requirements. So the notion of "external talent pool."

In fact, an external talent pool is a database, which stores information about the candidates who might be interested in the company, subject to availability of suitable vacancies. But the opportunity at any time to call for the right people is fraught with difficulties, which can make the picture less rosy. Of the twenty resume in two years it will be possible to find the coordinates of about 12-15 people. Of these, only three or four would agree to come to the meeting to listen to the proposal. One or two more candidates will be able to recommend to those who refused to come in for an interview. The whole procedure, including searching the outdated contacts, phone calls and interviews will take at least 25 hours of work with no guarantee of a positive result.

At the same time the most grateful reservists were, are and will be university students, from time to time can be involved in the implementation of simple instructions. Their main advantage: during their studies they are actively looking for work.

As in the formation of internal personnel reserve, there are various approaches to working with an external reserve. "Closed" scheme of work - suggests a simple collection of resumes of candidates, potentially interesting companies, and their structuring, and "open" - occurs when interviews are conducted for the future and the candidates give their consent to their entering into the personnel reserve of the company. In this case, most often (and this is confirmed by the feasibility of such approaches) to the first scheme resorted small companies working in narrow market segments. And the second - large retail chains and companies working in the field of catering, seeking to attract the largest possible number of potential candidates.

Types of fraud in the labor market

A little stand out companies that sell products through network marketing. They do offer a job, but it is very different from the one on which the applicant expects.

Personnel officers-deceivers

Most often gullible citizens fall for the bait "recruitment agencies" offering for a modest fee to employ everyone. In fact, under the guise of a solid "recruitment agency" hiding much less reputable companies to provide information and consulting services.

To understand what lies behind the flowery name, a look at how these offices operate. Jobseekers who called the agency, was invited to the office (who, incidentally, may look quite well) for an interview, where the stories of the many success stories, please fill out a simple questionnaire and sign a contract for services. But first it is necessary to make an advance payment - usually between forty and seventy hryvnia. Once the money is paid and the contract is signed, the company provides the client with a list of vacancies. However, this list is no different from those that can be found in newspapers free classified ads or on numerous websites.

Write a complaint and appeal to law enforcement useless, because in the contract in black and white that it was spelled out that the company undertakes to provide consulting services to the client, or to provide a data base that it actually did. Sometimes, though, the contracts contain a clever phrase that the firm should assist in finding a job as long as the customer is not employed. But it only means that you will be regularly, say once a month, to receive statements from the newspapers, as long as you own it does not get bored.

To avoid becoming a victim of such firms, it is better to ask in advance how these recruitment agencies operate. First you need to know what recruitment agencies not take money from the applicant's job and his employer - say 10-15% of the annual income of the picked up specialist. Needless to say that the selection of candidates is carried out strictly, because companies do not want to lose the gift of time and risk reputation. First Recruitment Manager on the phone finds an overview of applicants and gives brief information about the vacancy.

If both sides are satisfied with the negotiations, the candidate is invited to the office fills out a questionnaire with questions about education, work experience and so on. E., Then goes for an interview, which can take place in several stages. For example, the first common to several candidates, then the individual. The positions of responsibility and higher pay, the more checks. Some employers require mandatory to carry out psychological testing of potential employees.

High-paying job in the office

The second common type of fraud - declaration of invitation to well-paid job in the office. Anyone who is even slightly familiar with the life of the capital "office plankton", knows that no one company will never become a search for "office staff" with ads on lampposts. Therefore, the victims of these crooks are mainly young people, just graduated from university, and even at all without higher education, hoping that it was he dropped the winning ticket.

Most of these ads promise the position of "assistant." To find out over the phone, what the company can not, instead, the voice on the other end of the report, which is rapidly expanding the company's employees are sorely lacking, and she desperately needed was you. Clear explanation of the scope of the company's activity will not be in the office where the applicant will certainly be invited, but the future leaders enthusiastically talk about career prospects and show schedules increase of salaries. Then the "future worker" has once again informed that he is the one who is looking for company, but want so much that you need to hurry. Yes, a small detail: to begin a responsible paying job, you have to pass a paid training course or, alternatively, to pay for a pass, package instructions or something like that. What is a hundred hryvnia against the backdrop of future salary 500 Dolar? Paying money, happy applicant finally reads the signed contract, and finds out that he had just bought useless plastic card or enrolled in a strange workshop.

Wholesale-retail

According to a similar scheme, by the way, there are various firms that distribute through network marketing a variety of miracle drugs. The only difference is that the applicant is indeed naive gets the job done - he offered to buy a wholesale product and distribute it yourself retail. Only the total amount of income at times different from the originally promised.

A separate line going fraud in areas such as working from home. Indeed, there are many activities that can be practiced without leaving home. This set of texts on a computer, telephone calls by phone potential customers or making public the craft. Those who wish to make offers attractive conditions and ask for sheer trifle - transferred under obscure pretext on company account from 30 to 40 hryvnia. Sometimes asked to pay for the raw materials for the manufacture of the product, which is then surely redeemed by a solid price. Needless to say that after the transfer employer evaporate without a trace.

To recognize scams, lived on the labor market, do not have to be neither a psychologist nor a lawyer. Enough not to let greed eclipse their own common sense. And remember this simple rule: no prepayments.

Major trends in 2009 on the HR market. expert opinion

In particular, HR-directors of large Ukrainian companies, told us about the anti-crisis activities and programs of work with personnel, which are held by them in order to increase the efficiency and competitiveness of their enterprises.

RUSH LLC Inna Pecheritsa, HR Director

1. What are the main trends in the current year on the HR market in the current financial situation, you can mention?

In November and December, the outgoing year was observed the situation is close to panic. Fear of job loss has spread to all the employees of the Company. There was panic and executives who spontaneously began the process of downsizing, not fully understanding the strategy of development of their business in 2009. The company understands that there will be a need for anti-crisis program, but not all come to this enough of strategy. Now the situation has stabilized a bit, in terms of its understanding. I think the labor market will be a resource for the formation of high-quality reserves, but, along with this - hardly any large company optimizes its own "gold stock", so the most professional people in the case of interest in them, still have to "Hunt" .

2. What, in your opinion, the most important tasks and functions of HR Director in times of crisis?

To implement the plan, drawn up a strategic committee of the company, and most importantly - remember that the crisis manager - is not only a leader, owning a business - technology, but also knows how to inspire people to create an environment and a desire to win in this situation. Each person working in the company in times of change must have the psychology of a winner!

3. What are the HR activities that take place in your company due to the situation prevailing in the market?

The anti-crisis policy of our Company's staff includes:

Strategy for business process optimization. Companies, especially those that were aimed at the development, building the organizational structure "for growth." Therefore, at this moment, changing the strategic policy, it is necessary to reconsider and structure. Likely to eliminate the need for certain functions, other features will be presented in a more reduced level.

Formation of high-quality talent pool. The current situation - a unique opportunity for separation from the ballast which is "accumulated", each company focused on growth. There are positions in which the quality of staff in particular priority: managers, vendors, employees of the procurement department - people whose activities directly affect the financial results of the Company and are to be carried out continuously work to find qualified specialists.

Improving employer brand image: in cases of force majeure company policy in the field of personnel is clearly visible. For us it is important that our employees understand what is happening in the company, felt their involvement in even small achievements, and most importantly - to accept the changes, which the Company has made in the period of the new features (a worthy replacement of the word crisis!)

4. What, in your opinion, in the current situation are important programs for human resource development? Whether it is necessary to pay attention to this matter, as the formation of staff loyalty?

If the company aim to stay on the market, keep your customer, you will surely need these development programs. Perhaps they will change their format, but it is one of the tasks of HR-services. At this time, even in those companies where staff loyalty index was high now, most likely, will not be able to keep it at the same level. It is necessary to keep the level of loyalty of the "right" staff. To do this, again, employees must understand what is happening in the company and how it relates to the anti-crisis policy of the company.

5. Do you think it necessary to staff training and development this year? If so, who and what do you consider a priority to teach?

There is a parable about how student and teacher competed, who is more cut down trees. The teacher stopped frequently, and the student thought he was resting, and already considered himself a winner. What it was his surprise when it turned out that the teacher cut down more trees. It turned out that he had during the break sharpening an ax. So learn - is to sharpen the ax!

You must arrange the other accents in the development and education. We adjust the training and development program for employees who are included in the Top 100 Companies. Programs for sales personnel, more than focusing on the form of distance learning. Greater emphasis should be left for the training of top managers of the company: to equip them with the knowledge, technology, experience and results of success of companies in a similar business.

6. What influence is to improve the efficiency of the staff in this difficult period?

We are working to stimulate the system, where every employee, especially a direct influence on the financial result, realizes - on which depends its valuation and wages. Our task is to create a system of incentives and motivation, through which employees will not be relaxing, writing off decline in the situation on the market as a whole, and will be looking for a resource to increase their personal effectiveness, and accordingly, and to improve the efficiency of the entire Company.

LLC "VEGA-S", Olga Borzenko, HR Director

1. What are the main trends in the current year on the HR market in the current financial situation, you can mention?

Since autumn last year, under the blow of the financial crisis were industries such as construction, metallurgy, mechanical engineering. By the end of the year, beginning of the current wave swept and retail business, services, etc. In the labor market quickly formed an overabundance of specialists in various professions and skill level, and the number of jobs offered decreased. Attract the company of qualified professionals can now be for less money than in the summer or autumn of last year. I think that in most companies, large-scale projects related to the assessment and development of staff suspended, but with regard to the selection, it is now very favorable situation for the recruitment of professionals ready and at the same time to save on payment services recruitment company.

2. What, in your opinion, the most important tasks and functions of HR Director in times of crisis?

The current situation requires that HR directors a very high professional skills, stress resistance, proactivity, loyalty to the company, sensitivity and persuasiveness in dealing with staff, and, of course, self-confidence in the success of the strategic and tactical decisions top management of the company. In my opinion, the problem HR-directors did not change significantly due to the crisis, but only shifted the emphasis. Even in the best of financial times, in addition to providing the company's professional staff create a fair and competitive payment terms, development, evaluation and motivation of the personnel, formation and maintenance of the corporate culture, an important task of HR directors remained cost effective management of personnel, skilful management of the budgets of investment in human the company's resources.

3. What are the HR activities that take place in your company due to the situation prevailing in the market?

Our company - the largest metal and has now not easy times, although some cushion makes it possible not to lose ground. We remain ambitious plans, we continue to form a team of professional managers, to systematise the main business processes, bringing companies to a qualitatively new level of management. At the same time, and drastic measures were adopted in accordance with the situation: cut some jobs, freeing up about 10% of support staff, redistributed functions, suspended some projects reviewed bonuses and compensation payments. By building on the 2009 budget and personnel. we all went fairly balanced, however, despite the reduction in number of articles, some wage increases commensurate with the rate of inflation was still laid.

4. What, in your opinion, in the current situation are important programs for human resource development? Whether it is necessary to pay attention to this matter, as the formation of staff loyalty?

System programs for human resource development - is, as a rule, large-scale projects requiring assessment of staff time and financial investment. Consideration of these programs we have planned for the end of 2009, with an assessment of their possible implementation in 2010. But over the loyalty of staff to work you must always - in this case, the program and budgets planned for 2009.

5. Do you think it necessary to staff training and development this year? If so, who and what do you consider a priority to teach?

More attention this year we plan to give the internal staff training and development. The leading role in this training will be assigned to the professional skills of top managers and middle managers of companies that are able to share techniques on time and specific technologies of sales management, purchasing, market research, recruitment, analysis, accounting, and so on. The system as training programs, with the assistance of external company and trainers - this project is closely coupled with the personnel evaluation of the project - the prospect for 2010. Although not rule out the possibility that in individual cases, we are still going to this year to send staff for training, seminars and conferences.

6. What influence is to improve the efficiency of the staff in this difficult period?

The most powerful way to influence - is education for all employees healthy ambitions and at the same time, loyalty to the company, demanding for his professionalism, accountability for results, and at the same time, respect and support each other. And with the company's management - the actions necessary to strive for leadership, openness and a greater responsibility for the processes in the company and the overall result.

Corporation "Biosphere", Victoria Zholdak, HR Director

1. What are the main trends in the current year on the HR market in the current financial situation, you can mention?

The rapid rise in unemployment; a significant reduction in the number of vacancies, as a consequence, an increase in the number of applicants for the position; decline applicants requests for salaries and compensation; Minimizing staff turnover by employee initiative; increased requirements for employees and applicants by the employer.

2. What, in your opinion, the most important tasks and functions of HR Director in times of crisis?

Most companies in times of crisis are changing their strategy to restructure companies. Tasks and functions of HR director in the face of change:

 understand the strengths and weaknesses of the company, opportunities and threats to the company's business in the new environment, to participate in the development of the new strategy;

 be initiated, consultant, organizer of the changes;

 optimize processes, functions to increase efficiency;

 optimize personnel costs;

 provide information to employees in the change process;

 review and modify HR processes, compensation packages, a system of evaluation and remuneration system in the company, taking into account changes in the strategy and key business indicators;

 monitor the mood in the team, to ensure consistency of communications and information - flows;

 evaluate employees for compliance and efficiency in a new environment.

3. What are the HR activities that take place in your company due to the situation prevailing in the market?

1. Development of anti-crisis program.

2. The audit functions, processes, tasks, in order to optimize and increase efficiency. Merging positions and functions, review of job descriptions.

3. Optimization of labor costs and HR processes.

4. Dismissal of employees, showing the average results. Reduction of staff due to the closure of certain projects, the abolition of the functions and the optimization of business processes.

5. Introduction of staff in the event of restructuring, training standards to perform additional functions and tasks by combining positions.

6. Revision of the payment system, the change of criteria bonusirovaniya due to changes in key business indicators.

4. What, in your opinion, in the current situation are important programs for human resource development? Whether it is necessary to pay attention to this matter, as the formation of staff loyalty?

In my opinion, it is necessary to take care of employees' loyalty, as in times of crisis is important faith and support staff, and in the future, loyal employees are needed for the diversification and development of the company after the crisis.

5. Do you think it necessary to staff training and development this year? If so, who and what do you consider a priority to teach?

The need for training and development is, but the financial possibilities are very limited. In these circumstances, we will consider low-budget distance learning programs and provide training by its own experts. The training plan for the first quarter of 2009. It involves training for sales staff on sales skills and negotiation powers an internal trainer.

6. What influence is to improve the efficiency of the staff in this difficult period?

To analyze (audit) of business processes, eliminate steps, functions that do not lead to the desired results, abandon unnecessary bureaucracy, change job descriptions. Introduce a system of monthly, quarterly planning and assessment of the key objectives and indicators for each employee.

As young professionals look for work during the crisis

Let's analyze in detail all the possible pros and cons of this statement and develop a strategy of behavior.

We do not need them! Companies cut staff, not enough new positions

Many employers after staff reductions in order to minimize costs replace the dismissed people with new - they were invited to the starting position is graduates with low compared with experienced payroll inquiries. In this situation, the position of graduates is very winning. Do not expose the big salary expectations now, a year and a half, a young professional compensates for the difference, as the market will sooner or later begin to recover, but it will affect the growth of jobs, increase demand and, consequently, lead to higher salaries.

We have too much of such high competition ...

In a situation where the market offers little and a lot of candidates who win are those who did the right thing your resume and well prepared for the interview. It is no secret that all the applicants make the standard errors in the resume and the interview.

Not to be next to step on the rake, please contact the professional consultants in the field of career planning and job search, career center at your university.

How to look for a job well

1. Follow the vacancies on the sites of employment.

2. Attend job fairs and career forums, where he met with representatives of companies and post your CV for possible vacancies.

3. Use personal contacts (friends, relatives, friends, etc...) In order to present his candidature in the company where they work - there is often preferred candidates on the personal recommendation of existing staff.

4. Compile a list of target companies in its industry and / or specialization of business directories, exploring the corporate website and send resume with a mark "on the starting position."

5. Do not forget about the recruitment agencies and specialized publications on the work. First, in the absence of orders from customers replenish the base and conduct interviews with interested candidates "in reserve", while the latter publish vacancy employer companies.

About the internship can be forgotten?

This is not true. Major Western and Russian companies will not curtail the program of recruiting young professionals (more on this - in the materials category "Special Features"). Possible reductions in advertising costs of these programs on the Internet and the media, so the task of the graduate - with redoubled force to apply directly to target employers. During the crisis, more often than it has ever been, visit the company's website and attend job fairs.

And maybe even learn?

Indeed, in the absence of work and in the process of searching for the best to do continuing education, particularly that which will increase the chances to get a job:

 go on business English courses;

 learn to work in a variety of MS Office applications (often an ability to work with Excel, PowerPoint is seen as a serious plus).

And most importantly - after each interview, analyze their behavior. Have an interview without any errors you can not practically anyone (even including professionals with years of experience in business communications). But at yesterday's students have a huge advantage - the ability to conquer the interviewer his sincere desire to learn how to work in order to bring the company's favor.

Methods for hunting invisible Position

Most of them use proven and well-known job search techniques:

 through job-search sites on the Internet;

 view ads in the newspapers;

 telephone calls of friends and acquaintances;

 social networks;

 treatment in employment agencies.

For mid-level in most industries such methods produce results. But with the growth of unemployment, this result will come less frequently and for longer.

Increased competition in the labor market will require new, unconventional ways to job search in the coming months. Especially for rare specialists and top managers. The fact that there is a huge invisible job market, information about which is not published in the media and the Internet. According to various sources, in the press and the Internet are not advertised vacancies 50-70%, and in some areas the percentage of "hidden jobs" reaches 100%.

How and why there are hidden job?

1. Conservatism and saving employers. Many managers prefer to attract candidates from among acquaintances, friends, acquaintances, friends and relatives of their own and their employees. It is assumed that such people are already known to be loyal to the company. Well, the search costs are minimal.

2. Confidentiality. Many employers do not like to advertise vacancies. This is especially true positions of top managers with "redistribution of power" in the company. Or the development of new lines of business secret from competitors.

3. Unconscious necessity. Jobs as such yet. The problem of the company is, but the need for a new employee supervisor has not yet realized. However, if there is a person who declares - "I know this problem and to undertake to solve it," he can make an offer.

4. A well-working with the staff: timely improvement, relocation, training. Skillful management of internal personnel reserve. In such cases, on the part of experts considered a last resort. Still considered.

5. Poor staged work with the staff. Banal reasons: irregular update job sites, negligence or change HR-manager, "not reached" the leadership of the formulation requirements, hope to "link" the head, and more.

6. Election. There is traditionally inaccessible "to other people's" sphere of activity, where people are not made to look "outside": show-business and media, hairdressing and modeling, medicine and some other areas.

7. All his. A job can be opened in a narrow sector, where "everyone knows each other." Publication of vacancies could affect the company's reputation or cause unnecessary discussions among competitors.

How to hunt for the hidden job?

There are two main ways:

1. To trust art. Attract recruiters for individual job search. Especially because such a service under different names ( "Personal Shopper career" or "Individual job search") are already starting to have some agencies. Those who timely re-classified from "Headhunters" in "job hunters." It turns out some Headhunting vice versa.

2. Engage in hunting for most employers. Here too you will have to show many of its useful features:

 analytical skills, gathering information about the most attractive employers;

 resourcefulness to calculate the contact decision-makers;

 communication skills to persuade these persons to its usefulness;

 initiative and perseverance in the contacts to achieve the goal.

The work will be jewelry and point. Indisputable advantage: competition applicants for a job is incomparably lower than posted on the Internet.

Thus, beaten the thesis that the "Search for work - also work" will ring out for you in a different way: "Search for hidden jobs - a special job."