Internal recruitment: interesting facts, rules, risks
Posted: Mon Apr 21, 2025 10:05 am
According to our data, 10% of vacancies have no chance of being filled, 20% of vacancies are posted on websites not with the purpose of finding employees, 40% of employers are not looking for those who are written about in the ads, 70% of responses do not have time to be viewed by employers and are sent by candidates in vain, but 90% of companies complain that it is impossible to find personnel. The question always arises, are these indicators controlled in your company, is there an understanding that 99% of any business depends on personnel?
What is the best way to search for personnel (especially key [ur=https://www.latestdatabase.com/usa-phone-number-list/l]usa phone number list[/url] personnel for development tasks)?
There are 5% of people who need it most in life. It is good to work with them, communicate and build a business with them, because this is an "armored train" that will pass where the rest will come up with many important objective obstacles. Of course, you can look into the eyes, guess by the resume, ask difficult questions and arrange tests at the interview, focus on "fingers" and past victories, in attempts to choose such fighters for your team. But there is a better way.
HRs, those who come from selection, know the secret. Make a normal offer and put out a call, indicating only an email / standard opportunity for response, no other contacts. The best candidates will overcome all obstacles and call you on the phone, knock on Skype, in a personal Facebook. They will suck your soul out of you, trying to find out the details. And they will make you their own offer, themselves, in which there will be more than you expected to receive. Solving any problems (especially development) is fraught with obstacles, which is why the key competence, often overlooked, is the ability to overcome them. Therefore, it is always better to initially choose from the "achievers" than to try to sell to those who do not move.
Fortune telling by resume, one of the most common sins within the company
A favorite pastime of internal and external customers is fortune telling by resume. He has changed more than three jobs, which means he is superficial, he is 49, which means he is tired, he wrote briefly about the tasks, which means he has not done anything, his hobby is reading, which means he is a "process engineer".
What is the best way to search for personnel (especially key [ur=https://www.latestdatabase.com/usa-phone-number-list/l]usa phone number list[/url] personnel for development tasks)?
There are 5% of people who need it most in life. It is good to work with them, communicate and build a business with them, because this is an "armored train" that will pass where the rest will come up with many important objective obstacles. Of course, you can look into the eyes, guess by the resume, ask difficult questions and arrange tests at the interview, focus on "fingers" and past victories, in attempts to choose such fighters for your team. But there is a better way.
HRs, those who come from selection, know the secret. Make a normal offer and put out a call, indicating only an email / standard opportunity for response, no other contacts. The best candidates will overcome all obstacles and call you on the phone, knock on Skype, in a personal Facebook. They will suck your soul out of you, trying to find out the details. And they will make you their own offer, themselves, in which there will be more than you expected to receive. Solving any problems (especially development) is fraught with obstacles, which is why the key competence, often overlooked, is the ability to overcome them. Therefore, it is always better to initially choose from the "achievers" than to try to sell to those who do not move.
Fortune telling by resume, one of the most common sins within the company
A favorite pastime of internal and external customers is fortune telling by resume. He has changed more than three jobs, which means he is superficial, he is 49, which means he is tired, he wrote briefly about the tasks, which means he has not done anything, his hobby is reading, which means he is a "process engineer".