Job advertisement: requirements for candidates. Employer requirements for candidates without experience Additional requirements for a candidate for a position

25.04.2018

Finding a job using the Internet. Writing a resume

Lesson plan

1. How to correctly formulate your requirements and expectations from a new job. Search for work on the Internet.

2. Sources of information about vacancies.

3. Principles of working with vacancies.

4. How to write a resume correctly. Resume structure.

Why don't you include the name of the client for whom you have a current job offer?

Don't accept the motivation letter. In your motivation letter, you will tell us why you are the right person to hire. A written motivation letter will make your personalist interested in your person. This is why we do not list clients' names in job offers. In most cases, we will provide this information to you in a personal meeting.

What awaits me in an interview at your company?

It is then up to you whether you are involved in the selection process for a particular client. You will receive feedback on your resume within 3 business days or you will be invited to a personal interview with our consultant, the personal interview with us will take 30 to 90 minutes and you will learn about the position and the client for whom we are taking our position. At the same time, we agree to the next step, once you have a position profile and the client is interested in meeting with you, we will arrange a meeting directly with the client. Only with your consent we have the right to use them for mediation purposes. IN otherwise we will not register you as an applicant. . Section or section.

5. Sending your resume by email.

6. Covering letter.

7. Interview rules.

8. Websites to help you find a job.

9. Algorithm for finding a job using the Internet.

This lesson is a clear step-by-step instruction on how to effectively search for work on the Internet.

When you arrive at our offices, we ask you to fill out a questionnaire. This form will allow our consultants to better work with your materials and find a faster proposal. Completing the questionnaire takes 10 minutes. The goal is to make you feel comfortable and free from unnecessary stress. You can enjoy the water, coffee that our dear miss receptionist will offer.

After completing the above questionnaire, we follow up with a structured interview with one of our dozens of great consultants. The questions we will ask you will relate to your experience, language skills, personal qualities, qualifications and, of course, your ideas and wishes for future work.

Until a few years ago, interactions between a candidate and a prospective employer typically involved phone calls, letters, and in-person interviews. Today, more and more people are looking for jobs online by contacting employers and sending their resumes by email.

The online job market is evolving due to technological innovations, consumer awareness and increasing use of the Internet. The capabilities of technology, its range, speed and cost-effectiveness are indisputable facts in favor of the existence and expansion of online employment services.

Thus, having the ability to access the Internet and an information resource on city vacancies, anyone can try to find a job, and an employer can try to find a worker via the Internet.

In this lesson we will learn how to find a job - from searching for a vacancy and compiling and sending a resume to receiving a search result, i.e., until receiving a response.

We encourage you to bring your resume with you to assist you with questions that will impact past jobs. Ask questions honestly and don't be afraid to admit that you have little or no experience, you're not lying. Prepare yourself the questions that interest you in this position.

Remember, first impressions are very important. It only takes a second person seven seconds to create it for you. Don't overdo it, you don't need to make a campaign of yourself out of interviews, wanting to rule the globe - that's not the right way. You can help us find the right offer for you.

We'll show you right on the screen how to do it quickly and easily.

Whatever method of job search you choose, you will always need a resume. How to compose it correctly, what it should be, what mistakes you should try to avoid when compiling it, how to send your resume correctly by email - this will be discussed further.

Australia is one of the few countries in the world that offers automatic work permits for every student visa. Essentially, this means you work 20 hours a week. This is an incomplete job. In your free time between classes and after the course, you can work even indefinitely.

You can officially start working before the first day of school, but you can look for a job earlier. At one point it is possible to have even more employers, officially over time you should not violate the 20-hour weekly limit. International students often work in hospitality, service, etc.

We study the demand and requirements of employers (websites, media, etc.)

Having decided on the industry, type of activity and position level, we begin to study the labor market. We stock up on newspapers and magazines about work, search on the Internet for all regional sites with employer offers and look, read, count. Having looked through the offered vacancies, you can very roughly draw an overall picture: which specialties are most in demand, full-time or part-time, possible salary - from minimum to maximum. Now analyze the basic requirements that employers place on applicants: age, education, knowledge, skills and abilities, work experience, etc. Do you have the right qualities?

If you want to find a job in the field where you work in the Czech Republic, be aware that it may take some time. While this is far from impossible, it always depends on your English level, as well as the times you are available to work. Language school students usually have days, evenings and weekends off. When you study a vocational course, you have more time to work.

The list of requirements for future work presented by applicants is very diverse. Most job seekers first of all pay attention to the amount of remuneration offered by the employer for their work. The basic requirements for future work also include wishes for the future position, schedule and place of work.

The fact is that if you extend your visa for less than 6 months above this limit, you will also receive a lower rate in that tax year. If you go to Australia on a so-called dependent visa, you and your partner can work. Except that during the visa period it is limited to work restrictions and does not differentiate between study periods and holidays.

If your employer pays what's known as "Super Science", you can apply for reimbursement after leaving Australia. The so-called "dependent visa" will also give your partner permission to work. If you want to find a job in Australia, you must understand your real possibilities. This means not only your English language skills and knowledge, but also the time you have to work with. Although work in a bread café or building, for example, is usually during the day, in bars and clubs and in some restaurants, the demand for employees is mainly in the evening, when the restaurant serves guests. therefore, the work is more suitable for most students who have a daily form of study.

We make a resume.

Target: Please indicate the exact title of the position you would like to receive. Its wording must exactly match how it was stated by the employer.

Errors: Some people write instead of a position “I would like to receive one that would correspond to my education and work experience and could benefit your company for its further successful development.” This kind of formulation causes confusion among the employer and does not find support. It is clear that the person himself has little idea of ​​what exactly he could do and, as it were, invites the employer to solve a crossword puzzle - carefully study the resume and find the correct answer, putting it in the “position” column.

When looking for a job, you need to be careful about overqualification, the so-called overestimation.

Rather, it is a deficiency and you may be rejected for being too qualified. Employers are trying to find people who tend to be in this position.

Australia has a stable and strong economy, and unemployment in most cities is only 5-6%. Income in Australia is 3 times higher than in the US. The fastest way to get a job is through communication. Create the perfect resume and search. Personal contact cannot replace anything. Australians are very sociable and friendly people. Stop by a few restaurants while visiting school, ask the manager if they are looking for someone and give them your resume. Even when you're talking to a stranger you meet in the park, you can get a job.

Do not list multiple positions at once. This will reduce your chances. A company requires a specialist for a specific position.

Use action verbs as much as possible.

It is necessary to be extremely specific in the choice of wording:
You should not write: was engaged in training; helped reduce errors; · I quickly learn new knowledge	· trained two new employees;
Don't be verbose and avoid passive forms:
You should not write: · was responsible for implementation; · found application for the following possibilities; · was responsible for.	· completed; · used effectively; · was responsible for.
Prefer positive information over negative information
You should not write: · resolved complaints against; · prevented a decrease in the share of sales; · transferred from his position.	· assisted clients in; · increased the potential of the product on the market; · promoted to position.
Focus on your achievements
You should not write: · worked there for three years; · did extra work.	· received a promotion and two pay increases; · always completed the work on time.

Education.

Indicate where, when and what educational institution you graduated from, and also (if you recently graduated from a university) what your grades were, if, of course, they are your “plus”. If you studied at a university or are currently engaged in science, indicate your scientific specialization, academic degree, academic title.

It is necessary to list all kinds of awards from various competitions, olympiads, conferences, the presence of honors diplomas, etc. Write in detail, indicate the faculty and specialization. Don't forget also about advanced training courses and internships, even if they were one-day ones.

You should not write which school you graduated from and with what grades: you may get the impression that you have nothing else to boast about.

Additional data.

If the specifics of your future work require this, be sure to indicate:

1. Proficiency in a foreign language. You should not overestimate your level of knowledge of a foreign language: You will have to work; a preliminary check of your level of knowledge by an employer or recruitment agency is possible. The following gradation is usually accepted: entry level, good knowledge, fluency.
2. Work with computer. If you are not a programmer or an advanced user, we would recommend consulting with someone knowledgeable about the correct names of the packages you are working with.
3. You must indicate your knowledge of accounting programs, as well as special programs, for example, graphic editors. It is also necessary to note knowledge of the Internet and the ability to use e-mail, which are not quite the same thing, as some people think.

Knowledge of office equipment. Assumes the ability to work with office mini-PBX, copier, and fax.- if your recommenders agree to communicate with your future employers about you and your successes. Of course, you can only place the phone number of a former director on your resume if the director has given his consent.

Thus, you inform the potential employer that by calling the specified numbers, he will receive personal recommendations from people you have previously worked with.

Second option- when a former manager or partner (or maybe a client) writes you a letter of recommendation in full form: on letterhead, with signatures and seals, and so on. You can photograph such a letter in several copies and show the original at interviews, and attach a copy to your resume.

So, if you have a letter of recommendation and if you are sending your resume by fax or email, the body of your resume can indicate that you have letters of recommendation from such and such people and that during a personal meeting you can demonstrate these letters.

What's better?It's hard to say for sure. Some employers believe more in personal contact with the recommender and are confident that the letter can be forged. Some people do not trust telephone calls, being sure that dummies can answer, but at the same time they trust letterheads. Thus, you can simply not guess for a single vacancy...

Design (font, style).

CV writing style:

· brevity;

· specificity;

· honesty.

Avoid using a pronoun I.

Make sure your resume is formatted in the same style.

Choose a style that is easy to read (large margins, not small font, sufficient space between lines, etc.).

2. The listing of management positions indicates fairly high ambitions, and perhaps the position of financial manager is considered as a “passing” or reserve position, in which the candidate does not plan to work for a long time.

3. It is not clear from the resume sample what professional experience the candidate has in the field of financial management.

4. It can be assumed that he worked in small companies, where, in addition to financial issues, he also resolved economic and organizational issues.

5. The candidate does not have a Moscow residence permit, which is important for many companies during the initial selection of candidates. It is at the initial stage, when a lot of resumes are received, that this criterion is decisive for many. However, if the candidate is a professional in his field, registration is often not remembered.

6. It is obvious from the resume that the candidate does not have basic specialized education.

This resume could look different (see option below).

Sample resume No. 2

Advantages of the new resume sample:

1. This is a single position, so there is no obvious reason to assume that the candidate is considering other positions.

2. In the “Education” section only information about professional education is left. The agricultural university is specifically indicated by an abbreviation in order to focus the employer’s attention on the specialty, and not on the profile of the educational institution.

3. The number of employees in the companies is indicated. A managerial position in a small company often corresponds in terms of the level of required qualifications and scope of tasks to a specialist position in a large company, and this is the position Sergey is applying for.

4. A more precise formulation of the position at the last place of work places emphasis on professional activities and allows one to move away from the interpretation of the position of deputy director as a manager responsible for a wide range of issues.

5. The dedicated section “Professional Experience” not only reveals in detail what you had to do, but may be of interest to those employers who are looking for an employee to perform a similar range of duties.

6. Salary indicated. This is exactly the salary of a financial manager in a large company. The given bar is realistic for Sergei and cuts off unattractive offers.

Websites to help you find a job

The sites are intended for users who would like to find a job on their own. The sites provide detailed information about all existing vacancies, indicating the details of all organizations with the help of which self-employment can be successful.

If you know the website address, you need to enter this address in the search bar. The website address on the Internet is always written in Latin characters. And clicking on E nter on the keyboard, you are taken to the page.

By typing a different address in the address bar, you will receive the contents of a different resource (another site).

If you do not know the names of sites that display vacancies, you can use a standard Internet search scheme; the most effective search will be based on a thematic query, we type -Kamensk-Uralsky vacancies. As a result, you will receive a list of found pages; select the information you are interested in based on the brief description.

Work in Kamensk-Uralsky and vacancies in Kamensk-Uralsky

Finding a job in Kamensk-Uralsky is not easy, since the city is small and finding a good and decent job is not so easy. Website work ru in Kamensk-Uralsky offers its clients an extensive database in which each person can choose a suitable vacancy or leave a resume. Work in Kamensk-Uralsky offers its customers only fresh and new vacancies in Kamensk-Uralsky, which will significantly save your time on job search.

The portal offers an extensive database for job searches completely free of charge. Look for work in Kamensk-Uralsky You can view vacancies, or leave your resume on the site. This is a more effective way to find a job, since not all employers post vacancies on the site. Some of them simply look through the resume database and select a potential employee for themselves.

Popular shots.

Superiob agency. ru found out which personnel are the most popular on the labor market.

Sales managers are the undisputed leader: 7.5% of the labor market needs them. Engineers took an honorable second place (their rating is 6%. Blue-collar workers have third place, and only 5.5%.

The “Salesperson” vacancy ranks 4th (almost 5% of employers are looking for them.

Unskilled workers (janitors, loaders) rose to fifth position (2.9%), ahead of accountants (2.6%) and sales representatives (2.5%)

Algorithm for finding a job using the Internet.

Job search in the Yandex search engine.

You need to go to the WORK catalog on the start page.

In the window that appears, select the required SUB-CURRICULUM (The numbers show the number of sites in the sub-category)

Or go to the sites in the WORK section. Here you can search for jobs using a database of resumes and vacancies in different cities of Russia and abroad.

If you are looking for a job in Kamensk-Uralsky, you need to go to the KAMENSK-URALSKY SITES catalog on the YANDEX start page. Select the WORK section and use one of the sites.

You can search for work in other search engines.

In the search engine RamblerThe search algorithm is similar. On the start page in the TOP 100 catalog, select the WORK section, where you will be offered a list of sites.

In the search engine GOOGLEon the start page, click the MORE button (at the top), then - ALL PRODUCTS - then select - CATALOG. Follow the links BUSINESS - WORK.

In the window that appears, you can search for sites by industry, by region, search for work, work on the network. In order to apply to any site, you must register.

For the applicant: requirements for future work

The list of requirements for future work presented by applicants is very diverse. Most job seekers first of all pay attention to the amount of remuneration offered by the employer. The basic requirements for future work also include wishes for the future position, schedule and place of work.

The requirements for a future position consist of the position name entered in the employee’s work book, the nature of the work and the employee’s functional responsibilities. Of course, the future position must correspond to the applicant’s profession and his career goals. If an applicant's education and previous professional experience align with their career goals, this will make it much easier for the applicant to find suitable job openings. But if the applicant decides to change his field of activity and profession, getting a job will be much more difficult. If, however, you want to try yourself in a new position, in this case it is recommended to first try to get a job as an assistant or assistant, having first studied the topic of interest in specialized courses or on your own. In addition, most likely at first you will have to give up your wishes regarding payment. And only after gaining sufficient experience will it be possible to demand from the employer an increase in remuneration for work or look for a new job with a higher salary.

For narrow and experienced specialists, the list of job responsibilities, independence in the implementation of labor functions, and prospects are very important career growth and professional development.

The formal job title must correspond to the actual job responsibilities, otherwise, when changing jobs, you will have to explain to the new employer the reasons for the discrepancies. In the latter case, letters of recommendation and oral recommendations from a previous place of work will help. Job seekers, as a rule, have a negative attitude towards the situation when the entry in the work book does not correspond or does not fully correspond to the functions they perform. The applicant’s consent to such a job may be due either to a difficult situation and an urgent need for income, or to favorable other working conditions offered by the employer.

Requirements for the schedule and location of work are, of course, very important. However, many job seekers are prepared for overtime, irregular working hours, inconvenient schedules, long travel times to work, or the need to travel to work by several modes of transport for the following reasons. Some are attracted by the salary offered, for which they agree to “overwork” or spend extra time on the road. Others - especially young professionals - strive for professional development, rapid mastery of a profession and career growth, for which they are also willing to work hard and travel far. Other reasons are also possible, for example, if there is no suitable job for him near the applicant’s place of residence.

Most applicants strive to work in stable large companies. This gives them confidence in the future. It should be remembered that in young, dynamically developing companies, employees often have much greater prospects for career growth and promotion, and in small companies - opportunities to expand their functional responsibilities and professional development.

Now about career prospects. It is important to decide whether you are planning career growth in this company or will look for a new job after working in the company for some time and gaining the experience you need. The problem is that not all vacant positions involve career growth or any movement within the company. For example, if an employer is looking for a secretary, he is unlikely to hire someone who is planning professional or career development, since this means that he will soon have to look for a new secretary. It should be remembered that some employers have a negative attitude towards the career ambitions of applicants.

The procedure for paying sick leave and vacations for employees in the organization.

Psychological climate in the team and corporate culture, working methods in the organization, and the communication style of employees are also factors that can influence the choice of place of work. However, it is usually possible to study these factors in detail only after working in the organization for a certain period of time. But evaluate age composition team, office clothing style, organization of workplaces, rhythm of work can be discussed even during the interview.

Most applicants have a negative attitude towards the multi-stage interview structure. They consider it inappropriate to come to the company for an interview several times. However, there are also advantages to the additional stages of the interview. The first impression of a company can be deceiving. Having arrived at the organization for the second time, the applicant can evaluate the company, its employees, the convenience of the office and other factors in a more balanced and detailed manner. At the second interview, he will be able to ask questions that fell out of his field of vision the first time. As a rule, the second interview is conducted not by the HR manager, but by a specialist holding a managerial position. It’s good if this is your immediate supervisor, since it is with him that you will work most closely and report to him.

We have provided a far from exhaustive list of applicants’ requirements for their future place of work. Each applicant's wishes for future work differ significantly from each other. Our recruitment agency was faced with situations where applicants for the same vacant position, who had similar education and work experience, presented diametrically opposed requirements for their future place of work. When selecting personnel, our recruitment agency takes into account both the employer’s requirements for the business qualities of applicants and the wishes of applicants for future work, since the conclusion of an employment contract and effective cooperation are impossible without taking into account the interests of both parties to the labor relationship.

LIST OF REQUIREMENTS FOR A CANDIDATE

A job qualification sheet (sometimes called an employment qualification sheet, personnel requirements, or job specification) defines what education, training, qualifications, professional experience, and competencies/competencies are required of an employee to fill a particular position.

Requirements for the candidate can be stated as follows:

Technical competencies are what an employee needs to know and be able to do to perform their role, including any required special abilities or skills;

Behavioral and Attitudinal Requirements - the types of behavior required for an individual to perform successfully in a role will be linked to the organization's core values ​​and core competency framework - this will ensure that the people selected are compatible with the organization's culture. However, role-specific information is also necessary; it is collected based on an analysis of the characteristics of current employees who are successfully coping with their role. By determining the requirements for behavior, it is possible to isolate information about the necessary attitudes, i.e., about what kind of attitudes are most likely to lead to the required behavior and successful performance of work;

Qualification and additional training – working, technical or humanitarian specialty or additional professional training that the candidate must have;

Professional experience – particularly categories of work or organizations; the types of achievements and activities that are likely to lead to future success;

Requirements related to the specifics of the job - achievements in some specific areas of activity are expected from the employee, for example, the development of new markets, increasing sales or introducing new systems;

Organizational fit – corporate culture (for example, formal or informal) and the candidate’s ability to work within it;

Special requirements – business trips, evening and night work, traveling, etc.;

Satisfying Candidate Expectations - The extent to which the organization can meet the candidate's expectations regarding career opportunities, skill development, job stability, etc.

Requirements for the candidate's behavior and attitudes are the basis of the structured interview (see Chapter 28). According to Competence and Emotional Intelligence(2004), Brittania Building Society(British Building Society) hires people based primarily on the candidate's attitudes, his skills and abilities come second. The development of this process included mapping the Society's values ​​and core competencies, identifying those competency-based questions to ask the candidate, identifying the typical types of answers the candidate might give and their relationship to the organization's values.

The role profile (Chapter 12) sets out the expectations and competency requirements that can be used to guide interviews (competency-based recruitment is discussed in more detail below). However, more information is likely required to give candidates a full understanding of the terms, conditions and prospects for career advancement. An example of candidate requirements is shown in Fig. 27.1.

FIGURE 27.1

List of requirements for HR department employee

The biggest danger that needs to be avoided at this stage is overestimating the requirements for competencies and qualifications. It's natural to strive to be the best, but setting an unrealistically high standard for candidates will make it difficult to attract them and lead to dissatisfaction when they find that their abilities are not needed. Underestimating requirements can be just as dangerous, but it happens much less frequently. It is best to distinguish between mandatory and desirable requirements.

Once the requirements are established, they should be categorized into appropriate sections. It can be done different ways. The simplest approach is to list and highlight the mandatory and desirable requirements in key sections: competencies, qualifications and additional training, professional experience. Additional information may be provided regarding job-specific requirements. Of course, in a separate paragraph it is necessary to explain in detail the working conditions.

Alternatively, one of the traditional classification systems can be used. The best known are the scheme developed by Roger (1952), which includes seven sections, and the classification system created by D. Munro-Fraser (1954), which consists of five sections.

This text is an introductory fragment. From the book Finance and Credit author Shevchuk Denis Alexandrovich

100. Priority for satisfaction of creditors' claims. Out of turn, legal costs, expenses associated with the payment of remuneration to arbitration managers, current utility and operating payments of the debtor are covered, and claims are also satisfied

From the book The Stock Exchange Game [Make Millions by Playing with Numbers] by Jones Ryan

THE ROLE OF MARGIN REQUIREMENTS Margin requirements are simply the amount of funds required as collateral to complete a trade, usually done in futures trading or writing options. The requirements are set by the exchanges,

From the book Accounting and taxation from creation to liquidation of an organization author Krasova Olga Sergeevna

3.4 Satisfying the claims of creditors After the interim liquidation balance sheet has been approved and agreed upon with the registration authority, you can begin to repay debts. The liquidation commission appointed to carry out the liquidation of the organization is obliged

From the book Imputation and Simplification 2008-2009 author Sergeeva Tatyana Yurievna

3.2. Compliance with requirements and restrictions when switching to the simplified taxation system If you decide to switch to the simplified system, you need to check whether an organization or individual entrepreneur has the right to apply a simplified taxation system, because this special regime is not suitable

From the book Handbook on Internal Audit. Risks and business processes author Kryshkin Oleg

Compliance with the requirements of labor legislation Almost throughout the entire “Human Resources Management” process, it is necessary to take into account the requirements of Russian legislation. In principle, a process audit can be based solely on checking compliance

From the book Management accounts receivable author Brunhild Svetlana Gennadievna

Legality of requirements. Psychology of the Lender It is known that almost every buyer, trying to convince him of the need to pay, is asked, persuaded, admonished, shamed, and scared. The study of the client and the reasons for his delays is characterized by the questions: “Why don’t you pay?”

From the book Map and Territory. Risk, human nature and forecasting problems by Alan Greenspan

author Armstrong Michael

DETERMINING REQUIREMENTS How many and what categories of workers are required should be determined in a hiring program based on the human resource management plan. In addition, there may be a need for temporary workers or new

From the book The Practice of Human Resource Management author Armstrong Michael

INTERVIEW PLANNED IN ACCORDANCE WITH THE LIST OF REQUIREMENTS FOR A CANDIDATE The list of requirements for a candidate described in Chapter. 27, is a good basis for a structured interview. The goal is to obtain information on each of the main points in order to

From the book The Practice of Human Resource Management author Armstrong Michael

DEFINITION OF ROLE REQUIREMENTS The foundation of performance management is the role profile, which defines the role in terms of expected key results, what the person performing the role is expected to know and be able to do (competence), and how he

From the book Project Management from A to Z by Richard Newton

Gathering requirements Before starting a project, you definitely need to know what result (product) you want to get. And sometimes this product needs to be described in the most careful way. In other words, you need to know what requirements the customer places on the product. Full set

From the book Sales Department Management author Petrov Konstantin Nikolaevich

Analyzing Candidate Requirements Formulating the requirements that an applicant must meet to be successful in a particular sales position is the most difficult part of the sales recruiting process. Sales Manager or

From the book The Velvet Revolution in Advertising author Zimen Sergio

by Ed Sullivan

Formulating Requirements Once the overall vision for the project has been established and an understanding of the user problems has been achieved, it is time to move on to defining the requirements. How to formulate requirements, how detailed should the wording be and how not to miss anything? General and

From the book Time is money. Creating a Software Development Team by Ed Sullivan

Requirements Analysis When requirements are formulated but not yet approved, it is reasonable to analyze them as a whole and each separately. The requirements for a new program must be selected very carefully. Many people simply take a list of requirements without analyzing it from the point of view

From the book Time is money. Creating a Software Development Team by Ed Sullivan

Statement of Requirements Many people mistakenly believe that once they have formulated the requirements, they are ready to assign tasks and plan the project. This is wrong. Two more important steps need to be taken: conduct a technical examination of the main risk factors associated with

The requirements for a candidate for the position of sales manager depend on what exactly he will be doing. First, decide who you are looking for - a manager for cold calls, a manager who sells to warm leads, or an account manager. The requirements, the profile of the potential employee, and interview questions depend on this. Recruiting staff for cold calling is fundamentally different from recruiting for an account position, for example. If you are looking for a generalist, be prepared for the fact that finding a good candidate will be difficult.

The main qualities of any sales manager are adequacy, a sober assessment of one’s own abilities, a desire to develop, and, of course, high motivation. Such an employee should always be “a little hungry” for a monetary reward. A person with a good financial situation (passive income or parents) will not move mountains properly.

Hiring cold calling manager- quite a simple matter. No special skills or talents are needed here:

• courage (it’s not so easy to start a conversation with a stranger);
• resistance to stress and failure;
• efficiency and high motivation to work;
• clear diction and pleasant voice;
• the ability to hear the client and “read” his needs.

Cold calling sales teams often have high turnover. This is fine. Don’t try to find a person for the next 10 years; they often grow out of this position in 2-3 years.

For the seller of the second stage of sales We highlight other characteristics:

• knowledge of sales techniques;
• knowledge of ways to deal with objections;
• excellent product knowledge;
• responsibility and punctuality (set a task - complete the task);
• ability to negotiate and resolve conflicts.

The professional qualities of a warm lead sales manager must be very high; you need a real expert. It is important.

The account manager needs:

• Friendliness and ability to maintain contact with the client;
• indifference to the result that the client will receive;
• responsibility;
• ability to plan things and keep documents in order;
• punctuality.

L The personal qualities of a sales account manager are different from others. This should be a friend to the client, not an aggressive salesman.

For universal fighters priority needs to be determined. What is the most important thing an employee will do? And proceed from your business process. It is most effective to assign a manager to a particular group based on the results of the interview. Ask questions, both direct and indirect. For example, to test courage, you can offer to make the first call right at the interview. And concern for the result can be checked by asking about the situation in which the candidate showed this quality.

We have analyzed the main qualities of a sales manager. We recommend that after the interview, you go through the list to see how well the applicant fits the requirements.
Don't forget to take into account the specifics of your company.

Excellent applicants and successful team!

Webinars and events:

Free course “Head of Cold Sales Department”

Take an online course on cold calling from the Skorozvon service and receive a personalized certificate.

Free webinar “How to increase sales by 2-3 times”

On October 10, Dilara Muzafarova will tell you how to build a sales pipeline using cold calls. You will receive a step-by-step action program.

• Manager separation
• Portraits of managers
• Employee search
• How to write scripts
• Call and conversion databases
• Control and efficiency

The employer describes the desired requirements for the candidate. Typically, such requirements are requirements for experience, skills, education and personal qualities. But what are the features? What is meant by such formulations?

What do they require?

The employer's requirements always relate to experience, skills and education. Often employers want to know the personal qualities of a candidate.

The more specific and detailed the requirements are described in the vacancy announcement, the easier it is for the candidate to decide whether it is worth applying for it. If the text is detailed, then we can mentally give the company a big plus, since the employer makes it clear to the candidate what is required from a specialist for the proposed position. In a good text, these formulations will be stated clearly and clearly, there will be no vague phrases. This means that the employer clearly understands what kind of employee he needs.

But often the information given is vague and unclear, which needs to be collected bit by bit. An advertisement that contains a minimum amount of information, while at the same time for a high salary is sign of scammers. Remember that the employer will not pay high wages for duties like this: Flexible hours. Work with people. The age limit is also indicated - from 18 to 50 years, for wages in the amount of 13 to 60 thousand. And the candidates’ education indicates “secondary specialized, higher, incomplete higher.” This is out of the question.

Experience Requirement

Professional experience is usually indicated in years. Typical requirements are 1-3 years of work, in a certain specialty it can be 3-5 years.

But sometimes you can find vacancies where the employer requires at least 6 years of work experience, and sometimes more; the position may be an ordinary one. In this case, two reasons for such formulations can be distinguished:

1. This may indicate peculiar ideas of the employer;
2. Or the employer wants to hire a professional employee, but does not know how to formulate the requirements correctly.

If in an advertisement for a vacancy in the requirements column you see “required”, “strictly required” and so on, then you should not waste time on such a vacancy if you know that you are not 100% suitable. In this case, you will simply waste time and effort, and no one will invite you to an interview. So focus on jobs that suit you.

If an employer describes some requirement with the word “desirable,” then without such experience, you can safely send your resume there. This means that the company will consider all candidates, but will prioritize those who have this desired experience. However, even if there are such skills that the employer needs, it is not a fact that such a candidate will be hired, he simply may not be suitable in other respects.

It is important for everyone to remember that every year of work, gaining experience and skills has its own value in the labor market. Every employer understands this and will not write unnecessary requirements. If the employer wants to get the maximum for the company by paying the minimum, then such work should be refused, or negotiated for a higher salary.

Education Requirements

The type of education most often is specified in a vacancy announcement. This is understandable, because the employer wants to make sure that the applicant has a sufficient level of training and understands his professional field.

In rare cases, the employer indicates a specific university from which the candidate must graduate. The reasons for a particular university may be different, but if you are interested in a vacancy, you should think about how to more advantageously present your merits and experience so that the university you graduated from is not conspicuous. The easiest way is to focus on your professional achievements so that they are immediately noticeable.

Skill Requirements

This column contains the most important information, thanks to which the employee will understand what he will do in this organization. Some advertisements describe requirements for the candidate's professional skills. These skills must be matched to the position title and salary offered. The candidate and the employer have different ideas about the work of a professional. Therefore, it is necessary to clarify all the nuances in advance to avoid problems in the future.

Requirements for personal qualities

Here the employer describes his ideal candidate. "Responsible, sociable, trainable, interested in development." However, behind the same words, different employers see different reality, in fact, just like candidates.

To make your life easier, you can skip the column with personal qualities. The main thing for a candidate is to tune in successful completion interviews, and the employer will look at your personal qualities when you meet.

However, some phrases should alert the candidate. For example, “working under stress.” You should have a lot of questions about this. What kind of stress does the employer imply? How often will you have to work in such conditions? And so on..

“Highly trainable” - the employer knows that the candidate will have to learn new skills and gain new knowledge. This may be an advantage of the position, but are you ready to master what the employer will offer? It is necessary to clarify what exactly we are talking about.

“Energetic” means that the load will be serious and that you will have to make every effort.

Of course, the vacancy announcement does not end with the requirements for the candidate; the most interesting part comes next, the working conditions. We'll talk about this another time!

Good luck with your employment!

In conditions of market competition, the quality of personnel has become the most important factor determining survival and economic situation Russian organizations. Currently, we have switched to active methods of searching and recruiting personnel, trying to attract into the organization as many applicants as possible who meet the requirements, and the selection procedure itself is being improved. In the past, it was not uncommon for a manager to select an employee without the help of human resources services. He relied on his intuition and experience, as well as recommendations from his previous place of work. Frequent mistakes led to the dismissal of an employee and his replacement with a new one. In modern conditions, such an approach is becoming not only ineffective from the point of view of meeting the needs for qualified labor, but also simply expensive.

HR professionals have long felt the need for more robust and reliable procedures. Increasing the efficiency and reliability of selection is associated with consistent verification of business and personal qualities candidate, based on complementary methods of identifying them and sources of information. A stage-by-stage selection of candidates is carried out, eliminating those candidates who clearly do not meet the requirements. At the same time, whenever possible, an objective assessment of the candidate’s actual knowledge and the degree of mastery of the necessary production skills is used. In this way, a complex multi-stage system for selecting human resources is formed. US experience has shown that interview methods have become widespread (4/5 firms): 2/3 of firms made inquiries and "/3 used the services of specialized assessment centers.

The following stages of filling a vacant position of a specialist or manager are distinguished:

development of job requirements; as a result, further searches are limited to applicants who have the necessary qualifications for the position;

wide search for applicants; the goal is to attract as many candidates as possible who meet the minimum requirements to participate in the competition;

screening of applicants using a number of formal methods in order to weed out the worst, which is carried out by the personnel service;

selection for a position from among several best candidates; usually carried out by the manager, taking into account the conclusion of personnel services and data from various inspections and tests.

Line managers and functional services participate in the selection process. These services are staffed by professional psychologists and use the most modern selection methods.

The immediate manager (sometimes a wider circle of managers) participates in the selection at the initial and final stages. He has the final say in establishing the requirements for the position and selecting a specific employee from among those selected by the personnel service.

The hiring of an employee is preceded by a clear understanding of the functions that he will perform, tasks and job responsibilities, rights and interactions in the organization. Based on pre-formulated requirements, suitable people are selected for a specific position, and great importance is attached to the compliance of the qualities of applicants with the requirements.

In this respect, the "personnel selection philosophy" of American firms differs from that of the modern Japanese management system. In a sense, in Japanese firms, “the organization is adapted to the person.” When selecting workers, to a lesser extent than in the United States, attention is paid to the specialized knowledge, skills and practical experience necessary for immediate entry into a position, focusing on personal potential and the quality of education. This is explained by the fact that a Japanese worker or employee is accepted into an organization, as a rule, for a very long period of time. Even graduates of the best universities in Japan are initially enrolled in ordinary positions. Special training in terms of acquiring specific production skills and experience takes place at the company itself. Selection for senior and middle management is also carried out primarily from the company's employees and taking into account the principle of seniority. The entire HR system in large companies is adapted to lifelong employment. Despite all the promise of the Japanese model, it is obvious that, with rare exceptions, it cannot be recommended and implemented at the current stage of economic activity of Russian organizations.

In the practice of work of managers with personnel, there are four basic schemes for filling positions: replacement by experienced managers and specialists selected outside the organization; replacement by young specialists and university graduates; promotion to a higher position “from within”, aimed at filling the existing vacancy, as well as a combination of promotion with rotation as part of the preparation of the “reserve of managers”.

When selecting managers for positions, they proceed from the need to find candidates who best meet all the requirements. Organizations today are making serious efforts to develop their own staff, improve their skills and provide practical training to take on greater responsibilities. At the same time, there may be a shortage of qualified candidates in the organization. In all cases (including Good work with “reserve”) it is considered necessary to fill positions of managers and specialists on a competitive basis, i.e. with consideration of several candidates for the position, preferably with the participation of external candidates.

When selecting for a position from among the organization’s employees, it is important to keep in mind that the assessment of employee performance does not provide complete information about the employee’s capabilities when promoted to a higher position or transferred to some other position. Many employees lose effectiveness when moving from one level to another or from a functional job to a line manager position, and vice versa. The transition from work with homogeneous functions to work with heterogeneous functions, from work limited mainly by internal relationships to work with numerous external relationships - all these movements involve critical changes that weaken the value of performance evaluation results as an indicator of future success.

In American practice, it is recognized that correct personnel decisions cannot be found until the requirements for the position are so well defined that individual candidates can be measured against established standards.

When determining the requirements for candidates for management positions in American companies, they are based on rules that can be formulated as follows.

Every choice of an official is an inevitable compromise - even the best employees have weaknesses; the key to selection should be a clear understanding of which qualities are truly necessary for a given position, and which can be neglected if necessary.

Different combinations of qualities can be equivalent for performing a position.

Managers and specialists should pay attention to a common mistake and, when setting requirements for a position, make a clear distinction between the qualities that must be possessed before entering a job, and those that can be acquired after admission. Should not be introduced unless additional qualification requirements are necessary. For a position for which there are few applicants, this is especially undesirable. In such cases, the requirements for the position must be limited to qualities, in the absence of which the candidate will not be able to perform the job.

Increasing quality requirements may affect the underestimation of the employee’s overall potential and the qualifications that will be in demand in the future.

A clear definition of the requirements for the position should remove the inevitable subjectivity of assessments.

The greater the number (within reasonable limits) of candidates considered for each position, the greater the likelihood that the selection will produce positive results; the fewer candidates, the more likely it is that serious compromises will have to be made on a number of important qualities.

When determining the qualification requirements for a position that is part of senior management or another management team, you can try to compensate for the individual weaknesses of this team, due to the professional and personal characteristics of its members, by formulating appropriate additional requirements for the candidate. Research shows that the climate of the organization and the personalities of other management members also determine the specific traits required by candidates for the position.

The selection of candidates for the vacant position of manager or management specialist is made from among the applicants for this position by assessing the business qualities of the candidates. In this case, special techniques are used that take into account the system of business and personal characteristics, covering the following groups of qualities: 1) social and civic maturity; 2) attitude towards work; 3) level of knowledge and work experience; 4) organizational skills; 5) ability to work with people; 6) ability to work with documents and information; 7) the ability to make and implement decisions in a timely manner; 8) the ability to see and support the cutting edge; 9) moral and ethical character traits.

The first group includes the following qualities: the ability to subordinate personal interests to public ones; the ability to listen to criticism and be self-critical; actively participate in social activities; have a high level of political literacy.

The second group covers the following qualities: a sense of personal responsibility for the assigned task; sensitive and attentive attitude towards people; hard work; personal discipline and demands for others to maintain discipline: the level of work aesthetics.

The third group includes such qualities as having qualifications corresponding to the position held; knowledge of the objective fundamentals of production management; knowledge of advanced leadership methods; work experience in this organization (including in a managerial position).

The fourth group includes the following qualities: the ability to organize a management system; ability to organize your work; knowledge of advanced management methods; ability to conduct business meetings; the ability to self-assess one’s capabilities and one’s work; the ability to evaluate the capabilities and work of others.

The fifth group includes the following qualities: the ability to work with subordinates; ability to work with managers of different organizations; ability to create a cohesive team; ability to select, arrange and secure shots.

The sixth group includes such qualities as the ability to briefly and clearly formulate goals; ability to compose business letters, orders, instructions; the ability to clearly formulate instructions and issue tasks; knowledge of the capabilities of modern management technology and the ability to use it in one’s work; ability to read documents.

The seventh group is represented by the following qualities: the ability to make timely decisions; ability to ensure control over the implementation of decisions; ability to quickly navigate in complex environments; ability to resolve conflict situations; ability to maintain mental hygiene, self-control; self confidence.

The eighth group unites such qualities as the ability to see new things; ability to recognize and support innovators, enthusiasts and innovators; the ability to recognize and neutralize skeptics, conservatives, retrogrades and adventurers: initiative; courage and determination in maintaining and implementing innovations; courage and ability to take reasonable risks.

The ninth group includes: honesty, conscientiousness, decency, integrity, poise, self-control, politeness, perseverance, sociability, charm, modesty, simplicity; neatness and neatness of appearance; good health.

In each specific case, those positions that are most important for a particular position and organization are selected from this list (with the help of experts), and specific qualities that an applicant for this particular position must have are added to them. When selecting the most important qualities to determine the requirements for candidates for a particular position, one should distinguish between the qualities that are necessary when entering a job, and the qualities that can be acquired quickly enough, having become accustomed to the work after being appointed to the position.

After this, experts work to determine the presence of qualities in candidates for a vacant position and the degree to which each candidate possesses them for each quality. The candidate who most fully possesses all the necessary vacant position qualities, holds this position. An example of assessing the business and personal qualities of managers is given in Table. 6.3.

When selecting candidates for the vacant position of HR manager, special methods are used (assessment and selection methods are given in Table 6.4).

Personnel selection in organizations is carried out by personnel department employees (HR managers). The functions of HR managers include:

selection of selection criteria;

approval of selection criteria;

selection conversation;

work with applications and questionnaires based on biographical data;

conversation about hiring;

conducting tests;

final selection decision.

In order to correctly determine the selection criteria, it is necessary to clearly formulate the employee qualities necessary for the relevant type of activity. The criteria should be formed so that they comprehensively characterize the employee: experience, health and personal characteristics. “Reference” levels of requirements for each criterion are developed based on the characteristics of employees already working in the organization who cope well with their responsibilities .

Sociogram of the head of the production department A.S. Ivanova

Methods of personnel assessment and selection

Legend

++ (most effective method); + (often used method).

Most employers select workers based on the education they have received. Given equal factors, employers prefer more education to less. However, these characteristics must be linked to success at work, and the criteria for education must certainly be compared with the requirements of the work performed. The employer must examine the duration and content of education and its relevance to the job in question.

Practical experience is the most important criterion for a worker’s skill level. Therefore, most employers prefer to hire workers with experience. One way to measure experience in an organization is to establish seniority, which reflects the time during which a person has worked in that organization. Work experience is measured in various ways: total time worked in a given organization, time worked in a certain position, etc.

There are many types of work that require certain physical qualities from the performer, usually reduced to endurance, strength, and health. To this end, the physical and medical characteristics of successful workers should be identified and used as criteria, but only when all or most of the workers meet them.

One of the most important personal characteristics of an employee is his social status. A family-owned, sedate worker is capable of higher-quality work than a bachelor. The second important personal characteristic of the applicant is his age. Any specific criterion for selecting employees based on age should be carefully examined in relation to successful employees employed in the organization. Workers who are too young or too old must be subject to scrupulous selection.

Let us give an example of the formulation of requirements for a candidate to fill a vacant position by an employer .