Современные тенденции в процессе подбора персонала

The article deals with applicability of a well-structured process of staff recruitment for organizations. The authors took as a basis the stages of recruitment developed by M. Armstrong. The authors described the main characteristics of the stages, highlighted the typical problems of the stages in the present-day practice and gave recommendations for their overcoming. At the stage of defining demands it is necessary to develop "working" efficient models of competencies, which is possible only with the use of well-proven methodological approaches and the technology compliance. At the stage of head hunting it is important to use both traditional methods of search for employees and more modern tools such as social media. For this purpose, regardless of the choice of recruitment channel, it is important to position the organization/vacancy correctly in order to increase the response from "our", suitable candidates. At the stage of selection the employer measures the candidates and makes decisions. The article studies the most popular methods for evaluating candidates at the "entrance" to the company. They are interviews, testing and assessment center. The authors consider that companies sometimes underestimate the possibility of the interview method as well as overestimate psychodiagnostic methods for a number of tasks. The authors believe that specialist capacity building in the field of human resource management will help to deal with the problems.