Nontraditional methods of recruitment

Unconventional methods of recruitment today resorted more and more employers. We have tried to make the rating applied and promoted in the Russian labor market, employees of non-traditional recruitment methods.

First place in popularity is the method of stress interview. Yet it is sometimes called shock that better reflects the essence of the approach. The purpose of the stress interview - to determine the stress levels of the candidate. Accordingly, the need for its use can be justified in the selection of employees for certain positions: cashiers, tellers at banks, firefighters, police officers, and even experts in personnel (our profession and dangerous, and difficult at all, no less than the work of police officers). To identify stress candidate for it creates stressful conditions and watch how it will respond to them. The most interesting - eyewitness accounts, passed through the stress interview, which today is replete with the Internet! Among them, I was not able to meet any positive, people express outrage,

Judge for yourself. Standard stress scenario assumes an interview:

 being late for an interview the employer's representative at the time of an hour or more;

 of showing disregard for merit, degree, rank, education of the applicant, "Well, what if you are from the Moscow State University, we even out the cleaning lady";

 loss of resume of the candidate;

 creating uncomfortable conditions: podpilennaya chair leg too high chair, a bright light in his eyes, placing the applicant in the middle of the circle, on the circumference of which sit representatives of the employer;

 asking impolite questions: "Why are you in my 27 years have not yet married, men are afraid of?";

 unexpected actions on the part of the recruiter: throwing the handle in the face.

Strange, of course, that someone after such questions would agree to work for us. Although, of course, the master of the stress interview is advised after such honestly staff to "torture". But as a rule, the situation has changed this recognition can not.

There are also very interesting cases. For example, in one of the US companies have decided to apply stress interview en masse. We invited several candidates that have passed the first two stages of an interview at the company party. After watching a movie on the life of candidates they said: "Our corporate Dance - Macarena. Therefore, those who know how to dance this dance, in line with our values. "It is logical that after that all the candidates were asked to perform the dance. Who as a result have taken the vacant position, it remains unknown, but the story of the Macarena and the company, which it loves, is now known all over the country.

From the same party and the story of the selection of flight attendants for a Scandinavian company. There soiskatelnits offered portray as playing water polo hippos. Not everyone agreed to enter into the role of a hippopotamus, but probably recruiters enjoy the spectacle, but now is not all dare to come for an interview at the company.

From less harmless receptions - proposal of the Secretary to remove shoes. Likely to test the cleanliness. Maybe so determine who the owner of the house will be, because as says the popular belief, if the second toe is longer than the other, the woman will dominate. And not all chiefs, probably this situation to your liking. Although, as we told the participants of a training - chief doctor of a Moscow clinic - check the cleanliness of the tradition, and at the same time and stress of candidates in a Russian hospital took place even in the nineteenth century. Then, at the Botkin Hospital in the selection position to the nurse or the nurse, the young ladies were asked to take off his pants sorry. They say that was a very reliable method of selecting good nurses.

The next place in our ranking is occupied t. N. brainteaser-interview (literally, interviews, tickling the brain). Particularly fond of this method is the Russian representative office of foreign companies. The essence of the method is that the candidates should answer the question or solve intricate logical task. The purpose of such a non-standard method - check analytical thinking and creative abilities of the applicant. Accordingly, the target audience for Brainteaser-interview - knowledge workers and creative people, including programmers, advertising managers, auditors, consultants. However, according to eyewitnesses and employers do not stop using this method in the selection of engineers, machine operators and even workers.

The most popular method has brought the company Microsoft, whose leaders are not only committed to the method, but also the authors of many commonly used questions. So, for example, have a corporate legend that one of the company's CEO, walking down the street, came up with a question: "Why are manhole covers round?". And not only invented, but also successfully used in many interviews.

In third place in our ranking selection method based on physiognomy. One of the apologists of this method in our country is VV Maleshin, who has over 20 years of applying this method in their practice of recruiting the staff, leads seminars and publishes articles. The very physiognomy as a science counts back to the XVIII century, when it was published the first detailed work on physiognomy - four-volume "Physiognomic fragments" Johann Gaspard Lavater (1775 - 1778), although the methods of determining the character of a man by his appearance existed in ancient Babylon. In our opinion, the use of physiognomy is justified only if the extensive practical experience of its use and special care when issuing recommendations. Physiognomy should not be the only method for the selection of the candidate, it is suitable rather as an auxiliary method,

Imagine a similar situation, you spend the selection of candidates for the position of chief accountant. And then came the moment of decision, the director wondered whom finally can sit at a table littered with statements and make responsible for this whole mess in the company's accounting. You are being called on the carpet and asking a fair question: "Well, who is." And you call the name, citing the variety of the fact that the candidate smooth lips, nails are made up neatly proportional face, large eyes, and a nose the correct form. How do you think the director will say, but if you do not say, I thought?

Fourth place on the pedestal of non-traditional methods of selection firmly holds Socionics - a science (dare we say it), to study the process of processing information from the outside world human psyche.

According socionical human psyche concepts it can be represented as 16 possible options perception and processing information that corresponds to a particular type of information metabolism (abbreviated TIM) or sotsiotip.

Carl Gustav Jung in his theory of psychological types of people divided into two groups according to various criteria. Ausra Augustinavichiute researched his idea about the difference of psychological types (typology), connect it to the methods of psychoanalysis Sigmund Freud and Jung introduced a little changed name to more modern concepts. As a result of this Socionics it is based on concepts such as logic and ethics, intuition and sensation, extroversion and introversion, rationality and irrationality, called mental functions. For a clearer picture of the signs of their symbolic images have been introduced, of which formed a kind of information models, folding functions in various combinations. Total number of such combinations may be 16, each of them has its own style.

Each type in socionics were named on the basis of what kind of a famous person or character is most similar to the representative of the TIM in its behavior. Abbreviated name of the type represented in the form of three letters corresponding to the socionic featured in the model type. So, there was a division of people into Stirlitz Gabin, Robespierre, and so on. N.

People belonging to the same Tim, show quite typical behavior in a given context, in making certain decisions, as well as guided by the same motives in solving certain problems. Socionics Methods, emerged at the intersection of psychology and informatics allow to obtain forecasts of behavior of a person and its interaction with representatives of certain other types. Accordingly, for each type, you can make its recommendations in the field of vocational interaction, as well as in the area of ​​personal interest.

The main procedure based on the selection of socionics is socionic typing or otherwise determining socionic type of employee. Some experts call this procedure socioanalysis. There are several ways people typing: testing of various tests, interviews, observation of the behavior and physiognomy.

For sotsionicheskogo testing using such tests as known questionnaire MBTI, Bunce test and others. There is a test version, which uses estimation semantic differential, ie. E. Text or story typeable based on the use of words, phrases, handwriting and storyline concludes about a particular sotsiotip. It should be noted that the typing of the tests does not always give an accurate picture. The reliability of this method can be described as 50/50.

Observing the behavior based on an assessment of the nature of gestures and movements. For example, a sharp impulsive motion characteristic of intuitov. Sensory like to take all the space around them and, as a rule, safely placed in an unfamiliar environment. For a more accurate diagnosis of the type required a certain experience, observation and attention from tipiruyut specialist. This method is much more likely to be used as an auxiliary, rather than as a panacea.

For use in the diagnosis method socionical physiognomy tipiruyut needs a lot of experience, as he must know what are the features of the face and facial expressions are typical for representatives of various sociotypes. To date, it has accumulated statistics facial images and video, but this method is not stoprotsenten.

interview method allows you to more accurately determine the personality type of employees. During the interview, he asked a series of questions aimed at identifying the type of information metabolism functions in the model. A set of questions depends on the preferences of experts. Among them are such as "Do you like to cook?", "Do you often late for work?" And others. The method of interview is quite subjective, and its effectiveness depends on the social type of the specialist conducting the diagnosis, and from his experience.

There is another method of diagnosing socionical - call it comparative that is based on a comparison of the behavior of the employee types described in the literature.

The most effective is rightly considered the combination of all these methods. Another option allows to make a more reliable identification of the type is to conduct a typing process shared by multiple people, complementary type.

Socionic typing can be learned, both individually and in special courses. Therefore, this method every year becomes more and more known to a wide circle of specialists.

What is the use of socionics in recruitment: 1) the selection of people best suited to carry out this kind of work (which guarantees a love for work, because when a person does what he likes, and the efficiency of labor it becomes higher), 2) the selection of people who are close values ​​of the company, and 3) the selection of people who are well fit into the team, 4) the selection of people who are satisfied with the motivation policies used in the company.

As for the experience of the application of this method in practice, then I must confess that I am his supporter. It should be noted that the applicants refer to the socionic interviews or tests positive, especially when, after passing the interview, he offered his own description of the type and talk in detail about socionics, make recommendations. The interview itself takes less than 30 minutes and involves a number of issues, which are also used in the traditional job interview, for example, in the biographical interviews (Who do you dream of becoming when I finish school? Steel? Why?). They may be completely unrelated to work, but it does not carry any intimate orientation (for example, please describe the resort beach where you have recently had a rest). But knowing sotsiotip received by the candidate, one can predict its behavior in work situations, relations in the team, to find out "where he has to motivate the button." In 90% of 100% is triggered. The remaining 10% we refer to errors in typing candidates.

However, the main thing is - do not forget that the personality of each person affected by his upbringing and environment. Therefore, to talk about one hundred percent matching description sociotypes human person, and even more so that a certain type of person will never be able to perform well in a particular job than sinning, many experts sotsionike impossible. But to say the coincidence of 80% in most cases, we can in full confidence.

Therefore, the efficiency of socionics in the selection of personnel can be guaranteed no more than 80%. And of course, socionic typing should not be a major in the selection. It should be used in conjunction with a variety of traditional staff selection methods.

On fifth place we put graphology. While talking about graphology as a non-traditional method of recruitment is probably not quite true, since, for example, in France, graphology is quite formal tool for the selection of candidates, especially in the state structures. However, the effectiveness of the conclusions on the basis of graphology is still a contentious issue. No studies with confidence and 100% proving the relationship between a person's handwriting with the traits of his personality, although a certain connection, of course, is the place to be. In our country, graphology is infrequent, perhaps because of the interpretation of the results difficult, and perhaps because of the lack of specific training programs.

In sixth place in our ranking - horoscopes and all that is connected with them. Particularly popular horoscope, acquired in the period of perestroika, when the craze previously closed astrological forecasts. Then, perhaps, only lazy did not try to determine their compatibility with your friends, family members, business partners. I must say that now the popularity of horoscopes in business has become less, but there are still adherents of this method of selection of personnel and solve problems on the basis of how the stars will tell. The author had the opportunity personally to work in a company where the employee at the reception CEO was based on the formula of the soul the place and date of birth of the applicant. My formula indicated for example, on outstanding logical abilities that have great players. But I myself play chess do not know, and suppose now that chess genius died in me. Although this is what I do not regret, t. To. The profession and HR-I am attracted to a greater extent. Based on how the work adopted on this basis the staff, I can say with confidence that the labor efficiency, this had nothing to do.

In the penultimate place is the method of selection by name, as well as the combination of name, surname and patronymic of the applicant. Method based on the long-known phrase Captain Vrungel: "As the ship name, so you have it will float." Advocate of this method in the masses is Higir B., who conducted a study on the topic "What name is better suited to a particular profession." There is nothing surprising in the fact that among accountants (who according to the 2006 occupied the top of the ratings sought after positions in Russia) are the nicest owners named Natalia (which according to Turkish men is the most common among Russian women). Eventually becomes a shame and a proper name. Although if you follow the logic of B. Higir (which my name does not appear), I probably would have to work for the divine Olympus.

And finally, the last place of honor takes a method of determining a person's character by fingerprints, and thus the selection method for the same prints. There is a book dedicated to this method, which is also written by B. Higir. Although the method is not new. A few years ago had a chance to even read a study by researchers on the subject. The results of his I found interesting and I analyzed the prints of his acquaintances. Frankly, the results were not encouraging. According to scientists, the method makes it possible to determine the factor of intelligence: the more frizzy curls are human fingers, the more his intellectual abilities, and vice versa. In addition, I can hardly imagine the procedure of taking fingerprints from applicants. Although you never know, maybe when the prints will be an integral part of the passport of a Russian citizen,

So, as we see, among the methods considered is no one hundred percent guarantee loyalty to the choice of the candidate. However, no such precision and conventional selection techniques. Perhaps this explains the growing popularity of these methods, because if there is no one single right way, you can try all of a sudden fit?