How to understand the first month to start work. Entry into force of the employment contract and entry to work. What are speech errors?

One of the important and key points when applying for a job is filling out a special form, or questionnaire. Oddly enough, but this process can sometimes be quite complicated for the reason that the applicant does not always understand what specific answers to the questions in the application form when applying for a job should be in order to increase their chances of getting into the desired position.

Pass the "exam"

Preparing for an interview with a future employer is almost like preparing for an exam. Absolutely everything is important - from appearance to filling out the questionnaire. After all, the passage of this particular stage will allow you to determine whether you work in this field or not. Often there are cases when, on the night before a meeting with his future employer, a person repeats all kinds of materials related to future profession, works out answers to expected questions in front of a mirror, chooses for a long time what and how to wear, put on shoes, and so on. All this, of course, is very important, and all these efforts will not be in vain if you really approached this matter with all responsibility.

An interview is also similar to an exam in that there is a dialogue during which the main positions occupied by each of the interlocutors are revealed. During the interview, it is important not how many questions you answered correctly, but how you know how to behave, speak, and defend your opinion. And when you're answering questions on a job application form, it's important to be clear and concise. The main principle is always to answer honestly, you should not reveal all the shortcomings, but it also makes no sense to attribute unnecessary advantages, and sometimes it’s even stupid.

So, the main principles when answering the questions of the questionnaire or in direct dialogue with the employer:

Worthy answers to the questionnaire when applying for a job, unfortunately, not everyone is able to give the first time.

And it absolutely does not depend on whether you are a literate person or not. It's just that sometimes the applicant is not quite ready for some questions. There are also those who simply lead a person into a dead end, but this happens quite rarely. Most often, such questionnaires are compiled already on the most common and worked out questions, such as the following:

1. Describe your strengths and weaknesses. This is where most people tend to fantasize and shirk. A rare applicant will be able to honestly evaluate himself. But in order to succeed, in any business you need to be honest and slightly self-critical. This will help you improve morally and professionally in the future.
2. Describe where you see yourself in 5-10 years. This question is not focused on describing your future career ups, but on how well you can evaluate and distribute your strengths, what ambitions you have, whether you know how to plan and distribute free time, your attitude to life. Based on your answer, the employer will be able to easily understand how you feel about the profession, whether you want to succeed in a particular area, whether you have a desire to contribute to the development of the company, or just want to earn a living.
3. The employee questionnaire when applying for a job contains the most common and one of the most important questions - the question of your personal life. Many people, answering this question, are somewhat embarrassed, because they do not know what, in the opinion of the authorities, is good and what is bad. For example, girls do not know for sure whether their employer will like the fact that they are already married and have children, or whether this will contribute to the rejection of a job. Don't worry about it. This question is aimed at ensuring that the employer can get to know you better - no more. The mysteries of your personal life are of no interest to him at all. So answer as you see fit.

The most popular survey questions

A well-filled application form when applying for a job is a ticket to a completely new and interesting life. This is a guarantee that you will get a decent and highly paid position, and you will go to work with pleasure. This is the "green light" on the way to success and career growth Therefore, such an important event should be taken responsibly.

So, you have found a suitable vacancy and posted your resume on the company's website.
The employer got acquainted with him and expressed a desire to see you, so to speak, with his own eyes. Now you are terrified of the upcoming interview, and many questions arise.
What to do, how to behave, what to say, how to answer, what to wear - these are just a small part of the questions that most employees ask themselves before an interview with an employer.
And most importantly, how to pass the interview successfully? In general, a successful interview - what is it? Let's try to figure this out.

How to answer questions?

So, how to successfully pass a job interview or answer questions that may be asked.
There are some interview questions most employers ask..
Usually this is: “Do you have any work experience, how long did you work at your previous job, and for what reason did you quit?”
This is justified by the desire of the employer to hire a person who will not only easily cope with the work assigned to him, but will also stay in the company for a long period of time.
So if your work book indicates that you worked long and dutifully at your previous job, then this is an absolute plus.
Try to answer such questions truthfully, as the employer can verify the information provided. Take care of the phone numbers from previous jobs in advance for a positive recommendation.
The question of the reasons for leaving should not be extended to conflict situations with superiors or the team. Employers want to see in their company only friendly employees who can find a common language with colleagues and customers. Do not talk about the desire to earn more.
This may give the employer the idea that you are only interested in money. It is better to say that you want to develop and improve your professional skills in a new direction, or gain experience in this particular company.
Do not forget to mention the achievements of the company. Demonstrate your knowledge of the history of its creation (information can be found on the official website of the company). Thus, you will show your desire to work only in this company.
If the employer asks questions like “What vacancies have you considered yet, what are your successes in past interviews, how long have you been looking for a suitable vacancy?”, It means that he is interested in whether you are in demand in the labor market.
In this case, you should not focus on the exact addresses and dates of the interview. Everything should be superficial. Do not forget to praise yourself a little and note that you finally settled on this vacancy.
A popular question is: why do you want to work with us? You can find a detailed answer to it here. To the question about which wages you would like to receive, do not evade the answer and be shy. Name the amount that suits you at the moment (or the one that was higher than the previous one).
Do not name fabulous amounts, otherwise the employer may doubt your diligence.
Some interviewers like to ask questions about their personal lives.
This is necessary in order to understand what psychological state you are in and whether you can work overtime.
These questions should be answered calmly and truthfully..
If the future boss is interested in your positive sides or shortcomings - do not worry.
The main thing - do not praise yourself and do not scold. Be sure to tell about sociability, accuracy, responsibility and readiness to accept any criticism (objective).
The employer does not need to hear about everything else. Also speak concisely about shortcomings.. For example, future bosses will be pleased to hear that you are too pedantic and can not stand the smell of tobacco. Do not forget about additional qualities - knowledge of languages, playing the guitar, playing volleyball, etc.
In general, employers like to ask the most tricky questions for an interview. You can read more about them in this article.

How to behave?

So many people are wondering how to pass a job interview well? To do well in a job interview, you also need to choose the right demeanor. As soon as you enter the office, say hello. It is better to address the interviewer by first and middle name. Don't forget to smile.
Goodwill will always add a "plus" to your piggy bank. In general, the rules successful interview- this is not only professionalism, but also confident, friendly behavior. You can read more about interview rules here.
During the interview, you should look at the interlocutor. Keep your back straight. You should not fall apart in a chair, cross or spread your legs. Try to relax as much as possible. Think about the fact that in front of you is an ordinary person, albeit in a director's chair.
Listen to questions until the end - do not interrupt. If you do not quite understand what the employer is talking about, apologize and ask again.
Separately, we should talk about the appearance. Dress strictly.
There should be no colored shirts, blouses, shoes, skirts and trousers. Only neutral tones.
The same applies to bright jewelry, eye-catching makeup.
During interviews, speak clearly and to the point. Do not lay out to the future employer all your ins and outs. He is not interested in this - only the most important and necessary. Don't talk for more than 2 minutes and don't answer the questions too concisely ("yes" and "no"). This can demonstrate your lack of self-confidence.

What are speech errors?

What are the main speech mistakes of candidates at the interview?

1. Quiet voice, glance at the floor. The ideal candidate should speak clearly and face the prospective boss. Do not prop your head up with your hand. Firstly, this will make your voice less clear, and secondly, it looks strange.
2. Fast and loud speaking.
3. Illiteracy. Employers pay attention to this fact Special attention. Correct placement of stress (“rings”, not “rings”) and pronunciation of words (“put”, not “lay down”), etc.
4. Excessive literacy. Do not express yourself too abstrusely and do not reason like a philosopher. Not all employers like it.
5. Profanity.

If you doubt the meaning of a particular term, it is better not to pronounce it at all.

Misbehavior

When going to an interview, you should understand that the employer will see you for the first time. He still has no idea about your professional qualities ah, so it will be judged only by appearance and behavior. So, how not to behave during the interview process?

untidiness. Not ironed trousers, dirty shoes, sloppy hairstyle - these are all things that are unlikely to impress the future boss.
being late. This is the most common mistake among candidates, which demonstrates a frivolous attitude to work. What to do if you are late for an interview, read on our website.
Bad habits. You should not smoke before the interview or go to an alcohol party the day before. It is better not to advertise the love of cigarettes and booze. By the way, this also applies to chewing gum.
Don't show up to your interview with your mom, girlfriend, husband, or other "support group." This will demonstrate the inability of the candidate to make serious decisions on his own.

How to increase your chances?

Now let's talk a little about how to successfully pass a job interview and what is the key to a successful interview.
Tips for preparing or the secrets of a successful interview:
To successfully pass the interview, you should pay attention to the following factors.

1. Prepare in advance Required documents. Resume in two copies, passport, work book and diplomas.
2. In advance, take an interest in the history of the creation of the company, areas of activity, study information about achievements. To do this, go to the company's website, use various directories and other useful sources.
3. Think over the route and calculate the time. It is better to leave the house earlier for 30-40 minutes.
4. Think about the questions you will be asking the employer.
5. Be prepared for psychological tests, IQ tests, and professional questions.
6. Think about clothes, hairstyle, manicure, etc. in advance.

Tune in for the best. Do not worry! You can also read about how to pass an interview in this article. Many candidates are interested in the question, but how to understand that the interview was successful? You can understand this by the result and the final phrase of the interviewer.
For more information about what they say at the end of the interview and how to find out its result, see our material. Successfully passing an interview is an immediate response: congratulations, you've been accepted.
To the question: how to successfully pass a job interview, we can say with confidence. Prepare for the interview carefully and responsibly, because your future financial well-being depends on it. Now you know how to have a successful interview!

Legends say that the interview, as a constant practice, appeared in ancient China - the emperors of antiquity in pursuit of the ideal state structure made the profession of an official the most prestigious. Thus, hundreds of Chinese youths studying history and philosophy to become officials contributed to the introduction of this exciting and often not very pleasant process. What is an open interview today? How does the interview usually go?

What is a job interview?

Job interview definition includes a very broad concept. An interview is both a pleasant friendly conversation and an interrogation. It all depends on the people who organize it. In general, the essence of this event is to find out what a potential employee is: his education, skills, experience, views, tastes.
An interview is not only a test of the applicant's abilities, no, the range of questions that it should answer is much wider. Not only “Will the employee be able to perform the required tasks?”, But also “Will the employee be able to work in a team?”, “Do his views coincide with the activities of the company?”.
Often there is not one interview, but several, often - different people. For example, first you will talk with HR, then with an employee of the company (the head of the department where you will work), then with a psychologist, security personnel and, finally, with a management representative. Moreover, each of these interviews has its own purpose and its own series of questions!
In an interview, you will definitely be asked about your past job - just to find out how you would respond to a previous employer, this is such a test of your future loyalty.
Work is rarely non-team - experience shows that the division of labor significantly improves productivity. Therefore, if you are an excellent specialist, but for some reason you cannot get along with your colleagues, you will probably be politely said goodbye. An interview is needed just to track such situations.

How is it going?

The standard interview outline looks like this (points between the first and last may be in a different order):

1. The recruiter needs so that you stop worrying, so the first 2-3 minutes is an acquaintance and a normal conversation. The sole purpose for which this stage exists is to let you relax and feel at ease.
2. Then the conversation smoothly flows into a test of your professional qualities. You will be asked questions about the theoretical part and a few related to real problems. At this step, most often the interview is taken over by a campaign employee (perhaps your future boss), and not by HR. IMPORTANT: Standard advice - try to show everything you are capable of, express all the steps of the solution- think out loud, it's easier to reach a solution if you're worried. And even if you do not answer the question, you will show everything you know - and this is already very good.
3. Talk about the company and your place in it. At this stage, you will be told everything about the organization and its structure, as well as the work that you will be doing. At this stage, you will not only be described your vacancy, but others may also offer you - if the management considers that they are more suitable for you.
4. Once the interviewers have formed an opinion about you, you will be asked to ask questions yourself. Feel free to ask however, do not expect to be told your future salary right away.

Kinds

The simplest division of interviews into classes is based on their importance: qualifying and final. At the first stage, all “random” candidates are screened out, the second is already a serious test of your skills.
Much more often, however, there is another classification, according to which there are 4-5 types of interviews:

1. Biographical. From the name it is clear what its main goal is to find out as much as possible about you. You will be asked to briefly retell your life (where you were born, studied and worked) and stuff like that.
2. Free. Almost the same as biographical. A free interview is a regular conversation (about the company and your views on certain issues). It is practiced in vacancies where the ability to get along in a team is more important than having special skills - when working as a waiter or in the kitchen, for example.
3. Competence. This interview is conducted by an employee of the company working in the same direction as your vacancy implies. The goal is to understand what kind of specialist you are, to find out your “competencies”.
4. situational. In fact, the situational interview is almost a subspecies of the competency interview. At such an interview, HR or another employee will tell you the conditions of real tasks (put in real work situations) and see how you solve the identified problem. The good thing is that it allows you to immediately see how you will cope with the work - after all, know the theory and decide practical tasks not at all the same thing.
5. stressful. The most embarrassing interview ever. If other species are more like friendly conversations, then this is a real test of strength. The main goal of HR in this situation is to provoke a negative reaction in you. You will be asked provocative questions and otherwise embarrassed. This interview tests your resilience to stress. It is used in the selection of police officers, security guards and firefighters, for example.

IMPORTANT: The main thing is to remain friendly, calmly think and succumb to provocations. Remember, the person sitting opposite is waiting for you to be distracted by stress and excitement and not be able to answer a difficult question.
In fact, Interviews of one class are almost never found — good interview is always a combination of several of the types described above.
Now you know, an interview - what is it? The main thing at the interview is not to succumb to stress and show the employer all your skills and positive aspects. It is not worth spending the night before the interview on thorough preparation - one night will not replace hundreds of working days and thousands of hours spent at the university. The night before an interview, like before any other test, it's best to get a good night's sleep. Break a leg!


The waiter is not a slacker.
The waiter is the face of the establishment, the person who communicates directly with the client and forms his opinion-impression about the cafe-restaurant.
The skill and professionalism of the waiter largely determines whether the client will return, and the very reputation of the institution.
This means that the candidate for this position must be selected carefully.
We will talk about what questions are asked at the interview to the waiter, what he needs to know and be able to do, in this article.

The waiter is not a food runner

Professional waiters, no matter how trite it may sound, must be educated and taught, which means that interviewing a waiter is very, very important.
You can, of course, try to get a finished product that has a set of skills and qualities of an excellent waiter.
But be prepared that you will need to pay according to his skills and talents..
First, let's decide what qualities a waiter should have. Not to be confused with fudraner!
By the way, a “fudraner” is a person who brings plates of food into the hall and removes dirty dishes from the tables.

10 qualities of an ideal employee

1. Correct speech, without slang and vulgarism, is necessary for communicating with customers. The waiter must speak well and be educated.
2. Communication, friendliness. He must win people over. There are cases when a client comes to a restaurant not so much "for a signature dish" as for "his" table, to his waiter. He wants not only to feast on the ribs of a lamb, but also to talk about the successes of his son or complain about another trick of a mischievous cat.
3. Stealth. A good waiter is a ninja. He knows how to make dirty plates disappear from the table by themselves, and the glass, in a magical way, is never empty.
4. Speed ​​of reactions. He must not only move quickly around the hall, but also think quickly, instantly “read” the situation at the table and make a decision. The deductive talents of Sherlock Holmes in this profession would also be very welcome.
5. Endurance. The waiter must be strong. Carrying a tray full of steaming dishes on one hand is not a task for the weak. And the whole shift is on your feet. This, too, must be endured.
6. Stress tolerance(see paragraph 2). It is enough to remember that customers are different - with different levels conflict and demands. And their tips are not always commensurate with the damage they caused to your nervous system.
7. Neatness and cleanliness. The waiter goes to every shift "from the pins and needles" - everything should be perfect, crisp and shine. No crumpled trousers and dusty boots, unwashed tails and uncut nails, harsh perfumes and pompous bouffants.
8. non-smoker. It is difficult to focus on the client and his desires if your own body is constantly asking for puffs. And also, when a waiter smells of tobacco smoke, this is not comme il faut.
9. Learnability, ability to self-development. No matter how much you know about chablis and options for roasting meat, there is always knowledge that you have not yet mastered. Constant professional self-improvement is the key to a long and successful career.
10. Add your item. It is unlikely that it will be superfluous, because the profession of a waiter is very difficult, requiring, in addition to outstanding personal qualities, a certain set of knowledge and skills.

5 Essential Skills

Approach the table with a smile. Smile before greeting visitors, instead of him, after him. She meets and escorts the guest of the establishment.
No need to stare. Eye contact with the client is necessary, but it does not need to be closely examined.
Attentive but not intrusive. Does the client want to talk, ask about the dish of the day? Answer his questions. The guest is not configured to communicate? Don't insist.
Order Clockwise. The first order is from the person sitting at the table next to your left and further clockwise.
It is also necessary to constantly monitor the situation: “Would you like anything else?”, “How do you like our roast beef?”, “Can I take this?” ...
If there are children at the table, you must first take an order for their drinks. Then - the turn of the ladies and only then - the men.

Tools

• pen, notepad, corkscrew and lighter (if smoking is allowed in the establishment);
• comfortable shoes with non-slip soles;
• hairpins, hair ties, if there is no beaver and hedgehog on the head;
• medical book.

What should an employee know?

No employer wants their waiters to change every month. One internship with the study of the restaurant menu will take at least two weeks. What if the person left after a month? All over again? That's why it's important to understand what questions to ask in a waiter interview.
I want them to come seriously and for a long time, and therefore for the interview you need to prepare a series of questions that weed out random people.
Top common questions for a waiter

1. Do you have experience working in emergency mode?
2. What is, in your understanding, "quality service"?
3. Methods of working with a "difficult client"?
4. What is the most difficult thing in your job?
5. What would you order from our menu?
6. What do you do if the customer sends the dish back?
7. The kitchen ran out of fish and the customer ordered it. Your actions?

The overall result depends on what they ask at the interview as a waiter.
It is reasonable when the owner of a bar, recruiting his own staff, focuses on checking the knowledge of the forms and types of utensils for drinks: what, for what and what form? What is the name of?
In such cases, appropriate questions such as: "What is a flute?" or “What is the difference between white and red wine glasses?” Level professional competence such questions will reveal with the accuracy of x-rays.
Practical skills allow you to identify situational tasks-tests. For example, describe the situation: You spilled a glass of red wine on your client. Your actions?
Will you apologize and beg for mercy? Not true!
Active help is expected from the pros - it is urgent to save the remnants of the client's appearance in all possible ways - with napkins, going to the toilet room, calling a taxi so that the client can go home and change his suit. And only then - "How can I make amends?"
The variant of solving the problem depends on how the applicant is proactive, quick in reactions, stress-resistant, finally.
Some employers practice test tasks in the form of group games. Applicants are divided into teams.
Alternatively, as a task, they may be asked to describe a vegetable of their choice. The eloquence is checked. After all, the waiter must be able to serve a restaurant dish deliciously, paint it in such a way that the client makes an order.
Then the vegetables are all mixed and the team is invited to come up with a dish from them and its presentation to the client. The bartender may be offered to juggle bottles, the waiter - to open the wine with a corkscrew.
Now let's move on to the topic: how to interview for a waiter?

Rules for a Successful Interview

What should a waiter know during an interview?

When asked what to say at the interview as a waiter, we can recommend: answer the questions posed, trying to demonstrate your professionalism as much as possible. Answers to the most frequently asked interview questions can be found here.
Curiosity - good quality. It goes hand in hand with learning and promises professional growth. And what waiter does not dream of becoming a hall manager? Only bad. But today it was not about them. Well, now you know exactly how to pass an interview for a waiter.


In many questionnaires that employers offer to fill out applicants for vacant position, there is a paragraph that asks when you can start working, without requiring you to provide a reasoned answer to this question. That is, no one forces you to make excuses or come up with various unfinished business that prevent tomorrow or the day after tomorrow from starting to fulfill your duties at work. new position. In the questionnaire, you can only indicate the date from which the countdown of your labor activity, and in the process of personal communication with the head of the enterprise or another responsible person, you can briefly explain the reason for the delay.
The main problem is that you need to formulate a response that suits the employer. The presented article will be a good assistant and instruction for you on the correct filling out of questionnaires (on employment) and passing an interview with an employer. Of course, each individual case of approval of a candidate for a vacant position is unique, having its own nuances, but there are certain general points that all unemployed people who are looking for a new job should be aware of.

When will you be able to start work answer - preparing for an interview (popular questions)

In most cases, if an employer asks a potential employee when he can start fulfilling his functional duties, you can take it as an invitation to take a vacant position. But before you hear these cherished words, you need to answer many other questions, make good impression to the interlocutor (owner of the company, boss or authorized representative), to prove that you will bring real benefits to the company, etc.
Going to the interview, you need to carefully prepare for this important procedure, the results of which depend on the issue of your employment. Be sure to make a list of topics that may be of interest to the employer, choose the right answers to possible questions, and practice saying them out loud. Be sure to pay attention to your appearance. Clothing must be clean, ironed and appropriate for the position you are applying for. You should not come to an interview in a tracksuit, hoping to take the place of the head of a department in a serious company. Leave the house with plenty of time to completely eliminate the possibility of being late for an interview. Do not forget to take with you the necessary documents, money, a notebook with a pen.
Upon entering the reception area, say hello, introduce yourself, inform the secretary that you have an appointment for this time and wait for the manager to be ready for the interview. Be confident, with dignity, but without familiarity and arrogance. You should not come to the interview if you have any health problems, in a state of extreme fatigue, after a rest with a lot of alcohol, etc.
In case of unforeseen situations, do not forget to warn the potential employer that you will not be able to come to the interview. Agree on the date of the next meeting, if you are told that they do not need employees who break their promises from the very beginning, take it easy. Perhaps fate itself saved you from such a boss.
In the process of communicating with the employer, watch your gestures and facial expressions, do not hide your hands under the table or in your pockets, try to maintain eye contact, but do not overdo it, do not interrupt the interlocutor, give him the opportunity to fully express his point of view. Don't be afraid to ask again if you didn't hear the question or didn't understand its meaning. Try to answer to the point, without unnecessary subjective conclusions, so that the interlocutor is convinced that you own this topic. Be sure to turn off (put on silent mode) your mobile phone.
When communicating with the head of the company or an employee who is endowed with the necessary authority, you do not need to criticize previous employers, swear (use obscene words and expressions), joke or tell funny stories. Your goal is to give the impression of a smart, educated, tactful, well-mannered person who is able to professionally perform his duties.
Even if you know the universal answer to the question - when you can start work, remember that up to this point you will have to answer many other questions.
As a rule, employers are interested in the following points:

• personal information. Marital status (having a full-fledged family living in their own house / apartment is an additional plus), health (how often do you take sick leave), strong and weak sides character, bad habits, how long it takes to get to work. You may be asked about your hobbies, cultural life, what books, music and films you like.

We'd love to hear from you!

Do you find it difficult to rate him after an interview? suggests paying attention to the signs that most likely indicate a successful interview.

1. Talk about the prospects for further development

If the interviewer tells you about the challenges facing the company and suggests how they can solve them with your help, this is very valuable. Especially if the emphasis is just on the features of your personal professional experience.

2. Interest in your job opportunities

If the interviewer is interested in whether you have already been interviewed in other companies, have already made any offers to you, this indicates his desire to know what are his chances of getting you as an employee. This also includes the question “How soon can you start working?”.

3. The interview takes longer than expected.

Interviews with applicants for the position of an employee of the company are adjusted to the working schedule between other scheduled meetings. If the interview goes quickly, this indicates that the candidate is either not the right one, or completely his own (the second rarely happens). If the interview lasts longer than planned, this clearly plays in your favor.

5. You are given a clear time frame

If the interviewer ends the interview and says exactly when they should call you back, and in some cases clearly indicates how soon they expect you to complete test, this is a good sign.

6. Getting to know other employees

Rest assured that everything is going great if the interviewer starts introducing you to people who were not supposed to be at the interview and who are responsible for making decisions.

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9 comments

Natalia Danilenko 06/02/2015, 17:43

another nonsense ... especially pleased "The interviewer is interested in your recommendations." As a rule, the resume contains 2-3 last jobs, before inviting a person for an interview, it is quite possible to find out his work history on his own.

Daria Nachovnaya, site manager site 06/02/2015, 19:13

Natalia, hello!
Employers say they turn to references at the final stage of candidate approval to get the final confirmation of the correctness of their choice. It makes no sense to do this earlier, until you personally communicate with the candidate at the interview and form your opinion about him.

Alexander Beskorovayny 19.04.2019, 17:04

Or maybe you wrote an extraordinary one? .. Why don’t you contact a psychotherapist with him?)

Tatyana Kazak 06/02/2015, 19:34

I had the experience of the first, third and sixth point at the same time. :)
I went for an interview on the way to the dentist, I did not count on anything. They began to ask about past experience and how I would organize work for them. Then the head of the department called the head of the department. He also asked me questions. As a result, they sent me to the personnel department right after the interview.
After a month of work, I found out that my resume was 50 for this vacancy ...

Yaroslav Pastushenko 06/02/2015, 21:16

Clause 2 usually always sounds at the first interview with recruiters, it does not indicate anything.

Sergiy Karpik 06/02/2015, 22:07

n 2 no one ever asked! not those times! Employers are very busy right now. They mock people, vacancies hang for 4 months and employers mock people and call for interviews in vain! They ate massively!

So, finally, you received an answer from the results of the interview. It can be either a job offer or a rejection (the latter happens much more often, so learn to take it easy as a normal occurrence). If you received a refusal, then in no case should you challenge this decision, threaten, demand explanations. You can ask for help, to explain to you why you are denied. Say that you understand the finality of their decision, but since you really want to work in this area, ask for advice that you could use in the future.

If you received a job offer, then before it real receipt there is still a lot to be done. As we have already indicated, a job offer can be made to you in an explicit or implicit form. If the offer is made in an explicit form, then you are directly informed that you are suitable for the company and are ready to hire you. More often this is done orally, and either at the initiative of the company (for example, they call you on the phone), or in response to your question, asked in person or by phone. If you passed the interview and did not receive a refusal, try to control the resolution of your question, that is, take the initiative in contacting the employer or his representative. It is believed that demonstrating your interest to the employer is not harmful, but useful, but with a clear sense of proportion. You try to agree on the date of the first call at the end of the interview. When you call for the first time and don't get a definite answer, gently ask when it's appropriate to call again.

The message that you are a good fit for the firm usually ends with an appointment to agree on and formalize the terms of employment.

The situation is somewhat more complicated if the job offer is made implicitly during the interview or some subsequent conversation. In this case, it will be useful to clarify whether you have understood the situation correctly. For example, the interviewer, after many other questions, asks about when you could start working. It is quite appropriate here to say something like this: “Did I understand correctly that my candidacy is of interest to the company, and we are moving on to discussing possible terms and conditions of work?” A positive response, including an evasive positive, indicates that you have succeeded at the interview stage or are close to success. So, you can move on to discussing the terms of employment for a new job and other details of a new job. Moreover, even if you feel your success, it is psychologically advisable to start with two or three simple questions regarding the content of the new work. Then clarify something about the terms of employment, not related to remuneration. And only then move on to issues of remuneration, benefits and compensation.

Written offer

Abroad, the practice of a written job offer is common. The company sends a letter to the selected candidate with an invitation to work and a list of the main conditions that are offered to this employee. Some foreign companies operating in Russia also use this form. However, this is more the exception than the rule.

To some extent, the analogue of a written invitation is the practice of transferring to a new job quite often found in our country, that is, by agreement between the heads of enterprises (Article 77 of the Labor Code of the Russian Federation, paragraph 5). Such an agreement is formalized by the new employer with a transfer request, that is, a letter to the former employer with a request to dismiss such and such an employee in the order of transfer to another organization. The resolution of the addressee on the letter completes the agreement procedure. In addition to the fact that translation provides some formal advantages (lack of probationary period, an earlier possible time for the next vacation, etc.), such a letter is a guarantee of the seriousness of the intention to hire you.

I would like to draw attention to the fact that in many cases, employers who sign a letter of transfer do it quite easily, without being embarrassed by the fact that they thereby assume additional obligations. They do this, I think, sometimes consciously, being confident in the correct choice of a new employee, sometimes out of ignorance, and sometimes out of confidence that in the end it will still be the way the employer wants. After such a letter, the employer very rarely refuses to hire a person. Thus, the transfer letter is actually a test of the seriousness of the employer's intentions. But at the same time, it should be remembered that in such letters it is not customary to indicate the conditions for hiring a new job, which has its minuses and its pluses for a person changing jobs.

Another practical advice is that even if you have been given the opportunity to transfer, you should not insist on the benefits that you are entitled to. For example, you were dismissed in the order of transfer, and in a new place you were offered a contract with a probationary period. Agree. Statistics show that dismissal at the initiative of the administration during the probationary period is rare, and unjustified dismissal is even rarer. A letter of transfer can be an argument in case of “swinging rights” in a conflict with an employer or in court, but we advise you not to bring the case to such situations.

What is important to find out when receiving a job offer

The father of cybernetics N. Wiener once remarked: “Really to live means to live, having correct information". In relation to a job offer, this means the following: the more correct your understanding of the job offer and its conditions, the easier it will be for you to make the right decision about the new job.

Here is a sample range of questions that should be sorted out.

1. Job duties and responsibilities. At the stage of discussing the terms of employment, it is quite appropriate to clarify and supplement previously received information about future work. Moreover, you have the right to ask for personal meetings with those with whom you will work.

In our practice, there was a case when a company that received a similar request from an employee invited by it organized a visit of a candidate from Simferopol to Yakutsk for a more detailed acquaintance with future work and employees. Of course, you should look for such opportunities only if you are confident in your abilities and are not afraid that possible meetings with prospective colleagues will discredit you as a candidate.

Experience shows that clarifying the content and working conditions helps to avoid mistakes. It happens that the employer actually offers a slightly different job than the one presented in the job description. For example, you may be invited to the position of an assistant secretary with fluency in a foreign language. But in reality, you will have to perform the simplest secretarial functions, and there will be no work of a referent, especially with the use of a foreign language.

2. The position of this position in the structure of the company. It is especially important to be clear about who you will report to and who will report to you. We advise you never to agree to a new job before you get to know and communicate with the future immediate supervisor. “Wherever you work, whatever you do, as long as you have a good boss.” There is a lot of truth in this joke.

3. What resources will you have on new job. Sometimes the employer sets very serious tasks for the invited employee, which are not provided with real resources to solve them. For example, trading house may require the store manager to make regular visits to stores in the assigned area, but may not provide a company car. Or demand the use of a personal car for this purpose, but not reimburse its wear and tear, as well as the cost of repairs and gasoline.

Depending on the nature of the proposed work, a variety of resources may be required for its success: money, premises, equipment, people, information.

4. Your authority and procedure for making decisions on production issues. Decision-making power is special kind resources, which are distributed differently in different firms. Dealing with this is especially important for those whose work is associated with the frequent need to make various management decisions (managers, department heads, etc.). Will you be given the right to make decisions yourself and to what extent, or will you have to run to the authorities for a decision every time? In some cases, answering these questions may affect your decision about the acceptability of a new job.

5. Opportunities for advanced training and growth prospects. Clarifying these questions is especially important for those who are career oriented. Feel free to ask if the company is working to improve the skills of employees and in what forms. Try to figure out what exactly you can count on. If you have a desire to get into a particular course of study, then find out how the company relates to this.

6. Location and equipment of the workplace offered to you. If it is not about creating and equipping a new workplace especially for you, but about providing you with an existing workplace, then by all means ask to see it for you. In any case, it seems necessary to personally visit the office, the room where you have to work.

7. Working and rest conditions. You can specify your future working hours, working and weekend days, vacation duration, time lunch break and how meals are organized during the break. Be extremely careful when asking about time off for overtime, as many employers have a negative attitude towards such questions.

8. Compensation for work. Remuneration for labor is very rarely exhausted by one salary. Previously, in many cases, no less important for attracting workers were such levers as housing, registration, providing the opportunity to purchase scarce goods, providing places in children's institutions, etc.

Now, various benefits and compensations that are not related to the provision of certain scarce goods are becoming more common. The firm simply reimburses the costs of those benefits that the worker can usually acquire without difficulty for himself. Often this is done in order to reduce taxation. Such compensation may include:

Subsidies for meals or meals provided by the company;

Additional medical insurance;

Various forms life insurance and accumulative insurance;

Payment of expenses for the maintenance of children in children's institutions;

Payment for holiday vouchers during the holiday period;

Providing repayable and non-repayable cash loans;

Provision of a company car for personal use;

Provision of a mobile phone with payment for the cost of calls.

Of course, the above list is not exhaustive. It is possible that the employer may offer to pay part of your work in unaccounted for cash. By agreeing to illegal payments, you automatically lose the protection of the law. So, if misfortune happens and you become disabled, then when calculating a pension, the state will proceed from your official salary. It is very difficult to give unequivocal advice here. Everyone decides for himself whether to take risks or not, and pays for himself in case of failure. Anyone who follows this path usually violates tax laws, which can lead to liability before the law.

When specifying the terms of remuneration, the issues of indexation of payments taking into account inflation are important. If you are going for a starting salary that is below your expectations, then the question of the timing and procedure for salary revision is very important for you.

9. Form of establishment of labor relations. When deciding on a new job, specify how your relationship with the employer will be formalized. Usually, the following main points need to be clarified.

In the case of registration under an employment contract, what is its term?

Is there a trial period (if so, how long)?

A common situation for Russians is when neither the application for admission nor the order of the employer on enrollment contain an indication of the term. Many do not even suspect that in this case, in fact, an open-ended employment contract is concluded between the employer and the employee. Relations between them in this case are regulated mainly by the Labor Code. Russian Federation(TC RF). Therefore, it is advisable to have and know the Labor Code of the Russian Federation for everyone who is employed (and not only for them). But, unfortunately, in fact, a good knowledge of their rights and obligations, determined by the Labor Code of the Russian Federation, is not common.

If, however, a fixed-term employment contract is concluded between the employee and the employer, usually referred to as a contract, then many issues of labor relations in this case are regulated by the specific terms of the contract, and not by the general provisions of the Labor Code of the Russian Federation. It should be remembered that the contract cannot be in conflict with the Labor Code of the Russian Federation, it can simply regulate those issues that are not covered in the Labor Code of the Russian Federation or allow for solutions.

Real life is much more complex and varied than any schemes. You may be offered a trial period without any legal clearance. They may offer to draw up a contract that looks like an employment contract, but is not.

Another typical situation is when a significant part of the promised remuneration is not reflected in any way in the documents fixing the employment relationship. We know of many cases where these promises have remained unfulfilled. The worse you know the employer, the less solid he is, the greater your risk. But sometimes even a reputable firm can not keep promises. For example, if the person who promised you something quits, and his successor does not find it necessary to be responsible for the promises of his predecessor.

In real life, a person entering a job often has to compromise between what he wants and what he wants. And, unfortunately, sometimes you yourself pay for the negative consequences of these compromises. But hardly anyone knows how to avoid such situations in modern Russia.

10. Start date and necessary procedures. You may be asked when you could start work, and you should be prepared to answer this question. As a rule, employers are sympathetic to the explanation that the candidate considers it his duty to complete some work or help in the course of transferring cases to his successor. If you are in a hurry to switch, it is advisable to find some compromise option that will allow you to adequately pay off your obligations for old work and don't miss out on a new one. For example, one woman received a job offer as a result of an interview that seemed ideal to her. But she had an agreement with her previous employer that she would give him a month's notice of leaving. She solved this problem simply - she began working on a new project immediately, devoting evenings and weekends to it (meaning a project that she will have to lead at a new job).

If the main issues have already been resolved, then you can clarify the specific details of registration: what documents, when and to whom should be submitted. We also advise you to ask if the invitation is final or if there are still some checks and interviews ahead. In the latter case, specify when and how it will be organized, how you will know about the result.

After receiving a job offer and clarifying its conditions, you should not limit your role solely to asking questions and getting answers. It is at this stage that you have the right to bargain with the employer. You may not have a better moment for a long time.

The stronger the employer's interest in hiring you, the better your bargaining position. Skillfully negotiated in this case will almost always result in more than what was originally offered. This also applies to the monetary part of remuneration for work, and everything else.

Psychological aspects negotiations

When we talked about preparing for an interview, we also talked about the fact that it is extremely undesirable to raise the issue of salary during an interview. We have given recommendations on how to respond to this issue if it is raised by the interviewer. But it should not be forgotten that already initial stage looking for a job, you must define three numbers for yourself: how much you would like to receive, what minimum salary can suit you and what average pay this work in branch.

It is understood that you take into account not only the salary, but also all other types of payments and benefits. If your claims are mainly focused on the average industry standards, then it is enough for you to prove your compliance with the position for which you are applying. If you are counting on a higher remuneration, then you need to substantiate your claims, convince the company that it is profitable for the company to hire you and pay you additional (compared to the average) money. You must show that you have some complementary professional qualification qualities that improve work efficiency.

Sometimes it is reasonable to offer a certain trial period during which you must prove the validity of your claims in practice.

Psychologists believe that bargaining when concluding contracts is not only appropriate, but also psychologically justified. A person who has received unconditional consent to his first offer feels a certain discomfort, even if the deal turned out to be very profitable. It seems to him that he miscalculated: he could get the same thing for a lower price or for the same price, but something better. Don't disappoint your partner. Try to get more, if you don’t succeed, then the partner’s initial offer will be a certain achievement for him, and you will be able to better understand his goals, opportunities and priorities. This will increase your chances in the future.

Leaving go

It often happens that, having agreed on everything in a new place, you come to tell your boss about your decision to leave and receive a counterproposal from him. He asks you to stay, offering you a raise, a cash bonus, etc. His reluctance to part with you may be quite sincere. However, we strongly advise against agreeing. Foreign studies have shown that the majority of people who remain in their old job in this way still leave or lose this job, as a rule, within a year. One of the main reasons is that, consciously or not, your boss will perceive what happened as blackmail on your part. And this can not but affect your relationship. In addition, once faced with your willingness to leave, he will feel the need to find a replacement for you at the first opportunity. Of course, there are no rules without exceptions. But as you know, exceptions only prove the rule.

Registration of labor relations

A fixed-term employment contract (contract) is a document that legally fixes the establishment of an employment relationship between an employee and an employer, fixing the obligations of the parties, the main of which are the obligation of the employee to perform the work entrusted to him and the obligation of the employer to ensure the agreed working conditions and remuneration.

Contractual forms of employment and remuneration have become widespread throughout the world in many industries and activities. Experience shows that this form is one of the most acceptable for market economy. This form of agreement makes it possible to think in detail and provide for the rights and obligations of the parties, to specify individual conditions in relation to an individual case. The introduction of additional mutual responsibility contributes to the creation optimal conditions to achieve the goals of both parties.

For those who are in tune with prestigious job, you need to prepare for work under the contract. Thus, in enterprises with foreign capital participation and representative offices of foreign companies in Moscow, about 80% of employees work under contracts.

The contract is for certain period, and quit own will before the expiration of the contract, the worker is usually not eligible. This is important to know and remember when concluding a contract. In addition to the above restriction, the contract also provides for the employer's right not to renew the contract after the expiration of the contract without giving reasons. Practically no one allows dismissing a permanent employee without explaining the reasons. labor law.

However, if you are confident in yourself and your value to the organization, then short-term contracts can be of benefit to you, serving as an occasion to raise the issue of increasing remuneration for work. This question is extremely sensitive and delicate, it is extremely difficult to choose the right moment for such a conversation without a convenient reason.

Contract Structure

Just as there is no standard for writing a personal resume (CV), there is no single form of employment contract. If you take several different brochures with recommendations for labor contracts, then a single contract structure cannot be found in them. You will see the same thing if you compare the specific forms of contracts adopted in different firms and organizations.

However, with all external differences, contracts in one form or another usually reflect the following main issues.

General provisions: who and with whom concludes a contract; its duration; probation conditions.

Employee Responsibilities: Execution job duties in a particular profession; detailing the type of work; long-term tasks (essentially - the subject of the contract).

Responsibilities of the enterprise: organization of necessary working conditions; procedure and terms of payment of wages; determination of the regime of work and rest; social service; social insurance, etc.

Responsibility of the parties for non-fulfillment of obligations under the contract: liability of the employee for damage caused to the enterprise; responsibility of the enterprise for damage caused to the health of this employee.

Grounds and procedure for termination and extension of the contract.

Consideration procedure labor disputes.

The provisions of the contract usually fix the agreements reached during the discussion and agreement on the terms of work. Therefore, the above recommendations on the relevant negotiations are directly related to the conclusion of the contract.

Moreover, sometimes the very procedure for agreeing on working conditions is carried out on the basis of a contract. At the very beginning of the negotiations, it turns out that you will have to work under a contract and the text of the contract is offered to the candidate. An initiative position is quite legitimate: to ask for the text of the contract yourself. Try not to agree to immediate consideration and agreement on the text of the contract. Ask to give you a contract for careful study. Be persistent in this, if necessary.

Sometimes you may be told: “What is there to study here? We all sign such contracts.” In no case do not enter into an argument and do not oppose yourself to all this, do not criticize this approach. Just try to stand your ground, explaining that you consider this document very important and worthy of the most careful study, adding that you will try to work it out and return it quickly enough.

If you would like to change some points, then come immediately with a ready-made written proposal for the desired edition of the point you are interested in. This is much more convenient and constructive than bringing a long list of questions and comments that you have during the review process. If you are completely dissatisfied with the contract, then do not try to criticize it and prove anything. Bring your version of the contract. Experience shows that it is often easier and more pleasant for an employer to accept your finished draft than to answer your questions and listen to your thoughts about the contract.

What can a contract include?

We have already indicated and discussed the main issues usually reflected in contracts. But in practice, a variety of conditions can be included in the contract, for example:

On the need to coordinate with the company any additional paid activity;

About combining positions;

On the performance of the duties of a certain official during his absence;

About retraining;

On the obligation of the employee to provide truthful information about himself (including before the conclusion of the contract, for example, during the admission interview);

On observance of trade secrets;

About not damaging the reputation or creditworthiness of the employer;

About the prohibition to accept gifts from customers;

About the prohibition to enter into competition with the employer during the validity of the contract, and sometimes for a fixed period after the end of the contract.

When working with the text of the contract, you can propose the inclusion of some items that are important to you and that seem acceptable to the employer. But do not lose your sense of proportion and be realistic.

Contracts for work abroad

When citizens of the USSR went to work abroad, there was practically no need to take care of formalizing labor relations. Everything was done according to centrally established and controlled rules. Another matter in new Russia.

A Russian citizen now has the legal right to independently conclude a contract with a foreign employer and go to work abroad. There are many legal and illegal intermediaries offering their services for employment abroad.

The range of practical realization of the appeared freedom is very wide. We know cases when researchers academic institutions, design engineers, specialists in information technology concluded very lucrative contracts and successfully worked abroad. At the same time, properly executed contracts guarantee and protect their interests.

But, unfortunately, there are completely different examples of how, seduced by generous promises, people entered into dubious contracts with dubious employers or even went to work without a contract at all, falling into bondage to the employer. And it is not uncommon for employees of Russian embassies to rescue our compatriots from all sorts of troubles, sometimes very serious ones.

When concluding a contract for work abroad, pay special attention to who you are concluding a contract with. Signing a contract with a reputable organization (for example, with a well-known university), you, by and large, do not risk anything. If a foreign company or organization is unfamiliar to you, try to inquire about it through the embassy of the corresponding country in Russia. You can, for example, request the address of the company. Usually, the commercial departments of embassies easily provide such information. If the company is not officially registered, then you will not be able to give a certificate about it. But this in itself is useful information.

When dealing with Russian intermediaries, try to find out about their reputation. Remember that all firms that promote employment abroad are required to have an official license for overseas employment activities.

After making sure that you are dealing with a legal, real-life employer, you can begin to study the proposed contract. Be especially attentive to all the details, since the slightest inaccuracy, the lack of a special mention of what are the obligations of the parties in a given situation, can cost nerves, material losses, and even lead to worse troubles.

Pay attention to the tone of the wording. For example, if instead of “the firm undertakes” it says “the firm will take action”, then it may turn out that you have a completely different understanding of what measures are involved and in what cases they are applied.

In developing countries, this can be a very important point detailed conditions accommodation and travel expenses. If a specialist should be provided with a hotel room, then it must be indicated that the room is separate, of what quality and what class the hotel itself is. If it is an apartment, then the number of rooms, the availability of appropriate amenities and equipment (air conditioning, refrigerator, TV, etc.) should be specified. In hot countries, at lunchtime, life stops: for example, you can only get home from work and back by taxi. The issue of payment of these costs should be provided in advance in the contract. If you intend to go on holiday home and rely on the company to pay for the road, this should also be indicated in the contract.

Pay attention to what the requirements for language proficiency are, whether the qualification requirements are clearly specified, whether you will have to take any qualifying exams (if so, try to define everything that relates to this as clearly as possible).

The responsibilities of the employee must be clearly defined. If there is a link to the internal regulations or local labor laws, be sure to familiarize yourself with them in advance.

It is important that there are (and not symbolic) penalties for late payment of wages. If you are traveling on the basis of an intercompany agreement, then you will be more independent if you receive part of the money from the Russian company that sent you to this job. By the way, it would be good to immediately specify the conditions of contact with your company (frequency and duration of telephone conversations, access to a fax, etc.). Another essential detail, if the contract is drawn up in two languages, one of which is quite rare, and you are not sure that you know it properly, then be sure to make sure that both copies are equivalent. And then they already wrote about, for example, that once the Chinese side indicated in the contract that the version in Chinese is normative. One can imagine how difficult it would be in such a situation to prove something in case of disagreement.

We categorically advise you not to agree to offers to travel abroad on a tourist visa or a private invitation, and already there to conclude a contract. This is almost always associated with illegal employment and therefore very risky.

Your first thirty days

So you've started your new job. But this does not mean that the work is completely yours. You can lose her very quickly if you make a bad first impression.

Different people may have different goals: some dream of securely gaining a foothold and keep their job, others see a new place as a short stop, a stepping stone in their future brilliant career. But be that as it may, it is important for everyone to choose the right course of action, since the mistakes made in the early days are very difficult to correct, and sometimes simply impossible.

M. Yate in Hiring the Best! the idea that it is important to make sure both the employee's ability to perform this work, and in his desire, readiness to do it. He emphasizes that this is by no means the same thing, and cites his two-year-old son as a living embodiment of the difference between these concepts. Now, if you were hired, then you were considered capable of doing the required work. Now your task is to demonstrate your readiness, your desire to work. It is very important to do it right away.

We have already said that the first days at a new job are special. You will definitely be watched, and you must behave especially responsibly. Of course, thirty days is a conditional figure. In fact, it can be more or less. E. Chapman's book "Your First 30 Days: Creating a Professional Image in a New Job" provides the following explanations for highlighting just such an adaptation period.

Thirty days is enough to demonstrate to yourself and your colleagues that there is noticeable progress in your work and what you have achieved is far from everything that you are capable of.

Thirty days is not too long to despair of achieving the desired results and give up. You can focus on clearly conscious goals and assign yourself some kind of reward for achieving them.

You can usually change your behavior only if you have strong self-coercion. It is psychologically easier for people to force themselves to do something for thirty days than for longer periods of time.

Another advantage is that the thirty-day period is conveniently broken down into four weekly segments. A lot of people, especially those who are focused on a business career, are used to planning their work and life by weeks. It is very convenient during the first month at a new job to plan for each week a certain stage in relations with colleagues and mastering a new job. It is very important to take stock of what has been achieved at the end of the week and, taking this into account, to plan next stage.

Understanding and complying with regulations corporate culture

Each team has its own style of relationships. Psychologists speak in this case of group norms of behavior. Your task is to fit into the team. Be your own in it. In the touching film about the war “Only old men go into battle”, having meticulously looked at the replenishment, checking it in a variety of situations, the squadron commander Titarenko decided: “Let's sing!” Your task is to make your colleagues think the same about you.

Misunderstanding by an individual employee of the group norms of behavior existing in the team or unwillingness to follow them is the main reason for the “rejection” of this employee by the team. Keep this in mind when solving problems of adaptation to a new job.

In general, a lot is written about corporate culture, but mostly in very complex professional terms. It seems to many that this is something from the realm of morals alien to us, artificially instilled and unusual for us. However, the corporate culture, in essence, is only the rules of group behavior, which is characteristic not only of “all people without exception”, but also of our smaller brothers. Recently, on a very interesting website (www.hr.infoser.ru) dedicated to the problems of personnel management, we found a lovely joke about the mechanism of corporate culture formation, taken from the foreign press.

In a cage where five monkeys coexist peacefully, a bunch of bananas is tied to the ceiling. Below them is a staircase. Hungry, one of the monkeys approaches the stairs with the obvious intention of getting a banana. As soon as she touches the stairs, a faucet is opened, and very cold water is poured over all the monkeys from the hose. A little time passes, and another monkey tries to eat a banana. Same result. No more dousing is needed. The third monkey, stupefied with hunger, tries to get a banana, but the others grab it and drag it away from the stairs, not wanting a cold shower. However, the experiment does not end there. We remove one monkey from the cage and replace it with a new monkey. She immediately, noticing the bananas, tries to get them. To her horror, she sees the angry faces of the other monkeys dragging her away from the stairs. After the third attempt, the monkey realizes that she will not be able to get the banana. Now we replace another one of the original five monkeys with a new one. Noticing bananas, she, in turn, tries to get them. As soon as she approaches the stairs, all the monkeys attack her in unison. Moreover, the one that appeared as a result of the first replacement attacks with the greatest enthusiasm. Gradually replacing all the monkeys, we come to a situation where there are five new monkeys in the cage, which were not watered at all, but which will not allow anyone to get a banana. Why? Because that's the way it is here!

Tips for starting a new job

First, when you get a job, be sure to contact those employers you applied to and who are considering you as a possible candidate, thank them and let them know that you are already working. It is reasonable to communicate that you have found a job and to those to whom you turned for help, to thank them for their help and participation. In this way, you will reinforce a good impression of yourself, and it will be convenient for you to refer to the same people another time.

So what do you do when you get a new job? You will not receive fully prepared recipes from anyone. You will have to decide what to do and with what priorities. But we hope that some of the tips below will help you achieve success.

1. Try not to draw too much attention to yourself, this can be very alert to your colleagues. Start calmly, but don't be too passive. Learn to listen. Being a good listener is not such a simple art. By understanding the subtext and hints, you will be able to better and faster understand the situation in a new place.

2. Study the organizational structure, get to know the main departments and main people. Try to figure out how and by whom decisions are made. Often the strongest and most defining opinion can be with the one who keeps a low profile, but has influence on the leadership. Understand the informal structure. Often, informal connections and influence, informal leadership largely determine the life of the organization. The sooner you figure it out, the more benefit it will bring to you. It is very important to be able to understand the written and unwritten rules, to understand what changes are expected. Pay attention to who communicates with whom, who is friends with whom. The main thing is to feel the climate in the team. In short, at first you need to be a detective a little. Just do not forget about tact and a sense of proportion.

3. Pay as much attention to people as you do to the task at hand. Remember that establishing good relationships in a new team is just as important as the quality of your work. Clearly observe subordination according to your place in the hierarchical structure. For any communication, you should choose the right tone, time and place. To learn this, watch those who work effectively. Never participate in conflicts and squabbles.

4. You should clearly know the goals and objectives of your unit and your boss, try to do everything you do with these goals in mind. Be careful. What seems slow and inefficient may serve an important purpose that is hard to see right away. Before suggesting your own way of doing something, even if it seems to you a much better one, try to understand why and how the way used here came about. You should try to change the order of things only after you fully understand it.

5. When starting a new job, be prepared for the fact that attention to your personality and professional activities will, as a rule, be increased at first. It is important to remember the universal rule “by clothes” not only when preparing for an interview, but also when coming to a new job. Try to take into account the style adopted in this organization, choosing a dress and demeanor.

6. In many organizations, there is a custom to mark the so-called "registration" at a new job. Most often, this is expressed in treating colleagues after receiving the first salary. Try to find out if such a custom exists in the organization where you started working.

7. It is best, at least at first, to be indifferent. This also applies to the manner in which you carry yourself: do not put yourself either lower or higher than those around you. Welcoming friendliness is the best key to recognition in a new team. At the first meeting, express your readiness to help with everything you can, be attentive to others, show courtesies, help.

8. Seek advice. Once again, let us recall the thought of N. Machiavelli that we love not the one who did us good, but the one whom we ourselves did good. By making it easy for people to help you, you win their sympathy.

9. Do not forget the old, but eternal, like the world, wisdom: "Nothing is valued so dearly and is not given so easily as courtesy." At the same time, one should distinguish between courtesy on duty and courtesy coming from the heart. Sincerity of disposition towards people, unfeigned interest is a trouble-free means to quickly win the favor, sympathy and even love of the people around you. It pays off a hundredfold and has a huge attractive power.

10. There is a very reliable and repeatedly proven way for a beginner: try to find yourself an informal mentor who is respected in the team, and with his help solve the problems that arise.

Probation

The first time at a new job (usually one or two months) becomes the main real probationary period for a person, even if this is not formally provided.

During this period, an opinion will be formed about you as a person and as a professional. But this is a two-way process, like an interview. During this time, you yourself will be able to assess “what’s what and what for how much, and very accurately”, because from the inside, a lot is always seen quite differently than from the outside.

Perhaps you are in for a disappointment so deep that you yourself hasten to leave this place even before the end of the formal probationary period. Therefore, it is advisable to provide for a probationary period when concluding a contract, as well as your right to refuse work if during the probationary period a serious discrepancy between the previously agreed and actual conditions is discovered.

Career within the company

Many ambitious people are strongly concerned with the problem of the most complete self-expression. Everyone wants to show themselves in a new place from the best side. This is a rather subtle and delicate issue. Excessive shyness, of course, harms ambitious plans, but also excessive assertiveness, bordering on swagger, arrogance and self-confidence can alienate those whom you seek to make a favorable impression on. How to solve this problem?

Obviously, in order to successfully gain a foothold in a new job, conscientious and professionally competent performance of one's job duties is necessary condition.

But if you want your new job to be the next step on your career ladder, then just having a good job may not be enough. You need to be noticed especially and singled out among other employees. You need to get positive attention. M. Eggert, author of The Perfect Career, gives a number of tips for this case, some of which we bring to your attention.

Write an article for an in-house or professional publication.

Take part in conferences and seminars. When attending seminars or conferences, speak with a commentary or substantive issue, stating your name and organization.

Achieve recognition as an expert in a field related to the job.

Plan useful publicity meetings and carry them out.

Coming to work earlier and leaving later than most.

Actively participate in professional associations.

Give sincere thanks and praise to those you admire and who have helped you.

Try to participate in the development of projects that are promising in terms of achieving fame and expanding contacts.

Communicate more often with people directly, rather than on the internal phone.

Regularly (for example, once a month) submit to the boss short review your achievements and plans for the next month.

Make suggestions to improve performance or achieve savings.

Communicate outside of work with company executives, such as playing tennis with them.

Contact your superiors for advice and assistance.

Always dress in the best possible way and be sure to dress appropriately for your organization.

Treating visitors to coffee, take care of high quality drinks and utensils.

Strive with all your might to make your office exemplary, while respecting the requirements of good taste, the necessary decorum and restrictions.

It is difficult to imagine a situation in which all these tips would be useful at the same time, especially in real life. Russian companies. Yes, and taking on everything at once, you can simply not cope. Do not forget that these tips complement the necessarily flawless implementation of your basic official duties. Therefore, you need to choose only those few tips that are suitable for your particular situation. At the same time, be sure to focus on what is accepted in the company or is the installation of your superiors. For example, if your company is used to coordinating contacts with the press with management, do not rush to write an article in the newspaper, even if its possible publication seems to be useful for the company. If the company has shared picnics or, for example, parties on the occasion of holidays and birthdays, do not shy away from participating in them.

Situation A-4: Alla Razumikhina goes to an interview and receives two specific offers at once

Alla Razumikhina was very firmly aware that her inclusion in the reserve group provided her with a unique chance to acquire the knowledge and skills that would be useful in her chosen field of activity. In addition, the people in the group were very interesting and nice. By the end of the course, the head singled out Alla among the best and offered to start working in a company outside staff member: form training groups for a commission percentage.

Allah willingly accepted this offer. Firstly, she had already begun to understand the relations in the labor market and understood that such work could be an excellent springboard in order to gain a foothold in the company and enter the state. Secondly, such work had its advantages: free disposal of one's time and a clear dependence of earnings on the work performed. In addition, the work of forming learning groups provided an opportunity to get to know different people and organizations, to expand the network of contacts and ideas about who is who and what is happening in different organizations.

Following this plan, Alla did not miss the opportunity to learn about all the prospects in terms of getting a job. One day she sent her resume to a joint Russian-Spanish travel company, which recruited new employees in connection with the expansion of its activities.

Going for an interview, Alla shared her doubts with the secretary of the company where she worked as a freelancer: whether her lack of knowledge of the Spanish language would prevent her from getting the job she was looking for. The secretary girl secretly told the boss that Alla was actively looking for work. He, being pleased with Alla, decided to try to keep a useful employee, who so successfully fit into their friendly team. Therefore, the next day, he invited Alla and offered her a job as a full-time employee with a guaranteed salary, while she could also receive a commission percentage, but a little less. He detailed to her the rather tempting prospects for growth in their firm. Alla faced a difficult choice.

The day before, she showed herself very well at the interview, the Spanish partner-co-owner was so pleased with her attitude to work, her manner of carrying herself and her excellent knowledge of English language that he declared his unconditional intention to take her to work. He offered her a paycheck that turned out to be nearly double what she could have gotten from freelance to full-time at the firm. Alla honestly told the boss about this, and he did not consider himself entitled to persuade her to stay, because he could not offer the appropriate conditions.

As a result, Alla managed to move to a new job, while maintaining a good relationship in the old one. She even expected to continue cooperation in the formation of study groups, but, of course, only in those areas that would not contradict her interests. new company. The boss was also ready to take Alla back to work if she was disappointed in a new place.

I would like to draw attention to the fact that maintaining good relations with people should always be made a goal. It doesn't matter if you envision the possibility of some kind of communication in the future. No one knows how his life will turn out. You should not spit in the well, as folk wisdom says. And in general, taking an aggressive position when leaving, settling scores, making claims is very ugly. Sometimes people behave aggressively, feeling guilty and remorseful, which, of course, only aggravates the situation.

Situation B-4: Boris Tonkikh makes a decision, but does not burn bridges

After a month and a half of initiative appeals, Tonkikhs had two real job offers. At three more firms, after favorable interviews, he was asked to wait until the next vacancies appeared. This result exceeded all his expectations. Of course, this cannot be considered pure luck, because both the qualifications and personal qualities of the captain of the second rank were at their best, and he did a very solid job of preparing for employment. Having decided that they are not looking for good from good, Boris began to prepare for negotiations on concluding a contract. He compiled a list of the most attractive benefits and compensations for him, rightly believing that now they can significantly supplement the basic salary. Negotiations in one of the firms disappointed Thin. The administration believed that quite decent salaries of employees allow them to independently solve all their domestic problems. It was especially inconvenient that the issue of food was not adjusted at all. Most workers in their youth did not pay due attention to food, being content with buns and hamburgers from a street tent nearby, washed down with coffee or tea, right at the workplace. In another firm with similar official duties and working conditions, a slightly lower salary was offered, plus free full meals provided by the firm, and medical insurance that allows Boris and members of his family to use the services of a very good medical center. Boris chose the second offer, honestly explaining the reasons for his choice at the first company. Having signed a contract for a new job and started it, Boris reported this to those three companies where he was asked to wait for vacancies. In addition, Boris called everyone he turned to for help in finding a job. He thanked them for their readiness to help and said that at this stage his problem with the work was successfully resolved. Thus, Boris managed to maintain and consolidate contacts that may still be useful to him.

Situation B-4: Vera Vorobieva becomes a bank employee

Verochka Vorobieva pondered the task before her. She needed to buy time, try to drag out the final answer until the situation cleared up in a more attractive place for her. However, at the same time, she was very afraid of chasing two hares, remembering well the end of this proverb. She came up with a good solution. She offered to work for free for two weeks before signing the contract in order to get better acquainted with the real situation, gradually enter into a busy working rhythm and give employers an opportunity to assess whether they made a mistake in it. This proposal made a favorable impression, she was told that she would not have to work for free, but the conclusion of the contract was willingly postponed. We agreed as follows: if in two weeks none of the parties changes their mind about concluding a contract, then the start of work and, accordingly, payment will be considered from the day the work actually starts, and if the contract is not concluded, then Vera will simply receive money for the hours worked. This option was completely suitable for Vera.

Situation G-4: Gennady Alexandrov goes to work in Geneva

Gennady Aleksandrov made a very successful and winning move by sending a letter immediately after the third interview with gratitude and a detailed description of those specific solutions from their practice, which, as it were, developed the questions raised during the interview. This letter made the most favorable impression and worked: he soon received an official offer to work in Geneva. Now it was necessary to think over and agree on a number of positions for inclusion in the contract. For example, the right for the wife to obtain a visa that allows her to work, the issue of paying airfare for him and his family during annual leave, a question about health insurance for family members. Since Gennady already lived abroad, it was easier for him to foresee and include in the discussion these and similar details. In addition, he knew how to subtly feel the measure: what needs to be defended, what can be easily abandoned, and what can be replaced by other requirements that ultimately have the same effect. The most important thing is to think through all this in advance and appear at the negotiations to conclude a contract fully armed.

Situation D-4: Dmitry Obolensky stipulates everything essential conditions and assumes responsibility

Dmitry Obolensky, entering the service of the Regional Property Committee, understood that there were practically no conditions for bargaining in the matter of wages. staffing approved, and with all the desire to add nothing can. But he immediately agreed with both the future boss and the personnel officer on two conditions: firstly, at the first opportunity, he would be sent to advanced training courses that give graduates a certificate from the Ministry of Finance. And, secondly, he will be allowed to working time attend English courses twice a week. He paid for these courses out of his own pocket and had already begun to study, but the classes began an hour and a half earlier than the end of the working day. They met him halfway in both matters, however, the boss set his own condition. He asked that Dmitry, if he suddenly decided to leave them, warned him six months in advance, thus giving time to find a replacement and organize the transfer of cases. This condition did not seem too difficult for Dmitry, and he agreed to it.

Situation E-4: Elena Petrova got a chance to correct the prejudice of the old chief accountant

After completing accounting courses, Elena Petrova began to look for a job, relying mainly on the network personal contacts. But one day she got a call from the same accounting department, where she did not go through her first interview very well. It turned out that before going to maternity leave there was less than a week left for the deputy chief accountant, and the captious chief accountant did not fill the vacancies. He offered Elena a temporary job, apparently hoping to still find someone more energetic and assertive. Elena accepted this offer. Working on herself with the help of video training, she began to feel and behave much more confidently. It even seemed to her an interesting task to try to break the prejudice that had arisen and prove to the chief accountant that his first impression was not true. In addition, from the very beginning she really wanted to be in the existing team. Handing over the affairs to her, the deputy chief accountant said that the chief accountant was a high-class specialist, very strict with himself and others. “Now these are rare, old school,” she said with great respect. Elena was seriously determined to prove her right to work in this team.

This story also had a happy ending. Pretty soon, Elena was able to show her value to the enterprise. At first, there was often a lack of experience, but the ability to learn, hard work and, most importantly, the ability to see and the desire to eliminate gaps in one's qualifications - all this gave positive result. Already in a couple of months Chief Accountant appreciated Elena and decided that he did not need to look for another person for a permanent job in this place.

Thus, this example shows very clearly how important it is not only to start a new job, but also to gain a foothold in it. This is the main task of the fourth stage, and only after that can we consider the work really received.

Job interviews were attended by a significant number of people who “applied” for jobs. After talking with the deputy director of personnel and the head of the shop, many of the applicants, psychologically exhausted by the search for work and refusals in other places, agreed to both low wages and rather tedious work in production. An employment contract was concluded with the future employee, and in the morning, on the day he was supposed to start work, an order was issued and his personal T-2 card was filled out. However, having entered the workshop and heard the master's explanations about what he, the former salesman, manager, etc., should do, a person who is absolutely unfamiliar with work in production and, in general, is not mentally prepared for it, and even for a meager salary, rushed in horror away from the workshop to the personnel department, begging him to return the work book, withdraw (and sometimes even tear right in front of him (!) the order for employment and never again remember his worker existence.

Sometimes the situation has changed somewhat. After an interview with a future employee, an employment contract was signed, but on the appointed day, he simply did not appear at work. Attempts to find out what happened to him by calling the contact number indicated in the contract led to only one single result. "I changed my mind!" - declared the "hope" of the printing business. Or: "I found another job."

In both cases, the deputy director for personnel gave a not entirely legitimate instruction to the personnel department to withdraw, tear and throw away the relevant documents about the employee, and if there were gaps in the numbering of the documentation (for example, the same employment contracts) - to state their thoughts on whether what they could be filled with.

If you also sometimes or quite often find yourself in a similar situation - then this article is for you.

Novels of the labor code

Following the introduction in October last year of amendments to Labor Code, part 4 of Art. 61 of the Labor Code of the Russian Federation on the annulment of an employment contract has changed almost beyond recognition. For the convenience of comparative analysis we will present the old and new editions of this article in tabular form. At the same time, the words that disappeared in the old version of the article are crossed out, the words that appeared in new edition- marked in italics.

Table 1

The old version of Part 4 of Art. 61 Labor Code of the Russian Federation

New edition of Part 4 of Art. 61 Labor Code of the Russian Federation

If the employee did not start work on time without good reason within a week, then the employment contract is canceled.

If the employee does not start work in the day of commencement of work, established in accordance with the second or third part of this article, the employer has the right to cancel the employment contract. The canceled employment contract is considered not concluded. Cancellation of the employment contract does not deprive the employee of the right to receive security under mandatory social insurance upon the occurrence of an insured event in the period from the date of conclusion of the employment contract until the day of its cancellation.

So what has changed? One amendment is, so to speak, "cosmetic" in nature. If, according to the old version, the employee was supposed to start work in the established(perhaps, as it seemed to the legislator, it is not clear by whom and where) term, then based on the new - on the day the work began, established in accordance with Part. 2, 3 Article. 61 Labor Code of the Russian Federation.

Ch. 2, 3 Art. 61 of the Labor Code of the Russian Federation "Entry into force of the employment contract"

The employee is obliged to start performing labor duties from the day specified in the employment contract.

If the employment contract does not specify the day of commencement of work, then the employee must start work on the day following the entry into force of the contract.

The rest of the changes are fundamental.

Consider not closed!

Firstly, the legislator clarified that an annulled employment contract is considered not concluded. In practice, this means that the canceled employment contract, according to general rule does not give rise to any legal consequences, except for the employee's right to receive Social Security benefits (for more details, see the text under the subheading "Eligibility for benefits"). Accordingly, the order for employment (if it was issued) is canceled. It is not necessary to issue an “order” to dismiss an employee. Also, an entry in the work book is subject to cancellation, if the personnel officer managed to make it.

Day, not week

Secondly, in the past, in order to cancel an employment contract, it was necessary for a new employee to be absent for a whole week. Now the employer can "get rid" of the "extra" employee in the state, if he did not start work on the first day. There is no need to wait another 6 days. Although, if the head of the company hopes that the employee will still make the organization happy with his work in it, the employer can wait for him as long as he wants. And cancel the employment contract after, for example, a month, making sure that there is no longer any hope for the appearance of a new employee.

Reasons for absence? Any!

Thirdly, the previous version assumed the existence of disrespectful reasons for the annulment of the employment contract. If, for example, an employee fell ill or had to take care of a sick child, then we had no right to part with him. Now we do not need to find out if an employee is absent from the workplace for a good reason or without it. The right of the employer to cancel the employment contract does not depend on this.

You have the right, but you don't have to!

Fourth, before we obliged were to cancel the employment contract with such an employee. Now an employer entitled do it. But he may not use this right.

Example 1

Suppose an employer called an employee who did not come out on the first working day and found out that he was on sick leave. In this case, the head of the company can exercise his right granted to him by the Labor Code of the Russian Federation and instruct the personnel department to cancel the employment contract, or maybe wait for the “newbie” to go to work.

Example 2

The reason for the absence of a new employee from the point of view of the law is not valid - he found out that his girlfriend from another city could come to him just for one day. In this regard, the young man called the employer and asked for a vacation for that day at his own expense. Of course, the head of the company has the right to refuse such a bold request to the employee and cancel the employment contract with him, or maybe, remembering his youth and understanding the romantic feelings of the employee, and not use this right.

Should it be understood, this amendment of the legislator, including so that the management of the organization can dismiss an employee for absenteeism (if the reason for absence from work is disrespectful)? This question is rather controversial. Indeed, before the norm, Part 4, Art. 61 of the Labor Code of the Russian Federation gave an unequivocal negative answer to this question. If the employee did not start work within a week without good reason, the employer had to he was not automatically entitled to cancel the employment contract, and, consequently, he was not automatically entitled to dismiss a new employee for absenteeism. Now the employer has the right not to cancel the employment contract, which means (we mentally add the phrase), he can leave the employee at work ... or fire him. Unfortunately, neither judicial practice, no clarification has yet been made on this matter. And if you decide to impose on the worker disciplinary action, and he will sue you for this, regardless of the decision of the latter (in your favor or not), you can be proud that you have created a judicial precedent.

Eligibility

Fifth, the cancellation of an employment contract does not deprive the employee of the right to receive mandatory social insurance in the event of an insured event in the period from the date of conclusion of the employment contract until the day of its cancellation.

Example 3

Let's imagine that your employee was supposed to start work on August 1, but on that day he fell ill. You canceled the contract on August 2. Accordingly, the insured event occurred in the period from the date of conclusion of the employment contract until the day of its cancellation. Therefore, the right to receive benefits for the entire period of illness of your employee will continue.

This rule of the Labor Code of the Russian Federation is consistent with the norms of the No. federal law dated December 29, 2006 No. 255-FZ "On the provision of benefits for temporary disability, pregnancy and childbirth of citizens subject to compulsory social insurance." Whereas earlier, according to the Regulations on the procedure for providing benefits for state social insurance, approved by the decision of the Presidium of the All-Union Central Council of Trade Unions on November 12, 1984, with subsequent changes and additions, as a general rule, in case of illness before the actual start of work (even if there is a concluded employment contract) was not issued. There were only a few exceptions. So, persons who have graduated from higher or secondary specialized educational institution, graduate school, clinical internship or vocational school, sent to work in the prescribed manner, the allowance was also issued in cases where temporary disability occurred before they began work. Such allowance was paid from the day appointed for their appearance at work.

Procedure for canceling an employment contract

As mentioned above, in practice, as a rule, instead of carrying out the cancellation procedure, the copy of the contract kept by the employer is seized and destroyed. The fact that another copy of the contract was safely left with the employee who did not start work and at the same time it was not recorded by any act that to reach the place production activities he did not want to, everyone safely forgets.

Of course, there is no judicial practice illustrating the harmful consequences of such a short-sighted behavior of the employer. As far as we know, not a single employee who has not started work without a good reason has yet stated that he actually worked in the organization, because he has an employment contract in his hands, and documentary evidence of his absence in the form of the same act does not exist. It is clear that in such an extraordinary case, “documentary evidence of the absence of an employee at work” will be tried to issue retroactively. Nevertheless, it is better to competently conduct the procedure for canceling the contract from the very beginning.

So, if the employee did not start work on the day the work began, the employment contract may be canceled by the employer.

The question arises: when, in this case, should the personnel department cancel the employment contract? On the day a new employee starts work, it is not always advisable to do this. This is due to the following. In order for the procedure for the annulment of an employment contract to be absolutely flawless from the point of view of law, the employee should not start work during the entire first day. And you and the head of the organization must be convinced of this. Suppose that in the morning your employee did not show up for work at all. If the working day of your new employee lasts from 9:00 to 18:00, it is not a fact that at 17:30 he will not burst into your office, will not declare that he is ready to start working right now, and even that his absence is so long time for good reasons. From a formal point of view, he can start work at 17:45, and at 17:50 and even at 17:55. On the other hand, if an employee shows up this late, you can impose disciplinary action on him, up to and including dismissal for absenteeism. However, if your working day ends at the same time (18:00) - you can hardly have time to cancel the employment contract, then it is better to cancel the contract the next morning. Another thing is if you finish work, for example, at 19:00, however, like the head of the organization who gave the appropriate order, and the employee at 17:00 or 18:00. Then, formally making sure that the employee has not started work for the whole day, you can cancel the employment contract.

The following situation may also take place. The employee went to work, but, having heard from the master what he should do, he decided to quit. In this case, it is advisable to cancel the employment contract immediately.

The fact that the employee did not start work on the first day should be documented by drawing up an appropriate act.

Pay attention to the fundamental difference between this act and the act necessary to dismiss an employee for absenteeism. In case of absenteeism, we confirm that the employee absent at work for more than four hours or the whole day (shift), and in case of cancellation of the contract, we indicate that he is at work did not start. Of course, these concepts are almost identical. Naturally, if a person was absent from work for a day, then it is clear that he did not start it. But he can, as we said above, be present at work, and, nevertheless, not start it. Those. employee after registration of all personnel documents could enter the workshop, see how other workers were working, and, deciding that such hard work was not for him, turn around and go home. In this case, the employee seemed to be present at work, but did not start it.

In the latter case, when drawing up an act, you must fix that the employee is exactly did not start(Attachment 1) .

If the employee did not come to work at all, both the wording “did not start work” and the wording “absent from work” can be used.

Attachment 1

that the employee did not start work

I, Igor Igorevich Kuznetsov, head of the loading and unloading shop,

in the presence:

1. Andrey Sergeevich Bochkin, Deputy Head of the loading and unloading shop,

2. Andrey Fedorovich Korovin, loader of the loading and unloading shop,

drew up this act stating that Ivan Ivanovich Gusev, who, according to the employment contract No. 77 of July 31, 2007, was supposed to start working as a loader in the loading and unloading shop, did not start work on August 1, 2007.

Present: Bochkin A.S. Bochkin

Korovin A.F. Korovin

The act was: Kuznetsov I.I. Kuznetsov

If your employee came to work, but, looking into the shop, was horrified, imagining his future “career prospects”, and decided to run away, it would be useful to take a statement from him that he refuses to work for you (Appendix 2). After that, you can cancel the employment contract.

Appendix 2

General Director of ABV LLC

N.N. Slyusarev

from I.I. Gusev

Statement

I declare my refusal to start work in accordance with the employment contract No. 77 of July 31, 2007 concluded with me.

Next, it is necessary to issue an order to cancel the employment contract (Appendix 3) and make an appropriate entry in the employment contract: “The employment contract was canceled due to the fact that the employee did not start work on the day the work began.”

It should be borne in mind that the order to cancel the employment contract can be given to the specialist of the organization's personnel department orally. However, in large organizations, where the procedure for processing documents is clearly formalized, often proceed as follows. The immediate supervisor of the employee writes a memorandum addressed to the head of the organization with a request to cancel the employment contract due to the fact that the employee did not start work on the day the work began. And he attaches to his “petition” an act confirming this fact. And the head of the organization puts his resolution in the form of an appropriate order on the report and sends it to the personnel department.

Annex 3

Society with limited liability"A B C"

ORDER

About Cancellation

employment contract

Due to the fact that Ivan Ivanovich Gusev did not start work on the day the work began, established in accordance with Part 2 of Art. 61 of the Labor Code of the Russian Federation, labor contract

I order:

Employment contract No. 77 dated July 30, 2007, concluded with Ivan Ivanovich Gusev, to be canceled on August 1, 2007.

CEO Slyusarev N.N. Slyusarev

In addition, if you have already issued an order to hire an employee, you must cancel it. Nowhere is it said how to do this. It seems to the author that two algorithms of behavior in this situation are possible: the first is to issue a separate order to cancel the order for employment, the second is to make an inscription on the order for employment itself that it has been canceled signed by an employee of the personnel department.

In addition, if an entry has already been made in the work book, it must be canceled in the prescribed manner. And, of course, the work book must be returned to the employee.

Yu.A. Khachaturyan, lawyer