What to write about the applicant. Additional information in a resume: examples. How to write a resume correctly. An important point regarding the provision of personal information
Providing additional information about yourself is the finishing touch to your resume. This section helps the recruiting manager determine what kind of person you are, to see you from the side opposite to work. Leaving a section blank means showing that you have nothing to say about yourself, and thereby missing an opportunity to draw attention to your candidacy.
The main task of this section is to interest the employer, to persuade him to choose in your favor, so it is worth paying special attention to it. In the section for additional information about yourself, you have the opportunity to indicate information that cannot be contained in the rest of the applicant’s application form. The main rule is not to deviate from the purpose of your resume, so all additional information in the resume should relate only to those factors that will help you get the desired position. Here you can better characterize yourself, and therefore present your candidacy more favorably.
Example of additional information for the position of chief accountant:
Marital status: married, two children.
Driver's license: yes.
Possibility of business trips: yes.
I periodically publish in the magazine “My Accountant”.
Here are a few points you can use on your resume:
Marital status. This information is very important, it makes it possible to determine that you are not a flighty person and want stability in your work, or vice versa - you have the opportunity to devote more time to work, are ready for changes and moves.
Hobby. This point will allow you to reveal yourself as a person, show that you have other interests besides work, that you are a comprehensively developed person, thereby winning over the recruiter.
Possession of a driver's license. For some positions this is one of the mandatory conditions employment (driver, taxi driver), and for others an additional advantage, for example, if the work involves constant business trips, be it sales representative, or purchasing manager.
Also, in your information about yourself, you can indicate the possibility of business trips or moving to another city. For a particular vacancy, this can be a very significant factor.
Additional information on your resume
Including additional information in your resume can add weight to your professional image.
This section provides an opportunity to once again focus the employer’s attention on those aspects of the candidate’s personality and competencies that will help quickly achieve success in a new workplace.
Since this additional information section is less important than the professional experience and education sections, it is located last in the resume.
Additional information includes information that is not directly related to your professional experience, but can harmoniously complement information from other sections (for example, work experience).
It is important to avoid several common mistakes when completing this section. One of them involves describing your “non-work” hobbies. For example, “growing roses and tulips” or “cycling and football” would not be useful complementary information (unless you are a florist or fitness instructor).
It is important to understand the appropriateness of providing such information. It is unlikely that mentioning your hobby or describing your behavior in your personal life will be of interest to employers at the stage of reviewing your resume. Write about your hobbies only if they directly affect your work responsibilities. The employer can find out all additional information from you during the interview.
Also, the “Additional information” section should be used to indicate your age if it is “critical”. Employers will at least read about your experience first and may be more interested in it than your age.
An important point regarding the indication of personal information.
Often, the phrase “35 years old, not married, no children” and similar phrases force one to refuse further communication with a candidate. This applies to both male and female applicants. Such information repels potential employers. If you have nothing to boast about in your personal life, then this type of information does not need to be provided. HR officers are very suspicious and the first thing they see in such situations is any problem. It’s easier for them to invite a candidate with a more positive resume than to waste time finding out why.
Graduates should reflect their achievements in this section. It is clear that they will be very modest and it would be a stretch to call them professional achievements. Therefore, their location in this section will be most adequate. Celebrate your achievements in sports and all kinds of competitions, contests, and participation in voluntary social movements. Indicate any incentives and awards received during your studies.
If you are willing to consider related positions, and not just the purpose you described in the appropriate section, indicate related areas of activity here. This move will help demonstrate that you are truly a professional, since you still strive to improve in one direction, while other, related positions are less desirable for you than those indicated in the “Resume Purpose” section.
A big plus could be mention of participation in any professional movements, clubs, or associations. Employers are interested in candidates who have business contacts in their industry.
If you have a driver's license, personal car or international passport, and your future position involves travel or business trips, also do not forget to mention them. You can indicate your readiness to work with irregular working hours and the presence of business connections. This section can also include opportunities to provide recommendations and feedback.
Playing sports and leading a healthy lifestyle (absence of bad habits) is very important additional information; be sure to include it in your resume if the vacancy announcement contains such requirements or it may be useful for a future position.
What additional information should not be included in a resume?
1. You should not write about why you would like to work in the company and other information related to motivation. To indicate this information, there is another document - a cover letter, which must also be attached to the resume. It can already reflect what you consider most important for yourself in your future work, what long-term goals you would like to achieve, what new skills you would like to master, and what sets you apart from other candidates.
In addition, the presence of a cover letter indicates the candidate's seriousness, interest in the position and professional maturity. In this case, the chance of receiving an invitation to an interview increases several times. This is especially important for graduates and young professionals!
2. You should not write in your resume about the presence or absence of any documents - a military ID, registration certificate (or that you served or did not serve in the army, unless the vacancy requires it), pension certificate, TIN, passports, etc.
A resume is intended only to demonstrate to the employer your intention to compete for a vacancy. If necessary, when inviting you to an interview, the employer will inform you what documents you need to take with you to the interview.
Therefore, use a small rule: write only about what meets the requirements of the vacancy - this is reflected in the advertisement. Well, if you are a professional and know all the nuances and “ bottlenecks» of your business, then your competence in these matters should be reflected in the section on professional achievements.
3. You should not indicate personal information (gender, religion, criminal record, children, living conditions, etc.) if they can be considered unfavorable (this has already been discussed above). Again: if such data is needed, the employer himself will say so.
Remember the rule: Don't answer a question you weren't asked! During employment, you cannot be absolutely honest and open - the employer does not need this - he is only interested in one thing: whether you can do the job or not. You need to be somewhat of a diplomat when you talk to an employer about yourself. Provide only the information which will favorably present your candidacy! This will help you both when writing a resume and during an interview, which we will talk about in a separate post.
Additional information on your resume
In the last paragraph of the summary - Additional information information about the applicant that is not included in the other sections of the document is indicated:
Provide relevant data here that is relevant to future work. Indicate only information that can advantageously present your candidacy and distinguish it from competitors. In the Additional Information section of the resume, there is no need to emphasize or place information that may alert the employer. For example, you should not indicate your residential address if you live very far from your place of work.
Example of additional information in a resume
We will provide a sample of additional information in a resume for the position of sales manager:
What additional information should be in a resume, recommendations for compilation
Correctly writing a resume when looking for a job is an important point. Here you can find information about the applicant, describing not only his personal data, but also his professional skills. Properly filled out this document sets the goal of conveying to a potential employer information that will persuade him to provide the seeker with the desired position.
The form of compilation mainly presupposes conciseness of presentation. And while the basic information, which describes education, previous work experience, and the like, usually does not cause difficulties, not everyone is clear on what the additional information in the resume means.
Usually, this section contains things that do not fit into the rest according to the format, but, in the opinion of the applicant, the employer needs to know. Most often this concerns personal qualities. It is not recommended to leave this column empty, since this can only mean that there is nothing more to tell about yourself, but the main purpose of a resume is to provide information in such a way as to interest a potential employer, so that he will single out this particular candidate from many similar ones. Therefore, some highly value originality and creativity in this section, especially if the future position requires the presence of these qualities.
However, for many resume components, additional information is the presence of such personal qualities, such as accuracy, resistance to stress, punctuality, etc. Yes, of course, all this is important, but such filling out is more like a banal formality, without characterizing the applicant in any way and without revealing his individuality.
Additional information about yourself in your resume should be relevant and relevant to the intended position. So, here it is necessary to indicate the level of knowledge of foreign languages, marital status, computer skills (indicating specific specific programs required in future work).
In addition, the “additional information” section in the resume involves a description of the desired work schedule, you can note your readiness for business trips and irregular working hours. Here you can also indicate whether you are currently receiving additional education or taking courses in a specialty. However, this is stipulated only if training has already been completed; you should not reveal your plans to the future employer and write about what is planned; he is unlikely to appreciate it.
Some applicants believe that additional information on a resume includes a description of their hobbies. If it in any way relates to future work and can characterize job seeker as a specialist, it is worth mentioning him. For example, an applicant for the position of florist may mention his passion for indoor flowers. However, if free time has nothing to do with future work, then it’s not worth talking about. Thus, it is unlikely that most employers will be interested in the fact that a manager candidate loves diving or mountaineering.
It is not recommended to write in very detailed terms. It must be remembered that the main thing here is brevity, since the recruiter usually spends less than a minute reading it, especially if there are a lot of applicants for the position. Consequently, a large amount of information should fit in a few phrases, correctly and clearly composed, giving an idea of the writer as an individual and unique person suitable for the position.
Additional information in the resume may include achievements and awards, titles, bright and successful projects that the applicant led. Papers or presentations at various conferences may also be listed here. However, you should not mention anything that is not relevant to the intended work.
CV paragraph “Additional information”: how to get hooked?
Writing the perfect resume is only half the battle. Whether it will “hook” the future employer or not is a big question. Are there any tricks to do this?
Professional experience and education are integral parts of any resume. But for some reason, people completely forget about the “Additional information” section or fill it out quickly, without paying special attention to it. But in vain. This is what will help you “hook” the employer.
What is usually indicated in this paragraph? Firstly, the level of proficiency in foreign languages, secondly, personal qualities, sometimes computer literacy(which is often indicated in the “Skills” section), having a driver’s license, marital status, date of birth, hobbies... Agree, everyone has at least something to write about. Let's look at some points in more detail. How can they help us?
- Foreign languages
Of course, the more the better, because knowledge of foreign languages not only shows that you are a well-rounded person, but also that you care about developing your career. Just don't try to sugarcoat it, because everything is easy to check. A couple of questions in a foreign language, of which you only know the name, and you won’t see a job in this company like your ears. One of the main requirements modern society to a person - possession English, an international means of communication. As a rule, the resume indicates the level: “fluent”, “understand”, “reading and translating with a dictionary”, etc. But if you want to focus HR’s attention on this, write in Latin letters: advanced, intermediate, elementary, etc. Just don’t forget to check what language is indicated in the vacancy: if the company needs a specialist with knowledge of German, and you have been studying all your life French, then your resume will end up in the trash. Of course, the realities of modern society are such that often specialists with knowledge of the language working for a Russian employer have, at best, to translate letters and documents, and not negotiate in the language itself. But even despite this, you must indicate your level.
- Driver license
A hundred years ago the pace of life was slow, and people could do everything during the working day. Now there are problems with this. The standard of living is increasing at an incredible rate year after year, and accordingly, greater mobility is required from us. A car helps provide freedom of movement. In most vacancies, having a driver's license is a mandatory requirement, and its absence is a serious obstacle to the desired position. Therefore, if we have rights, we write. This is another competitive advantage for you.
Your hobbies can tell a lot about you: both as a person and as a professional. For example, you like to travel or collect works of art. In the event of such recognition, an HR specialist may well think that you will also qualify for a higher salary compared to other candidates and, perhaps, your hobby will take up a lot of your time: of your own free will (of course, if you have sufficient financial resources) no one returned from, say, Paris. If you have any sporting achievements, be sure to include them. Even if it’s a rank in volleyball or a prize in a university chess tournament. However, be careful with revelations: some HR people, for example, believe that fans of wrestling and martial arts are aggressive in nature and therefore should not be hired into the company.
It would seem that everything is simple: if the candidate is suitable in age, then the selection specialists will consider his candidacy. But what about those who are slightly younger or, conversely, older than the desired position? There is an opinion among HR people: if your age is not between 27 and 39 years old, then the trick is to indicate your age not at the beginning, as many usually do, but at the end of the resume. In this case, the HR specialist, being impressed by your work successes and achievements, will remember your age already in last resort. No one, of course, is immune from bureaucrats, who, even if they are looking for a candidate who is 28 and a half years old, will only invite such people for an interview, but nevertheless...
- Marital status
As a rule, considerable attention is paid to this point if the candidate belongs to the fair sex. There are employers who prefer not to employ young mothers, others are looking only for specialists with two children, others are generally unmarried... Although the marital status of men also comes under close attention. Especially if the company has rules not to promote, for example, unmarried people.
In conclusion, I would like to note: since resumes are viewed on average for 7–8 seconds, do not be lazy to do everything possible to “catch” the attention of HR. The “Additional Information” block is a great opportunity to do this.
It seems the easiest way to get an answer is to ask a question. However, during negotiations with applicants, this approach does not always work. How can a recruiter quickly find out the necessary information about a candidate?
And what can be done to ensure that the personnel search process does not become a reason for litigation? And what can be done so that the personnel search process does not become a reason for litigation?
What prevents you from getting an accurate answer from the applicant?
The development of the labor market has created significant difficulties in finding out reliable information about a candidate. In recent years, a stable trend has been the high preparedness of applicants. Thousands of books and articles have done their job. Almost everyone has learned how to professionally compose a resume, write cover letters and answer typical questions in a socially desirable manner. So, in the process of communicating with a candidate, the HR manager only checks his ability to pass an interview.
However, often employer representatives do not even know how to create a friendly atmosphere that would help the applicant open up. " I’m coming to the final interview, by the way, at a very well-known publishing house. They have a meeting, I'm waiting. Half an hour after the appointed time, several people leave the meeting room. One of them stops next to me and looks silently. I ask: “I guess they sent me to you for an interview?” We sit down in the meeting room. My interviewer fixes his gaze on the laptop monitor and begins the interrogation. Is this a normal attitude towards an applicant?“- copywriter Elena is indignant. The recruiter's attempts to get answers to too personal questions (for example, about religion, marital status, solving a housing problem, planning for children, etc.) also extremely irritate applicants. And forcing a person to give out information that he would like to keep to himself, of course, not only does not interfere with normal dialogue, but also sets the interlocutor against you.
And in general, it must be admitted that the questions are practically not diverse. And the talkativeness of HR managers often provokes the candidate to give the desired answer. In addition, vaguely posed questions, such as, for example, “ tell us a little about yourself”, only confuse the applicant, instead of helping him to reveal himself as a specialist.
In addition, obtaining the necessary information is hindered by the tendency of many candidates to give false answers to questions related to clarifying their experience, as well as the availability of professional skills and personal qualities necessary to perform the job. This behavior is explained by the fact that vacancies often indicate initially inflated requirements, as well as the prevailing opinion in society “if you don’t deceive, you don’t sell.” One of the most unpleasant questions from this series: “” Since it is bad form to speak negatively about a former employer, then if in reality the reason for dismissal was a relationship with your superiors, in 99% of cases no one will tell you the truth.
And a strictly formalized approach to personnel selection does not at all contribute to normal dialogue. Often candidates different levels conducted through the same interview stages. And it’s okay if the recruiter selects ordinary employees, requiring them to complete several psychological tests, creative tasks and answer a dozen questions. The selection of management and highly qualified specialists is another matter. Faced with such an attitude, the applicant will leave, and you will not get the desired result, scaring off the right employee. " There was a vacancy for the director of the legal department. During a personal meeting, it turned out that the HR manager did not understand anything at all, as I understood, not only in the field of law, but also in his own. At the interview, he bombarded me with questions like “what color do you prefer for wallpaper, spoons, nesting dolls, etc.” At the same time, he himself blushed, stuttered and spent a long time marking something on his piece of paper. It felt like they were looking not for a lawyer, but for a painter...“- Alexandra shares her impressions.
Sergey Marchenko, managing partner of Executive Search agency SM Consulting, lists six common mistakes recruiters make when selecting top personnel:
- The level of the position for which the applicant is applying is not taken into account. They are trying to push him through standard selection stages and tests, sometimes much more suitable for a yesterday’s graduate.
- At the very beginning of the meeting, serious questions are asked to the applicant. For example, about his personal motivators, about the level wages in the previous place, etc., when the conversation is still far from confidential. In this case, it is unlikely that a response will be received, and if it is received, then most likely it is insincere.
- Determined key question, the correct answer to which will determine the fate of the applicant for the vacancy. As Sergei quite rightly notes, such a question cannot exist. Moreover, the candidate is capable of lying, trying to guess the correct answer based on the recruiter’s reaction, or simply getting confused.
- Frequent use of closed questions in conversation that provoke a socially expected answer.
- Incompetence of the recruiter in the client’s business and the specifics of the vacancy. “If the top does not feel that the recruiter is a professional, then a full-fledged interview will not work - the applicant will withdraw into himself and wait with irritation for the end of the interview,” warns Sergey.
- Abuse of tests. Especially if candidates for an open position can be counted on the fingers of one hand, and the applicant must travel thousands of kilometers to meet.
Also among the prohibited techniques in relation to highly qualified specialists are stress interviews and interviews using a lie detector. Such an approach is more likely to anger and turn the candidate against the company than to help the recruiter solve the tasks assigned to him.
Can a recruiter's questions give rise to legal proceedings?
A recent trend has also been the desire of citizens to protect their labor rights. Many employees are well versed in the Labor Code of the Russian Federation, and those who are especially corrosive and offended are ready to defend their own interests even in judicial procedure. Therefore, the HR manager must be prepared for such a turn of events and know how to act so as not to create problems for the employer.
“The questions themselves, regardless of their content, cannot be discriminatory,” explains Sergey Saurin, head of legal department ANO "Center for Social and Labor Rights". - At the same time, according to Art. 3 of the Labor Code of the Russian Federation, no one can be limited in labor rights regardless of gender, race, skin color, nationality, language, origin, property, family, social and official position, age, place of residence, attitude to religion, affiliation public associations and other circumstances not related to business qualities worker." Here it is important to clarify what exactly is meant by an employee’s business qualities. In the resolution of the Plenum Supreme Court Russian Federation dated December 28, 2006 No. 63 established that “ the business qualities of an employee should, in particular, be understood as the ability of an individual to perform a certain labor function taking into account the professional qualifications he has (for example, the presence of a certain profession, specialty, qualification), the personal qualities of the employee (for example, health status, a certain level of education, work experience in a given specialty, in a given industry)».
“Thus, it is not so much the question itself that is important. Do you have children?“, how much motive prompts the recruiter to ask it. It’s one thing if a company, say, has its own kindergarten or other forms of support for working parents are used, and the HR manager asks such a question only in order to subsequently invite the new employee to use them. And it’s a completely different matter if the company has a clear policy - not to hire women with small children. “In the second case, discriminatory practices are obvious,” the lawyer gives an example.
As you know, at the moment the legislation does not regulate the procedure for conducting interviews. Personnel worker has the right to ask any questions. “However, if an applicant who gave an honest answer or refused to answer is denied a job, the company may well receive a lawsuit demanding to be forced to enter into an employment contract, to recover compensation for unlawful deprivation of the opportunity to work, and for compensation for moral damages,” it warns Sergey Saurin. Of course, it will be very difficult for the applicant to prove that labor rights were violated. “But if he succeeds, a tidy sum may be recovered from the employer. Thus, an accountant from Voronezh collected 290 thousand rubles. from an employer who refused to hire him as not suitable for his age - the applicant was 57 years old at the time of employment,” says Sergei.
Besides, current legislation administrative liability is provided for discrimination ( Art. 5.62 Code of Administrative Offenses of the Russian Federation – fine up to 100 thousand rubles. for the company) and criminal liability ( Art. 136 of the Criminal Code of the Russian Federation – fine up to 300 thousand rubles. for the responsible person or other punishment, up to imprisonment for up to two years). Although, according to Sergei Saurin, there is currently no practice of bringing violators to justice under these articles, one should not forget about their existence.
How to ask to get the answer you need
But be that as it may, the recruiter is obliged to select an employee who meets the agreed requirements. This means that all issues need to be clarified before the final offer is made to the applicant. How can an HR manager do his job so that the wolves are fed and the sheep are safe?
First of all, do not forget that often the shortest path is not uphill, but around the mountain. Instead of asking the question " Why did you leave your previous job?” and hear a rehearsed answer, try a more neutral option for the candidate. For example, you can use design questions like: “ Why do you think people change jobs?“So instead of accusations, you will give the applicant the opportunity to philosophize and casually blab about the true reasons for his departure. As a rule, one question is not enough to find out all the nuances. Therefore, clarifying questions are necessary. It is best to ask them in conjunction, shifting the focus from the company to the applicant and back. So, you can ask what tasks in the previous organization at the interview stage were planned to be assigned to the applicant, what compensation was promised, what happened in reality, whether they were achieved needed by the employer results, what was the starting point for the job search and what he is currently looking for.
It is also worth remembering that you have a lot of techniques in your arsenal that will help you obtain the necessary information from the applicant. It could be role playing games, tasks to identify personal qualities, professional tests. If there is a need to clarify any circumstances from the applicant’s biography, this can be easily done by scattering the relevant questions across the company’s selection stages. That is, asking about the same thing in different interpretations and during preliminary telephone conversation, and at an interview in the HR department, and at a meeting with a potential manager, and when checking references. You can also enable relevant question in the questionnaire with a warning about the consequences awaiting those who give false answers.
At the same time, we should not forget about the danger of dragging the company into lengthy legal proceedings. To avoid this, Sergey Saurin recommends not giving the applicant any reason to consider the attitude towards him discriminatory: “The interview should be conducted in such a way as to get the most complete picture of the potential employee’s capabilities. However, if you still need to obtain information that is not directly related to business qualities, explain to the applicant why the company needs such information. Questions about religion, age, marital status, etc. are perceived as discriminatory only by virtue of the characteristic motive attributed to them. If these questions are due to the specifics of working in a company, then it is quite correct to ask them - the main thing is that the applicant knows about this in advance.” Also, try not to show emotions in response to the information you receive from the applicant. Often, an HR manager, having found out that in some part a candidate does not meet the requirements of a potential manager, immediately chuckles or sums it up with the words: “ Well, everything is clear" And if such a reaction to the words of the applicant is considered by him as discriminatory, who can guarantee that he will not sue you?
In general, to solve the tasks assigned to a recruiter, it is enough to apply the following principles in practice:
- Before the interview, study the applicant's profile and identify topics that you would like to discuss. Preparing for a meeting will not only save you own time, but will also demonstrate respect for your counterpart.
- Try to create a friendly atmosphere during the interview that would allow you to continue communication in the future without tension. To do this, give the candidate a short tour of the office and offer him a cup of tea or coffee.
- At the first meeting, do not give the applicant too much information about the company and the preferences of the potential manager, so as not to provoke his socially desirable answers to your questions.
- Ask specific questions. And if you really want the candidate to make a self-presentation, instead of “ tell us about yourself“Invite him to tell you what he himself considers necessary.
- Speak to the applicant in the same language. In this way, you will not only show your professionalism and be able to build a more constructive conversation, but also reduce the chances of the interlocutor misleading you.
- Treat applicants differently depending on their status, age, work experience, etc. It’s one thing to ask an applicant with no work experience to fill out a six-page application form, but it’s another thing to try to force a candidate for the position of CFO to do the same.
- Offer to complete a creative task or case, taking into account the person’s specialization. " The most idiotic task that I was asked to do was to draw a pack of Winston cigarettes, and nothing but a pack, so that I would want to buy it. And this despite the fact that at that moment I was getting a job as a programmer, says Alexey. – And in one law office they showed two stacks of books (science fiction and historical novels) and asked which one I would prefer to read first -1
Write to an expert!
Recruitment of personnel for legal entities, legal services. Rabota24, LLCContract for the provision of employment services
Write to an expert!An agreement is concluded between a legal entity and an individual for the provision of employment services, as well as for the processing of personal data of the applicant.
Targetprovision of personal data by the “Applicant” and their subsequent processing by the “Contractor”: receipt by the “Applicant” of free services of the Contractor, namely information about vacant jobs and assistance in employment.
AGREEMENT No.
provision of employment services
Lobnya December fifth two thousand r. year
Ivanov Ivanov Ivanovich, hereinafter referred to as the “Applicant”, acting on the basis passports 00 00 №
000000, passport issued Department of Internal Affairs of the Babushkinsky district, passport and visa office of the city of Moscow, unit code 000 , date of issue 00.00.0000 ,
registered at the address: 000000 Moscow st.
Ivanova d. 0 apt. 00, and Limited Liability Company
«
Snils"
, hereinafter referred to as the “Contractor”, represented by general director Ivanov Ivanov Ivanovich, acting on the basis of the Charter, on the other hand, have concluded this Agreement as follows:
- SUBJECT OF THE AGREEMENT
1.1. According to this agreement, the “Contractor” undertakes to provide services for the selection of vacancies and employment of the “Applicant” in the specialty/profession or other position with the consent of the “Applicant” , and the “Applicant” undertakes to pay these conditions.
1.2. The “Contractor” does not guarantee the “Applicant” employment, since he cannot influence the decisions of employers in matters of personnel selection.
2. RIGHTS AND OBLIGATIONS OF THE PARTIES
2.1. The “Contractor” undertakes to provide the following services:
- add the “Applicant” to your database;
- with the verbal consent of the “Applicant”, offer his (her) candidacy to employers in accordance with the applications received from them;
- use information about the “Applicant” only to fulfill this Agreement.
2.2. The “Executor” has the right:
- begin performing services only after receipt of payment;
- send resumes by e-mail and by fax for the purpose of employment of the “Applicant”;
- with the verbal consent of the “Applicant”, check references from previous places of work or from persons whom the “Applicant” indicated as recommenders;
- refuse to fulfill this Agreement if the “Applicant” provided false or inaccurate information about himself.
2.3. The “Applicant” undertakes:
- provide the Contractor with fully reliable information about yourself and your professional activities necessary for employment;
- if personal data changes within 2 (two) weeks, make changes to the questionnaire (resume) and provide new information to the Contractor;
- consider vacancies offered by the “Contractor”, appear for interviews with the Employer;
- in case of hiring, inform the Contractor about going to work within three (3) days;
- pay for the Contractor's services in the manner and in the amount established by this Agreement;
2.4. Each party has the right to terminate this Agreement in unilaterally, warning the other party about its termination no later than 2 (Two) weeks in advance.
2.5. The Contractor’s obligations are considered fulfilled from the moment the “Applicant” is admitted to work on the vacancy offered by the “Contractor”, with the exception of the first two (2) trial days, regardless of whether the hiring was properly formalized (in accordance with the Labor Code of the Russian Federation) .
3. COST OF SERVICES AND PAYMENT PROCEDURE
3.1. The “Applicant” pays the cost of services provided in the amount of: 0000 (amount) rubles.
3.2. Payment for services is made in the amount 100% in advance payment within three (3) banking days from the date of invoice, in a manner convenient for the “Applicant”. Installment payment is not provided.
3.3. If, within a month after two (2) trial days, the “Applicant” refuses the job offered to him for a vacancy selected by the “Executor” in accordance with clause 1.1 of this Agreement, for any reason other than non-compliance with the desired position, the Contractor’s services are considered completed in full .
3.5. In case of employment for a vacancy, the services for which are paid for by the employer, the “Applicant” is exempt from paying for services to the “Executor”, but if the “Applicant” resigns within three (3) months due to at will, That cash do not return.
4. RESPONSIBILITY OF THE PARTIES AND PROCEDURE FOR RESOLUTION OF DISPUTES
4.1. In case of failure to comply with the deadlines specified in clause 3.2. the guilty party pays a penalty to the other party in the amount of 0.1% of the debt amount for each day of delay.
4.2. In the event of disputes arising regarding the execution of this Agreement, the Parties undertake to take all possible measures to resolve them through negotiations. If it is impossible to resolve these disputes through negotiations, the parties shall submit them for consideration to the court at the location of the Defendant.
5. TERM OF THE AGREEMENT
5.1. This Agreement comes into force from the moment it is signed by both parties.
5.2. The term of the Agreement is until employment.
6. FINAL PROVISIONS
6.1 This Agreement is drawn up in two copies having equal legal force.
6.2. The appendices to this Agreement, signed by the parties, are an integral part of it.
6.3. All changes and additions to this agreement are valid only if they are made in in writing and signed by authorized persons of both parties.
7. LEGAL ADDRESSES AND SIGNATURES OF THE PARTIES
"Executor": Applicant:
_______________/ / _______________/ /
Signature Full name Signature Full name
Appendix No. 1 to the Agreement for the provision of services for search and selection of personnel
Agreement on consent to the processing of personal data
Sides:“Applicant” and “Contractor” accept and agree to the following provisions:
Personal data- any information about the Applicant, including his last name, first name, patronymic, year, month, date and place of birth, address, family, social, property status, education, profession, income, other information related to the job search that the Applicant indicates at his own discretion.
Under processing of personal data“Applicant” (subject of personal data) generally refers to the actions (operations) of the Contractor with personal data, including collection, systematization, accumulation, storage, clarification (updating, changing), use, transfer to other persons, destruction of personal data.
The “Executor” informs the “Applicant” that it does not independently create, maintain, store or register any databases job seekers. All personal data of applicants is used only on a “here and now” basis, only for any specific vacancy.
Target provision of personal data by the “Applicant” and their subsequent processing by the “Contractor”: receipt by the “Applicant” of free services of the Contractor, namely information about vacant jobs and assistance in employment.
The “Contractor” undertakes not to provide any personal information about “Applicants” to individuals and organizations declaring possible misuse of such information (sending unauthorized advertising, “spam”, providing information to other persons, etc.).
Sending by the “Applicant” to the contractor information about himself in electronic form, containing: last name, first name, patronymic; date of birth; postal addresses; information about education and places of work; telephone and fax numbers; addresses email(E-mail), is his unconditional consent to the processing of his personal data, as well as confirmation that the content of the rights of the subject of personal data in accordance with the Law of the Russian Federation “On the Protection of Personal Data” is known and understood by the “Applicant”.
The “Applicant” grants the Contractor the right carry out the following actions (operations) with personal data: collection and accumulation; indefinite storage, clarification (update, change); usage; destruction; depersonalization.
Transfer of personal data of the “Applicant” to third parties (a representative of a specific employing company) is carried out only after receiving the prior oral (by telephone) or written (by e-mail) consent of the “Applicant”. Obtaining consent is not documented or stored.
Withdrawal of consent for the processing of personal data can be carried out by sending the “Applicant” a corresponding order in electronic form to the Contractor.
This agreement is not an agreement between the “Contractor” and the “Applicant” regarding the employment of the latter and does not guarantee the employment of the “Applicant”.
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Write to an expert!
In practice, inspectors can fine for violations of personal data protection on completely absurd grounds. What to expect from a Roskomnadzor inspection, says a personnel expert.
Should I register in the registry?
In connection with the amendments to the Code of Administrative Offenses from July 1, 2017 and the tightening of liability for violations of legislation in the field of personal data, the question of how to properly work with personal data is becoming increasingly relevant for employers.If checks State Inspectorate Many employers have undergone labor inspections, but not everyone knows about Roskomnadzor inspections yet.
Information about whether he will come to the enterprise scheduled inspection Roskomnadzor can be found on the website of the Prosecutor's Office of a constituent entity of the Russian Federation.
So how can you prepare and pass such a test without penalties? First you need to figure out: does a company need to register in the Roskomnadzor register?
In accordance with the law, the operator of personal data is recognized, inter alia, legal entity processing personal data. According to the Law “On Personal Data”, the operator is obliged to notify the Office before processing personal data. Federal service for supervision in the field of communications, information technology and mass communications (Roskomnadzor) about its intention to process personal data. One of the exceptions is the processing of personal data in accordance with labor laws.
But this exception does not apply to the personal data of dismissed employees, family members of employees and their children.Another thing is that the fine for failure to submit data is small - five thousand rubles.That is, in practice it turns out that a notification must be submitted in any case.
What is the inspector looking at?
What are the main risk areas in a company when working with personal data? This is first of all personnel records management, storing personal files of employees, maintaining a salary project and arranging business trips, ordering business cards from the company, processing medical examinations employees who, in accordance with the Labor Code of the Russian Federation, need to undergo such inspections, as well as the procedure for implementing access control to the territory office premises employer.In the personnel department, inspectors will be interested in the availability of contracts with work sites, the order appointing someone responsible for the processing of personal data in the company, as well as local regulations governing the company’s work with personal data.
Special attention Roskomnadzor inspectors will pay attention to the contents of the written consent to the processing of personal data.It must be drawn up in accordance with Art. 9 clause 4 of the Law “On Personal Data”.
Problems due to applicants
The “strong point” of the inspectors is checking the content of the applicant’s application form for the presence of redundant personal data.In accordance with the law, the information in the application form about the applicant’s relatives must correspond to the volume provided for in paragraph 10 of the unified form N T-2, approved by resolution of the State Statistics Committee of the Russian Federation.
That is, the employer is supposed to know about the relatives of the applicant (employee) only the degree of their relationship, last name, first name, patronymic and year of birth of the closest relatives.
Any other information, such as the date and month of birth or the place of work of a relative, will be considered redundant and the company will be fined for this.Theoretically, here the requirements of Roskomnadzor come into conflict with Article 228 of the Labor Code of the Russian Federation, because Labor Code obliges the employer to inform the relatives of the victim in the event of a serious or fatal accident.
It’s not clear how to do this if there is no other information in the application form. Those checking this situation do not comment on this situation.
Everything is clear about storing personal files of employees- they must be kept in closed shelves under lock and key.
Resume
And here’s how to work correctly from the point of view of Roskomnadzor with candidates' resumes? Firstly, the processing of personal data of applicants requires obtaining the consent of the applicants themselves to process their personal data.The exception is cases when acting on behalf of the applicant recruitment agency with whom this person has concluded a corresponding agreement, as well as when the applicant independently posts his resume on the Internet, accessible to an unlimited number of persons.
According to the requirements of Roskomnadzor, when receiving a candidate’s resume by email, feedback is required to confirm the fact of sending the specified resume by the candidate himself.Such events include inviting the applicant to a personal meeting with the employer’s employees, feedback via email, etc. When an employer receives a resume drawn up in any form, in which it can be clearly determined individual who sent it is not possible, this resume must be destroyed on the day of receipt with the drawing up of a destruction certificate.
The same must be done if a candidate is refused a job - the resume must be destroyed within 30 days. Therefore, it’s easier not to print your resume at all.
When an employer sends inquiries about previous places of work, to clarify or obtain additional information about the applicant, obtaining his consent is also a prerequisite.
Personnel reserve
In the case of maintaining a personnel reserve in a company, the processing of personal data of persons included in personnel reserve, can also be carried out only with their consent, with the exception of cases where existing employees are in the personnel reserve, in employment contract which define the relevant provisions.Therefore, the applicant must be familiar with the conditions for maintaining a personnel reserve: the storage periods for his personal data and the procedure for exclusion from the personnel reserve. Consent to include the applicant in the organization’s personnel reserve is issued either in the form of a separate document or by the applicant checking the appropriate box electronic form applicant profiles on the Company’s website.
Company website
The Company's website is also of interest to Roskomnadzor employees.If using a window feedback with clients or candidates, the policy or regulation on the processing of personal data must be posted on the website, and consent to the processing of personal data must be confirmed by the applicant or client by checking the appropriate box.
Transfer of data to third parties
During the inspection, inspectors will definitely ask whether employees go on business trips, whether they undergo medical examinations and whether they are ordered business cards.If so, then another pitfall for the employer is maintaining confidentiality when transferring personal data to third parties and the consent of the employees themselves to such transfer for the production, for example, of business cards or ordering air and railway tickets through agencies, or sending them for a mandatory medical examination.
To achieve this, confidentiality agreements must be concluded with the relevant contractors.
In such contracts, inspectors are interested in the list of actions performed with personal data, the purposes of processing and ensuring data security.
Business card - as a reason for a fine
Based on the results of the inspection, a report will be drawn up and, in case of identified violations, an order will be issued to eliminate the violations.As for fines, their specific amounts are indicated in Article 13.11 of the Administrative Code. The fines range from 15 to 70 thousand rubles depending on the type of violation. To minimize risks, before the inspection the employer must instruct the responsible persons what explanations to give to the inspector.
As practice shows, it is more difficult to prepare for a Roskomnadzor inspection than for a GIT inspection, because the requirements of Roskomnadzor are not as widely known to employers as the requirements of labor legislation.
In addition, it happens that the decisions of inspectors, at first glance, seem paradoxical.
There are precedents when a company was fined, for example, because the payroll accountant did not consent to the processing of personal data, but did not consent to the transfer of personal data to companies from which business cards, airline tickets are ordered, and where employees who are supposed to undergo medical examinations undergo medical examinations. in accordance with the law.Explanations from company representatives that the payroll accountant does not go on business trips, is not entitled to business cards and is not required to undergo medical examinations were not successful. In such cases, you need to try to defend your position in court, although judicial practice there are still very few cases of violations in the field of personal data.
Therefore, any court decision rendered in favor of the company will be a significant milestone in disputes of this kind.
The final paragraph of the resume is a column for other information about the applicant. It indicates all the data that was not included in the main part of the questionnaire. You can find out what information needs to be included by looking at examples of additional information in your resume.
Required data
You can write all the information that, in your opinion, should be of interest to a future employer. For example, in this column you can indicate your marital status and age, if it does not meet the requirements specified in the advertisement. Additional information on a resume may look like this:
- married, 2 children;
- age 46 years;
- knowledge of spoken German;
- driver's license category B;
- ready for short business trips.
Applicant for the position of director regional development may include the following information:
- ready for long-term business trips;
- have a driver's license and a personal executive car;
- driving experience more than 10 years;
- fluent communication in English (oral and written);
- I am interested in reconstructing historical events.
When filling out a resume for the position of chief accountant, you can provide the following information:
- married, has a school-age daughter;
- I periodically publish in the magazine “All about Accounting”, I am co-author of the book “Tax Accounting: From Theory to Practice”;
- ready for business trips (both regional and foreign);
- I regularly attend trainings and courses for accountants;
- I am currently studying the nuances of accounting in companies engaged in export-import operations.
Specifics of professions
Please note that each job has its own nuances, so it is impossible to choose a universal example. Most employers choose married employees because they have a family to support and are more conscientious workers. But if the work involves frequent business trips or off-site work, then preference may be given to free people.
The sales manager can provide the following information:
- driver's license, open categories "B" and "C", driving experience - 14 years;
- personal car;
- I don’t smoke, I don’t drink alcohol;
- ready for irregular working hours;
- ready for business trips, regardless of their duration, including to other countries (valid passport available);
- I am fluent in English and French – with a dictionary .
But the following information would be more suitable for an analyst:
- married, 3 children;
- have a driver's license;
- I prefer to spend weekends with my family;
- I am interested in creating toys from wood.
But you can fill in the “additional information” column in a different way. Most importantly, do not repeat the information provided above.
