Additional information in resume. Applicant Search Methods Applicant Data

The selection of any employee is a complex process of questioning, interviewing and testing. Even more difficult is the adaptation of the hired employee, control and effective management them. When attracting new people to the team, we need to know their strengths and weak sides. But more importantly, we need to be aware of the risks that hiring this or that person can entail. Today we will talk about the possible risks if the employer does not carry out periodic checks of his employees.

It is appropriate to start talking about assessing the reliability of a candidate with topical issue processing his personal data. I will immediately answer the question of the majority of security and personnel officers about the legality of processing, including verification of the personal data of applicants and employees. This is possible only on the basis of the consent of the subject of personal data to such processing (Article 9 of the Federal Law of July 27, 2006 No. 152-FZ "", hereinafter referred to as the Law on Personal Data). However, it is quite easy to obtain consent - as a rule, there is a clause about it in the questionnaire of each candidate, which is filled out before the interview. The employment of a citizen and the conclusion of an employment contract with him are also one of the most common grounds for processing his personal data. Finally, according to you, as an employer, you are not required to notify the authorized body for the protection of the rights of personal data subjects of your intention to process the personal data of hired employees.

So, you have received the applicant's questionnaire on legal grounds vacant position in your organization. Now you are faced with the task of verifying the accuracy of the information provided in the questionnaire and identifying possible risks to cooperate with this candidate. allows us to further process and verify personal information subject to several conditions: the presence of consent to this processing, the use of exclusively publicly available sources of personal data and non-distribution of the results of processing to third parties ().

We have already received consent to the processing, so let's move on to such a concept as "public personal data". By definition, they include personal data, access to which is granted to an unlimited number of persons with the consent of the subject of personal data or to which, in accordance with federal laws confidentiality requirement does not apply. talking plain language- this is all the data that you can get free access to, that is, materials on the Internet, checking the recommendations of candidates, etc. But we are primarily interested in regularly updated sources of information from the global web.

These online sources include:

• resources containing information about the fact that individuals are wanted (Interpol, Ministry of Internal Affairs, FSSP, FSIN, Rosfinmonitoring: https://www.interpol.int/notice/search/wanted, http://fedsfm.ru/documents/terrorists-catalog -portal-act, https://mvd.ru/wanted, http://fsin.su/criminal/, http://fssprus.ru/iss/ip_search);
• resources dedicated to checking the validity of basic documents individual(passports, TIN, university diploma): https://demo.checku.co/checkid/, https://service.nalog.ru/inn.do, http://frdocheck.obrnadzor.gov.ru/;
• resources containing information about the presence of bad debts of an individual (loans, taxes, enforcement proceedings and pledges, bankruptcy of a candidate): https://www.unirate24.ru/, https://peney.net/, http://fssprus .ru/iss/ip, https://www.reestr-zalogov.ru/state/index#, https://bankrot.fedresurs.ru/;
• resources containing information about the participation of an individual in legal proceedings (criminal, administrative or civil): https://sudrf.ru/;
• resources containing information about the participation of an individual in the activities of business entities ( legal entities or IP): https://zachestnyibiznes.ru/, https://en.online/;
• accounts of verified individuals in social networks: https://yandex.ru/people, https://pipl.com/.

According to the statistics of our organization, about 15% of candidates turn out to be "problematic" to one degree or another.

So what risks can an employer face if he hires such an employee?

Firstly, if you hire a wanted person, then the head of the enterprise may be prosecuted for harboring a criminal (). In this regard, one should not ignore the verification of the validity of the candidate's documents, as they may simply turn out to be fake. Also, do not blindly trust the recommendations (both written and oral) of the candidate, they can easily be faked.

Secondly, the applicant's debt problems are the risk that he will solve financial difficulties at the expense of the employer. Moreover, the employer may be required to pay the employee's tax debts, and in case of refusal to fine.

Third, the risks of property offenses may be increased in organizations that have hired an employee with a previous conviction for fraud, theft, or other type of property crime. Just as one should not expect service zeal on Fridays from persons who are often brought to administrative responsibility for the use of alcoholic beverages or drugs.

Fourthly, if the candidate has his own business, it is a serious reason to ask, why does he need a job at all? Maybe he is a figurehead and is engaged in illegal activities. Or he is your competitor and, having got a job in this organization wants to steal production secrets.

Finally, fifth, do not ignore social networks. In my practice, I came across criminals who, by forging documents, were employed in transportation, and then disappeared along with the cargo. Most of them forgot that the passport in which they pasted the photo also had an owner, and the owner had an account on the social network. True, already with his real photo.

Having checked once, when applying for a job, candidates, do not neglect the periodic re-checks of already employees. The fact is that legal proceedings in Russia are quite long, so up-to-date information about the applicant will not always be available online at the time of verification. Moreover, the degree of trustworthiness of an employee can be worsened already in the course of work. Therefore, I recommend that our clients carry out such rechecks at least once every six months.

The summary assumes concise style submission of information about professional activity applicants for vacancies: it is necessary to correctly reflect what position you are applying for, correctly state the facts of the “work biography” in the relevant sections, informing potential employers of information about the education received, previous work experience, indicating the contacts of colleagues who can give you recommendations. Each section of the resume has a clearly defined format, which is desirable to maintain so that recruiters, looking through the profiles of applicants, can select from the general flow exactly those information in which meets all the requirements for an applicant for an existing vacancy. After all, it is much more convenient for employers to “work” with clearly structured and logically constructed documents that allow you to track those details from the professional life of candidates that should be characteristic of a potential employee. Only the last column of the resume does not have rigidly set rules for presenting information about the applicant, and in most cases even the possible nature of the content is not specified. For additional information, you can include everything that was not included in the main sections, but, in your opinion, is directly related to the proposed position, it will help to present your candidacy and achieve a solution to the main task facing the applicant at the first stage of the job search - receive an invitation for an interview. Therefore, you should take the completion of this section with all seriousness, trying to use another opportunity to demonstrate your individual traits that characterize you, on the one hand, as a specialist, and on the other, as a person with both advantages and disadvantages, and not only having at its disposal a "standard set" of personal qualities, wandering from one resume to another.

Recruiters spend on average no more than 15–20 seconds viewing one CV.

When Aleksey Izvarin compiled a resume, he did not take into account the fact that recruiters spend on average no more than 15-20 seconds on viewing one CV, so his efforts to create a 3-page autobiography did not produce the expected result. Two-thirds of the total volume of resumes was by no means occupied by information relating to professional knowledge, skills and achievements, but by the column “ Additional Information”, in which Alexei, applying for the position of a physicist, listed in detail all his hobbies - from ballroom dancing to hitchhiking around Europe. After posting the document in this form on one of the job search sites, responses from employers and recruitment agencies there was practically none. And those recruiting managers who were interested in the candidate's candidacy offered, in most cases, positions that had nothing to do with Alexei's professional interests. “When I once again received an invitation to work as a bartender or DJ, I realized that my resume needed serious adjustments,” he says.

Our hero made one of the most common mistakes: instead of specifying personal qualities and skills (soft skills) necessary to perform functional duties, he provided potential employers with a description of his hobbies that had nothing to do with the purpose of posting a resume. Head of Automotive Industry recruiting company MarksMan Anna Kruchinina has faced similar situations more than once in her practice. So, one of the candidates listed all his activities in his spare time: “Guitar, professional sound recording. Video filming, creating a family film. Of my favorite sports, I will emphasize ice hockey. Olga Demidova, head of the Jurisprudence department at the MarksMan recruiting company, recalls the following resume for a financial analyst candidate: “... graduated from a ballet school, studied acting, played in a musical theater and in the KVN team, sang in a student academic choir; favorite dog - Bim.

When creating a resume, it is better to focus only on those qualities of your personality that can tell the employer useful information about you as a specialist.

Very often in this section, many candidates indicate their personal characteristics, such as dedication, diligence, diligence, stress resistance. These descriptions have become carbon copy clichés that appear in every third CV, so most recruiters no longer take this “list” seriously. Therefore, when creating a resume, it is better to focus only on those qualities of your personality that can provide the employer with useful information about you as a specialist: about your style and working methods, about your professional preferences, about the pros and cons. Such a “set” will allow recruiters to get a fairly complete picture of you, and it remains to be convinced of certain facts during the interview process. It makes no sense to include information about personal hobbies and hobbies, zodiac sign, height and weight in this section at all, because indicating such information can even play against you, reducing the overall information content, and, accordingly, the effectiveness of your CV.

In no case should you completely copy your duties in this column. First, there is no point in posting the same information in two different sections. Secondly, the recruiter has already familiarized himself with the list of your functional duties and, seeing that the information is duplicated, is likely to skip this column without trying to find additional information that you intended to tell the employer. In addition, copying partitions spoils general form document, giving the impression of carelessly filled in: either the applicant did not have enough time to think through all the details, or he simply had nothing more to report about himself.

And certainly you should not offer your professional services in this section, for example: “ Comprehensive service legal entities in the field of intellectual property, the time of registration of contracts is 50 days. Employers will not appreciate this form of self-presentation. For consideration commercial offers companies have other departments.

Competent specialist, or what to write about

In the "Additional Information" section, it would be good to focus on professional skills and competencies.

All the information contained in the resume is intended to characterize the specialist as the best applicant for a particular vacancy. Anna Kruchinina believes that in the "Additional Information" section it would be good to focus on professional skills and competencies, for example: "I have experience in restructuring companies, conducting personnel audit; experience in the development and implementation of a grading system for positions. The value of the column in question is not that, after reading it, the recruiter clearly imagines your detailed personality portrait, but to supplement the resume with the information necessary to obtain the desired position. It usually contains the following information:

1. Family status.
2. PC proficiency.

The gradation "user", "confident user", "advanced user" is quite acceptable, but it is advisable to list in brackets those computer programs that you own. For example, "computer: confident user (I have skills in working with Adobe PhotoShop CS, Macromedia Flash MX 2004, 3DMax, CorelDraw 12)".

3. Degree of knowledge of foreign languages.

The generally accepted grading is as follows:

• basic level (Elementary, Pre-Intermediate);
• technical, or reading professional literature (Intermediate, Upper-Intermediate);
• free (Headway Advanced).

It is advisable not only to decipher what you mean by the degree of proficiency in a foreign language you indicated, but also to indicate the availability of certificates, if any, you have: TOEFL (Test of English as a Foreign Language), CAE (Certificate in Advanced English), CPE (Certificate of Proficiency in English).

4. Having a driver's license and a car, as well as general driving experience.

These data should be indicated if the intended work is related to driving personal or company vehicles.

5. Preferred mode of operation.

Olga Demidova adds: “I would recommend indicating readiness for business trips. This also applies to readiness for an irregular working day. It is also advisable to specify an acceptable work schedule (from 9.00, 10.00, 11.00, 2/2 days, 1/3 days, etc.), if this issue is fundamental for the applicant. The type of employment should be mentioned if the desired position provides for various options: full-time, part-time (indicating the number of hours that you are ready to devote to work daily / weekly and the time convenient for you), distant work, freelance.

6. Priority areas and reasons for looking for a job.

According to the consultants, in the column "Additional information" one can give information about priority areas of activity, about the reasons for leaving the previous job. The first point is especially important for applicants for the positions of project managers, as well as top managers. The second is for candidates who seek to expand their functional responsibilities and move up the career ladder. You can also indicate that the applicant was in maternity leave child care, and this will immediately explain to the recruiter a break in labor activity.

7. Pride.

It makes sense to indicate the most striking projects, achievements, awards, titles that you have been awarded. Provide information about social activities, publications, patents, membership in any professional association. List your public speaking at specialized conferences, seminars, forums. At the same time, publications and reports that are not directly related to the proposed work should not be indicated.

8. Receipt additional education .

If you are currently receiving a second higher education, attend any specialized courses, improve your knowledge of foreign languages, work on a dissertation, then all this information can be reflected as additional. However, when you are just planning to enroll in advanced training courses, you should not mention this. Employers are only interested in your knowledge and skills that you currently possess, and a recruiter may ask about your immediate and long-term plans at an interview.

“Each resume is individual, just like its owner,” sums up Dmitry Orlovsky, a leading specialist in the HR department at Foxtrot. – Additional data should be meaningful and not overload the summary. The candidate should reflect only the most important thing - what can influence the decision on his candidacy. And such information as “sex”, “age”, “health”, “hobbies”, “marital status”, “citizenship”, etc., are purely personal, and the right of each candidate is to write them or not.”

Do not hope that the incorrect filling of the "Additional Information" section will not affect the decision regarding your candidacy in any way. As a rule, this column completes the summary, and the “last words”, according to psychologists, are remembered more clearly than others.

Including additional information about yourself is the finishing touch to your resume. This section helps the recruiting manager to determine what kind of person you are, to see you from the side opposite to work. Leaving the section blank means showing that you have nothing to say about yourself, and thereby missing the opportunity to draw attention to your candidacy.

The main task of this section is to interest the employer, to make him choose in your favor, so you should pay special attention to it. In chapter additional information about yourself, you have the opportunity to specify information that cannot be contained in the rest of the applicant's questionnaire. The main rule is not to deviate from the purpose of your resume, so all additional information in the resume should only concern those factors that will help you get the desired position. Here you can better describe yourself, which means it is more profitable to present your candidacy.

An example of additional information for the position of chief accountant:

Additional information:

Marital status: married, two children.

Driver's license: yes.

Possibility of business trips: yes.

Periodically published in the magazine "My Accountant".

Here are a few things you can use on your resume:

Family status. This information is very important, it makes it possible to determine that you are not a windy 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 relocations.

Hobby. This item will allow you to reveal yourself as a person, to show that you, in addition to work, have other interests, that you are a comprehensively developed person, thereby win over the recruiter.

Having 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 is associated with constant business trips, whether it be a sales representative or a purchasing manager.

Also, in the 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.

More info on resume

Adding extra details to your resume adds 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 them quickly succeed in a new workplace.

Since this section with additional information is less important than the sections of professional experience and education, it is placed last in the resume.

As additional information, information is indicated that is not directly related to your professional experience, but can harmoniously supplement information from other sections (for example, work experience).

When completing this section, it is important to avoid a few common mistakes. One of them is related to the description of their “outside of work” hobbies. For example, "growing roses and tulips" or "cycling and football" would not be useful supplementary information (unless you are a florist or fitness instructor).

It is important to understand the appropriateness of providing such information. It is unlikely that a mention of your hobby or a description of 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 the performance of work duties. The employer can find out all the additional information from you at 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 they 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 the like makes it necessary 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 brag about in your personal life, then this kind of information does not need to be indicated. Personnel officers are very suspicious and the first thing they see in such situations is some kind of problem. It is easier for them to invite a candidate with a more positive resume than to spend time finding out the reasons.

Graduates in this section should reflect their achievements. It is clear that they will be very modest and they can hardly be called professional achievements. Therefore, their location in this section will be the most adequate. Mark your achievements in sports and all kinds of competitions, contests, participation in voluntary social movements. List any promotions and awards received during your studies.

If you are ready to consider related positions, and not just the goal that you described in the appropriate section, indicate here related areas of activity. This move will help demonstrate that you are really a professional, since you still strive to improve in one direction, while other, related positions are less desirable for you than indicated in the section "Resume Purpose".

A big plus can be a mention of participation in any professional movements, clubs, associations. Employers are interested in candidates who have business contacts in their industry.

If you have a driver's license, a personal car or a passport, and the future position is related to traveling 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. In this section, you can also indicate the possibility of providing recommendations and feedback.

Playing sports and maintaining a healthy lifestyle (absence of bad habits) is a very important additional information, be sure to include it in your resume if the job advertisement has such requirements or it may be useful for a future position.

What additional information should not be included in a resume?

1. Do not write about why you would like to work for 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 distinguishes you from other candidates.

In addition, the presence of a cover letter indicates the seriousness of the candidate, his interest in the position and professional maturity. The chance of getting an invitation to an interview in this case increases several times. For graduates and young professionals - this is especially important!

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, if the vacancy does not require it), pension certificate, TIN, passport, etc.

The resume is only meant to show the employer that you intend to apply for the job. If necessary, when inviting you for an interview, the employer himself 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 ad. Well, if you are a professional and know all the nuances and " narrow places» your business, then your competence in these matters should be reflected in the section on professional achievements.

3. Personal information (gender, religion, criminal record, children, housing conditions, etc.) should not be indicated if they can be considered as unfavorable (this was already mentioned above). Again: if such data is needed, the employer will tell you about it.

Remember the rule: Don't answer a question you haven't been asked! During employment, you cannot be absolutely honest and open - this is not necessary for the employer - he is only interested in one thing: whether you can do the job or not. You have to be somewhat diplomatic when you talk to an employer about yourself. Provide only the information that favorably present your candidacy! This will help you, both when writing a resume, and at an interview, which we will talk about in a separate note.

Additional information in the resume

The last paragraph of the summary - Additional Information indicates information about the applicant that is not included in the rest of the document sections:

Provide relevant data relevant to future work here. Indicate only those information that can advantageously present your candidacy and distinguish you from competitors. In the summary section Additional information, you do not need to emphasize and place the data that may alert the employer. For example, you should not indicate the address of residence if you live very far from your place of work.

An example of additional information in a resume

Let's provide a sample of additional information in the resume for the position of sales manager:

What additional information should be in the resume, recommendations for compiling

Properly writing a resume when looking for a job is an important point. Here is information about the applicant, describing not only his personal data, but also professional skills. Properly filled out this document aims to convey to a potential employer information that will incline him to provide the job seeker with the desired position.

The form of compilation, in general, implies conciseness of presentation. And if the basic information, which describes education, previous work experience and the like, usually does not cause difficulties, it is not clear to everyone what the additional information in the resume means.

Usually, this section puts something that does not fit the rest in the format, but, according to the applicant, the employer needs to know. Most often it concerns personal qualities. Leaving this column empty is not recommended, since this can only mean that there is nothing more to tell about yourself, but the main purpose of the resume is to provide information in such a way as to interest a potential employer so that he singles out this particular candidate from many similar ones. Therefore, some highly value originality and creativity in this section, especially if the future position implies the presence of these qualities.

However, for many resumes, additional information is the presence of such personal qualities as accuracy, stress resistance, punctuality, etc. Yes, of course, all this is important, but such filling is more like a banal formality, while not characterizing the applicant in any way, without revealing his personality.

Additional information about yourself in the 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 needed in future work).

In addition, the section "additional information" in the resume suggests a description of the desired work schedule, you can note the readiness for business trips, irregular working hours. Here you can also indicate whether you are currently receiving additional education or taking courses in your specialty. However, this is stipulated only if the training is already taking place, you should not dedicate the future employer to your plans and write about what is planned, he is unlikely to appreciate it.

Some job seekers find that additional information on a resume includes a description of a hobby. If it relates in any way to future work and can characterize job seeker as a specialist, it is worth mentioning him. For example, a florist applying for a position may mention a passion for indoor flowers. However, if free time does not apply to future work, then it is not worth talking about it. So, it is unlikely that most employers will be interested in the fact that a managerial candidate loves diving or mountaineering.

It is not recommended to write very detailed. It must be remembered that the main thing here is conciseness, since a recruiter usually spends less than a minute reading it, especially if there are a lot of applicants for a place. Therefore, in a few phrases, correctly and clearly composed, a large amount of information should fit, giving an idea of ​​​​the writer as an individual and peculiar person suitable for the position.

Additional information in the resume may include achievements and awards, titles, bright and successful projects led by the applicant. Reports or speeches at various conferences can also be listed here. However, it is not worth mentioning that on the topic does not apply to the proposed work.

Summary paragraph "Additional information": how to hook?

Compose perfect resume- that's 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, a part of the “Additional Information” item is generally forgotten or filled out fluently, without paying attention to it. special attention. But in vain. This is what will help you "hook" the employer.

What is usually indicated in this paragraph? Firstly, the level of knowledge of foreign languages, and secondly, personal qualities, sometimes computer literacy (which is often indicated in the "Skills" section), the presence of a driver's license, marital status, date of birth, hobbies ... Agree, everyone has something to write about -then. Let's dwell on some points in more detail. How can they help us?

1. Foreign languages

Of course, the more topics, the better, because knowledge of foreign languages ​​means not only that you are a diversified personality, but also that you care about developing your career. Just do not try to embellish, because everything is easily verified. A couple of questions in a foreign language, for which you only know the name, and you will not see work in this company as your ears. One of the main requirements modern society to a person - possession English language, an international means of communication. As a rule, the resume indicates the level: “fluent”, “understand”, “reading and translation with a dictionary”, etc. But if you want to focus HR's attention on this, write in Latin: advanced, intermediate, elementary, etc. Just do not forget to check which language is indicated in the vacancy: if a company needs a specialist with knowledge of German, and you have been studying German all your life French, then your resume will go to 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 to translate letters and documents at best, rather than negotiate in the language itself. But even in spite of this, it is necessary to indicate your level.

1. Driver license

A hundred years ago, the pace of life was low, 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 from year to year, and, accordingly, greater mobility is required of us. The car helps to provide freedom of movement. In most vacancies, having a driver's license is a mandatory requirement, and not having one is a serious obstacle on the way to the desired position. Therefore, if there are 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 love to travel or collect art. In the event of such recognition, an HR specialist may well think that you will also apply 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) from, say, Paris, no one returned. If you have any sporting achievements, be sure to include them. Even if it's a volleyball category or a prize in a university chess tournament. However, be careful with revelations: some HRs, for example, believe that fans of wrestling and martial arts are aggressive in nature and therefore they should not be taken into the company.

It would seem that everything is simple: if the candidate is suitable for age, then his candidacy will be considered by recruitment specialists. But what about those who are slightly younger or, conversely, older than the desired position? There is an opinion among HRs: 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 people usually do, but at the end of the resume. In this case, the HR specialist, being impressed by your labor successes and achievements, will remember your age as the last thing. Of course, no one is immune from bureaucrats, who, if they are looking for a candidate 28 and a half years old, will invite only such candidates for an interview, but nevertheless ...

1. Family status

As a rule, considerable attention is paid to this item if the candidate belongs to the fair sex. There are employers who prefer not to employ young mothers, others are only looking for specialists with two children, others are generally unmarried ... Although the marital status of men also comes under close scrutiny. 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 too lazy to do everything possible to “hook” the attention of HR. The "Additional Information" block is a great opportunity to do this.

Seems like 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 should be done so that the process of finding personnel does not become a reason for litigation? And what should be done so that the process of searching for personnel 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 the candidate. In recent years, the high preparedness of applicants has become a steady trend. Thousands of books and articles have done their job. Almost everyone has learned how to professionally write a resume, write cover letters and answer model questions in a socially desirable way. 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 come to the final interview, by the way, in 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 silently watches. I ask: “Probably, I was sent to you for an interview?” We sit down in the negotiation room. My interviewer rests his gaze on the laptop monitor and begins the interrogation. Is this normal for a candidate?”- copywriter Elena is indignant. Recruiter attempts to get answers to too personal questions (eg, religion, marital status, housing problem, planning children, etc.) are also extremely annoying job seekers. And forcing a person to give out information that he would like to keep to himself, of course, not only does not interfere with a normal dialogue, but also sets the interlocutor against you.

And in general, it must be admitted, the questions practically do not differ in variety. And the talkativeness of HR managers often provokes the candidate to give the right answer. In addition, vaguely posed questions, such as, for example, " tell us a little about yourself”, only confuse the applicant, instead of helping him open up as a specialist.

In addition, getting the right information is hampered 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 for the job. This behavior is explained by the fact that vacancies often indicate initially overestimated requirements, as well as the opinion prevailing in society “if you don’t deceive, you won’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 relationship with the authorities served as the reason for the dismissal, in 99% of cases no one will tell you the truth.

And the strictly formalized approach to recruitment does not contribute to a normal dialogue at all. Quite often candidates different levels go through the same stages of the interview. And it’s okay if a recruiter selects ordinary employees, requiring them to complete several psychological tests, creative tasks and answer a dozen questions. Another thing is the selection of management staff and highly qualified specialists. Faced with this 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 does not understand anything at all, as I understand, 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 wallpaper, spoons, nesting dolls, etc.”. At the same time, he blushed, stuttered, and for a long time marked something on his piece of paper. The feeling that they were looking not for a lawyer, but for a painter ...” – Alexander shares his impressions.

Sergey Marchenko, managing partner of Executive Search agency SM Consulting, lists six common mistakes recruiters make when recruiting top talent:

1. The level of the position for which the applicant is applying is not taken into account. They are trying to drive him through the standard stages of selection and tests, sometimes much more suitable for yesterday's graduate.
2. 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 an answer will be received, and if received, then most likely it is insincere.
3. A key question is determined, the correct answer to which will determine the fate of the applicant for the vacancy. As Sergei quite rightly points out, there can be no such question. Moreover, the candidate is able to be cunning, try to guess the correct answer based on the reaction of the recruiter, or simply get confused.
4. Frequent use of closed questions in a conversation that provokes a socially expected response.
5. The incompetence of the recruiter in the client's business and the specifics of the vacancy. “If the top does not feel a professional in the recruiter, then a full-fledged interview will not work - the applicant will close in on himself and wait for the end of the interview with irritation,” Sergey warns.
6. Test abuse. Especially if the candidates for an open position can be counted on the fingers of one hand, and the applicant must travel thousands of kilometers for the meeting.

Also among the prohibited methods in relation to highly qualified specialists are stress interviews and interviews using a lie detector. Such an approach is more likely to anger and set the candidate against the company than to help the recruiter solve the tasks assigned to him.

Can a recruiter's questions lead to litigation?

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 especially corrosive and resentful ones are ready to defend their own interests even in judicial order. 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.

“Questions in and of themselves, regardless of their content, cannot be discriminatory,” explains Sergei Saurin, head of legal direction 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, belonging to public associations and other circumstances not related to the business qualities of the employee. Here it is important to clarify what exactly is meant by the business qualities of an employee. In the decision of the Plenum of the Supreme Court Russian Federation dated December 28, 2006 No. 63, it was 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 and qualification qualities he has (for example, the presence of a certain profession, specialty, qualification), the personal qualities of the employee (for example, the state of health, the presence of a certain level of education, work experience in this specialty, in this industry)».

"Thus, it is not so much the question itself that is important" Do you have any children?“, how much is the motive that prompts the recruiter to ask him. 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 to further suggest that the new employee 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, there is a discriminatory practice,” the lawyer gives an example.

As you know, at the moment the legislation does not regulate the procedure for conducting an interview. The staff member has the right to ask any questions. “However, if an applicant who gave an honest answer or refused to answer is denied employment, the company may well get a lawsuit demanding to labor contract, on the recovery of compensation for unlawful deprivation of the opportunity to work and on compensation for non-pecuniary damage,” Sergey Saurin warns. Of course, it will be very difficult for the applicant to prove that labor rights have been violated. “But if he succeeds, a tidy sum can be collected from the employer. So, an accountant from Voronezh collected 290 thousand rubles. from the employer who refused to hire him as unsuitable for his age - the applicant at the time of employment was 57 years old, ”says Sergey.

Besides, current legislation discrimination is subject to administrative liability ( Art. 5.62 of the 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 a responsible person or other punishment, up to imprisonment for up to two years). Although, according to Sergei Saurin, there is no practice of bringing violators to justice under these articles today, one should not forget about their existence.

How to ask to get the right answer

But be that as it may, the recruiter is obliged to select an employee who meets the specified requirements. So, it is necessary to clarify all issues before the final offer is made to the applicant. How can a personnel manager do his job so that both 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. 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 blurt out the true reasons for his departure. As a rule, one question is not enough to find out all the nuances. Therefore, clarifying questions are needed. It is best to ask them in conjunction, shifting the focus from the company to the applicant and vice versa. 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 the results the employer needed were achieved, what became the starting point for the job search and what he is currently looking for.

It is also worth remembering that in your arsenal there are a lot of techniques that will help you get the necessary information from the applicant. These can be role-playing games, tasks to identify personal qualities, professional tests. If there is a need to clarify any circumstances from the biography of the applicant, this can be easily done by dispersing the relevant questions according to the selection stages adopted by the company. That is, asking about the same thing in different interpretations and during the preliminary telephone conversation, and at an interview in the personnel department, and at a meeting with a potential manager, and when checking references. You can also enable right question to a questionnaire with a warning about the consequences awaiting those who gave false answers.

At the same time, one should not forget about the danger of dragging the company into lengthy litigation. To avoid this, Sergey Saurin recommends not giving the applicant grounds 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 capabilities of a potential employee. 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. 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 should be aware of this in advance. And also try not to give out emotions in response to the information received from the applicant. Often, the HR manager, having found out that in some part the candidate does not meet the requirements of a potential leader, immediately grunts or sums up with the words: “ Well it's all clear". And if such a reaction to the words of the applicant is considered by him as discriminatory who will guarantee that he will not sue you?

In general, to solve the tasks assigned to the recruiter, it is enough to apply the following principles in practice:

• Before the interview, study the applicant's questionnaire and determine the topics that you would like to talk about. Preparing for the meeting will not only save you own time, but also demonstrate respect for your counterpart.
• During the interview, try to create a friendly atmosphere that would allow you to continue communication in the future without stress. To do this, give the candidate a short tour of the office, 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 leader, so as not to provoke his socially desirable responses 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 what he considers necessary.
• Speak with 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 a job applicant with no work experience to fill out a six-page application, and it's another thing to try to get a CFO candidate to do it.
• Offer to complete a creative task or case, taking into account the specialization of the person. " The most idiotic assignment I've ever been 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 got 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