View from the employer: how is the hiring of an office worker

    The post is assembled and adapted to the hub from my comments on the text on how easy it is to get a job.

    It tells about how we hired an office manager, plus some thoughts about hiring staff for the office.

    upd The story is not a guide to action, but illustrates the typical approach of a small company (up to 100 people), as well as talks about what to pay attention to when hiring and how decisions are made about hiring.

    I wanted to hire you, say, an office manager.

    1. You go to HR (to the girl) and say - I want, they say, an office manager. So that the girl has a pleasant appearance - we have a male team, again, how do you work with HR as an office manager - pick it up so that it doesn’t cling, the salary plug is such and such, the schedule of visits - such and such, should help and in that, well, and sometimes, to drive behind sandwiches for the team.

    2. HR wraps it all up in the beautiful requirements of a vacancy such as VO availability, language skills, computer skills, work experience, etc., etc., put it, say, on

    3. the next day, 80 resumes come to the vacancy, 150 in a day, by the end of the week the number of candidates for the vacancy is approaching 400 people (real numbers, data for December 2009 - all kinds of lawyers, business analysts, office managers, secretaries, employees HR departments, logisticians and junior economists have similar indicators of people in place, the situation is slightly better for designers and system administrators (not those who set up servers, but those who change users' mice))

    4. the poor girl-HR sweats her face just trying to read all the resumes. Typical resume lengths are 1-3 pages. It is impossible to read carefully, to penetrate into the text, usually there is a review of the “education” section, a couple of top lines of “skills”, an expected salary and a couple of recent jobs (special attention is paid to the time during which a person has not worked). And even with such a cursory scan, in order to open a document, to understand its structure, it takes 4-8 minutes to read. And also go to have lunch, relax, do exercises for the eyes ... In general, HR definitely parses 50 resumes in a day, and if you don’t sit on LJ, VKontakte and don’t chat on ICQ, then up to 80 calls.

    5. During the initial processing of the resume, long (more than 2.5 pages) are cut off already at this stage, since there was a requirement for a good appearance from the management (me), an age qualification, qualification by gender is carried out (clearly you write, it seems, work is required girl - but no! always stable 3-4% of male resumes). At the top are postponed resumes with photos, with good experience, level of language skills, approximate compliance with the requirements specified in the vacancy. They look at education only in the “yes / no” plan (the city of the university, prestige, additional certificates for education, diplomas, the number of “towers” ​​do not care at all). The rest are moved to the "long tail", which with so many resumes means, in fact, failure. After the initial selection, 40-70% of candidates are eliminated, mostly “random” - those who are not passing (“mixed up” the vacancy),

    6. By the beginning of the 3rd working day, when a handful of resumes are already at least a little, but sorted out, HR begins to slowly ring up candidates at the top of the list. Although all resumes were sent electronically, it is good practice to first call the candidate back and only then duplicate the invitation by email. It takes 5-20 minutes for 1 call (taking into account the fact that you need to get through, and the candidate cannot speak right now). Taking into account the analysis of resumes that are still arriving, up to the end of the week 1 HR will ring no more than 30 people.

    7. During the call, an invitation to a telephone interview occurs. Sometimes, if the candidate is not busy, it happens right after the invitation. A telephone interview lasts about 10 minutes, during his HR he clarifies some details on the resume, special skills and puts various notes about the candidate (such as the timbre of the voice, the ability to express thoughts in a connected way, parasitic words and just like it - I don't like it). At the end, the standard phrase “thank you, we will notify you of the results of the interview” sounds.

    8. According to the results of the calls, the resumes you like are transferred to the table to the hiring customer. This is a very delicate moment, since the resumes eliminated by HR at the previous stages most likely will not reach the person making the decision on hiring. Not only that, if there are a lot of candidates, then the temptation is great to give a pack of paper with the suffering resume applicants to someone else so that he can finish, cut to a reasonable 12-20 pieces. A personal review of ALL received resumes occurs only if you search for some completely unique specialist so as not to trust filtering to non-professionals (i.e., in this case, HR).

    9. And so, from the 370 resumes received from last Monday, a week later I got 30 pieces on the table that I was looking at. What guides me when selecting candidates? Oh ... The office manager is a very important unit of the company. This is the person who meets you with a smile in the morning and not because he should, but because he is glad to see you. This is a man who dilutes sunlight on gray workdays. But you should not forget about other official duties such as ordering office supplies, water, food, preparing payment of bills for light, office and parking. And so, to hire an office manager, you need to understand how the hired person will get along with the rest of the employees, which means you need a personal interview.

    10. But a personal interview takes a significant amount of time - from the time of HR, who needs to phone the candidate, agree on the interview time, explain how to get to the office, to the time of the specialist who will evaluate the candidate in terms of professional qualities, and this specialist also specialties need to work. Sometimes there are days that are completely devoted to interviewing candidates, but this is not the case, so I allocate one hour a day for a week, and during this time 10-12 candidates can be interviewed. Accordingly, from those 30 resumes that lay on my table, I need to select 12 pieces, and put the rest in the tail (maybe next week you can still find time to interview the remaining ones)

    11. As a result, in the week it turned out to conduct only 8 interviews and we selected one of the candidates.


    1. One HR specialist in full time mode can process no more than 80 resumes per day.

    2. It may take more than a week from sending a resume to an invitation to an interview.

    3. A detailed resume is important only at the final stage, a too lengthy resume with unnecessary details can end up in the trash.

    4. Only a small number of resumes reach the person who decides to hire or not, others are screened out by an HR specialist.

    5. Education and certificates only matter if they are relevant.

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