Search for employees with help

Published on January 17, 2008

Search for employees with help

    In the fall, it seems, I was ordered an article about work sites, but the publication ordered a long life. I breathed a sigh of relief: the topic seemed boring. But in December, due to changing working conditions, for the first time in my life I needed to recruit staff to my department (also the first in my life). What started here! Despite the fact that Yandex knows 362 sites with vacancies and resumes, and Rambler knows 500 such sites, the vast majority of them are unsuccessful experiences of recruitment agencies and students. But even the most popular work sites can hardly be called the best friends of managers. I armed myself with my notes for that article and decided to figure out what I could hope for on the Internet, “a small employer”, without money and connections.

    The parade of “career start-ups” will probably stop soon: the Internet recruiting market, according to experts , is $ 15-20 million, and employer advertising costs are growing at about 100% per year. True, new work sites are usually clones of existing, often worse quality ones. How, for example, is (an affiliate of the Polish leader open in the fall, different from ? Likely that on a branch site pages are loaded slower, and placement of ads is paid. Substantially, these are regular vacancies and resumes, an industry catalog, articles on the topic, internal mail.

    The need for job sites is, of course, relative. For recruitment agencies and eychars of large companies, recruiting on the Internet is only one of the possibilities. Another thing is for project managers (departments), who usually do not have money to advertise vacancies or agency services. And if the company has an eychar, then its role will most likely be auxiliary: placing ads, phoning candidates. Nevertheless, it seems to me that for most average managers, sites are the main selection tool (the circle of acquaintances and relatives loses to the Internet in the number of candidates).
    The effectiveness of work sites is increasingly evaluated by managers deeply unprintable. Leonid Belikov, project manager of the dating system, put it on this occasion, politically incorrect, but very characteristic: “What are online recruitment projects, except you can’t call dull shit. The large players (, Headhunter,, whose services I no longer try to use, are essentially machines for transferring leaflets with vacancies and resumes between the employee and the employer. ” The impotence of work sites could be justified by demographics or the past year of the pig, if their functions were not taken over by social networks, and quite successfully.

    1. Job Sites

    I asked the department managers of my company (marketing agency) who regularly post vacancy announcements. Responses for the first four days after publication were taken into account - the usual lifetime of an ad, if not updated. The only thing: I pointed out to colleagues the sites that, in my opinion, are the best. Choosing the “best” is a question. Statistics of the work sites themselves, of course, are not suitable. Monitoring third-party organizations is often questionable because of their incompetence. For example, in a personnel survey“Romira” has the wording: “specialized Internet portal” (the “portal” is universal) or “look for vacancies through search engines” (they don’t look like that). A measure of a site’s popularity for me is the number of page views (hits). Logic: the more pages users view, the more interesting the site. The top 100 “Rambler” most often gives such a three leaders (sometimes “SuperJob” and “Joblist” wedge into it):

    1. Headhunter
    Initially, the site of middle and top management. First-class quality has faded for some time: the site is becoming massive. For example, Afisha Publishing House, whose eychar Maya Kozlova finds 80% of candidates with the help of XX, also closes the secretary’s vacancies here. I should also be happy: only 38 responses from PR specialists (see the table with the results of the publication of announcements). Cons of the site: in fact, paid placement of vacancies, restrictions on direct communication with candidates (communication via internal mail on the site), frequent malfunctions. Inconvenient interfaces, I will add from myself. Sergei Matisen, who was preparing to launch career service, once said: “Headhunter is a slow-moving car that makes you sick of pathos.”
    2. Work
    "Hypermarket of vacancies and resumes." An optimal working site, if you correlate its technical convenience, effectiveness and free basic options. In some sense, brought me even greater results than the Headhunter. ” For example: one response after 4 ad views for a PHP programmer in the first versus one after 31 views in the second. But there are more negative reviews about than positive. “The site covers and integrates as many related services as possible, says Sergey Matisen, resulting in a mishmash of very different things, which leads to low efficiency.

    3. Job
    The first mass work site in Runet, which was the leader in attendance for ten years, until September 2007, - this, perhaps, is all the good that can be said about this dinosaur. "Job" is poorly moderated and looks awful. Its new version, while in test mode, is perplexing: almost the second The site is perceived not even as a base, but as a junk. Maya Kozlova admitted: I hardly use it. Frankly - perfect inefficiency. Except in rare cases when we have courier jobs.

    Heychars mention other sites that we did not check. For example, the fourth major player is SuperJob.. “With his help (in conjunction with the Headhunter) we close from 25 to 70% of our vacancies (it all depends on the features of the order). In particular, SuperJob is good for finding specialists in construction, ”said Olga Tretyakova, advertising and PR manager of the Vivat Personnel HR Center. There are small specialized sites. For example, coders are often searched for using the website of the Guild of Periodical Publishers, Accountants at, and, etc.

    But for a line manager, a work site is not a solution. I am silent that in addition to the responses you will be filled with spam and that the professional level and the level of sanity of many candidates can lead to despair. (I personally saw the ranking of professions that applicants are interested in on one very large site: drivers and nannies predominated). In my opinion, the main thing is that the ideology of work sites itself carries a flaw. They still remain databases, plus a couple of decorative options. Yes, you can receive responses to your ad in nth quantities and independently view tons of resumes, but you won’t say anything without interviewing a person. Indeed, one of the most effective criteria for choosing a subordinate is sympathy: “I am pleased to work with a person or to teach him.” The concept of a work site does not mean close acquaintance, absentee evaluation of candidates. The recruitment process is turning into a series of painful meetings with the culling of candidates. And culling can and should happen on the Internet.