Lost time

Lost time

Let’s cover the topic of lateness. This is just a small stream, which, over time, can grow into a full-flowing river, which, in a seething stream, will begin daily to destroy all the early business processes built. It has long been known that the formula for success is as follows: success = knowledge + discipline. And I can say that the formula is very effective. And if everything is clear with skills and knowledge … well, at least where to get them, then with discipline everything is not so simple.

What is discipline is the organization of actions. And it seems that everything is simple, but how to organize employees in the company. How to at least ensure that the staff arrives for work on time and eliminates delays.

And HR managers don’t go to great lengths to solve this problem.

Punishment with money is one of the most common impacts on staff. Of course, deductions from wages of even a small amount are an unpleasant consequence of arriving late at work. The main group that is impacted by this method is irresponsible, ineffective and lazy employees.

Let’s imagine that you have a hardworking and valuable staff who is deliberately late, so only under the threat of a deduction from his salary he gathers all his strong-willed qualities into a fist and starts to go to work on time. Of course it is not. As a rule, delays are the result of a failure in the system, where by system I mean the daily collection of work. When our every action is verified. The alarm goes off at 6.20, then at 6.30, and only at 6.40 do inconceivable forces make us get out of bed. Then water procedures, quickly get dressed, and we are already running to the bus stop where our bus leaves at exactly 7.30. And now, bad luck, we understand that we forgot our phone at home. Here it is … the same system failure that will lead to fines.

So it’s hard for me to call demotivation in the form of deductions from staff income – an effective way to deal with delays. Moreover, we should not forget about the main thing, we come to work to achieve a result, and not for the sake of the process.

And how do you look at the method of dealing with lateness, when the time of arrival of employees should be directly proportional to the time of leaving ?! An interesting approach, nothing more. Let’s imagine that you are 30 minutes late, so you can leave work 30 minutes later. As the day draws to a close, your more disciplined colleagues are heading home. Well, you will have to pay for the morning system failure and “sit out” 30 minutes. This is usually how it happens. And, sighing heavily with sadness, you state that you cannot leave your workplace now, because you were late in the morning. And what are you doing in these minutes of “punishment”? By reading all sorts of interesting articles on the Internet, or maybe you just start flipping through a magazine, or decided to finally wash the mug, since there was no time for this all day. In short, you are busy with everything, anything, but not work. So what, then, is the purpose of this tardiness technique? An unexpected failure will force us to be late again, and these minutes of processing will not be effective at all. This is why I say this is just an interesting approach.

But I am especially surprised by the proposals of companies that are willing to pay for timely arrival at the workplace. This is nonsense. Coming to work on time is the direct responsibility of the employee. These are the things that don’t require additional motivation. Do you know why rewarding employees only with finances is not effective. Because material motivation at some point begins to be taken for granted and becomes a habit.

But this is not the worst thing, I had to observe a completely counterproductive method. Monthly sheet of “shame” with latecomers. Regularly, all employees are sent a letter of reproach and a list of the names of those people who did not have time to show up for work at the appointed time. And anyone could be on this list. Managers, production leaders and honored workers. As we found out earlier, the crash could happen to anyone. And here’s the bad luck. Failure to meet the plan and performance indicators, as well as negligent attitude to work – is not such a serious crime, according to the employer. While the delay for a minute entails public censure.

What can this way of dealing with lateness lead to?

Firstly, by adding the names of the leaders to this list, its authority is automatically undermined.

Secondly, apart from resentment and misunderstanding, employees will learn nothing more from this lesson.

How, then, to deal with lateness, you ask. This, of course, is a difficult question, for which I also have not yet found a unique recipe. But I will share my thoughts on this matter.

In solving any issue, I am used to projecting the situation onto myself. And then I thought, what makes me quickly get ready every morning, buttoning my coat already in the elevator, rush to work. Of course, my conscientiousness, love for the work I am doing and desire to be an example for my subordinates. This gives me the right to classify myself as an independent and disciplined employee. Thus, I can be guided by my own person when it comes to motivating the average worker.

Therefore, I can say what motivates me, of course, is the desire to do my job efficiently and the absence of comments from the manager. Which is definitely an authority for me. And most of all, I would not like to disappoint or let him down. In this regard, for me, an effective solution to dealing with delays is complex measures aimed at raising the authority of each head of a structural unit for his employees. The absence of any compromising action on the part of the Company in relation to managers of different levels.

And what to do when your employee is late for work? Of course, take action, but they must fully comply with the offense. If these delays are not regular, but just a “failure”, focus on the result that the employee should achieve on the current day. And if the indicators did not suffer, perhaps we can forgive the latecomer for these minutes that he was absent from work.

The main thing to remember is that we are all human, which means that each of us can fail.

Author: Sattorova Julia

leisure, work

Is the profession a recruiter, or are you sure it’s yours?

And now, elated and happy, you leave the university for the labor market and want to recruit staff. You have a diploma behind your back, and it is not necessary that this diploma is in the profession of “Human Resources Management” More often than not, when entering a university, a student still does not understand what he wants to do and where to go to work, so it may be some kind of technical diploma or a diploma in “psychology”, which seems to you (and to many) a specialized education for this profession.

In this article, the author will write on the example of a girl, not because there are no men in the profession of a recruiter, but because there are still more women in our profession.

You draw up your resume, and with fire in your eyes you run to the first interview at a recruiting agency or company for the position of a writer or assistant (the first step of positions in the field of recruiting). Thinking that you are about to communicate with a huge number of nice people, because according to 100% of candidates who came to recruiting from “0”, recruiting is associated with a lot of communication. Let’s say you are sociable, open-minded, proactive, trainable, and besides, you do not immediately apply for a salary of 1,000 dollars, then believe – you will find a job in the direction of recruiting! You take your first job – Hurray!

So what awaits you? And is it true that the profession of a recruiter is a sea of ​​communication?

The initial stage of our profession in a recruiting agency or company is always associated with a large number of calls. On a day, a reseacher or an assistant can receive more than 100 calls from applicants, each of which requires more than just “polite communication” … You must be able to conduct a telephone interview according to the laws and rules of a telephone interview, find out the information necessary for this vacancy, present (sell) your company. After all, the purpose of any telephone interview is to invite for an interview suitable people for a vacancy who are interested in finding a job. At the end of the day, your tongue will “fall off” and your head “boil” from the difficult questions of applicants. And you also need to remember to add each of them to the database, make the appropriate marks and take into account.

In parallel with the calls, your task will be to search for a resume for the required vacancy on the Internet on various resources. Every day you will “shovel” various search sources, social networks, establish acquaintances, contacts, ask for recommendations. It is, of course, important to consider all resumes when entering them into the database. If your company has a professional resume accounting base, then “+ 1000 to karma” is your management. Learn to use it and enjoy it as an additional social. package for employment. The situation is worse when you need to lay out a resume in text format by daddies. But believe me, even if the leadership does not require this from you, it is necessary to do such work. This will allow you to reduce the search for the right candidate in the future, provide you with advantages over other recruiters.

Meeting candidates, sending them for interviews to recruiters or recruiting managers will also be part of your duties as an assistant or a receptionist. Depending on the level of the company, perhaps becoming a recruiter, you will perform all of the above functions, but maybe not in such a massive volume.

And finally, the day came when you became a recruiter or recruiting manager. There is no limit to your joy, because you have achieved your goal.

You are moving on to an exciting moment – interviewing candidates and finding out whether the candidate matches the proposed vacancy. You should understand that in order to fill one office vacancy, on average, you need to conduct at least 10-15 interviews. Usually a recruiter leads up to 8 vacancies in parallel. If you are looking for line personnel (salespeople, storekeepers, cashiers), then be ready to conduct up to 30 interviews a day. In order to correctly assess the suitability of a candidate for a vacancy, i.e. whether the candidate will be able to do this work and, most importantly, how much he wants to do it, experience is needed.

My practice shows me that a recruiter becomes a professional after 1000 interviews and mandatory training. At one time, when I worked in large companies, my employees and I even celebrated the date of the 1000th interview! It is clear that this figure is approximate and averaged, but my employees shared that approaching the coveted figure, the number of errors during interviews decreased, and the selection efficiency increased.

This article does not list and disclose all the responsibilities that a recruiter performs. A recruiter is also responsible for diagnosing an order, building communication with a customer, creating advertisements, managing a selection budget, collecting recommendations, controlling an exit, adapting and much more.

It’s good if you have gone through a series of trainings, workshops on this profession. Then it will be much easier for you to achieve the desired results, you will be able to fill vacancies better and faster.

And then a clear understanding comes to you that the profession of a recruiter is not just communication with candidates. After all, the employer will demand that you close the vacancy on time, will set you performance indicators on which your salary will depend, such as: the deadline for closing the vacancy,% of employees who have passed the probationary period, etc.

Before choosing this currently fashionable profession, answer yourself honestly a few questions:

  1. Will you be able to efficiently and politely receive 100 calls a day?
  2. Can you call strangers and offer them jobs? How communicative are you?
  3. Will you be able to spend hours in search engines in order to find the only suitable candidate?
  4. Are you ready to work on an irregular schedule, because many working candidates can come to you for an interview only after 19?
  5. Will you be able to achieve your goals and indicators? After all, the profession of a recruiter is a profession aimed at results! And your employer will not want to know how much work you have done, it will be important for him whether the candidate came to work on time.
  6. Are you ready to work with numbers? Indeed, in this profession you will have to manage budgets, draw up analytical reports, etc.
  7. Do you love people? After all, people are all very different and you will have to face rudeness, aggression and other not very pleasant manifestations.
  8. And most importantly, to what extent are you ready to invest your soul in this profession? Is it really interesting and necessary for you.

These are just some of the questions to ask yourself before making such a vital decision.

There are many recruiters, but there are much fewer professionals in their field. The profession of a recruiter is, first of all, hard work for the result. But, despite all the difficulties, for me and my team this work is the most favorite!

Author: Kazarova Olga

graduate, Profession, career guidance, recruiter, labor market