Business technologies on service of higher education institutions

Where "dig"?

How process of work of the modern specialist in the field of personnel recruitment or the HR specialist is constructed? Simply it can be reflected in a type of the following sequence of works:

• Requirements planning in personnel together with other divisions of the company which are internal customers of service of personnel (further in the text – customers).
• Preparation of descriptions of vacancies, approval of customers of requirements to each vacancy.
• Search of candidates for a vacancy:
  • Placement of a vacancy on Internet resources (on the website of the company, hh.ru, job.ru, superjob.ru) and sometimes in the print media, further processing of responses.
  • Search in own databases and external resources, for example, hh.ru
  • Surprisingly search in base now the employees working in the companies: perhaps, in the company there is an excellent candidate who on a new position will bring more benefit. In the large companies there are even internal resources where any employee can browse the available vacancies and offer themselves on an empty seat.

• Primary selection of the arrived summaries, formation of "the short list" of candidates for a vacancy.
• Carrying out complex of actions (interviews, individual and group tests, verification of the recommendation and information on candidates) and decision-making.

Hr'am help with accomplishment of the tasks specialized information systems, both own, and external, access to which can be purchased. IT systems save time of staff of HR for search and processing of necessary information, but the main thing, allow to save results of work for use it further.

For example, if today the defined candidate did not pass on a vacancy, but with him already conducted an interview, then when next time his candidate is in the applicants list, on its processing less time will be required.

Moreover, the large companies constantly acquire "for emergency" the list of possible candidates that when the vacancy appears, as fast as possible to close it. It is the most important value of the information systems allowing at the correct use it is considerable to increase the speed of "closing" of vacancies and to increase quality of selection, and we will return to it later.

How "do" the best HR specialists "dig"?

Unfortunately, the standard methods of work Hr'ov described above, not always give return as they are used by all and everywhere teach them. Moreover, the information systems offered in the market are also available to all that in a certain measure aligns possibilities of services of personnel in competitive struggle. Therefore recently HR services are forced to think out new methods of work, including:

• bonuses for the recommendation or "Recommend the friend";
• planning of a career trajectory in the company to have domestic market of candidates for vacancies which can arise;
• the analysis of a situation at competitors of the company that in case of problems at the competitor to try to manage to draw his strong personnel to itself.

How does the scheme of bonuses for recommendations work? As a rule, it contains a certain element of remuneration (monetary, material or other) for the fact that one person recommends to another to send the résumé in a certain company or just transfers to HR service contacts of people which conform to requirements of a vacancy and, perhaps, are interested in change of work location. The bonus usually is necessary to the referee if the candidate accepts the offer and successfully there passes the probation period. But in general conditions of the relations between the employer and a rekomendator can be contractual and depend on a specific situation.

The scheme of career planning is arranged as follows: at regular meetings with employees the HR service estimates professional qualities and the achieved results, and on the basis of it together with employees discusses the purposes for the next period and necessary actions for their achievement, both the parties of the employee, and the company. As a rule, there are always employees who already have the sufficient professional grade for increase in the company, but at present for them can not be vacancies as their head is quite successful. Respectively, options of transition to other divisions to higher positions can be interesting to such employee, and the HR service has a permanent stock of the candidates already familiar with corporate culture and checked within work in the company.

Enticement of employees from the competitors having problems – the task very difficult also requires good information support. As a rule, if a certain company begins to have problems, then at first they are known only in the company. At the same time any company tries to hold the strongest employees in a problem situation and, on the contrary, to leave less strong. If in the market there was already many curriculum vitae of staff of a certain company, it usually means that problems came into the companies already far, and, most likely, the best personnel already either left, or "is on the contrary already withheld" in the company, and the market was entered by less popular employees.

To be in time in time services of personnel should collect constantly information on a status of the companies in the market within the interviews with candidates, have a uniform resource or a procedure for collecting and processings of this information. And also to be ready in a case emergence of information on problems of the competitor to check it and through, for example, same rekomendator or "familiar acquaintances" and as fast as possible to fulfill a specific case.

What from this experience can the educational institution use?

Experience of business companies allows to select some moments which can be applied also by educational institution. Let's consider that it is interested in customer acquisition for sale of the educational services to them, such as bachelor degree, specialist programme, magistracy, postgraduate study, various rates of additional education.

It is clear, that for use of experience of commercial structures first of all the university should have a database in which it will be stored and constantly to be updated information on the current and potential clients, i.e. entrants of different training programs. And, as we see in case of business companies, increase in efficiency of process of set happens first of all due to work with the current base because:

• already there is information on requirements and a profile of the specific person – when we have an educational product suitable him, we can offer it it at once, without spending time for acquaintance and the presentation of our university, we already did once it;
• as we come into contact, we can address with the offer to make recommendations and to receive certain "bonus" if the recommended entrant will accept our offer. For example, if the person promoted attraction to us on the training program of 5 people, he can receive the voucher for free training for himself.

The come contacts with graduates will allow to influence through them the choice of educational institution for their friends and family members. And it does not require permanent sending advertizing or other offers, it is quite enough regular to send interesting news information. But when there will be a requirement, first of all any person will remember university with which he resides in contact.

In a broader sense, constantly keeping in touch with community, directly or through the acquaintances concerning our educational institution we can constantly support in a "warm" status base of potential clients and loyal to us rekomendator.

But even more important that we have an opportunity including to constantly receive a feedback from the current students about quality of education, new requirements, etc. that gives us the chance to adjust educational "product" and to offer new training programs which are in demand now. Experience of the western universities says that first of all it is necessary to work with current "clients", i.e. students in our understanding: as time they now at us continue to study, most likely, they are loyal to university as to the supplier of educational services. Relying on the current students and adding to it community of graduates, we receive just the market inexhaustible objectively for services of our university as people will always study and improve skills.