"returnees". There are reasons to reconsider the dogma

Often, however, everything happens as in the films "about the good and bad spies spies." Many managers do not just once or twice to change jobs, to any attempts to look for his subordinates, "which is better" are very negative. This is logical: who wants to lose employees? But some directors, indignant about the dismissal of employees, swearing never and would never have more than anything to do with those who have moved on to a new job.

Time passes, and sometimes it happens that former employees have declared their desire to return to their original location. What we can do: give up, or take the "returnees" to work?

World practice of personnel management shows that should not be denied such an "employee-boomerang» (boomerang employer) just because he had once left the place of work in the company. Loyalty "Prodigal Son" can be much more useful than a contrived dogmatism administration - "Do not let go!"

"Returnee" is economically beneficial. Try to understand what are its advantages.

 Former employees are well aware of thecompany's corporate culture, performance standards, the requirements for this position, the collective - hence they do not need a period of adjustment, which is mandatory for recruits specialists.

 The team is already well-known strengths and weaknesses of the employee, his potential, and established communication.

"Returnee" can bring new ideas to the company's work, knowledge, experience, use the connections that acquired elsewhere. Sometimes he even knows exactly where to put the innovations that they grasped "on the side".

 There is reason to believe that the officer will try to atone for their "guilt" and will work with a greater impact - at least at first.

For the organization of prestigious, the staff and got acquainted with the work of other competing companies (to be fair, often is the case), returned to her former position. "And we are better than others" - not without reason, can claim the employer by taking back "employee-boomerang".

On the other hand, there is and disadvantages, which are mainly associated with the emotional component of such a dismissal, return.

 Management of the company: "Where is the guarantee that this will not happen again?"

Employees: "He left us, and then, realizing that there are good back. We are here to work for him ... "

Security Service: "And if he was playing a double game? Whether competitors been sent? "

Emotional stress usually feels himself "Officer boomerang." Sometimes he acts first through intermediaries - former colleagues and then communicates with the company's administration. After all, not everyone will be able, after his hopes were dashed in a new place, openly declare their willingness to go back. "Returnees" can also offer lower wages and the same.

The survey of 36 executives and management experts on staff on the topic related to "staff-Boomerang" showed that in some, especially in large companies operating in complex environments, competitive acts unwritten law 'returnees' do not take. "

And yet the general opinion is inclined to think that the issue of the return of an employee should be approached individually each time. It is also significant that almost all managers and eychar professionals agree on the fact that, whatever the position of the employee or occupied, much depends on such factors: peacefully if left "returnee" if it did not happen at a critical moment for the collective activities, whether or not the a Liaison Officer with former colleagues at least informally or permanently "burned bridges".

The conclusion is clear: where the employee worked, it is economically advantageous "beautiful" part with former employers and colleagues. Who knows how the rest of life ...

The crisis manager - only a temporary assistant

The essence of the distinction between crisis-manager and director of organizational development is in the concept of "organizational development". Organizational development may be defined as a continuous process of improving the company's management system, enabling fully realize its business objectives in view of a changing business environment. Already from this definition implies a fundamental difference.

Of course, it all depends on how this man is positioning itself with respect to the company, in terms of time as well as the authority with which he is endowed.

Where appropriate analogy family doctor, and the doctor of "first aid". The doctor "fast" relieves pain for some time, but it sends the patient into the hands of a professional. Family doctor in this case - the Director of Organizational Development, is more effective if it is in constant contact with a certain type of activity in the organization, and is professionally engaged in the implementation of the management system, a minimum of four system properties. This, above all, determinism, completeness and consistency, and the hierarchy of the synergies.

If the specialist has deep knowledge (ranging from strategic planning, organization system of process activities and their coordination with the planning, budgeting, and planning and budgeting coordination with the information management systems), it is able to take the company out of crisis. Provided that he has serious authority to make decisions and implement them, adds V.Tupkalo, Organizational Development Director of "Information-analytical center" LIGA ".

Often, a crisis manager hired to solve local problems, for example, in logistics, in the industrial sector. However, here it is impossible to solve the complex problems of the enterprise.

At the same time, Director of Organizational Development - a specialist with a major basic training in the field of economic and financial management and general management, and in our reality - is a serious expert in the field of process management, which is just beginning to develop as a trend. Director of Organizational Development - is the one who can bring begun business organizations in a constructive partnership with the leaders to its logical conclusion.

Under the logical conclusion is meant, at least, to build an effective planning-budgeting system. Such capabilities have not hired for a certain period of crisis manager - any proposed consulting company, or come by the will of the business owners.

"Crisis Manager as a phenomenon that has now become quite popular - is the result of a misunderstanding of what the crisis - is the result of the lack of an effective system of construction during the previous period," - said Director of Organizational Development, LLC "Information-analytical center" LIGA ".

On the other hand, Director of Organizational Development - a specialist who on a regular basis, having subject knowledge, knowing the internal situation of the enterprise, is able to generate an effective constructive proposals for decision-making center

On the hunt for a job!

With the onset of the crisis, many candidates, especially who have not looked for a job, do not know how it is now found on one side. And on the other hand, there are employers who are now still pick up and look for staff. Only one vacancy now comes in 10-20 times more resumes. Previously, for example, an appropriate legal it was difficult to find, occurred 15-20 CV, 3-5 worthy of consideration, 1 lucky, now the number of resumes on a similar position reaches about 200, or even more, respectively, the odds are not so great for the competitors.

How to find a job, where to start and what to look for?

Start by creating your profile. This should be a special profile for a relief device to work. Profile consists of recommendations (and copies of the recommendation), resume, photos, original documents (copies of documents: diplomas, work record card, certificates, diplomas) and other additional confirming your qualification documents.

So, step one

Prepare in the proper form, written or printed recommendations from previous companies. If you have not done so, refer to the former leaders and remind them of his existence unemployed. Their answer is, "If I call and ask about you, I will answer only good" is not appropriate. Only official and correctly-folded recommendation is to have a place to be in your profile for the job. You must arm themselves confirm that you are a professional in their field, and an excuse in a new interview, "Now the crisis, have reduced" can be perceived as "good people do not cut." After all, before people were fired or laid off, and the reasons for it were all kinds of (poorly paid, the location is not suitable job, no career growth, not get along). Now the situation is on the market,

As a result, the recommendations need to your response, and if the real reason for the "crisis", even though it will show the former leader.

The future employer credible and assist in selection of recommendations, commercial or financial director, chief accountant, head of the unit, from those with whom evolved really professional relationship. These recommendations can be attached to the recommendations from the first-person company.

The recommendations may indicate the actual results of the employee (not in figures and in% ratio, perhaps as efficiency (KPI)), achieving a former employee, professional and personal qualities, an important point is the point about how the employee worked in a team, much was devoted team.

The recommendations should be scanned and laminated form, be sure to make copies of which may be left after a pass interview. Scanned recommendations are sent to e-mail the employer or agency search and selection of staff, together with a summary in a certain position, a summary of the recommendations should weigh more than 1-1.5 mb.

The second step. Summary

Issues resume has always been, is and will be quite a lot. Always after the interview, many recruiters and HR managers fix the accuracy of what is written in the summary that says a candidate for a job interview, and that it actually represents. According to the summary, you can determine how this business card meets the requirements of the vacancy. Take any leaflet, magazine companies, working form and appearance of the staff, the interior of the office - all these factors make up the face of the company, most of my colleagues would agree that the summary - that person is the person who is looking for work. Beginning with a summary, we analyze the candidate, we analyze his experience related to future work on the resume you can see the sincerity and some features of the candidates, as well as the level of literacy.

Summary - a reflection of each individual. To begin to evaluate and select candidates on the job, initially hiring managers and recruiters together with the heads of companies or departments develop "profile position" to the open position. In the "profile position" includes all requirements for the job: education; the desired work experience; wages, rather fork, wherein the rate and% "from" and "to"; tasks for a trial period, the tasks that will be solved by the employee in the workplace; personal and professional qualities he must possess, and additional important information.

Many professionals who are engaged in search and selection of staff do not like templates! Copied and similar summaries, can be distinguished by the naked eye. You can download a summary of the cap, the frame for the job, but the contents of the same words, functional responsibilities - is this unoriginal! Stand out, his professional qualities, his personality and be seen.

When a vacancy comes about 100 resumes a day, just imagine what chances of success at the same, resume templates ?!

How to create a summary:

1. Font, color letters, size, cap resume - it's your choice, your "I". Standard - black, size 10-14, 1-1.5 leaf, Times New Roman. There are worthy candidates with decent resume, which highlights information green, red font, the letters of 8 and 16, the floor plate and on 3 sheets, but think how it will look resume when it printed. There are some disadvantages. And if the candidate in bold black, facts that are worth paying attention to, it is an additional plus in his piggy bank, for example, "during the period of work in the company (03.10.2007-01.11.2009) I organized the work of the sales department so that we have increased sales by 76.5%. I initiated the participation in the tender and we won it together with his department, while increasing production by 32%. That can confirm a press release on the company's website, in a magazine, or a leader. "

2. Write only the facts, Narrow, can be compared:

HR manager

Engaged in search and selection of personnel

or to engage in search and selection of staff at job: chief accountant, director of the production, sales managers. Helping employees to adapt, each of my colleagues can give me a decent recommendation.

supervisor

He organized the work of merchandisers.

Daily or controlled 28 merchandisers, conducted weekly meetings, monthly evaluation of their activities, improving sales and customer service.

Office Manager

Brewed coffee to the head and his friends

or perform personal errands manager who helped him and his colleagues to solve business issues.

Everyone, at every point, has its own personality, think, would be a candidate hired you ?!

3. Personality and the data in the summary.

Before you write to resume such personal qualities as "patience", "stress tolerance", "punctuality", initially learn designation literal and think, and needed whether this company a staff member who wrote the summary "punctuality", namely, for an interview, "by chance" it comes late and at the wrong time. And whether you want to write "stress tolerance", because when the interview ask the question, "Tell me about the biggest shocks in my life", most of the candidates remember the worst moments of his life and begin to cry during the interview. But, it was possible to talk about the shock, as a prize in a lottery or random hit on television.

About personal data, it is better not to indicate in the summary, which is located on the Internet: the complete address and home or office phone, plus phone numbers of relatives and friends. Other information - this is your reflection on your paper.

Some recruiters pay attention to e-mail, for example, kotenok, pupsenok, prostodyshka, bubenchik, in principle, it does not affect the decision to send the candidate for an interview to the employer or not, is indicated seekers E-mail your-teenage children, so, here selects the candidate himself, he presents himself in the eyes of the employer.

What kind of questions to ask the employer to increase your chance to get a job

Ask questions to the employer, which will increase your chances in getting a job.

Of course, you have any questions: salary, benefits package, holiday. But leave them for last. Now you can add a few points to your advantage to have already recruited.

Question 1. Ask for a future employer, "How do you relate to" vocational training "and professional development." Every employer in the employee appreciates the desire to improve their professional level. Especially if it is connected with the internal employee motifs. Question analogue: "What are the possibilities for the company to improve the professional knowledge and skills of the employee?".

Question 2. Find out: "What are the objectives and plans will be put in front of you?". The question reflects your practical interest in the task at hand. One of the most important qualities that an employer is looking for in job seekers - is the ability to move to the target and solve tasks.

3. Ask a question: "Tell us about the company's internal corporate culture." Oh, corporate missions theme - the "namolennaya" among HR managers. They can talk for hours, on what is and aspires to be "their team". Some do it sincerely, others in a craze on the "Corporate". Give your companion a few pleasant minutes.

Question 4. Ask: "What are the plans of the company in its market segment?". Part of the corporate culture are always "healthy ambition." The plans and ambitions of companies like to talk any loyal company employees. Of course, the manager or the HR manager who takes you an interview - the most loyal employees. In any case, an employee of the employing organization with pleasure will present the company's plans. And you with the first steps will demonstrate the interest and loyalty to the new job.

The questions complement your positive image. Now be sure to go to the pragmatic issues of compensation terms, payment and so on. N. This will accentuate your practical and business-like approach to the new job.