Useful Tips

Profession Recruitment Manager: features, advantages and disadvantages


“I am a sociable person” and “I love helping others” are two reasons why HRs choose their professional path. To start a career, they are weighty, although they are far from ideal.

For 30 years in the HR sphere, I have developed some idea of ​​how to achieve success in the profession. In the best traditions of David Letterman, I propose the top 10 strategies to succeed in HR (in the reverse order, of course).


Know what you want to achieve and why. Do not wait for management to determine what HR should do in the company. There are many examples, and a little research will help you navigate a wide range of options. Make it your task. Explore everything you can find, communicate with colleagues in the shop to become an expert. If you are interviewed, clearly state your goals. If you are already working, describe every chance you have. Discuss ideas with management to get feedback and approval.

I developed a corporate culture in which people would like to work and stay. The results were three million jobseekers for 125,000 vacancies closed in 20 years, an 11% increase in annual turnover during that period, the absence of complaints and arbitration (50% of employees are union members, 50% are non-union), and the title of best place to work in the United States.


Each large company needs an HR leader who will fit into the system of goals and support it. At our company, we wanted HR to be more than just a department. This meant that employees at every level knew and understood the role in supporting the corporate culture and HR philosophy.

For example, the company wanted to form a team endowed with authority, so we developed HR tools that managers and employees used to independently obtain HR information and perform a number of operations. After training, we tracked their use and effectiveness. The availability of these self-service tools allowed the HR team to become a strategic partner, rather than an operational clerk.


Steve Wynn taught us that the difference between a professional and a leader is the ability to communicate. You are the mouthpiece of the company's corporate culture, so try to play this role using the following tactics:

• adopt the speaker style that you admire. Practice out loud and then speak at each meeting and talk about what the HR team does,

• use your skills to help others communicate more effectively at meetings, events and company events, as well as with new employees during adaptation,

• Start attending meetings of leading wedding ceremonies - this kind of training will make you a good speaker.


I believe that using technology will improve processes and increase efficiency. My problem was that I did not know enough to formulate my ideas or participate in discussions. So I took courses that helped me better understand terminology and methodology. I was never “the smartest guy in the class”, but thanks to self-education I was able to achieve goals in IT, including the implementation of HR information systems and personnel selection systems (in collaboration with service providers we trusted).


First, show a healthy curiosity to find out what you did not know. It’s easy to do what you know how to do, but you need to be constantly up to date with the latest HR products. Take time online and offline to identify problems and learn best practices for resolving them. Consider sponsoring your company with business and industry meetings so that employees can interact with other professionals.

Secondly, try a new one. The world is changing: the rules and principles that have guided you in the past often need to be updated. How many of us have a manual that says “optional”? Isn't that already outdated (in fact, the last time you fired someone for no reason)? The same thing with arbitration: have you ever wondered why you had so many lawsuits? Often we do what we did before, but sometimes there is a better way, and who, if not HR, can offer it?

Third, be a wise master of change. HR functions provide us with an ideal platform for learning, discussion, and influencing possible transformations.

A commitment to the past will not allow the introduction of the latest developments and technologies in the future. This is where an open and flexible mindset serves HR professionals. Planning - for the things we want to do, or for unforeseen situations when everything happens not as expected - this is a smart way to act.

Fourth, manage change effectively. Finding great ideas is one thing, and realizing them is another. Great ideas take time and effort, and someone needs to do it. Learn about project management best practices so you can implement these changes. Know what tools are available to you, use them and take a leading role in implementing your HR plans.


Want something that costs money? It's all about budgets - and you have to fight for what you need. HR managers often do not want to offer programs, and generally take the initiative, because they are afraid to receive a refusal from the company's management. Once I proposed to create a fundamentally new personnel selection system - so that job seekers can enter their data directly in employment centers. The cost was high, but I was able, in the language of numbers, to show the return on this investment, which recouped the costs in two years. Believe me, if I did not understand the calculation methodology, I would never have received the approval of management. Everyone has budgets, but that doesn’t mean that you have to give up without using all available tools to uphold your ideas.


I often hear that HRs want a “place at the table,” but this is not always justified. You must earn it. Top management and employees should see you as a leader and a smart business person - all this is necessary for a successful career. For this:

• Collaborate with each department manager individually to find out the needs and expectations of HR. Collaboration is the best way to get and implement HR ideas in an organization,

• work with each department, conduct focus groups, run trial programs to assess the acceptability and usability of your ideas, and create an advisory group that can contribute to the planning process,

• appoint staff training managers - line managers who will take responsibility to determine what training is needed in their area, when and how it will be conducted, and will also monitor attendance and training outcomes.

Such cooperation gave our HR department a clear understanding of the context of all areas of the company and helped to understand whether we provide what our company needs.


Spend more time outside the walls of your office. Often for employees, going to HR is akin to receiving a director. Everything will be different if you will often come to the workers at their jobs. They will get to know you better, become more open to your questions, and you will better know the problems that you will have to deal with. Besides:

• employees will appreciate your presence, and managers will understand your ideas. Soon you will be perceived as part of the team, not HR, who is hiding behind the instructions. You can resolve issues before they turn into big problems,

• Create an open door policy so that employees can express dissatisfaction with decisions made, ask questions, receive answers, and develop a culture of trust in the company.


Most HR professionals are not risk averse, probably because they are not encouraged (or are not allowed to take risks). But successful HR practitioners recognize the need to take advantage of the opportunities available and the effect that can be achieved. For example, last year at TEDx I talked about several alternative recruitment programs that I developed. Within their framework, work was carried out with police units and local agencies that provided services to people in difficult life situations, and a program was developed to work with those who first committed a non-violent crime. We turned to people who could not imagine that they would have the opportunity to work in a casino - not just because we needed more applicants, but because it was right.


The word that I most often use to describe my style of personnel management is “inspiration”. Most HRs are associated with “rules,” and too often we perceive them as the most recent bureaucrats unconnected with the real world of organizational needs. Of course, this is present in our work, but the more you inspire others to get to know HR, the awareness and understanding of what it is for and what benefits it can provide, the faster you will become a recognized leader in your company, and not a gray cardinal. If you have enthusiasm, it will be passed on to the employees of your company and will manifest itself in your corporate culture. If it is not, then for you it will be the next place of work, however, as for other employees. There is not much fun in this, but you must understand that this is not the type of leadership that is needed in HR today.

Follow these 10 steps and you will become a more effective leader in HR. Do not get stuck in their sequence: swap them, giving preference to more important ones. Good luck

Translation: Olga Rybakova

David Letterman is an American comedian, host of the popular “Evening Show with David Letterman” program on CBS.

Steve Wynn is an American billionaire, owner of a casino in Las Vegas.

Employment at will is the principle of labor relations and one of the foundations of liberal labor law in some countries, which means that the employment contract can be terminated by the employer or employee at any time for any reason or even without explanation, usually It does not apply to labor contracts that specify the exact period of their validity, and to contracts concluded on the basis of collective bargaining with the trade union.

What does the recruitment manager do?

This is a fascinating creative profession that requires a non-standard approach to standard procedures, because in the subject of work it is typed as “person-person”, and its character refers to the professions of the leading class.

Recruitment - recruiting - can be of several types:

  • mass recruiting: active recruitment of the same type of personnel in large quantities, used to search and select line personnel with standardized functionality and requirements for candidates: supermarket workers (movers, sellers, cashiers, security guards), large warehouse personnel (storekeepers, pickers, movers, cleaners),
  • management selection: search and selection of highly paid specialists and middle managers,
  • executive search: search for top managers and unique specialists of rare professions.

A novice recruiter (also called a recruiting manager) always has to start with mass recruiting and selecting the line-up of the enterprise. But in this case, the nature of his activities will be guiding, because during the interview the recruiter decides: this candidate has a chance to get a job or not. The fate of the candidate at this stage is in the hands of the recruiter.

The main tasks of the position vary from the specifics of the enterprise, its size, but must include:

  • analysis of personnel requirements and the formation of a vacancy plan in accordance with the strategic goals of the enterprise,
  • the formation of profiles of candidates,
  • the study of possible sources of search and selection of personnel for specific positions,
  • posting information about vacancies in the media,
  • initial selection of candidates by resume,
  • organizing and conducting initial interviews with potentially interesting candidates, evaluating their performance against the requirements of the vacancy,
  • getting recommendations for interesting candidates,
  • presentation of the best candidates to the customer, organization of interviewing the customer with interested candidates,
  • organization of reception and registration of the finalist candidate,
  • supervision of the preparation of the adaptation plan for the newly hired employee,
  • accompaniment of the adaptation period,
  • organization of a decision to close the probationary period of a newly hired employee and enroll him in the permanent staff.

In addition to the direct tasks of the position, the company’s staff recruiter may be assigned additional tasks for the personnel service.

Who can become a successful recruiter?

  • emotional poise, self-control,
  • self-discipline
  • high communication skills, the ability to quickly win over a person, to allow him to open and behave at ease,
  • self-confidence and adequate self-esteem,
  • ability to switch attention
  • the ability to see what the candidate is trying to hide,
  • flexibility of thinking
  • visual-figurative thinking,
  • ability to concentrate
  • ability to defend one’s point of view,
  • strategic vision of the development of the situation,
  • high level of intelligence
  • good memory,
  • high efficiency,
  • ability to work with a large information flow.

This large set of specific requirements for a recruiter candidate confirms the complexity of the profession. Unfortunately, HR specialists are most susceptible to professional burnout. To protect yourself from it, you should remember about this risk and take preventive measures to prevent this.

Where do they learn professions?

In the early 2000s, the profession of recruitment manager in Russia was not taught anywhere. Since then, the situation has changed dramatically, and theoretical knowledge can be mastered in many universities in the country.

For those who have higher education in another specialty, but want to realize themselves in the field of work with personnel, for professional training should apply to the institutes for continuing education, they are in all regional centers of Russia.

Personnel management is also taught in private business schools. Training in them is considered more effective, because the emphasis of training is shifted to the development of practical professional skills.

How to become a HR manager without knowledge and experience

It’s very difficult to competently work in the field of personnel management, not knowing the basics of the chosen profession. This applies to any area of ​​activity. But with great desire and potential, even the most unattainable goals become closer. The article is intended to help determine the choice and prepare for the future profession of personnel manager.

Potential jobs and income by profession

The search and selection of personnel is carried out by specialists either as a full-time recruiting manager in various companies, or as a recruiter in a recruiting agency. On the Jobsora job site you can always find relevant jobs in any corner of the Russian Federation. Depending on the experience of the specialist and the level of the company, income varies from 20 thousand to 120 thousand rubles per month.

Functions and responsibilities of the personnel manager

First of all, it is worth familiarizing yourself with the PROFESSIONAL STANDARD "Personnel Management Specialist" Approved by order of the Ministry of Labor and Social Protection of the Russian Federation of October 6, 2015 No. 691н. In which, the generalized labor functions of a personnel management specialist are described.

Depending on the direction of work, size and goals of the organization, their set may vary. But for a clear idea of ​​this position, it is necessary to study and understand as many of the functions performed and the responsibilities assigned.

The following functional responsibilities can be called the base of the profession of a personnel manager:

  • personnel records (registration of personnel movements, the formation of personal files, maintenance of work books),
  • staff selection (staff search, interviewing, interaction with recruitment agencies),
  • monitoring of the labor market and analysis of the needs of the company (study of announcements, relevant and sought-after professions, revealing vacancies),
  • development of local regulatory acts of the organization for its activities and timely amendments to them (internal labor regulations, job descriptions, labor contract, regulations on departments, wages, business trips and others),
  • staff training (determining the target category of employees, planning, organizing, conducting events, taking stock, filling the personnel reserve),
  • подготовка отчетов (в органы статистики, центр занятости, военкоматы и другие государственные и муниципальные образования, под ведомство которых попадает деятельность компании).

Перечень можно продолжить более узкими видами профессиональной деятельности сотрудника отдела по работе с персоналом, но вышеперечисленного достаточно для начального освоения профессии.

Нормативная база кадровика

The basis for successful work is the Labor Code of the Russian Federation dated December 30, 2001 No. 197-FZ. All changes and additions to it are introduced by federal laws, determinations and decisions of the Constitutional Court. Of course, memorizing the entire code of laws is impossible, and not necessary. A good specialist should know the basic principles and rules enshrined in law, and be able to quickly find and correctly interpret the necessary information.

To get a job as a personnel manager without relevant experience, you need to study the following sections and articles of the Labor Code:

  • Chapter 1, fixing the goals, principles, operation of labor legislation and the calculation of time frames,
  • Chapter 2, governing all types of labor relations,
  • Chapter 7, describing the collective agreement and the rules for its conclusion,
  • section III. He established general provisions, the procedure for concluding, amending and terminating an employment contract, principles for protecting personal data of employees,
  • section IV. They regulate working hours, set norms and modes,
  • Section V. It enshrines the concepts and varieties of rest time, their application, calculation, existing prohibitions,
  • section VI. Here are described all the rules, principles and features of remuneration and regulation,
  • Section VII. It establishes guarantees for employees and compensation for sending on business trips, performing state or public duties, getting an education by an employee, terminating an employment contract, and others,
  • Section VIII. This section regulates the discipline of labor and the work schedule,
  • section xi. He enshrined the concept of liability, rights and obligations of the employer and employee,
  • section xii. It establishes the principles of labor regulation for women and other persons with family obligations, minors, part-time workers, temporary, seasonal and other categories of workers,
  • Chapter 57, describing the basics of state control over compliance with labor laws, principles, bodies, their powers and responsibilities.

When preparing for the job as a personnel manager, it’s worth not only reading the entire Labor Code, but also studying and paying close attention to the areas in which you are supposed to move forward. For example, in the work of a company engaged in agriculture, knowledge of the regulation of labor of employees of religious organizations or athletes is not useful.

The regulatory framework of a staff worker is not limited to one code. To guarantee error-free personnel management, you need to know:

  • The Law on Personal Data (Federal Law of July 27, 2006 No. 152-FZ (as amended on July 21, 2014) “On Personal Data” (as amended and supplemented, entered into force on September 1, 2015),
  • rules on vacations (rules on regular and additional vacations (issued on the basis of Decree of the Council of People's Commissars of the USSR of February 2, 1930, protocol N 5/331, p. 28),
  • Regulation on the specifics of sending on a business trip (Decree No. 749 of October 13, 2008 on the specifics of sending employees on official business trips),
  • other regulatory documents.

Human Resources Documents

The HR manager in the course of his activities can draw up the following documents:

  • orders and documents on the general composition and movement of personnel: GOST R 6.30-2003 “Unified documentation systems. Unified system of organizational and administrative documentation. Requirements for the preparation of documents ”,“ Album of unified forms of primary accounting documentation for the accounting of labor and its payment ”(the forms are approved by Decree of the Goskomstat of the Russian Federation of 06.04.2001 N 26),
  • work book: Decree of April 16, 2003 n 225 “on work books”, Decree of October 10, 2003 n 69 “approval of instructions for filling out work books”,
  • on military registration: instruction of the General Staff of the Armed Forces of the Russian Federation on maintaining military registration in organizations,
  • positions and job descriptions.

You can familiarize yourself with some documents (provisions, instructions) in the HR record keeping section.

What else do you need to know?

Familiarize yourself with step-by-step guides (instructions) on HR administration. For example, “A short sample step-by-step guide on setting up HR administration”.

In addition to the above legislative acts and other regulatory documents, the personnel officer must know the basics of the interview, the rules of etiquette and telephone conversations. In addition, competent written and spoken language is an integral knowledge of the personnel manager. Skills in working with the program 1C “Salary and Personnel”, which can be obtained at specialized courses, will increase the chances of deciding on the appointment to the desired position.

Having prepared in this way, you have every chance of getting an interview for the vacancy "HR manager" in the personnel department, it all depends on you.