How to look for a job

To learn how to competently approach to the process of job search says HR Director of LLC "Complex Agromars" Olga Konovalova.

"Job -troublesome, but with the right approach, it gives a nice result, which has a positive effect on the moral and material condition of the applicant. The question must be approached seriously and constructively, as it affects the career development, financial position and perhaps the fate of the whole. As with any business, to start looking, you need to arm themselves with a positive attitude, look at a career change like the beginning of a new and better phase in your life.

Where to begin?

Thus, the first task you need to perform is actually to formulate the task itself. It is known that correctly posed problem - it is half its success and halving deadlines. Clearly list the, what position you are applying for, what company, at what wages expect, what criteria are important in future work?

By determining the position, take into account your professional skills, try to objectively assess their capabilities, their compliance with market requirements. The expected level of payment should not only conform to your wishes, but also the salaries of specialists of this level in the labor market. You have to understand that wanting to find good work quite a lot, and the employer is interested in how to get a good specialist for adequate money. Pay special attention to studying the job description, in particular, the "Eligible Applicants" section. If your skills and knowledge do not meet all the listed items, and you can not buy them or to improve in the short term, do not send resume for such a vacancy. If these requirements are not many, one or two, call and check with the HR-specialist,

Where to looking for?

Once it is clear what to look for, will come an understanding of where it can be found. Importance of Internet space in the job search process is difficult to overestimate. But do not ignore the other media.

With regard to the sources, there is a great variety of specialized job-portals that contain all sorts of jobs from different companies. Then there are specialized by market segment, rating, interesting, informative, repeaters job rating job-portals and others. If you know which companies you would like to work, take a look at their websites, HR-specialists will post information about current vacancies online company. If your site has no such information, it makes sense to call the department recruitment of the desired company and ask about the availability of job vacancies among the one you need.

To date, the labor market offers services of recruitment agencies, which can also help to find the necessary work.

In addition to conventional information retrieval sources of potential work, promising are the professional community, where you can learn the latest news profnapravleniya, meet the right people, get advice from other experts, learn about vacant positions at first hand.

send resume

The summary should be in electronic form and contains relevant and updated information about you. The functional responsibilities of the list, you can write only those jobs that really had to be done. Write about your personal achievements and what contribution to the development of the former employer was made by you personally.

In the world, including in Ukraine, applicants are practicing accommodation in CV photos. It's really important. Photos should be done on a neutral background (that is, not on the beach or in a bathing suit), includes a person (preferably without headdress), excludes any violent emotions. Come responsible for preparing and presenting summary - it's your business card, the first impression about you.

In a healthy competitive environment, you need to understand that the number of applicants exceeds by many times the number of vacancies. Pay attention to your resume, you can use the cover letter, which focuses on the necessary experience, but not all of the content is duplicated priatachennogo file. Call and ask if realized resume - a sign of bad manners and obsessions. Do not do this.

What's next?

Much of what happens in life, you can and should be seen as a learning experience. Therefore, each new interview provides new knowledge and hone your skills. At the end of the interview, try to designate a manager for personnel as possible, when you give the answer, not to languish in the long wait in vain. If you are refused, it is normal to ask about their mistakes.

Of great importance are personal qualities. Professional knowledge of the candidate can fully meet the requirements, but the competition for the post man to win less than competent, but possessing personal qualities, which are welcome in the company. Be honest and natural in dealing with a potential employer. This will help you get a job, or save from the company's corporate culture is not compatible with your life values.

It is not necessary to delay the search for a new job for a long time, because the skills can be forgotten. If desired job still can not find for a long time, it makes sense to revise the task, requirements and expectations. You may have to lower the bar. Do not be upset, because you grow and cultivate, so the job of your dreams - it's just a matter of time. "

invaluable motivation for valuable employee

You are the best

Experience shows that even in a period of total unemployment Motivation is an important factor for the workflow. And when funds for bonus and salary increase is not - managers are turning to human values. For example, many reintroduced board of honor, the staff handing out diplomas and sending thank-you letters. Some managers organize corporate field trips, trips to the bowling alley and billiards, measures to strengthen the team spirit (team building).

"In companies with a system using a psychological impact on employees, based on an understanding of human needs complete HR function", - says career consultant, managing partner of «Career Advancement Technologies» Alexander Gladko. For example, a competent leader says in the submission of a competent professional with enthusiasm to new tasks and gives it a promotion at the position even when a person can not call up a few requirements. These professionals often cope with problems better than the more experienced but less motivated colleagues.

According to experts, some staff may move the need for recognition. "For such employees HR-manager develops individual tools (title of the best employee of the month / year, the best result of the company / department, etc...), Accompanied by: awards, certificates, free vouchers, tickets for a fitness club or the name of office accessories and much more. There is a category of employees who seek certainty, permanence and security within the organization. They need to prepare in advance for changes ", - says A. Gladko.

New approaches to promote

As the manager of the HR department, "British American Tobacco Ukraine" Ekaterina Krylova, in 2010 in their company was revised approach to the promotion of employees. Under the new approach, the financial compensation provided for exceptional contribution, achievement of results, significantly beyond the scope of official duties. In turn, the non-financial rewards encourages approach to work or conduct which can serve as a model for other: initiative, loyalty, taking on additional duties, etc...

"We tried to give employees the greatest possible range of options for the non-monetary rewards - massage, spa treatments, dinner at a restaurant, walk to the limo, in certificates of sporting goods stores, bookstores and more. It should be noted that we have received a lot of positive feedback, telling about the program. The staff were enthusiastic about the idea of ​​a non-financial promotion: after all, thanks for the good work it is sometimes a hundred times more valuable than money "- shares the experience of HR-manager.

According to her, basically non-financial motivation, adopted by the company, linked to the personal and professional development of each employee, his career advancement. "Our company has developed special processes for career planning. Thus, career planning meeting developed quality plans substitution positions that take into account both the individual needs of each employee, as well as the future structure of our organization. We identify the needs of each employee in the development and design suggestions for personal and professional growth in the performance of daily duties. Employees in the future are able to occupy the position of department heads, combined into a group of intensive development ", - added E. Krylova.

it is important for us that the employees expressed their suggestions for improving processes and are confident that they will be heard and taken into account, - said the representative of "British American Tobacco Ukraine". In particular, the workers involved and recruitment - the Company has a recommendation of candidates for the program and the participants of the program graduates. If the candidate is accepted to work in the company, to recommend the employee receives remuneration.

Learn to be treated and in time for dinner

With limited budgets, even those companies that have not paid attention to non-financial incentives, began to apply it. Today, the vast majority of employers recognize the importance of non-financial incentives in times of crisis, says president recruitment portal SuperJob (Russia) Alexei Zakharov.

For example, do not require a large staff recognition program costs, but such programs pays off in full. For the majority of employees on merit recognition is a powerful incentive to improve further. However, these methods should be used with great caution, highlighting the objective of the best, or a team not avoid hidden negativity associated with the fact that the employee is recognized as the best in the opinion of the majority is not.

However, according to many Russian employers, skilled professionals can "lure" a well-stocked social package. Thus, according to the survey of the Research Center portal SuperJob, first place in the list of components of the compensation package given to employees of the companies surveyed by the opportunity to study at the expense of the employer: to improve their professional skills by attending courses, seminars and workshops.

If you had the opportunity to choose a compensation package, you would choose:

 free food / compensation for meals - 39%;

 paid VHI (voluntary health insurance) - 41%;

 payments for mobile / Internet service providers - 22%;

 payment of the sports club, swimming pool - 31%;

 fare on public transport - 16%;

 providing interest-free loans - 16%;

 purchasing of services or discounted company products - 3%;

 training at the expense of the company - 54%;

 provision of preferential permits, partial payment of holiday spending - 11%;

 the ability to work remotely - 15%;

 free time schedule - 20%;

 provision of official vehicles - 11%;

 gifts for the holiday dates - 1%;

 corporate events - 3%;

 Other - 1%;

 Difficult to answer - 1%.

Words can not eat?

Meanwhile, according to managing partner of «Career Advancement Technologies» Company A. Gladko, employees of key functions of the organization that affect the sales and income of the company (in the systemic organization of their expected results) will not be satisfied with simple promises, certificates, as well as " nominal "handles.

"The leaders of these departments in the performance of employees quantitative targets should reward them quantitatively. What is meant? . If an employee seeks to generate $ 100 thousand, then it should be clearly understood that to achieve the results he will get a share of 1-5%; or 15%; brought from the revenue, "- explains the expert.

It is possible to replace a portion of the compensation of employees of intangible goods, but completely deprived of such employees the material component of the wrong, he said.

According to A. Gladko, in tough times, organizations can fully transfer the staff at the non-material compensation - but only as a temporary measure. "At the same time I would like to emphasize the importance of informing employees and temporary nature of such a decision. A good solution would be to promise to employees to compensate for the data to return changes to the company's stability, "- advises senior manager.

Who and why you write negative comments about former employers

Each applicant expects to get a job in a company that is willing to offer a competitive salary, career growth, a comfortable office, friendly staff, loyal superiors, etc. Given the fact that almost half of his life we ​​spend at work, the desire to feel comfortable is a natural. Information on the potential employer really is very important. The only question is, what source be trusted? Should I believe the negative comments (as there is practically no positive!) From former employees of the company X?

The question of "who and for what reasons is inclined to write negative texts?", We asked the personnel director of the company "Complex Agromars" Olga Konovalova.

"Many applicants unconditionally trust reviews that are left" grateful "the former employees of the company. This is not always the right way to collect information about potential employers.

Human behavior, doing so with his former employer, explained banal desire to increase the feeling of self-worth. Just like people, spreading rumors, it increases its credibility by preventing other competitors on the danger of falling into the same trouble. Negative review is a translation of his own experience on the other, as a result, creates the effect of ownership. Simply put, we want to announce: "Everything that has happened to me, necessarily happen to you."

Read also: What is the process of reducing personnel and payment of benefits?

Besides the desire to enhance the credibility, hard work over the negative feedback due to the need to shift the responsibility for their own failure in the company to "someone" or "something" that is, to the external environment. Consequently, with all those who fall into it, it will happen the same. Again, a warning and once again raise the profile.

Why responses often are negative? The reason is that it is considered more valuable because it warns of the danger. If you own pseudo important information, share it ostensibly helping others avoid the problems that your self-esteem grows.

The reason for the failure on the job, as a rule, there is a lack of the necessary knowledge, skills and low levels of responsibility for the execution of tasks. If a person can not cope, can not show the result of his work, he is always looking for the reasons for this in the external environment, such as: do not correctly assigned task, biased manager, no prerequisites, and more. It should be understood that there is no perfect companies. Therefore, we must make every effort to overcome the difficulties and complete the task.

Read also: How to predict the dismissal?

Speaking about the company's "complex Agromars", which faced a similar problem, I can say that in the interview, we always warn candidates about the difficulties they will face. This is an additional incentive to optimize efforts and professional opportunities.

People who tend to justify their defeat by external factors and leave negative feedback, are always visible on interviews. As a rule, in answer to the question, "What was the reason you left the last job?" The candidate gives a long and unwarranted characteristic former employer. Such experts are inclined to create intrigue and disseminate negative information. Therefore, the probability that it will take on the job is automatically reduced. If an unpleasant situation at the last place of work was the place to be, it is worth briefly summarize it, constructively, always taking into account and their mistakes.

In the case where an employer for objective reasons is not satisfied, it makes no sense to seek to blame for their failures in the environment. You need to focus on yourself, your professional skills and go safely to the goal. One who writes negative comments on the forums, it is wasting their time and effort, rather than to seek a new job and develop their professional skills.

Reading the reviews on the forums, it is worth remembering that the same situation each person evaluates differently, so this information can not be considered objective.

More reliable to gather information about potential employers will be official sources that report the company's development, status, position in the market, and so on. D. If the company is large and successful, even tens of negative reviews on the background of the state of several thousand employees are not no weight in shaping the company's image. "

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Where is the best to start a career to young professionals and graduates

This is due to the fact that most companies prefer to hire experienced professionals who do not require complex adaptation, learning the specifics of the industry, has the necessary knowledge and is immediately ready to begin his duties. Often it concerns small and medium-sized companies. Large companies have the opportunity to undertake professional training, as they say, from scratch, raise them and develop.

Olga Konovalova, personnel director of the company "Complex Agromars" - one of the leading agricultural holdings in Ukraine, which gives way to young, shares his experience: "As a rule, these professionals bring their dividends in the development of the company. But it takes time. The specialist, who made his career in the same company, had a special sense of loyalty to their employer and working with maximum commitment. The Company appreciates such employee, trusted him and encouraging. "

Needless to say that the specialist who has worked in the same company 3-5 years, a career in one industry, automatically becomes a valuable and well-paid candidate for the job seekers market. Often, he does not have to look for a new job, a potential employer is trying to "buy up" for themselves such a specialist.

"Agricultural holding" Complex Agromars "refers to those companies that take professionals without experience, teach them better allowed to grow and develop. Who, if not the leading companies in the industry to grow high-quality personnel for the market ", - says Olga Konovalova. - "It often happens that we are looking for is young professionals without experience, which students themselves and grow. This is due to the narrow specificity of activity. A well-known fact that young professional introduces innovative proposals, since his mind is not "open-minded" the scope of experience and knowledge of how it should be. In some situations, it is not necessary to entice "ready" professionals from other companies, as they often have been formed in other industries, it is difficult to adapt to the specifics of the new company. "

Since a large, steadily growing company is obliged to provide your business with highly qualified personnel in the future, programs that give chance to young professionals, will always exist. Accordingly, the graduates have all the chances to find a job and build a career.

The season of high school preparation

And business can help today's universities, to the knowledge of their graduates matched to market requirements. It becomes the interaction of higher education and business is particularly meaningful and useful for individual industries and training narrow specialists.

The quality of education in Ukrainian higher education raises many questions. And not only because we have all bad - far from it. For some specialties of high school preparation in Ukraine, contrary to common stereotypes, has a very high level. Nevertheless, employers often do encounter a claim, for example, about the fact that today's graduates for practical work are not prepared, they do not represent real challenges that await them in the workplace.

In recent years, there was a tendency - employers want to help universities to adapt to labor market requirements. This is logical - the cooperation between universities and the business benefits everyone: the employer selects the most promising young professionals, universities compete on the quality of training.

A good example of such cooperation - a nationwide contest of the young winemaker, which ended in late May.

The project was organized Evpatoria winery, charities revival of winemaking traditions them. LS Golitsyn, with the support of the Association "Growers and winemakers of Ukraine", as well as the Ministry of Education and Science of Ukraine.

The competition consisted of two stages, and the final selection. During the qualifying stage of wine-makers, students competed in the knowledge of winemaking theory. In the second stage the participants of the competition was a practical task to develop their own project, whether manufacturing or formulation technology wine. Responsibility of the job is added that subsequently the winners of the project will be able to implement your own project on the ground - on the current winery.

The competition consisted of two stages, and the final selection. During the qualifying stage of wine-makers, students competed in the knowledge of winemaking theory. In the second stage the participants of the competition was a practical task to develop their own project, whether manufacturing or formulation technology wine. Responsibility of the job is added that subsequently the winners of the project will be able to implement your own project on the ground - on the current winery.

From Kiev Tatiana Zinkevich, ward Marina Bilko, was the winner of the contest. She and three other participants-winners will receive from the charity fund them. LS Golitsyn a cash prize and the opportunity to do an internship at the Evpatoria winery, leader of the wine market of Ukraine, as well as the primary winemaking enterprise "Black Sea Pearl".

The second place was won by Nadezhda Rakusha, a student at the Odessa National Academy of Food Technologies. Her idea, simple at first glance, won the jury members - engineers and practitioners Evpatoria winery with 40 years of experience. "Despite the fact that today in Ukraine there are no technical conditions for the implementation of student proposed the idea and its implementation will need to develop new technical terms, this idea definitely deserves attention," - says chief technology Yevpatoria Winery winemaker Valentine Slyusarenko.

At the same time, head of the winemaking technology Odessa National Academy of Food Technologies, Doctor of Technical Sciences Larisa Osipova, curator Hope Rakusha, announced that it developed a technology student may be recommended for implementation in production, and it is quite capable to her student.

Third place in the competition was awarded to krymchanke Kashirova Valentina, a student of the Crimean Agrotechnological University (Simferopol), which developed the project of your own wine production.

Curator at the University of Simferopol, Head of Wine University, Honored Worker of Science and Technology of Ukraine, Doctor of Technical Sciences, Professor Eugene Scholz-Kulikov did not hide the joy of the victory of his ward. He also noted that the competition - a considerable leap forward. According to him, such a project - it is modern, the correct approach to the education of young professionals, when selected the most talented and capable students and supported financially.

Summing up the results of the project, director of the Foundation revival of winemaking traditions them. LS Golitsyn Sergey Sinchenko said that the Fund intends to make the competition a constant. According to him, the project allows students to deepen their knowledge of the profession, and manufacturers - to develop capacity, which, particularly in the wine industry, is rapidly aging. Moreover, the project "is a fact still more clearly expressed manufacturer of social responsibility, in particular, Evpatoria winery", - added Sinchenko.

Winemaking in Ukraine - a problem child. Accumulated a century of practical experience, strong scientific and educational school, the huge potential of the industry, and ... a constant threat to the existence - from Gorbachev's anti-alcohol campaign and ending with the current turbulence in the industry. By the way, among the younger Ukrainian winemakers - the vast majority of girls. Perhaps it is no coincidence, because who does not like young women's hands to nurture "a difficult child"?