Work in the field of hr what. HR specialist (Human Resource): features of the profession and the necessary qualities

Very often, on websites that provide an opportunity for job seekers to find a job, and for employers - an employee, an HR specialist vacancy appears. Many job seekers are at a loss as they try to figure out what HR is and whether they would be suitable for the position themselves. Not everyone succeeds in guessing what this is, and therefore awkward situations often arise during interviews.

Over the past few years, a large number of new professions have appeared in the country, among which HR is very popular due to the shortage of professional employees in it and the huge prospects. Market relations have put all businessmen before the fact of the need for a strategic plan for the management and development of staff.

The HR specialist works to select the most talented, creative and capable employees for the company. Also, his responsibilities include the correct distribution of workers to achieve the intended goals and the creation of a favorable working environment in the enterprise, thus significantly increasing the total cost of the organization.

What is HR?

Many are looking for the answer, what does the abbreviation HR mean? The answer is simple enough: it came from two english words - human resources, which means “human resources” in Russian. Thus, if you decipher the name HR-specialist, it turns out - a specialist in human resources. In fact, this work is similar to the work of a regular HR officer, but with additional functionality.

Today, in almost every university of economics, you can find a department that trains personnel management specialists. But all the same, experience remains the decisive factor in this case, while diplomas do not play a special role. That is why people without appropriate education often find themselves in the field of HR. Among such specialists, you can most often find graduates of technical universities, former students of linguistics, philologists, psychologists, and sometimes even former military men.

There are a large number of educational institutions where you can get this specialty. In Moscow alone, there are about 10 programs for mastering HR-management in universities, not to mention courses, retraining, trainings and seminars. There are also MBA programs that can be mastered in 6-24 months. A prerequisite for future applicants is knowledge of English language and the presence of at least incomplete higher education.

How to get a job?

Knowing how HR stands for, people strive to get a workplace where they can solve unusual tasks. That is why in this area quite often find themselves former office managers, sometimes executive assistants take on an additional function in addition to the main responsibilities. When applying for a job in a branch of a foreign enterprise, they begin to rise up the career ladder from the position of an assistant), having reached the position of a coordinator, you can start thinking about the work of a specialist manager, etc. Very often, former employees of recruiting agencies become HR specialists - they are willingly hired for this position because of their vast experience and knowledge of the business sector.

If we talk about the gender component of the HR sphere, there are much more women here. However, all the men who get there are most often in high positions, because they very quickly move up the career ladder - the result of so-called "sticky floors" and "glass ceilings" that prevent women from gaining leadership positions. Major portals that publish advertisements from employers claim that 21% of employees in this area are men and 79% are women, while the ratio in the upper ranks is different - 62.7% (men) / 37.3% (women).

Those who are fortunate enough to hire a human resources specialist should understand what HR is and what they will have to do. We are not talking about conducting any business operations, business meetings, signing securities, the HR manager, in principle, cannot be interested, since he does not deal with this directly.

So, an HR specialist is obliged to do:

What else should an HR specialist do?

A very important skill that a human resources specialist must have is cooperation with line managers. It is he who has to advise them on certain issues arising from the staff. An employee has to work with a large number of people, and for this it is necessary to have at least minimal data from a psychologist: in some cases, this is very helpful in work.

An HR manager who does not have good communication skills simply cannot cope with this job, because he will have to know almost everything about his employees. Moreover, you will have to receive information through personal communication. If we talk about the HR leader, he needs to be a strong manager in order to achieve high results.

Those who do not know what HR really is, believe that employees in this area do not need to specialize, since the technologies are used almost the same everywhere. This statement is partly true, but only if we are talking about a specialist who is engaged in personnel administration. If we are talking about an HR director, he will need to know the structure of the business at the top management level. This is necessary in order for the specialist to understand exactly where the enterprise is heading, and to be able to build a policy of working with personnel, based on these trends.

Advantages and disadvantages of the profession

The manager's salary will directly depend on the enterprise and the tasks assigned to it. The specialist will have to know everything about the clients of his own company and about the tasks that they set for themselves. It takes a huge amount of time and effort, and it is possible that the first few weeks of work he will often have to stay late.

If an HR specialist manages to become not just an administrative employee capable of following orders of management, but a trustee of employees, he will have to protect his charges by going into inevitable conflicts with his superiors.

If we talk about wages, on average, the HR manager of a large russian enterprise, in which the state reaches 2 thousand people, can earn up to 10 thousand dollars a month. The minimum rate for a beginner HR specialist is $ 800.

• Corporate culture

1 -1

This is the task that our interlocutor received at one time from a business owner who is well-versed in HR issues. How it was, what is the activity of the HR in general and what tasks stand apart here, the HR director of LLC MFO Srochnodengi told the portal website Alexander Malafeev.

The functionality of a modern HR director is so wide that many are confused: what is included in it and what is not. This misunderstanding is also explained by the fact that most leaders do not see the difference between HR management and HR service.

But these are two big differences.

Once, in the course of a conversation with one "advanced" business owner who was looking for a person for the position of the head of the HR department, we raised this issue. It was not about my filling this vacancy, we just exchanged views like two professionals. The fact is that it is easy and convenient for HR managers to talk to many top executives of companies: as a rule, top managers are “out of the box”, so you can talk a lot, making a strong impression with your erudition and competencies.

But this time it was different. The leader was 100% “savvy”, and sometimes he had more knowledge on the topic than me. For the first time. Therefore, I set myself up to enjoy the conversation.

So, he warned me: "If you name at least five of the main six areas of HR work, I will be ready to make you an offer."

I named everything, keeping in mind that there are two more that need to be discussed separately. Today I tell about this classification to both my students and my employees. This is not difficult if you imagine the processes in the service in linear time expression.

So.

Staff recruitment. From this, not even the entry of a new employee into the company begins, but personnel planning, work on the profile of the position, and the development of a competency assessment system. And these are all HR functions. Selection consists of three main stages: search (study of the labor market, directly or through recruitment agencies), selection and recruitment of personnel. Selection is the assessment of a candidate for compliance with the profile of the position, competencies and corporate standards. The scoring system can include testing. The stage ends with a decision on hiring. Hiring is the registration with a new employee of labor relations and familiarity with local regulations. In this function, at its various stages, both employees of the HR department and direct managers and “decision makers” take part. The value of this function is as great as the cost of the error "at the entrance", i.e. hiring an ineffective employee.

Personnel adaptation... This is a function that the HR service provides for the effective entry of an employee into a new position, so that he begins to show the desired result as soon as possible. As a rule, this period is limited to three months (probationary), during which the new employee masters the position (as a rule, he already has a profession and specialty). The function implies the development of a system of adaptation, mentoring, interim assessment, corrective actions. The immediate manager at the beginning of this period determines the tasks for the trial period, checks, accompanied by HR specialists, the progress of their implementation and, three days after the end, after the test, decides on its passage.

Personel assessment. Each company, each HR-service, in agreement with the company's management, adopts the most appropriate assessment (certification) methods from more than twenty known ones. The main task of this function is to assess the existing competencies, knowledge and skills of employees in order to develop training for those of them that are either absent or not expressed to the proper extent. As a rule, there are five stages of personnel assessment in a company: at the entrance (upon selection), during the adaptation period one or two weeks after admission (to assess the level of knowledge of corporate standards), in the middle of the probationary period, at the end of the probationary period and annual, routine certification.

Staff development. This function implies the preparation of an employee training plan based on his assessment, the actual training of personnel, their promotion up the career ladder, and inclusion in the personnel reserve. To carry out this function, many companies create a special unit, with a staff of business trainers and vocational training managers. Other companies are moving towards outsourcing tutors.

Staff motivation. Personnel development and effective work are impossible without a competent motivational policy. Each company chooses the most convenient motivation system, which can be material and non-material. Material means all payments in monetary terms (wages, bonuses, bonuses, compensation, etc.), but more and more attention is paid today to the intangible component. The development of a large and complex system, its maintenance - all this is the functionality of the HR service. It also includes market analysis salaries and understanding your place in it.

Personnel risk management is an ongoing process. Minimizing risks and reducing the degree and likelihood of possible damage are the goals at each stage of work with personnel - from recruiting to dismissal. Read the article on how to manage risk in your organization.

From the article you will learn:

Already at the stage of hiring, you can make a mistake by incorrectly assessing the level of the applicant's competence, its compliance with the values. As a result, the specialist will receive a salary that does not correspond to the level of his competence or will quit after a short time.

But even at the stage of production activities, there is a risk of leaving key specialist to a competing company. At the same time, expenses are and training and professional development of the employee will be retrained from investments in losses.

The third stage of risk management is dismissal. At this stage, the company may face the risk of violation of labor legislation, image losses. The organization is not insured against these risks, even when the dismissal took place in strict accordance with the law.

Conference "Personnel work: taking into account new rules and risks"

Sistema Kadra held a conference on personnel work, at which we talked about the main changes in labor legislation in 2017, as well as what wording to avoid in contracts so that the State Inspectorate does not punish a fine.

The event discussed:

1. Employment contract. Risky wording for which the GIT will fine

1. Dismissal under the article. Employer blunders due to which the court will reinstate the employee

The risk management process in accordance with each of the listed stages consists of:

• careful analysis and verification of each candidate, attracting professionals as aptitude consultants of the applicant, confirmation of the recommendations presented;
• development, maximally adapted to the needs and values \u200b\u200bof each employee, planning and implementation of their professional and career growth;
• strictly regulated dismissal procedure in accordance with the requirements of the law, monitoring of the company's reputation.

The systematic approach lies in the cyclical nature of the risk management process. Each cycle includes three stages:

1. Identification of possible risks using methods such as surveys, questionnaires, brainstorming. Based on their results, events that are potentially dangerous or have catastrophic consequences for your enterprise are identified.
2. Assessment and prioritization of risks using uniform rating scales for such parameters as possible damage and its probability. The time period can correspond to a budget cycle or a cycle. Prioritization is established based on expert assessments or surveys.
3. Comparison of risks with the "level of stability" of the company. This level is set taking into account the size of the loss the company can withstand. Comparison with this level will allow the risks to be classified according to their importance. The sequence and degree of management impact on the identified risks depends on this.

The personnel risk management policy presupposes a qualified approach and should be implemented in a comprehensive manner with the management of all other types of risks. The continuity of the management process will ensure that with each subsequent cycle, risks will be minimized.

In this article, we will talk about the HR field. These two letters of the English alphabet can often be found with the word "manager", and most often we associate them with the HR department. But what does the sphere really meanHR, how does the work of an HR manager differ from the work of an ordinary employee of the HR department? Where can you learn to work with people and how to understand if you have the ability for such work?

What does HR mean?

Before we start talking about working in the field of HR, let's decipher this abbreviation. Translated into Russian wordsh uman resources, that is, they make up the abbreviation HR, stand for "human resources". Our economy, so historically, refuses to consider a person as a resource. For an enterprise, a resource can be capital, securities, movable and immovable property, and other values. In the eyes of the director of an enterprise, people most often act as just a driving force, easily replaceable if necessary.

We have no irreplaceable

Remember the sayings that have been in circulation for more than a dozen years: “there are no irreplaceable people”, “a holy place is never empty” ... We are accustomed to the fact that we are not a pro in the sense of the word that it is impossible to replace us at the enterprise.
"Cadres decide everything"? Not in Russian reality! And our bosses continue to convince us of this in response to any objection about the quality of work. However, this does not reflect the real state of affairs. It's just that lack of self-confidence as a valuable employee allows the employer to manipulate us, keep wages low, or keep employees at work with not very favorable conditions.

HR-management: people above all

The HR industry revolves around the fact that people are a valuable resource and need to be recruited and retained to achieve the company's mission. Even the most conservative bosses, who grew up in Soviet times, understand this truth, even if they do not openly admit it.The HR manager must do everything to ensure that the most suitable people for their position work at the enterprise. Let's turn our eyes to the East and see how representatives of other cultural traditions relate to personnel.

Japanese approach to people

In the eastern culture, historically, a different attitude towards human resources at enterprises has developed. It is the person who is placed at the head of his company by the head, because an employee can bring profit, increase the company's recognition in the market, make a product or service in demand.
Imagine the opposite situation. For example, you own a small diner with a great assortment and delicious homemade food, but you have a very unpleasant and unfriendly person at the checkout. Even if your buns are the tastiest in town, so as not to interact with the grumpy cashier, your customers will prefer to grab a snack from the competition.

The Japanese approach to people is the most correct, and in the modern world more and more large corporations are adopting it. In this regard, an enterprise with more than twenty people needs an HR manager as never before.

What does an HR professional need to do?

What is this position, we figured out, but what exactly does an HR manager do, what is his difference from an ordinary employee of the HR department? Let's clarify the situation below.

The HR department handles paperwork. This is hiring, vacation and time off, illness, reprimands and dismissals. Yes, most likely one of the HR staff is conducting an initial interview with a candidate for a vacant position before sending him to the director of the service. But the personnel department does not deal with any other issues.

HR manager works in a more subtle area, it is on him that the qualifications and quality of work of the company's employees depend. Does such a manager deal with paperwork? Perhaps, if this is a small enterprise, but first of all he is a psychologist who sees the right people, defends them in the eyes of the manager, if there is such a need, and is able to find an adequate replacement for them in time.

HR pros and cons

Do you have the opinion that HR is just a holiday of some sort? No need to fiddle with documents, just know yourself to conduct interviews and choose the best candidates for vacancies ... But you are wrong! To this day, work with people is considered the most difficult. To attract the right person, to enthrall him with his work, to motivate him, to involve him in the process so that he becomes the most necessary cog in the place in the machine of the enterprise - this is what the job of an HR manager consists in.

Where to learn how to work with human resources?

The specifics of working and building a career in the HR field depend little on your initial education. Having trained as a personnel officer, a person may not work in this position for a month, but, as practice shows, philologists and psychologists do an excellent job with such work. It's great if you have experience with people, butAn HR manager is more likely to be born. So, have you understood the specifics of HR education? That it might be a waste of time to get an unnecessary degree, while a lawyer or psychologist can be a great HR manager?

Can a man be an HR manager?

Men are much less common in this position.than women. Meanwhile, practice shows that men can prove themselves to be very successful specialists in working with people. Emotions are less characteristic of the male sex, to a greater extent - intelligence, logic and prudence. On the other hand, very often it is the female intuition that can prompt the decision about the admission of a particular candidate.

A little test: Are you suitable for the HR job?

What is it like to be a recruiting manager? Review the questions below, and if you answer yes to most of them, then perhaps you should try your luck in this area.

1. Do you see the person as a person behind the costume and appearance, the impression that he wants to make? After all, people come to the interview prepared, dressed with a needle and behaving impeccably. Now you can find a lot of articles on how to be liked in a job interview. The HR manager must not miss the wrong person. To do this, you need to be a psychologist who knows how to ask the right questions. By the way: “correct” often means “inconvenient”. Make the person nervous and you will see what they are, how they deal with stress.

2. Do you love people? In fact, you may not like people, but if you are an introvert, then this job is definitely not for you. An HR manager is not only an employee who attracts new people, it is someone with whom an already “old” employee can talk heart to heart. Few are genuinely satisfied with their work. Imagine that you do not want to communicate with people at all, but employees of the enterprise come to your office one after another and complain about unfair working conditions! Are you ready to be such a "vest"? Or are you and your own friends sometimes reluctant to listen?

3. Do you have the ability to develop motivational programs, training for team building? "Team building" is an American English word that translates to "team building". It's easy to guess that if people in a company are disunited, then the attitude will be appropriate. There will be no team - a person will go to work just to fulfill his duties, and not in order, in addition, to have a pleasant conversation, gossip, drink coffee for lunch with his good friends. Practice shows that the more united the team, the more successful its activities, and besides, people really love their work.

4. Are you ready to put the interests of the company ahead of your own views? An HR manager is a person who not only sees people through and through, but also knows which employees will make the company's activities successful. You may not like the chief accountant because of his bad temper, but if you see that as an employee he is in his place, conducts all calculations with the accuracy of a pedant, then you must defend and defend him in his position. The opposite situation also happens. An employee can be a very nice person, with a great sense of humor, but at the same time completely unsuitable for the position. In this case, your job is to point out the inconsistency with the manager.

The main mission of an HR manager

In Russia, the situation on the labor market is such that few people are sincerely satisfied with their wages. But the salary is not the only way to keep a person in the enterprise. People go to work because they have comrades there, there is a boss whom they respect and do not want to let down, there are corporate parties, collective meetings, as well as awards or honor boards. Imagine that the work is a chain, and each link represents something. There is a link representing the monthly payment in the form of a salary, there is a collective link, a link that emphasizes in every person his abilities as a high specialist ... The more links and the thicker they are, the less likely the chain will break. A good employee will never leave the company, even if the salary is far from his ideal. It is the HR manager who is responsible for all other links in the chain, except for the salary. This specialist has an important mission: to create a comfortable workplace for the employee.

Instead of a conclusion

So, we figured out what HR work is. What kind of profession it is, you have already put together a general idea. Even if you have all the makings for a successful job as an HR manager, your career does not necessarily have to be successful. In the CIS countries, to this day, there is a perception that even a very good employee can be replaced. For this reason, the manager often chooses to fire a valuable employee in the event of even minor disagreements.
At the same time, enterprise directors are happy to hire HR-managers, because, having looked at the trends of the West and the East, they see a lot in their work. Thus, the HR manager is between two fires. The first side is the leader, who often does not want to make even minor concessions, and the second is the truly qualified workers whose interests must be followed. Beyond that, being an HR manager is not easy for other reasons. Working with people requires being a good psychologist regardless of your personal preference. The HR manager must be able to engage the employee in the work and make his place attractive, even if the salary in this position is lower and the working conditions are worse than those of competitors.

The IT industry is famous for its love of foreign job titles and abbreviations. The HR department is also affected by the trend, and a person not from this area, and sometimes an experienced HR manager, can break his head, wondering how Career Adviser and People Partner differ. So we decided to tell in more detail what roles, responsibilities and specializations exist in the HR department. They can be performed as different peopleand one person who, with each thousand cut in the HR budget, takes on more and more roles. So who is who?

1. Personnel Inspector

The inspector is responsible for maintaining personnel records in the company, drawing up according to work books or SPD, writing job descriptions etc.

Olga Kovtun, Lead HR Inspector at Intecracy Group: “HR Inspector is the name of the profession in the professions classifier. The main pool of tasks is working with documents and software. Communication with people takes place when applying for a job, issuing leave, as well as paperwork upon dismissal. "

2. HR manager

A multi-tasking position in the HR department that includes different HR roles in any combination. More common in small companies where different positions already exist, but the main tasks, in addition to, for example, personnel issues or recruiting, are assigned to the HR manager.

Olga Moroz, Head of Operation HR at Zakaz.ua: “In fact, my position is the Deputy HRD, I am responsible for all operational HR processes that take place in the company (from direct search to corporate events). But the strategic plans and the setting of global tasks for HR-s - this is what HRD does for us. In fact, the only difference is that in the absence of HRD I can take responsibility for making decisions and coordinate the work of the department itself. "

3. Recruiter

A specialist whose activity is aimed at recruiting personnel for the company in which he works, or for client companies, if he represents a recruiting agency. An IT recruiter, accordingly, is engaged in the selection of personnel in the field of IT, which obliges to have certain knowledge in the field of information technology.

Katerina Chaikovskaya, IT Recruiter of Art2Hire: “Since it is a technical field, some technical knowledge is required when searching and selecting such specialists. The recruiter does not need to delve into the very depths of the technical issue, but must know and understand the terminology. Today, unfortunately, there are often "experts" who cannot distinguish Java from JavaScript, which is what creates a not very positive reputation for this position. The main approach of our company is professionalism and understanding that we work primarily with people, not a LinkedIn profile. "

4. Recruiter-Researcher

This specialist selects candidates and accompanies the candidate only until the "entrance", the first "Welcome!"

Oksana Tarasenko, recruiter-resecher (freelancer): “The specifics of the profession are creativity, sales (sometimes bidding), and at the same time - analytics, perseverance, organization. Unpredictability (everything can go completely wrong) and absolute predictability (first find, and then accept). And a lot of communication. Love, patience and tolerance. It happens that you have to communicate very closely with someone with whom you have no desire to communicate. But he is an ace in his profession. And you are an ace. And two professionals always have something to talk about, don't they? "

5. Career Adviser

His main task is to work with project / account management and work with IT specialists and their teams. This is important, especially at the stage of onboarding new specialists. Each professional has a Career Advisor to talk to and get a recommendation. Career Advisor is an assistant and partner in administrative and organizational matters.

Irina Tsepoukhova, Career Adviser at SoftServe: “I think our team is united by a passion for people and their needs. We see potential in every employee and help him to maximize his potential in our company. Initially, our department was created in order to guide people up the career ladder, to teach them to understand the requirements for a particular position. But over time, we became assistants not only to developers, but also to managers. Now we are transforming in the direction of providing HR-service to managers. "

6. People Partner

The person who in the HR department deals with the issues of motivating employees, stimulating development in the project and in the company, catches and works with dissatisfaction. It is the best friend for each employee, who acts as a buffer between the interests of the company and the individual.

Olga Gladun, People Partner at Logic IT Solutions: “Only in IT can you meet an interesting person called People Partner. He is a jack of all trades, versatile specialist, friend, assistant and advisor in all organizational and administrative matters. This is a person who combines an HR manager, a recruiter, and an event manager. In a word, the organization of all the delights aimed at the internal comfort of employees in the company. "

7. Training Manager, L&D Manager (Learning & Development)

Alexandra Kovaleva, Training Manager at Softengi: “Training management is an understanding of the interests of employees, personal communication, participation in a performance review, certification. For example, how can the experience of one team be useful to others? The main task is to analyze the needs of employees and projects, and on the basis of this - to form a development path. Activities are related to the impact on the satisfaction of people and their development, taking into account the interests of the company. The main pain of this profession is how to effectively train and retain an employee, so that the money spent on training brings profit to the project. "

8. Business Partner

HRBPs are HR professionals who work closely with senior management, with a focus on missions and objectives, processes requested by the organization. The main focus of this position is on strategic planning and scaling of processes in the company.

Darina Lepenets, Business Partner at Trinetix: "My responsibilities as a business partner are focused on building and scaling HR processes, building HR policies and procedures (from determining the level of loyalty and engagement, motivating staff to developing assessment, development and training of personnel)."

I am convinced that the processes in the company should serve the purposes of both business and personnel, taking into account the expectations of both parties. It is on this basis that I try to create all the changes that are being introduced together with employees. This allows us to be more effective and empower everyone to feel ownership of change and be part of a “better tomorrow”.

9. Marketing + HR \u003d MarHR

His responsibilities include working with the company's career site, accounts in social networks, referral programs for attracting new employees, e-mail-mailing for the internal and external world, writing expert content on sites where potential target audience is present. Also MarHR is involved in sponsoring events and working with feedback on work in the company. In fact, MarHR helps to build effective recruiting work (assess engagement and conversion, help build a funnel of incoming resumes from different channels, form key company messages to the outside world), but the tasks of increasing employee engagement and loyalty within the company can also be the responsibility of a marcher.

Irina Snozyk, Marketing & Sales at Softengi Training Center: “I have not yet met such a job title as marchar in Ukraine, but there are already employees who combine knowledge and tools from HR and marketing. Marchars have a lot of common or shared responsibilities with the person who deals with the employer's brand, but a “pure” marchar should be engaged in marketing, not branding. I think that soon the Ukrainian market, following the wave of popularity of building an employer brand, will also need to have a marchara on the staff ”.

10. HR Generalist

This is a human HR department, reporting directly to the CEO of the company, who is responsible for the implementation of all HR processes. Found in small companies.

Ananstasia Klyuchikova, HR Generalist: “This is a kind of HR“ foreman ”, in the company he is responsible for processes from recruiting with subsequent adaptation to organizing training / team building, maintaining the corporate culture and is responsible for them. A broad-based specialist who sees the whole picture. "

11. HR-Director

HRD is a top manager who implements, supports and develops the company's strategy by taking tactical steps in personnel management. HRD is the only person in the company who should be able to interact with each department, with each manager, since the implementation of the HR strategy, and, accordingly, the business development strategy, depends on the level of mutual understanding with top managers.

Elena Rozdorozhnyaya, HR-Director at ESU: “No matter how trite the phrase“ cadres decides everything, ”this is exactly the case. Therefore, HRD is essentially the second person in the company after the CEO. Typically, HRD sits on the board of directors and influences key business decisions. Although this influence largely depends on the scale of the HRD personality. In one and the same position, different people have completely different approaches to the implementation of their functions, even within the framework of the same job responsibilities.

In addition to knowing all the functionality of the HR service, HRD must have strategic and systematic thinking, professional courage and perseverance to implement an HR strategy across the entire business. It is necessary to learn to look at business through the eyes of the owner. It is necessary to be able to organize processes in order to provide the business with an influx of new qualified specialists, to build systems of adaptation, motivation, training, development regardless of the region, season and cataclysms of the external market. You need to be ready to prove to the company management that the decisions made by HRD are correct and benefit the business. Otherwise, the company will not have HRD, but the head of the personnel department ”.

12. Head Hunter

If we talk about professionalism, then this is the highest level. This is when you are faced with the difficult task of finding someone specific, persuading him to switch to another company, or simply luring him away. And here it is necessary to include all the art of communication, negotiations, be subtle and careful. It is always difficult, reckless, and therefore interesting.

Tatiana Melikova, CEO at Art2Hire: “Head Hunter is a bounty hunter ... Good hunting - usually I wish my team. We are like hunters, patient, observant, persistent and very wise. We select the moment, do not rush, and sometimes we do everything quickly and clearly. What we do is really like a hunt, except that there are no victims in it, and everything is only for the good. It's over high level... More sophisticated and refined. There can be no mass scale, no mailings (although I am against them in principle), only an individual approach, personal communication, using all the skills of effective communication. "

13. Employer Brand Manager

Increasingly, in Ukraine, you can find the vacancy of the Employer Brand Manager, a specialist responsible for the internal and external brand of the company as an employer.

The specificity of the position is that it is such a "seven-armed Shiva", combining the qualities of a marketer and HR specialist with the skills of a communications manager. Its target audience is candidates and employees. He works with the market, the country from which the company is ready to hire specialists. His tools are limitless. He works in seven areas: strategic planning, PR (public relations), SMM (social media marketing), Corporate Identity (corporate identity or visual image of the company), Internal Communications (internal communications), Event Management and Corporate Social Responsibility (corporate Social responsibility).

Katerina Drobot, Employer Brand Manager at MacPaw, Co-founder