Job description of a recruitment specialist according to professional standards

Who is a HR Manager

A human resources specialist, or HR manager, is the link between the staff and the company's work goals. HR (human resources) is translated from English as human resources. What does a human resources manager do: first of all, he forms and recruits human resources, starting from researching the need for employees, hiring and up to dismissal. A manager is a leadership position; his main goal is effective productivity from employees and the creation of comfortable working conditions. The success of the entire enterprise depends on productive work and satisfied employees. An HR manager needs to have strategic abilities and an analytical mind, because depending on the specifics of the enterprise, they often have to solve multifunctional problems. In small companies, the position is occupied by one person; in large companies, the assigned tasks are divided into departments and divisions for working with personnel.

Features and tasks of a recruiter

This is the most sought-after specialization for HR managers. Depending on the organization of work, companies use the services of an internal HR department or various recruitment agencies. In any case, these specialists are responsible for recruiting employees and filling specific positions. If we consider the specific actions that recruiters perform in organizations, here are the main ones:

• drafting the text of the vacancy and requirements for applicants;
• posting advertisements for open vacancies through various channels;
• searching for candidates for vacancies, viewing resumes;
• receiving and considering applications from applicants;
• assessing the suitability of candidates’ qualities and skills for the position for which they are applying;
• conducting interviews.

But the decision whether to hire a candidate or not can be made either by the recruiter or the immediate supervisor of the future employee.

If a company turns to recruitment agencies for help, the recruiter’s responsibilities are somewhat different. In this case, an HR specialist helps draft the text of the vacancy, monitors posted resumes, selects suitable candidates and organizes meetings between the employer and them. If necessary, the recruiter can take part in negotiations or give the employer advice on personnel selection.

When choosing a recruiter for your company, be sure to evaluate the following qualities:

• knowledge of psychology;
• intuition;
• learning ability;
• stress resistance.

Working with people is quite difficult, and when searching and selecting them, you also need to be able to see people “through and through.” At the same time, impartiality is important in this profession. A recruiter should not put his personal attitude above his professional qualities. But there may be exceptions here.

The position of chief accountant has become vacant in a construction company in Moscow. An HR specialist posted an ad. Of all the candidates who responded, only 2 resumes met the requirements for the vacancy. The first of the candidates, Natalya, worked for more than 7 years as a chief accountant in another Moscow construction company. The second resume was sent by Olga; she worked for only 2 years in this position in Vladivostok, but due to her move to the capital she was forced to change her place of work. It was more logical to hire Natalya for the position. But the company’s HR manager had previously worked at the same enterprise where the first candidate worked. Employees often clashed due to the bad character of the chief accountant. The atmosphere in the team was constantly tense, which negatively affected the work of the entire team. As a result, Olga was approved for the position. She quickly joined the team and showed herself to be a friendly, competent and responsible specialist.

Job description

Organizations different in their field of activity develop their own job descriptions, which differ depending on the size, number and industry in which the enterprise operates. What is included in the job responsibilities of an HR manager is described in detail in the job description, which is formed on the basis of an employment contract with an employee in accordance with the Labor Code of the Russian Federation and the professional standard of a HR specialist.

Employee rights

The HR manager has the opportunity to familiarize himself with project decisions made by the manager and his immediate superior within the framework of the activity. The specialist is present at meetings and major events of committees, working groups, and meetings within the framework of the company’s activities.

Please note: the HR manager has the right to participate in the discussion of issues that relate to the work of the HR service. After this, proposals are made for the director and other employees regarding the improvement of activities and decisions are made to improve the work process.

To perform basic duties, the employee may make requests to obtain necessary documents. The HR manager is also authorized to make demands on management for assistance within the framework of the labor program, as well as for the exercise of rights that are described in this documentation. The specialist acts individually on behalf of the entire HR department and represents its interests in the framework of relationships with other divisions of the company.

General provisions

Usually, people with higher education, professional training courses, a cover letter, knowledge in the field of management, psychology, sociology, and at least one year of work experience are appointed to the position of HR manager (but sometimes there are vacancies that do not require experience) . The salary level depends on experience, qualifications and degree of responsibility in the position. The HR specialist reports directly to the head of the HR service in large organizations, if there is a HR department, or, if there is only one specialist, then directly to the general director of the company, and is appointed to the position by his order.

I. General provisions

1. A recruiting manager belongs to the category of managers.
2. The recruiting manager must know: 2.1. Labor legislation.
3. 2.2. Fundamentals of market economics, entrepreneurship and business.
4. 2.3. Labor market conditions, labor force and educational services.
5. 2.4. Labor market information databases.
6. 2.5. Technology for searching professions and positions using information systems.
7. 2.6. Methods of professional selection and techniques for compiling tests for professional suitability.
8. 2.7. Fundamentals of general and special psychology, sociology and labor psychology.
9. 2.8. Ethics of business communication.
10. 2.9. Methods of testing and interviews.
11. 2.10. Fundamentals of organizing personnel records management.
12. 2.11. Methods for solving organizational, managerial and personnel problems.
13. 2.12. Methods of information processing using modern technical means of communication and communication, computers.
14. 2.13. Internal labor regulations.
15. 2.14. Labor protection rules and regulations.

Functions

The functional responsibilities of a personnel management specialist are determined by the professional standard approved by order of the Ministry of Labor and Social Protection of the Russian Federation No. 691n “Human Resources Management Specialist” dated 10/06/2015. Understanding your job functions is essential to being successful. They boil down to the following:

• processing, analysis, development and execution of personnel documentation (primary, accounting, planning, social security, organizational, administrative);
• registration, accounting and current storage of organizational and administrative documentation for personnel;
• maintaining documentation for accounting and personnel movement;
• administration of processes and document flow for accounting and movement of personnel, provision of personnel documents to government bodies;
• collecting information about the organization’s personnel needs;
• search, attraction, selection and selection of personnel;
• organizing and conducting personnel assessments;
• activities for development, training, assessment and certification of personnel;
• organizing and conducting events for the development and construction of professional careers of personnel;
• organization of adaptation, internship, labor and payment of personnel.

Responsibilities

The scope of responsibility of a specialist differs depending on the specifics of the organization and its scale. If the company is not large, then all work functions are performed by one employee. In large companies there are divisions and departments where each employee works in his own specialization. Considering the general responsibilities of a human resources manager, we will outline the need:

• analyze the company's needs for specialists;
• conduct candidate surveys, interviews, selection and complete staffing of the company with the necessary specialists;
• draw up and execute employment contracts and work books;
• help with adaptation, conduct training and draw up a plan to motivate employees;
• draw up contracts, manage personal affairs, dismiss employees;
• draw up reports on the work done and submit them to the immediate superior for analysis;
• create a personnel reserve.

Professional skills and qualities

To perform well the duties of an HR manager at an enterprise, certain professional skills are required:

• excellent knowledge of labor legislation;
• experience working with job sites;
• PC knowledge: Microsoft Office, Excel, 1C, Outlook;
• knowledge of the basics of labor sociology and labor assessment methods;
• business communication skills and knowledge in the field of psychology;
• knowledge of HR administration;
• knowledge of labor safety standards and remuneration systems;
• ability and experience in drawing up employment contracts and work books;
• Experience in reporting.

Employers often look for personal qualities in job applicants that help them effectively cope with the responsibilities of an HR specialist:

• Willingness to work intensively in multitasking mode;
• openness, friendliness, activity, effectiveness;
• sociability, flexibility, result orientation;
• responsibility, communication skills, initiative;
• willingness to understand people's needs and expectations;
• high learning ability, ability to search and analyze information;
• developed communication skills, competent oral and written speech;
• customer focus and stress resistance.

Rights

Employees need to know their rights to do their jobs properly. The specialist has the rights:

• submit proposals to management to improve their work and the work of the company;
• demand from management the creation of normal conditions for the performance of official duties;
• make decisions and have the right to sign within their competence;
• have all social guarantees provided for by the laws of the Russian Federation;
• take retraining and advanced training courses;
• get acquainted with draft decisions of the organization’s management relating to its activities.

Rights of an HR manager

The HR manager has the right on personnel training issues:

• Represent the interests of the organization when working with other enterprises and government bodies.
• Conduct correspondence without management permission with external organizations.
• Initiate the preparation of orders, instructions and other documents.
• Request from managers of structural divisions and other officials the information necessary to analyze personnel policies.
• Sign documents within the scope of competence.
• Make proposals to management to hold discipline violators accountable.

Responsibility

Disciplinary, administrative and criminal liability for failure to fulfill one’s work functions and everything that is the responsibility of an HR manager is provided for by the Labor Code (Chapter 30, Article 192 “Disciplinary sanctions”). Responsibility comes for:

• failure to perform or untimely, negligent performance of one's official duties;
• failure to comply with current instructions, orders and regulations on maintaining trade secrets and confidential information;
• violation of internal labor regulations, labor discipline, safety and fire safety rules;
• causing material damage to the organization - within the limits established by the current labor and civil legislation of the Russian Federation.

Job description of a HR specialist (recruitment)

_____________________________________________________

Job Description No. ___ HR Specialist

1. GENERAL PROVISIONS

1.1. This job description defines the duties, rights and responsibilities of a HR specialist.

1.2. The decision on appointment to a position and dismissal from a position is made by __________________ upon the recommendation of __________________________.

1.3. A person with _________________________________________________________ is appointed to the position of HR specialist.

1.4. The HR specialist in his activities is guided by:

– current regulatory documents on the work performed; – ___________________, local regulations ___________; – this job description.

1.5. The HR specialist should know:

– legislative and regulatory acts, methodological materials on personnel management; – labor legislation; – structure and staff of ___________, its profile, specialization and development prospects; – the procedure for determining future and current personnel requirements; – sources of supply ___________ personnel; – methods for analyzing the professional and qualification structure of personnel; – provisions on certification and qualification tests; – procedure for election (appointment) to a position; – the procedure for registration, maintenance and storage of documentation related to personnel and their movement; – the procedure for creating and maintaining a data bank about personnel ___________; – the procedure for drawing up reports on personnel; – fundamentals of psychology and sociology of labor; – fundamentals of economics, labor organization and management; – means of computer technology, communications and communications; – Labor regulations; – rules and regulations of labor protection, safety and fire protection.

1.6. The HR specialist reports to ______________________________.

1.7. During the absence of a personnel specialist (vacation, illness, etc.), his duties are performed by a person appointed in the prescribed manner.

2. JOB RESPONSIBILITIES

The HR specialist must:

2.1. Carry out the work of staffing ___________ personnel with the required professions, specialties and qualifications.

2.2. Take part in the recruitment, selection and placement of personnel.

2.3. Conduct a study and analysis of the official and professional qualification structure of the personnel of ___________ and its divisions, established documentation for personnel records related to the hiring, transfer, employment and dismissal of employees, the results of certification of employees and assessment of their business qualities in order to determine the current and future needs for personnel, preparing proposals for filling vacant positions and creating a reserve for promotion.

2.4. Participate in the study of the labor market to determine sources of satisfying the need for personnel, establish and maintain direct connections with educational institutions, contacts with _____________ of a similar profile.

2.5. Inform ___________ employees about available vacancies.

2.6. Participate in the development of long-term and current labor plans.

2.7. Monitor the placement and assignment of young specialists and young workers in accordance with the profession and specialty obtained at the educational institution, conduct their internships, and take part in the adaptation of newly hired workers to production activities.

2.8. Participate in the preparation of proposals for personnel development, business career planning, training and professional development of personnel, as well as in evaluating the effectiveness of training.

2.9. Take part in organizing the work, methodological and information support of qualification, certification, and competition commissions, and processing their decisions.

2.10. Analyze the state of labor discipline and employees’ compliance with ___________ Labor Regulations, personnel movement, participate in the development of measures to reduce turnover and improve labor discipline.

2.11. Monitor the timely registration of the admission, transfer and dismissal of employees, the issuance of certificates about their current and past work activities, compliance with the rules for storing and filling out work books, the preparation of documents for establishing benefits and compensation, issuing pensions to employees and other established personnel documentation, as well as entering the relevant information in the personnel data bank ___________.

2.12. Prepare prescribed reports.

3. RIGHTS

The HR specialist has the right:

3.1. Get acquainted with ___________ design decisions related to its activities.

3.2. Make proposals for improving work related to the responsibilities provided for in these instructions.

3.3. Within your competence, inform your immediate supervisor about shortcomings identified in the performance of official duties and make proposals for their elimination.

3.4. Require ___________ assistance in the performance of their official duties and rights.

3.5. Request personally or through your immediate supervisor information and documents necessary to perform your job duties.

4. RESPONSIBILITY

The HR specialist is responsible for:

4.1. For improper performance or failure to fulfill one’s job duties as provided for in this job description, within the limits determined by the current labor legislation of the Russian Federation.

4.2. For violations committed in the course of carrying out its activities, within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.

4.3. For causing material damage within the limits determined by the current labor and civil legislation of the Russian Federation.

5. PROCEDURE FOR REVISING THE JOB DESCRIPTION

5.1. The job description is reviewed, amended and supplemented as necessary, _________________________________.

5.2. All employees ___________ who are subject to this instruction are familiarized with the order to make changes (additions) to the job description against signature.

The job description was developed in accordance with the order of ______________________________.

AGREED

___________

I have read these instructions.

I received one copy in my hands and undertake to keep it at my workplace.

___________