Everything an employer needs to know when hiring an employee: from a medical examination to signing a non-disclosure agreement of company secrets

What do you need to get a job without experience?

Usually a person thinks about looking for a job after graduating from university. And immediately a problem arises - lack of experience. What to do when you have a specialist diploma in your hands, but have no experience at all in your chosen field. In this matter it is worth being persistent.

Nobody said it was easy. You will have to go around a dozen employers to get at least one or two positive decisions. Of course, at this stage the easiest way is to retreat and go to work where you are sure to be hired. But this is not a solution. Only perseverance and perseverance will help you achieve a job.

Sometimes an employer offers to complete a simple task to understand what kind of specialist you are. Don't be scared and refuse. This is a great chance to prove yourself. It is important that the phrases spoken by a potential employer sound as confident as possible. Under no circumstances should the use of the phrases “I don’t know” or “I haven’t decided” be allowed. In principle, you don’t want to see such a person at work.

Uncertainty has never helped anyone; the employer immediately understands that he definitely cannot rely on such a person. Therefore, when going for the first interview in your life, you need to think through absolutely all the details of your “image”, turn on your imagination and, with great confidence that everything will work out, go looking for a job!

https://youtu.be/UGtdJF21z28

What you need to know during an interview with a realtor

If you plan to successfully pass the interview, then you need to have at least basic knowledge of the real estate market in your city. First study several good sources of information, both generally and locally covering the market and the rules of working on it.

During an interview, you need to know what they want to hear from you, and this is not that difficult to understand. The real estate company needs to understand what type of personality you are. those. Do you work for results or are you only interested in the process? Remember that those who are carried away by the process pass by real estate agencies.

To ace your realtor interview, you need to understand that the more you talk about what you've accomplished and put it into numbers, the better impression you'll make.

A real estate agency needs an independent employee who needs to be supervised to a minimum so that he can learn and make a profit. You need to live up to this image when telling your life story, so take the trouble to prepare specific examples.

When it comes to your achievements, pay attention to what level you show. For example, you learned something, received a diploma and calmed down - this is one level. Or you have a difficult situation, and you yourself found a solution, gained experience and skills - this is a higher level, etc.

A plus at the interview will be your experience in dealing with objections, even if they were not for selling services, but if, for example, you can negotiate with people who are not always accommodating, tell us about it. This skill is very valuable in the real estate business.

Employment at 14 years old - myth or reality

Many teenagers do not have enough pocket money. The law does not prohibit minors from working. It is not so easy to get a job as a minor. Firstly, there is a small variety of jobs that a teenager can get, and secondly, there is a lack of experience.

There is a way out of any situation. It is possible to stand in line at the employment center, where they will find a job for anyone who wants it. Here you will be 100 percent employed, and officially. But this process is not always quick. In addition, there are restrictions on the choice of work.

Thus, 14-year-olds are allowed to be janitors and administrators. It is important that the work does not harm your health, does not take up much time and does not interfere with your studies. Teenagers usually start working during the holidays. Therefore, they are looking for temporary work for the summer. So, you can try yourself as an administrator or waiter.

Thus, the legislation does not prohibit the employment of minors. Every teenager who wants to save some money can safely look for a part-time job for the summer.

Employment after maternity leave

Children are growing up, and after maternity leave women want to go to work. If a woman officially went on maternity leave, she will be able to return to her previous duties without any problems. But what to do if a woman was unemployed or did not work at all before pregnancy. This issue can be resolved, but you need to carefully prepare for the interview.

Typically, many employers are reluctant to hire women with small children who have small children. After all, everyone understands perfectly well that kindergarten is first and foremost a breeding ground for diseases. And accordingly, the newly hired employee will have to be constantly sent on sick leave. Accordingly, the amount of work that is assigned to the woman will not be completed on time.

Therefore, many employers simply refuse to hire such women. But this does not mean that a woman will not be able to find a decent job. Having experience in this matter will only be a plus. It is necessary to look at the work schedule so that you do not have to ask for time off if there is no one to pick up your child from kindergarten. In this situation, it is better to find a job with official employment. Having received full social. package, a woman has the right to count on long-term paid leave and paid sick leave.

Optional documents

Documents for applying for a job are not always official. Sometimes the employer may require additional information from you in the form of optional paper evidence, such as:

• Registration. Few people know that by law they cannot demand it. However, due to recent circumstances (frequent population migrations), many employers consider this item as mandatory.
• Salary certificate. Here at your discretion, you have the right not to bring.
• Characteristics for applying for a job from a previous place or a letter of recommendation from a former manager. Despite the fact that the document is a non-essential document, it is still worth bringing it, as it will add a positive mark to your piggy bank.
• TIN. When applying for a job, you should not require a taxpayer document, but most likely you will be asked about it. Be prepared for the fact that it also needs to be formalized. This is done at the nearest tax office at your place of residence (registration or registration).
• Medical certificate of health. There are a number of professions that require you to take tests when applying for a job, and sometimes undergo a full medical examination. Such a certificate must be presented, for example, to employees working in the food industry, in the transport sector, as well as people working with food (seller, cook) or in child care institutions (educator, teacher).
• In addition, the employer may require to undergo the necessary medical examination if it hires an employee under 18 years of age. Such a medical commission when applying for a job is paid by the receiving party, that is, the company.

Is it possible for a pregnant woman to get a job?

It will be much more difficult to get a job for a pregnant woman. If you are employed officially, the employer will be obliged to pay the woman’s maternity leave. It is unlikely that anyone will want to take such a step consciously. Acting fraudulently is also not an option. Sooner or later, the presence of pregnancy will still become obvious, and then the woman will simply ruin her relationship with her employer.

It is worth building a trusting relationship from the beginning. If a pregnant woman plans to get a job, then for this she can choose institutions where she is employed unofficially. It turns out that the employer will not be obliged to pay maternity benefits to the woman in the future. Part-time work may be considered. Also a good option. A pregnant woman will be able to do some of her own business and at the same time carry out simple tasks, and without taking up her entire day.

It is important to remember that work is also a heavy burden, so a pregnant woman should be especially careful when choosing a profession.

For example, a pregnant woman can get a job as an administrator. The schedule will be flexible and you won’t have to work all day. This is convenient for a pregnant woman. You can do work at home if the pregnant woman is a creative person. Then she will be able to sell her products via the Internet.

Medical examination upon hiring

Article 213 of the Labor Code of the Russian Federation specifies representatives of professions for which a medical examination is mandatory. Here they are:

1. Employees in hazardous industries (including miners).
2. People working with children (teachers, nannies, educators).
3. Drivers of all types of transport.
4. Food industry employees.
5. Employees of medical institutions.
6. Persons working in food production.

Remember that if a future employee is under 18 years of age, he is required to undergo a medical examination, regardless of his profession.

The list of doctors, as well as the time of their visits, is negotiated strictly individually, depending on the employee’s condition. However, there are specialists that every applicant should go to:

1. Ophthalmologist (especially if the work involves high voltage).
2. Otolaryngologist (ENT doctor).
3. Surgeon.
4. Neuropathologist.
5. Therapist (makes the final decision and prescribes additional examinations if the doctors have any doubts).

If a potential candidate is ill, it is better to immediately warn him about possible difficulties. This will not only protect the employer, but will also help the person get rid of further problems.

How to get a job with a criminal record

Once having received a criminal record, even due to stupidity or not being guilty, a person has problems finding a job. Refusing to provide a job to a person who has previously been convicted is illegal. In this case, a person even has the right to go to court if he receives a refusal in writing. In addition, it is important to know that if the statute of limitations for the crime has expired, then the criminal record will also be annulled. In this situation, the employer does not have the right to refuse a potential employee who has a criminal record.

It is important to remember that a previously convicted person does not have the right to work in government agencies that deal with public order or provide educational services. The remaining positions can be safely chosen.

If a person nevertheless faces refusals to accept a position, it is important to remember that it is necessary to demand that the refusal be provided in writing. According to the law, a previously convicted person has the right to engage in any type of activity. If the employer provides a document indicating that he was denied employment due to a criminal record, then the person will be able to file a lawsuit based on this letter.

When applying for employment, it is possible to refer to articles on the labor code, which clearly stipulate the conditions for hiring people with previous convictions.

What to look for when applying for a job

December 28, 2017

When applying for a new job, pay attention to the following factors.

All relationships related to the beginning or change of a job function or working conditions must be recorded in writing in a contract/work book/order.

To begin work, an employment contract and a hiring order must be concluded, as well as an entry in the work book about hiring (if this place of work is the main place of work for the employee). When concluding an employment contract for the first time, the work book is drawn up by the employer no later than a week from the date of hiring of the new employee. If this work is a part-time job for a person, an entry is usually not made into the employment record, but if the employee requests, he should also have an entry about the part-time job made in the employment record. If a person applying for work does not have a work book due to its loss, damage or other reason, the employer is obliged, upon a written application from this person (indicating the reason for the absence of a work book), to issue a new work book.

HR officers often make a mistake and, in order not to hire an employee full-time and not make entries in the employment record, register him as a part-time employee. Please note: a person can work part-time only if he already has a main job with an employment contract and registration, which follows from Art. 282 Labor Code of the Russian Federation. If the job for which a person is accepted is the only one for him at the moment, he can be accepted for it only as his main place of work.

According to Art. 67 of the Labor Code of the Russian Federation (hereinafter referred to as the Labor Code), an employment contract with a citizen must be concluded no later than within 3 days from the date of actual admission to work. If an employee began work with the knowledge or on behalf of the employer or his authorized representative, then it is considered that an employment contract was concluded with him, and he had the rights and obligations of the employee, and the organization for which he works - the employer. Salaries must be calculated from the date of actual commencement of work. However, it should be borne in mind that in the absence of a written contract, in the event of a dispute, you will have to prove that the employee actually worked from a certain date for the employer and performed some tasks, and you will also have to prove the existence of agreements on each of the terms of the employment contract, such as: size salaries, work schedule, position, etc. The employer's order for employment is announced to the employee against signature within three days from the date of actual start of work.

Thus, if a person was actually allowed to work, but within 3 days from the date of admission to work they did not issue an order for employment and did not enter into an employment contract, it makes sense to stock up on written instructions from management or electronic correspondence with him (i.e. e. evidence that you actually started working). After 3, or better yet 5 days, you can approach management and remind him of the obligation to conclude an employment contract and properly formalize labor relations, as well as of responsibility for violating labor law standards. According to paragraph 3 of Art. 5. 27 of the Code of Administrative Offenses of the Russian Federation, for failure to conclude an employment contract, an organization can be fined 50 thousand rubles. It happens that the personnel officer really made a mistake; but most often this is done intentionally. Therefore, if a written employment contract is not concluded with you within the time limits required by law, you should contact the labor safety inspectorate with a complaint, to which are attached copies of documents confirming the actual start of work. Employers are usually afraid of this authority.

According to Art. 57 of the Labor Code of the Russian Federation The employment contract must indicate:

— Full name of the employee and name of the employer (last name, first name, patronymic of the employer - an individual);

— Information about documents proving the identity of the employee and the employer - an individual;

-Taxpayer identification number (for employers);

- Information about the employer’s representative who signed the employment contract, and the basis by which he is vested with the appropriate powers (charter or power of attorney);

— Place and date of conclusion of the employment contract.

The following conditions are mandatory for inclusion in an employment contract:

— Place of work, and in the case when an employee is hired to work in a branch or other separate structural unit of an organization located in another area - place of work indicating the separate structural unit and its location;

— Labor function (work according to the position in accordance with the staffing table, profession, specialty indicating qualifications; specific type of work assigned to the employee);

— Probationary period condition (if any);

— The start date of work, and in the case where a fixed-term employment contract is concluded, also its validity period and the circumstances (reasons) that served as the basis for concluding a fixed-term employment contract;

— Conditions of remuneration (including the size of the tariff rate or salary (official salary) of the employee, additional payments, allowances and incentive payments);

— Working hours and rest hours (if for a given employee it differs from the general rules in force for a given employer);

— Guarantees and compensation for work under harmful and (or) dangerous working conditions, if the employee is hired under appropriate conditions, indicating the characteristics of working conditions in the workplace;

— Conditions that determine, if necessary, the nature of the work (mobile, traveling, on the road, other nature of work);

— Working conditions in the workplace;

— Condition on compulsory social insurance of the employee in accordance with the Labor Code;

— Other conditions in cases provided for by labor legislation and other regulatory legal acts.

Except for cases of hiring for positions, the requirements for which are established in the “Unified Qualification Directory of Positions of Managers, Specialists and Employees,” the establishment of a probationary period is not mandatory by law and is carried out only at the request of the employer. Therefore, if an employer claims that he would not like to impose a probationary period, but is obliged, this is most often not true.

If the text of the employment contract does not indicate that the employee is hired on a probationary period, this means that he does not have a probationary period, no matter what the Employer says. In the case where the employee is actually allowed to work without drawing up an employment contract, a probationary clause can be included in the employment contract only on the basis of a written agreement of the parties, executed before the actual start of work. Those. If an employee was allowed to work without a contract that would have stated a trial period, the employer has no right to oblige him THEN to agree to a probationary period.

The probationary period cannot exceed three months, and for heads of organizations and their deputies, chief accountants and their deputies, heads of branches, representative offices or other separate structural units of organizations - six months. When concluding an employment contract for a period of two to six months, the probationary period cannot exceed two weeks.

Often, employers are cunning and actually make their employees powerless during the probationary period, without issuing an order for their employment and without making an entry in the work book before the end of the probationary period. —This is a violation of the law, since, according to Art. 70 of the Labor Code of the Russian Federation, all rights and obligations under labor legislation arise from the moment of commencement of work and apply to the entire probationary period. When hired, even with a probationary period, an entry in the work book must be made on the day of actual hiring, and not on the day the probationary period ends.

Since all the rights and obligations of the employee and the employer also apply to them during the probationary period, the employer is also subject to obligations to pay wages, and the amount of the employee’s salary during the probation period must be equal to his salary after passing the test.

Thus, if the employer has not made an entry about the employee’s employment in the work book within 5 days from the start of work, if he sets a lower salary during the probationary period or forces him to work without a contract during the probationary period, you can safely go to him and demand payment of the full salary, making an entry in the work book about hiring, and concluding an employment contract. In case of refusal, you can safely write a complaint to the labor safety inspectorate, which will bring the employer to administrative liability under Art. 5.27 of the Administrative Code and will fine him up to 500,000 rubles. for every violation. Contacts of the regional state labor inspectorate can be found on the website https://www.rostrud.ru/rostrud/territorialnye-organy/ in the section “About Rostrud” (territorial bodies).

A hiring test is not established for the following categories of employees:

— Persons elected through a competition to fill the relevant position;

— Pregnant women and women with children under the age of one and a half years;

persons under the age of eighteen;

-Persons who have received secondary vocational education or higher education in state-accredited educational programs and are entering work for the first time in the acquired specialty within one year from the date of receiving vocational education at the appropriate level;

— Persons elected to an elective position for paid work;

persons invited to work by way of transfer from another employer as agreed between employers;

— Persons concluding an employment contract for a period of up to two months;

— Persons who have successfully completed an apprenticeship with an employer;

- Other persons in cases provided for by the laws “On State Civil Service”, “On Physical Culture and Sports in the Russian Federation” and “On Service in the Internal Affairs Bodies of the Russian Federation”.

The probationary period cannot exceed three months, and for heads of organizations and their deputies, chief accountants and their deputies, heads of branches, representative offices or other separate structural units - organizations - six months, unless otherwise established by federal law.

The probationary period is appointed specifically to assess the knowledge, skills and abilities of the employee. Accordingly, the organization must approve a document or order that defines the procedure for assessing such knowledge and reflecting the results of the test.

If the test result is unsatisfactory, the employer has the right to terminate the employment contract with the employee before the expiration of the test period by warning him in writing no later than three days in advance, indicating the reasons that served as the basis for recognizing this employee as having failed the test. Based on the results of the test, as a rule, the manager is provided with a reference from the head of the department or a specialist from the human resources department about the employee’s suitability or non-compliance with the position held. If the test result is unsatisfactory, a dismissal order is issued; if satisfactory, the employee simply continues to work in the position for which he was hired.

The employee has the right to appeal the employer's decision in court. In this case, if the employer does not have any system for recording the completion of the test or an established procedure for determining the employee’s suitability, then it will be more difficult for him to prove the validity of the employee’s dismissal.

Often, when hired, an employee is forced to sign an agreement on FULL individual financial responsibility. It should be borne in mind that, according to Art. 233 of the Labor Code of the Russian Federation, the employee’s financial liability arises for damage caused to the employer as a result of culpable unlawful behavior (action or inaction). Each party to the employment contract is obliged to prove the amount of damage caused to it. According to Article 238 of the Labor Code of the Russian Federation, the employee is obliged to compensate the employer for direct actual damage caused to him. Lost income (lost profits) cannot be recovered from the employee.

Direct actual damage is understood as a real decrease in the employer’s available property or deterioration in the condition of said property (including property of third parties located at the employer, if the employer is responsible for the safety of this property), as well as the need for the employer to make costs or excessive payments for the acquisition or restoration of property, or compensation for damage caused by the employee to third parties. According to Art. 241 of the Labor Code of the Russian Federation for damage caused, the employee bears financial liability within the LIMITS of his average monthly earnings, i.e. if you caused damage in the amount of 80,000 rubles, and the salary is 20,000 rubles, then, as a general rule, you will compensate only 20,000 rubles.

Imposing full financial liability on the employee in an amount equal to the damage caused, even if it is more than wages, is allowed only in the following cases established by Art. 243 Labor Code of the Russian Federation:

1) When (depending on the specific position) in accordance with federal law or the Labor Code, the employee is assigned financial liability in full for damage caused to the employer during the performance of the employee’s job duties (a contract on financial liability is not concluded);

So, for example, in accordance with Art. 34 of the Federal Law of July 17, 1999 N 176-FZ “On Postal Communications” establishes full financial liability of postal operators for failure to fulfill or improper fulfillment of obligations to provide postal services. Postal operators are liable for loss, spoilage (damage), lack of attachments, non-delivery or violation of deadlines for sending postal items, making postal money transfers, and other violations of established requirements for the provision of postal services. There are currently no grounds for the onset of full financial liability for ordinary employees of small businesses in the legislation of the Russian Federation.

2) In the event of a shortage of valuables entrusted to him on the basis of a special written agreement on full financial responsibility (only on the condition that the Ministry of Labor Resolution No. 85 dated December 21, 2002 provides for the conclusion of such agreements with employees of your position), or received by him under a one-time document;

3) intentional infliction of damage (no agreement on liability is concluded);

4) In case of damage caused while under the influence of alcohol, drugs or other toxic substances (no agreement on liability is concluded);

5) Due to damage as a result of the employee’s criminal actions established by a court verdict (a contract on financial liability is not concluded);

6) Due to damage as a result of an administrative violation, if established by the relevant government body (an agreement on liability is not concluded);

7) In the event of disclosure of information constituting a secret protected by law (state, official, commercial or other), in cases provided for by federal laws (an agreement on liability is not concluded);

Due to damage due to the employee’s failure to fulfill work duties (a contract on financial liability is not concluded).

Financial liability in the full amount of damage caused to the employer can be established by an employment contract concluded with the deputy heads of the organization or the chief accountant for the application of financial liability in full (a contract on financial liability is not concluded).

This list is exhaustive, i.e. To apply full financial liability to the employee in all cases except the second, no agreement on financial liability is concluded. Employers usually force all hired employees to sign an agreement on full financial responsibility, regardless of position and circumstances. This practice is contrary to the Labor Code.

To apply the financial liability provided for in clause 2 to an employee, an agreement on full individual financial liability must be concluded with him. According to clause 244 of the Labor Code of the Russian Federation, such an agreement provides for the possibility of recovery by the employer in the FULL amount of damage arising due to a shortage of property entrusted to the employee. At the same time, the employer has the right to enter into agreements on full financial liability not with all employees, but only with employees who have reached the age of eighteen years, servicing or using monetary, commodity valuables or other property, the positions of which are listed in the “List of Positions and Works Replaced or Performed by Employees” , with whom the employer can enter into written agreements on full individual financial responsibility for the shortage of entrusted property” (Resolution of the Ministry of Labor dated December 21, 2002 No. 85). We are talking, for example, about a cashier. For example, agreements on full financial responsibility for entrusted property cannot be concluded with secretaries or clerks. An agreement on full individual liability must necessarily contain provisions describing the procedure for accepting and transferring inventory items for reporting and the documents drawn up in this case, and allowing, if necessary, to accurately determine exactly what property was transferred to the employee.

Additional income for people of retirement age

Pensioners are often unable to live on their pension, so they often have to look for additional income. Is it possible for an elderly person who is already receiving a pension to get a job? Perhaps, but there is one caveat. Pensioners who are looking for work may be officially employed, but in this situation their pension will not increase due to recalculation. Therefore, it is not always beneficial to seek official employment.

Of course, in addition to the lack of recalculation, another problem arises - difficulty in finding a job due to age. Many employers prefer younger and more promising employees who can work hard and possibly contribute to the development of the company. Therefore, most often the age is limited.

In addition, most retirees prefer to look for work informally. This is the most profitable way: you have the opportunity to receive a full salary and not lose additional pension accruals.

Not all employers are skeptical about older people. After all, older people do not aspire to higher salaries. First of all, this is due to the amount of work that a person has to perform. In old age, this becomes not so easy.

When choosing a job, you should not choose something new. It is enough to look for a job that does not require additional effort. A person who is already retired has quite a lot of experience behind him, so he can easily implement his acquired skills in a new workplace.

Important points

Each employment contract includes a line about a probationary period; it is not provided for all citizens, so you should pay special attention to this so as not to violate the law.

Article 70 of the Labor Code of the Russian Federation states that a probationary period is NOT established: for minors, for pregnant women and mothers with children under the age of one and a half years. Basic information can be found in the documents provided, but she should bring a certificate stating that the woman is pregnant.

Important! If at the time of concluding the contract, she did not document this fact, then the probationary period is considered legal. Also, a test period is not established for graduates of state universities who graduated no more than a year ago, have never worked anywhere before and are getting a job directly in their specialty.

And a couple more fundamental nuances: the probationary period in the contract is indicated precisely at the moment of its conclusion; it will be impossible to make any amendments in the future. The trial stage cannot be extended, but it is possible to complete it earlier. Also, the salary for this period should not be lower than the income established in the staffing table.

In accordance with Article 64 of the Labor Code, unjustified refusal to conclude an employment contract is excluded. The employer is obliged to state the reason for his refusal in writing.

Employment of CIS citizens

Employment of non-residents of the Russian Federation will require a lot of effort to get a job. There are several ways to help you work officially:

1. Obtaining a temporary residence permit. If a person is going to find a job in the Russian Federation and continue to live here in the future, then there is the opportunity to apply for a temporary residence permit. There are some difficulties with registration - registration is a prerequisite. To submit documents, you first need to find where you can register. 3 months after submitting documents to the FMS, the non-resident will receive a stamp in his passport, which will allow him to work officially.
2. The next stage that follows after the temporary residence permit is a residence permit. This document gives the right to reside in the Russian Federation and work for 5 years with the right of extension. This document can be obtained only after the temporary residence permit;
3. Patent for work. It is issued for people who do not plan to reside in the Russian Federation in the future, but want to officially work. For such a document you will have to pay a monthly tax to the state.

Thus, non-residents have every right to carry out work activities in the Russian Federation officially. The simplest and most time-consuming solution is to obtain a patent for your work. It is processed quite quickly.

Employment of disabled people

The presence of a disability cannot become a basis for refusal of employment if the organization does not exceed the number of people hired with physical disabilities - the law directly states this.

When employing a disabled person, a number of rules apply:

• A person with disabilities is allowed to work if the specifics of the work function are not contraindicated by health conditions;
• The employer is obliged to create suitable working conditions after studying the candidate’s MSEC;
• The wages of employees with 1st or 2nd disability groups cannot be tied to a shortened working week;
• Disabled people of groups 1 and 2 perform labor functions on holidays and weekends with the consent of the designated employee and in the absence of contraindications in the rehabilitation act;
• When hiring citizens with disabilities, the employer may receive tax breaks and other benefits.

Preparing for an interview

The first interview is always exciting. You need to prepare carefully to make a good impression. There are some rules that you should follow when going for an interview:

1. Natural behavior. It is very important to behave naturally. This way the employer will be able to assess the human qualities of a potential employee;
2. Professionalism. If you have work experience, then it is worth demonstrating your skills;
3. Self confidence. The employer values ​​confident people who can stand up for themselves and clearly express their position;
4. Willingness to solve difficulties. It is important not to be afraid or confused when an employer asks you to solve a certain task. This way he tests the potential candidate's ability to cope with difficult tasks.

Recommendations on how to approach the job search issue correctly

Perseverance and a systematic approach are the key to success. Looking for a job is also a kind of work that should be approached responsibly. To start, create a good resume, post it on several sites and update it periodically.

Be methodical and persistent

Many people spend too much time searching for their dream job, but the desired vacancy never comes their way. To avoid getting into such a situation, remember that there are no perfect options, so you will have to come to terms with the minor shortcomings of a particular position.

You should start by preparing a resume, send it to those employers who may be interested in your skills.

If you receive a refusal, check with the recruiter why this happened. This way you will correct mistakes and not get into an awkward situation again. Don’t be afraid of seeming annoying - many employers value confidence and willingness to achieve their goals in applicants.

A job for the soul or a highly paid position?

Ideally, your favorite job should bring a good income. In practice, combining these two concepts is too difficult. To start earning more, pay enough attention to developing professional skills and self-improvement. As a person improves his qualifications, higher positions and, consequently, higher wages open up for him.

On the other hand, you should not choose a well-paid job that does not bring pleasure and peace of mind. This leads to stress and burnout. In order not to count the minutes until the end of the work week and not wait for Friday from Monday, make a choice in favor of the area where you really would like to develop.

Use all channels to find a job

The most accessible way to find vacancies in your city is through job search sites. They often provide all the information the applicant needs: the possible salary, a full description of the vacancy and job responsibilities, the name of the company, working conditions.

Not all sites are reliable; among the popular and trusted portals, the following stand out:

• HeadHunter;
• SuperJob;
• Zarplata;
• Avito.

Diversify your search as much as possible. The more methods you use, the higher the likelihood of finding an interesting offer.

Write the right resume

As you search for a job, review your resume carefully and evaluate it critically. Will the recruiter be able to understand what kind of professional you are? Are your work experience and achievements described in detail and clearly?

The basic rule for writing a resume is less water and more specifics. You should not write something like “extensive experience in sales”; it would be more correct to indicate “in the year of working in the company, I increased sales figures by 24%.” Just 3-4 of these points are enough to make your resume shine and stand out from the competition.

See also: Correctly filling out the “About me” section in a resume: examples for different professions

It is not always possible to talk about yourself as an effective employee - the company’s exact financial indicators are a trade secret. To avoid problems with disclosure, use more general phrases like “twice” or “by 10%,” plus do not forget to add the period over which these results were achieved.

Recommendations for writing a resume:

1. Get rid of excessive modesty. Describe your work experience, talk about your achievements, but do not rewrite the list of job responsibilities - this is not very informative.
2. Proofread the document for errors and typos. Structure it for better visual perception. When writing, use only one font and one color; subheadings may be highlighted in bold.
3. Make sure that the contacts specified for communication are specified correctly, and that the number is always within reach.
4. Don't talk about personal habits or your pets. The resume contains information directly related to the vacancy.

If you don’t have any work experience yet, tell us about your victories in competitions, the topic of your thesis (if it is directly related to your chosen profession), sports awards, etc.

Prepare properly for your interview

If the recruiter has positively assessed the applicant's resume, the next step on the path to work is a successful interview. To ensure everything goes smoothly, follow these simple rules:

• follow the dress code - your clothes should be clean and neat. People don’t come to the office for an interview in shorts, and the system administrator is not required to wear a white shirt - when choosing clothes, take into account the specifics of the job;
• behave politely and correctly, say hello to those present. Carefully fill out the form provided;
• prepare for the interview - learn more about the company and its activities, familiarize yourself with the terms of the vacancy and job responsibilities;
• Avoid drinking alcohol or coffee before the meeting. A calming pill is welcome if it helps you control your anxiety.

Example of a correct and incorrect resume
If even the interview did not end in hiring you, work on your mistakes to prevent them from happening in the future. Stress interviews are becoming increasingly popular, during which the recruiter finds out how the applicant will behave in an unfamiliar environment. Therefore, be prepared for non-standard questions - this is just a test.

After responding to the resume, the applicant begins to wait for the call. But luck smiles on those who are persistent - don’t be lazy to call after a while and ask if your candidacy has already been considered.

Writing a resume and job application

A resume is rightfully considered the key to success in finding a job. It is very important to be able to compose it correctly so that it is informative and competent. The resume should contain the following points:

1. Personal information. The first thing an employer sees is the potential employee’s first and last name, as well as his date of birth.
2. Photo. Many employers ask you to attach your photo. For some professions, appearance matters, so it is worth attaching a photo to your resume.
3. Information about education. It is necessary to clearly indicate which school you attended and which university you graduated from.
4. Information about professional skills. Here it is worth indicating where and when the person worked and what position he held.

Personal information. This is perhaps the most important part of your resume. Here a person must reveal his qualities as much as possible so that the employer wants to call him.

The next step after writing a resume and passing an interview is writing an application. The application is written addressed to the director, in which the employee asks to be hired for the position he holds. Based on this application, an order for appointment to work is drawn up and an employment contract is signed.

The key to success in getting a job is a properly written resume.

Statement

First, you are given a sample application for employment, which you fill out. Sometimes you write on your own behalf, but in a prescribed form. Next, the document goes to the manager’s desk, he writes down the salary in it, puts a date and signature. After which your application, along with other documents, is submitted to the HR department.

There are internal documents for getting a job - these are a collective agreement, corporate rules, local regulations on working hours, on labor protection and remuneration, on bonuses, on vacations, and others. The future employee must be familiarized with them BEFORE being hired, and must sign them. You should not neglect this procedure, so as not to encounter violations in the future that entail serious consequences, including criminal liability. More precisely, if you do not familiarize the future employee with safety standards, for example, then in the event of an accident, management may be punished to the fullest extent of the Criminal Code of the Russian Federation.