Key HR skills in a resume. HR manager resume sample. Examples for the "About me" section

If you have not been actively looking for a job in the last couple of years, then your knowledge of the form, design and content of the resume is no longer relevant. Use the guidelines in this article to write a modern resume for the following HR and HR positions: Recruiter, HR Supervisor, HR Specialist, HR Administration Specialist, Human Resources Specialist, Recruiting Specialist, HR Specialist, Department Manager Head of HR Administration, Head of HR and Personnel Records Department, Head of HR Department, Head of HR Department, HR Manager / HR Generalist, Head of HR Department, Head of Recruitment Agency, Director of HR / HR -director.

1. Training
2. Purpose of search
3. Position profile
4. Responsibilities
5. Case Studies/Key Projects
6. Skills
7. Professional quality
8. Examples for the "About me" section
9. Download templates

1. Preparation

Before looking new job need to do a SWOT analysis professional competencies and based on this case, create a resume that will be adapted to modern requirements labor market for your position/field/specialization. Before you start creating a resume, study the article:

In this publication, you will get acquainted with a case that will help you collect all the necessary information to write a selling resume. A selling resume is created for a specific search goal, meets the requirements of vacancies in similar positions and contains a specific set of keywords.

2. Purpose of the search

The wording of your search intent should be placed at the beginning of the resume. In case you want to apply for a vacancy, the position name of which differs from your current position, then change it to the one indicated in the vacancy.

Position list, for which you can use the examples in this article:

• Zero level positions (0): Recruiter, Human Resources Inspector, HR Specialist, HR Specialist, HR Administration Specialist, Recruitment Specialist, HR Specialist.
• First level positions (1): HR manager/HR manager/HR Generalist.
• Positions of the second level (2): head of the personnel administration department, head of the personnel records management and personnel accounting department, head of the personnel department, head of the personnel service, head of the personnel management department, head of the group of personnel managers, deputy director of personnel.
• Positions of the third level (3): head of the recruitment agency, director of personnel / HR director / HR business partner / HR-Business Partner / HR Team Lead.

3. Position profile

Position profile- this is the standard of the ideal candidate, which contains a list of requirements for the knowledge, skills, qualifications of the candidate necessary for successful implementation official duties. Job description - a short version of the position profile, which includes a list of mandatory requirements for the initial selection of candidates based on resumes.

HR manager job profile
Functions:
Providing a full service of personnel management in the role of an HR business partner on issues related to staffing, turnover, payroll budget, KDP.
Participation in development organizational structure companies, creation of an effective personnel management system, participation in the optimization of business processes related to personnel management.
Organization of personnel needs planning within a dynamically developing company, development of a position replacement system, formation of internal and external personnel reserve.
Accompanying the timely selection and closing of vacancies.
Monitoring compliance with labor laws and HR administration.
Maintenance and development of corporate culture.
Organization of work on the formation of a personnel reserve.
Analysis, control and development of measures to improve the main indicators of personnel.
Advising managers on HR matters.
Independent selection of personnel for positions of any level.
Resolution of conflict situations and labor disputes, creation of necessary conditions to develop and meet the needs of the company's employees.

Organization of the personnel selection and adaptation system:

• Labor market monitoring.
• Identification of staffing needs qualification requirements and competencies; development of job profiles.
• Carrying out adaptation measures. full recruiting cycle: search, selection of specialists, interviewing, collection of recommendations, mailing and processing test items job seekers Feedback candidates.
• Simultaneous selection of 10+ vacancies (To management, mid-level, specialists, back office, rare specialists).
• Conducting telephone, personal and group interviews, interviews on competencies.
• Constant search for new sources and ways to attract interesting specialists.
• Maintaining and developing the database of candidates.

Personnel training and development:

• Identification of the need for staff training (external, internal), organization of internship programs, advanced training, organization and conduct of trainings.
• Organization of staff training, coordination of work to improve the skills of employees and develop their careers; planning and cost control.
• Development and implementation of programs for the assessment, rotation and motivation of personnel (material, non-material, KPI building).
• Monitoring the implementation of Individual Development Plans for employees.
• Selection of external providers in employee training.
• Solving problematic layoffs; conducting a soft contraction; conducting an exit interview.

Internal communications:

• Development of the Company's HR brand, employee loyalty and engagement.
• Organization of events aimed at increasing team cohesion.
• Conducting seminars and trainings.
• Development and implementation of internal corporate communications.

Profile of the position of the head of the department of personnel records management and personnel records

Organization of the work of the personnel service of the Company:
— development of local regulations, employment contracts;
— development of job descriptions;
- preparation and maintenance of the staffing table;
– development of methodological instructions for organizing the work of the personnel service;
— development internal orders organizational and administrative nature;
— personnel reporting, statistics;
- Accounting for personnel, conducting personnel records management;
— payroll planning based on approved staffing tables.
Labor disputes: individual preparation for each labor dispute together with lawyers, representing the interests of the company in courts.

Position profile HR director

Key tasks:
Implementation of corporate policies and practices of personnel management
Development of systems of motivation, selection, evaluation and training
Carrying out changes in the field of personnel management in order to increase the efficiency of the company
Responsibilities:
Budgeting and control of personnel costs.
Development and implementation of measures to optimize organizational structures and staffing tables.
Organization of job evaluations, assessments of the average market level of remuneration for similar positions, the formation of proposals for the revision of salaries and a motivational package for employees.
Organization of search, hiring, transfers, dismissals of personnel.
Organization of goal setting and performance evaluation.
Formation and development of a personnel reserve for leadership positions.
Organizing and conducting an assessment of the competencies and potential of employees.
Design and implementation of training and development programs.
Improvement and refinement of policies, processes and procedures, legal regulations, personnel documents, automated personnel management system.
Advice to business unit managers on HR management, compensation, benefits, incentives, disciplinary sanctions, career opportunities and development, etc.
Organization of the work of the HR department within the framework of the operational plans of the personnel management function.
Formation and management of the corporate culture of the Company.
Development of the Company's HR brand, employee loyalty and engagement.
Making and implementing decisions on recruitment, rotation, promotion, incentives, penalties, dismissals of personnel together with the Company's top management.
Management of search, selection, certification, adaptation, assessment of personnel.
Independent management of key positions.
Management of social processes in the Company, creation of a favorable moral and psychological climate in the team, participation in the resolution of labor disputes and conflicts.
Organization of staff training, coordination of work to improve the skills of employees and develop their business careers.
Managing the formation of a personnel reserve.
Participation in the optimization of wages and staff motivation.
Development of prospects and current plans for work with personnel.
Organization of personnel records and KDP in the Company in accordance with the Labor Code of the Russian Federation.
Rationalization of the organizational structure and staff of the Company, regulations on divisions and job descriptions.
Presentation to the management of analytical materials on social and personnel issues in the Company. Drawing up forecasts for the development of personnel. Early problem identification and preparation options their decisions.
Monitoring the state of labor discipline, initiating and organizing measures to maintain it.
Advising employees on labor law and regulations social protection.
Ensuring the communication of instructions and orders of the directors of the Company. control over their execution.
HR budget management.

Requirements:

• Knowledge of strategic management.
• A full range of skills in the field of personnel management (motivation, control, goal management, corporate culture, internal PR, forms and methods of training and advanced training, personnel development, methods of planning and personnel rotation, formation and development of a personnel reserve, etc.).
• Practical experience in the search and selection of personnel at various levels.
• General understanding of business: general management, economics and finance, marketing, purchasing and sales, logistics, project management.
• Practical experience in conducting personnel assessment during selection, promotion and certification.
• Knowledge of the basics of psychology.
• Knowledge of labor law.
• Conflict resolution skills.

4. Responsibilities

Below are the lists of responsibilities by position different levels. These are the keywords/phrases that HR managers use to select resume candidates. Choose from the proposed list those that match your experience and distribute them to your places of work.

Recruiter
Search and selection of personnel.
Conducting interviews with candidates (face-to-face, telephone, video).
Active interaction with the heads of structural divisions in the selection of employees.
Building partnerships with heads of departments on personnel issues (hiring, rotation, formation of a personnel reserve).
Help/participation in the organization corporate events.

HR Specialist / HR Specialist
Maintaining personnel documentation and internal document flow of the department.
LNA development.
Personnel management. Orders on personnel, employment contracts, T-2 personal cards, keeping accounting journals, registration and accounting sick leave, work books, registration of pension insurance cards, vacation schedule, supplementary agreements to employment contracts, notices of upcoming vacations, maintenance regular arrangement employees in accordance with the staffing table, issuance of copies of documents and certificates from the place of work at the request of employees.
HR administration (hiring, dismissal, transfer, leave, accounting and work books and storage, reports on them, vacation schedule, business trips).
Carrying out movements labor activity employees of the enterprise in 1C.8.0 ZUP.
Formation and maintenance of personal files of employees and T-2 cards.
Registration of disability certificates, maternity leave and parental leave, study leave.
Preparation of certificates on applications of employees, copies of necessary documents.
Formation, verification of timesheets.

Head of HR Administration / Leading HR Specialist
Organizational, disciplinary, functional management of the department.
The whole range of personnel work - the development of instructions, regulations, regulations, current work (hiring, dismissal, vacations, transfers, audits, control, timesheets, staffing).
Organization and administration of all HR processes.
Maintaining the organizational structure, supervising changes in staffing.
HR analytics.
Budget execution control in terms of entrusted items.
Automation of personnel administration processes.
Regulated and managerial and accounting.
Optimization of the work of the department due to the refinement of 1C: ZUP (statement of technical specifications for programmers).
Registration of foreign workers.
Development and approval of local regulations of the organization, job descriptions, employment contracts, internal orders, vacation schedules, etc.
Control of agreements and acts under GPC agreements.
Payroll project management (issue / reissue bank cards).
Participation in HR-projects of the personnel department.
Preparation and submission of reports, interaction with the state. bodies.
Advising employees on complex labor law issues.
Control of outsourced processes (payroll/HR Admin)

HR records management
– Working with foreign citizens (Filing of R&D for HQS, assistance and consulting support in obtaining a patent, working with citizens of the EAEU member countries, their registration in a company and further personnel administration in accordance with all the requirements of Russian legislation and migration registration).
— Work with service providers (motor transport and medical organizations, life insurance and VHI companies, organizations Catering, Business travel companies); Participation in the negotiation and conclusion of contracts with suppliers;
— Development of local acts with their subsequent implementation (provisions on bonuses, regulations on the use of corporate mobile communications), forms of employment contract, contract paid provision services, job descriptions.
- Creation, maintenance and control of staffing.
— Solving current issues related to work in ZUP and KDP.
- Advising employees on labor law and payroll issues wages.
— Work with the Pension Fund of the Russian Federation, registration of pension insurance cards.
— Work with salary projects for the production of salary cards.
— Preparation and submission of reports (Rostat, quoting).
– Formation of personal files of employees and T-2 cards.
– Filling out and maintaining work books, issuing certificates (archived, from the place of work, on average earnings, 2NDFL, 182n.
- Drawing up vacation schedules and shift schedules, monitoring their observance.
- Making changes to the staffing table.
— Outsourcing of the personnel administration function.

Personnel Management
– Organization of an effective recruitment system: search, placement of vacancies, assessment for compliance with professional and personal qualities, interviews, support of the candidate at all stages of approval, adaptation of new employees.
— Identification of the need for personnel, drawing up qualification requirements and competencies; development of job profiles.
— Conducting telephone, personal and group interviews, interviews on competencies.
— Organization and control of the annual assessment of personnel.
— Building a training system for employees, conducting trainings.
— Supervising the process of adaptation of personnel.
- Arrangement of internships for new employees.
— Selection of external providers in employee training.
— Selection of Top-management, mid-level, back office, search for unique specialists,
– Research of the labor market, monitoring the level of wages.
— Monitoring of changes in labor legislation and the labor market.

• Review and selection of resumes.
• Conducting preliminary telephone interviews.
• Adaptation of new employees.
• Participation in HR projects.
• Maintaining the Company's personnel records management in full: registration of the reception, transfer and dismissal of employees, vacations, business trips in accordance with the Labor Code of the Russian Federation.
• Complete HR record keeping.
• Solving complex personnel issues and labor disputes.
• Management of the socio-psychological climate in the team.
• Formation and maintenance of personal files of employees.
• Completion, accounting and storage of work books.
• Monitoring adherence to vacation schedules.
• Maintaining a military accounting table (submitting reports to the Military Commissariat).
• Accounting for sick leave.
• Maintaining time sheets.
• Monitoring compliance with the regulations, orders and standards adopted by the company.
• Participation in conducting assessments.
• Organization and conduct of vocational training and internships.
• Development and implementation of trainings for managers and basic staff.
• Field training, consultations, master classes, individual and team coaching.
• Formation and development of personnel reserve.

H.R. Generalist

• Recruitment for vacancies, telephone and initial interviews with applicants.
• Management of personnel changes.
• Adaptation of staff and control of the internship process.
• Organization and control of personnel records management.
• Advising managers and employees on labor law issues.
• Implementation, clarification and enforcement corporate values Companies.
• Changing the staffing table in accordance with the volumes.
• Analysis of the wage market.
• Participation in the assessment at the entrance to identify talents.
• Participation in special assessment procedures at the selection stage in order to identify potential in applicants that exceeds the requirements of the vacancy.

HR manager/HRD
Development of corporate culture and internal communications within the company.
Participation with the management of the company in the final interviews for vacant positions.
Adaptation of new employees, development of welkom-book.
Conducting intermediate conversations with staff to identify the psychological state and prevent demotivation.
Dealing with departing employees, analyzing the causes of staff turnover.
Level score emotional burnout and staff engagement.
The study of the moral and psychological climate in the team
Organization of events aimed at increasing the cohesion of the team.
Development and implementation of internal corporate communications
Development of staff loyalty through activities aimed at increasing non-material motivation employees.
Development of measures to increase the level of involvement and satisfaction of employees.
Development of non-material motivation programs.
Consulting managers on all aspects of personnel management.

Head of recruitment agency
Management of a group of consultants (department). Specializations: finance, sales, construction and manufacturing, IT, pharmaceuticals, construction, executive search.
Enforcement financial plan groups.
Organization and control of negotiation activities. Receiving incoming customer inquiries. Carrying out negotiations with clients together with consultants. (Without active search), development of repeat sales.
Managing a group of consultants. Coordinating the workload of consultants, overseeing ongoing recruitment projects and meeting recruiting standards.
Assistance in working on vacancies. Dealing with difficult situations with clients. Control accounts receivable.
Analysis of statistics (KPI) of the consultant for the month, quarter, year. Agency reporting.
Training and development of consultants. Developing the competencies of the group's consultants in the following areas: personnel search, personnel assessment, negotiations with clients, work intensity
Implementation of own recruitment projects. Work with high positions and expensive vacancies.

Head of HR Department
Compliance personnel policy and its development in accordance with the Company's strategy, control of Labor legislation.
Process management: optimization and implementation of an effective organizational structure, grading, staffing changes, salary revision, personnel planning, maintenance annual cycle performance evaluation of employees, KPI control.
Budgeting and control of personnel and payroll costs.
Organization of the work of the personnel department (subordinate to 5 people).
Development, planning and organization of the process of development and training of the Company's personnel.
Management of the search, evaluation, selection and adaptation process.
Organization of the development of normative and regulatory documentation.
Development and promotion of the HR brand. Formation of positioning as an attractive employer in the external and internal environment.
Automation of HR processes.
Support for managers and employees of the Company on any issues of personnel management, labor relations management, Company policies, procedures and laws.

Head of Human Resources Department
Organization of adaptation, certification, assessment of personnel.
Identification of the need for staff training (external, internal).
Development and implementation of motivation systems - material, non-material, building KPI.
Formation and implementation of the personnel strategy of the company, personnel reserve.
Organization and control of maintenance of the KDP for compliance with the Labor Code of the Russian Federation.
Development of job descriptions, normative documents.
Constant monitoring of the labor market in order to maintain the competitiveness of the company.
Organization of planning and control of recruitment.
Independent selection of personnel for the TOP positions.
Resolution of conflict situations and labor disputes.
Organization of corporate events and development of corporate culture.

HR Director
Strategic work with personnel in the field of personnel policy in accordance with the needs and goals of the company.
Development and implementation of HR processes in the company, building uniform standards for personnel management, development of regulations and provisions: Personnel policy, Corporate standards, Regulations on departments, Rules for the work of departments, job descriptions.
Management of HR processes: planning, selection, adaptation, evaluation and development of personnel.
Personnel audit, personnel planning and office work.
Organization and coordination of the personnel training process.
Suggestions for improving and optimizing the social and compensation package.
Participation in development KPI systems.
Creation and maintenance:
— an effective personnel reserve for key positions in the company;
— positive HR-image of the company;
- a favorable socio-psychological climate in the team.

HR Director
Development and implementation of the strategy for the development of the HR function within the Holding (Sales, Logistics, Warehouse, Service functions - number of 3000 people).
Participation in the development and implementation of programs to improve the efficiency of all business processes of the company.
Creation of new and maintenance of existing HR methodologies and their development.
Ensuring the achievement of target indicators: compliance with the norms of the Labor Code of the Russian Federation, development and implementation of motivational programs, formation of a personnel reserve, training and development of personnel, staffing, involvement of personnel.
Organization and control of the work of the HR function (subordinate to about 40 people).
Reorganization of HR policies and procedures in accordance with the objectives of the company.
Participation in the HR function automation project – methodological support, implementation of improvements, staff/user training.
Building effective communications and interaction with internal customers, maintaining the internal image of the HR function.
Selection and training of the HR team within the area of ​​responsibility.
Headcount and personnel cost management.
Audit of business processes of the department.

HR Director
Development of a strategy for managing the HR function, development of regulations and policies.
Development of the main directions of the HR department: selection, adaptation, assessment and development of personnel, personnel reserve, motivation, corporate culture.
Creation of an effective recruitment process at all levels: from mass recruitment to top management.
Talent Acquisition: Responsible for the talent acquisition budget, coordinating the hiring/firing process. Overseeing the training of new employees.
Organization and control of the KDP: conducting a personnel audit of several legal entities, organizing the work of personnel records management (control of deadlines and quality).
Ensuring continuous organizational development of the Company and change management as a change agent.
HR brand development. Formation of the image of an attractive employer in the external and internal environment.
Building productive relationships with business leaders of the Company.

HR Business Partner

Goal: development and implementation of a strong HR strategy that ensures the achievement of the company's business goals; achievement of EBITDA&FCF indicators.

• Maintaining a high level of competence of the management team.
• Company security labor resources the required quality in the required quantity at the required time.
• Development of an effective system of material motivation of personnel.
• Increasing labor productivity.
• Building a learning organization.
• Building a strong HR brand.
• Transformation of the HR function to the new realities and business objectives.
• Development of a long-term and medium-term HR strategy, ensuring its implementation.
• Development of personnel policy and standards in the field of personnel management.
• Selection and adaptation of personnel:
• Long-term planning of needs and creation of a system of proactive personnel search.
• Ensuring timely closing of vacancies.
• Maintaining an adaptation system that ensures the fastest exit of a new employee at 100% efficiency, and reducing staff turnover during the probationary period.
• Work with an external HR brand, formation of EVP.
• The system of motivation and remuneration:
• Updating the balanced scorecard.
• Project management on systems of material motivation of top management.
• Monitoring the effectiveness of the remuneration system for all categories of personnel.
• Ensuring the availability of portfolios of goal cards for employees.
• Development and implementation of non-financial incentive programs for employees.
• Education and development:
• Development of a training system in all areas: hard and soft skills, basic tools: LMS, field and on-the-job training, mentoring systems.
• Implementation of a system for evaluating the effectiveness of training, including ROI.
• Development of a personnel reserve system and staff rotation.
• Labor productivity:
• Implementation of programs to increase labor productivity.
• Development of a system for monitoring indicators for assessing labor economics and performance benchmarks (both internal and external).
• Organizational development:
• Implementation of projects to improve the management model and the grading system.
• Organizational efficiency, cost reduction.
• Automation of HR processes, payroll in terms of benefits.
• Increasing the employee engagement index:
• Implementation of projects to increase staff loyalty.
• Involvement of personnel in the development of the company's business, capitalization of initiatives.

5. Examples of achievements/key projects

The main points of attraction in the resume are achievements. Give specific examples of what you did in your current/previous jobs. Use the examples below as a basis for creating your own results. They should reflect the main KPIs of your work, taking into account the objectives of the position for which you are currently applying. These can be results both in numbers and without them.

Key Performance Indicators HR services

• Labor productivity
• The speed of solving production problems
• Change in the ratings of service divisions in the overall rating of the structural divisions of the company
• % of unfilled vacancies during the normal time
• Average time to fill vacancies
• Compliance with the budget allocated for the selection of candidates
• The ratio of employees who successfully passed the probationary period to those who did not pass it.
• % of employees certified by learning outcomes
• % staff turnover
• The number of top managers involved in the company and working in it
• The number of top managers grown in the personnel reserve of the company itself
• Monetary penalties imposed on judicial order due to illegal layoffs
• Volumes of penalties
• Sociometric rating of service units
• Number of certified employees in relation to their total number
• Labor productivity of workers before and after training
• Number of successful appointments for over high positions in relation to the total number of appointments
• NPS Employee Satisfaction Index (eng. Net Promoter Score)
• The index for determining the commitment of employees to the company (index of readiness to recommend)
• Average time to close a job
• Average cost of hiring employees
• Average number of applications received per vacancy
• Average profit per employee
• Average length of service of employees in the enterprise
• Percentage of employees who received an internal promotion

Examples of KPIs results in numbers:

• Restoration of the KDP of the Client (the staff of the client's company is from 1500 people, 5 legal entities).
• Increased staffing by 13%.
  Hiring more than 150 people, 25 of which became managers from the initial position of a specialist.
• Formed the main composition of the group of companies by 98%.
• Reduced staff turnover by 38%.
• Conducted over 1500 interviews.
• Increased the number of full-time employees by 10 times, freelancers by 20 times by optimizing the HR department.
• The indicator of operationally closed positions of line personnel amounted to 96%.
• Reduced the time for performance appraisal of employees by 3 times due to the development and implementation of a new procedure.
• Increased the staff of developers by 3 times, ensured 100% completion of the probationary period. 95% of employees continue to work successfully in the company.
• Ensured 90% turnout at domestic events.
• Reduced costs by 20% by automating business processes.
• Reduced personnel costs by 10% by optimizing the management structure and staffing.
• Developed and conducted more than 150 comprehensive trainings for line managers on labor law, accounting of working time, adaptation and motivation of personnel.
• Reduced the turnover of sales staff by 80% in 3 years through the implementation of projects on grading, the creation of a wage system, time tracking, the development and implementation of KPIs for staff, the formation of job profiles based on a competency model.
• Developed 120 job descriptions.
• Closed 1000 vacancies in 3 months due to the implementation new system mass recruitment.

Not all work results are quantifiable. In this case, you need to present the results in qualitative terms. Focus on successful projects.

Examples of achievements by KPIs without numbers:

• Writing terms of reference for finalization of 1C for the project, control over execution, testing.
• Development step by step procedures personnel operations.
• Successfully passed inspections of the Labor Inspectorate, the Pension Fund of the Russian Federation, the Federal Tax Service, Auditors.
• Successfully completed a series unscheduled inspections GIT.
• No fines from regulatory authorities.
• Positive judicial decisions on labor disputes.
• Conducted research on employee engagement.
• Developed and implemented a system of motivation and incentives for personnel; adaptation programs for new employees.
• Conducted research on employee engagement, identified and described conflict situations and proposed a solution.
• Developed and implemented a training course for the adaptation of new employees.
• Organized and implemented a program to create a personnel reserve.
• He assessed the competence of the staff, developed individual development plans.
• Developed and organized the maintenance of a corporate news portal.
• Optimized the staffing structure and headcount, graded positions.
• Developed and implemented shift method work (calculation of economic efficiency, creation of shift schedules, wage systems, regulatory documentation).
• Formed the direction of personnel management: personnel administration, payroll, selection, adaptation, training; developed new personnel documentation, employment contracts, regulations and work standards.
• Organized the department for the selection and training of personnel from scratch.
• Conducted an audit and organized the personnel department from scratch.
• Created a positive image of the company for candidates.
• Implemented summarized accounting of working time, shift work method, motivational schemes and bonus principles for all levels of personnel.

Awards/diplomas

Received an award in the nomination Best Project- 2016".
Received an award for creating the "X" program (2015).
In 2016, the company entered the TOP-100 companies and received the main award of the International Association "X".
At the end of 2015, he received the title of "Best in Profession".
Received the "Best Employee" award and promotion to the "X" position following the results of 6 months of work.

Key projects

• Creation of a system of remuneration, material and non-material motivation of personnel.
• Creation of an HR academy - a system of adaptation, training and development of personnel, assessment and formation of a personnel reserve.
• Formalization and development of corporate culture.
• Annual interview for all levels of staff.
• Annual employee engagement survey.
• Optimization of the onboarding program for new employees.
• Development of a mentoring program.
• Automation of HR processes, transition to SAP-HR.
• Project of mentoring and personnel reserve.
• Organization of the company's participation in the conferences "XXX" and "ZZZ".
• Creation of a series of summer meetups for students of technical universities.
• He played a key role in project teams to create programs to improve motivation, selection, adaptation, assessment and training of personnel.
• Implemented a project to select a new top management team.
• Management of automation of business processes of personnel administration. Leading major automation projects (electronic books, sick leave, military records, electronic archive).
• Implementation of KPI into the Bitrix 24 system (writing technical specifications, design development, implementation of automatic data calculation at the KPI assessment stage).
• Supervision of the project for the introduction of an electronic archive of personnel records management.
• Development and implementation of a project for the transition to electronic work books for employees.
• Development and implementation of a project for the design of electronic sick leave.
• Participation in the development and implementation of the program for the introduction of electronic digital signatures.
• Implementation of projects for the introduction of corporate culture, a comprehensive assessment of personnel, the development of a tree of company goals and key indicators efficiency, systems of motivation.
• Development and implementation of motivational schemes, a system of motivating factors and bonus principles for all levels of personnel.
• Research on employee engagement, identification and description of conflict situations with proposals for solutions.
• Development and implementation of a course for the adaptation of new employees.
• The program for the creation of a personnel reserve.
• Assessing the competence of personnel and compiling individual development maps for each position.
• Development and implementation of KPIs for the work of the personnel service from the point of view of different target groups: founder, company management, HR service, personnel.
• Development and implementation of an effective management system personnel service holding.
• Conducting trainings on corporate standards.
• Organization and conduct of classroom and field trainings under the program of internal training of employees.
• Work on the topics: "Sales Techniques", "Management of Remote Control", "Product Training", "Typology of Clients", "Effective Negotiations", "Personnel Management", "Personal Efficiency", etc.
• Support and evaluation of employees following the results of training.
• Participation in personnel development projects.
• Development of the direction of work with Universities.

6. Key skills

• Team management
• Project Management
• HR strategy
• Employee management in regions
• HR planning
• Organizational structure optimization
• HR brand development
• Internal communications
• External communications
• HR records management
• HR audit
• Restoration of personnel documents
• Passing personnel inspections
• HR administration
• staffing
• military registration
• Reporting to state funds
• Management Accounting
• HR administration
• HR audit
• Labor legislation of the Russian Federation
• HR document flow
• Automation of personnel workflow
• Development of standards and procedures
• Negotiation
• Project management
• Outsourcing
• Outstaffing
• labor law
• Business process automation
• Resolution of labor disputes
• Conducting interviews
• exit interview
• Corporate culture
• Development and implementation of the KPI system
• Development and implementation of trainings
• Automation personnel processes in 1C: ZUP
• Recruitment
• Recruitment
• Competency interview
• Bulk selection
• Selection of production personnel
• Training
• Staff adaptation
• Personnel certification
• Staff motivation
• Staff development
• C&B Compensation & Benefits
• Information systems in the field of HR
• HR software
• Consultant+
• Budgeting
• Compensation and benefits
• coaching
• Performance Management
• Talent Management
• Hrscanner
• workflowsoft
• E stuff
• English language
• MS Office (Excel, Visio, PowerPoint)
• Consultant Plus
• SAP HR
• 1C ZUP 8.2 (8.3)
• CRM systems
• SP Expert
• Ethics of business communication
• Public performance
• Business correspondence
• Archive formation
• Development of local regulations
• Development of technical specifications
• Resolution of labor disputes
• Grading
• E-Learning
• Teambuilding
• Team building skills
• Networking
• Leadership
• Time management
• Presentation Skills

7. Professional qualities

List personal qualities that are required for the required level of job performance. Choose 3-4 qualities that you possess and include in your resume/cover letter.

• Communication
• Teamwork skills
• Orientation to help and support business
• Proactivity
• Result Oriented
• Ability to quickly respond to changes
• Ready for a dynamic pace and large volumes of tasks and communications
• Ability to communicate effectively and resolve disputes

• Ability to multitask
• Ability to analyze a large amount of information: structure it and identify the necessary data
• Stress tolerance
• Analytic skills
• Organizational skills
• High discipline
• Attention to detail
• Ability to structure and control workflow
• Ability to plan independently working time and prioritize
• Responsible approach to tasks
• Ability to search and find the necessary information in the shortest possible time
• Result Oriented: Ability to set goals and meet deadlines
• Flexibility and speed of thinking
• Punctuality
• Ability to communicate with employees of all levels
• Ability to make contact
• Ability to listen and hear
• Ability to build relationships with department heads
• systems thinking
• Business Oriented
• Ability to work in a matrix structure
• Ability to understand the values ​​of the company and convey to the staff
• Ability to justify one's position
• Ability to make strategic decisions
• Ability to make business-oriented decisions
• Enterprise
• Ability to initiate and implement various ways problem solution
• Strategic and logical thinking
• Ability to initiate and implement change
• Strategic thinking, focus on solving the problems of the "next step", structured and logical, result-oriented.
• High communicative competence, ability to be an equal top manager in a strong management team and inspiring leader for his team.
• Ability to work in a matrix structure.
• Leadership qualities, ability to motivate and lead a team.

8. Examples for the "About Me" section

Section "About me" - general description your professional background. It can be in the form of a short paragraph of 1-4 sentences or a bulleted list. Indicate those aspects of your qualifications that are integral components of the vacancy, such as areas of activity, areas of specialization, key competencies, technical skills, licenses, certificates additional education. For example:

• HR business partner with functions: recruitment, KDP, training, evaluation. Experience in trading companies with a headcount of 500 to 2300. Knowledge of advanced practices and technologies in the HR admin market. Experience in the development and implementation of KPI, assessment, certification and adaptation of personnel. Experience in building a talent pool, internal and external training. Excellent knowledge of the labor legislation of the Russian Federation, experience in the development and implementation of internal regulations, standards, instructions, regulations and procedures. Ownership modern technologies search and selection of personnel.
• I know the techniques of recruitment, selection and evaluation of applicants, I know how to build a recruitment funnel. I know the methods of material and non-material stimulation of the work of the staff.
• Experience in a holding structure of 500+ people. Specialization: KDP site management. Expert knowledge of the laws, regulations, and rules governing labor Relations. Excellent knowledge of HR administration;
  Successful experience of passing inspections, labor disputes. Experience in automation of personnel processes in 1C: ZUP.
• More than 6 years of experience as a Human Resources Manager in large commercial companies (with more than 1500 employees). Supervised by 5 people. Expertise in the field of personnel administration. Experience of transition to centralized and automated process personnel administration. Knowledge of migration legislation (experience in hiring non-residents from visa-free countries).
• More than 3 years of experience in the role of head of HR Administration in a large federal structure with more than 3,000 employees. An experience design work: in the presence of a portfolio of successful cases. Expert knowledge of labor legislation, awareness of all the latest changes. Confident user of SAP HR.
• Experience in the role of the head of the personnel administration department 5 years in a large Russian company with more than 500 employees. Knowledge of advanced practices and technologies in the HR administration market. Experience in working with citizens of the CIS. Experience of successfully passing inspections in state bodies.
• More than 6 years of experience in independent management of KDP and knowledge of all areas of personnel records management and legislative framework by KDP. I am able to resolve controversial issues and quickly respond to changes. Able to organize planned work and accomplish tasks. Ready for a dynamic pace and large volumes of tasks.
• Experience in the position of head of the department of personnel records management and personnel accounting in a large (from 1500 people) company with a developed branch network and several legal entities. Experience in preparing a position on labor disputes, including the experience of personally defending the interests of the company in court together with lawyers. Knowledge of staff appraisal procedures.
• I have the skill of selecting rare, as well as those who are not actively looking for managers and specialists, through social networks, professional communities, receiving recommendations. Ability to identify needs and through them to interest potential candidates to work in the Company. Experience in the development and implementation of KPI, assessment, certification and adaptation of personnel. Excellent knowledge of the labor legislation of the Russian Federation, experience in the development and implementation of internal regulations, standards, instructions, regulations and procedures. I have a high rate of job closures. Experience in closing a large number of "difficult" vacancies in a short time up to 40 vacancies at the same time.
• Experience in a recruitment agency/in-house as an HR generalist for 3 years. Experience in managing and successfully closing IT vacancies of various levels of complexity (development, marketing, sales, PM, etc., including top management). I know how to work with specialized sources of candidate search (forums, networking, recommendations, etc.). I know the market information technologies and all professional resources for personnel search. Experience in organizing personnel assessment, building a grading system, conducting the adaptation process, resolving conflict situations.
• Experience in actively searching for IT specialists (C#, .NET, JavaScript, QA, Mobile, PM) using various recruitment channels: HH, LinkedIn, Facebook, VK, Telegram, GitHub, recommendations.
  Independent selection of candidates for positions of any level (junior, middle, senior developers, testers, project managers). High rates of closing vacancies, knowledge of modern recruiting standards.
• I have a successful experience in implementing and implementing programs to improve the efficiency of business processes in companies different kind activities (retail, construction, services, production): building a system of accounting and control for all HR functions, developing and implementing effective motivational programs, building a system for a comprehensive assessment, training and development of personnel, developing internal communications, an HR brand. I know the Labor Code of the Russian Federation and the KDP at an expert level. In my work, I welcome a systematic approach and the adoption of non-standard solutions for the tasks set.
• Work experience as a Human Resources Director in a large trading and manufacturing company with more than 2,000 employees. Possession of modern HR technologies within all key blocks, experience in implementing and implementing programs to improve the efficiency of business processes: building an accounting and control system for the entire HR function, developing and implementing effective motivational programs, building a system for comprehensive assessment, training and development of personnel, development of internal communications.
• A leader, a born communicator and an ideological inspirer who is able to lead, unite and develop, as well as attract new talents. An optimist with an active life position, a systematic and strategic thinker, an excellent negotiator, a team player, stress-resistant and able to work independently in multitasking mode.
• In my work, I welcome a creative approach and the adoption of non-standard solutions for the tasks set. I have expert knowledge in the field of personnel records management and the Labor Code of the Russian Federation, the main areas of personnel management. I am very good at recruiting and evaluating staff. I know how to build a favorable microclimate, a positive corporate culture aimed at team building and caring for employees.
• Over 5 years of experience in HR management in the IT field. Availability successful projects in adaptation, evaluation, development, staff motivation, development of the HR brand. Knowledge of the Labor Code of the Russian Federation and the KDP at the expert level. Willingness to work for results with very large amounts of information and tasks.
• 7 years of experience as an HR Director manufacturing plant(mining industry) with a staff of more than 1200 people. Excellent knowledge of labor legislation, fundamentals of economics and sociology of labor, modern management techniques production staff and increase its efficiency, confident possession of the summarized accounting of working time. Confident PC user: Word, Excel, SAP HR. Excellent communication skills, responsibility, independence, initiative, pronounced leadership competencies. Active life position, analytical warehouse mind, ability to work with any categories of personnel.
• I have over 6 years experience in HR. I know the technologies of mass selection, assessment and development business games. In practice, she implemented programs of adaptation, motivation and development of personnel. I have expertise in HR administration and writing policies and procedures. I own tools for automating HR processes (1C, E-staff, etc.).

9. Download templates

Choose one of the pre-made templates that suits your work experience.

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Job search and career development coach. The only trainer-interviewer in Russia who prepares for all types of interviews. Resume writing expert. Author of the books: "I'm afraid of interviews!", "To strike on the spot #Resume", "To strike on the spot #Cover letter".

Currently, not a single large company or firm with more than 100 employees can do without the position of an HR manager. Accordingly, there are a lot of requests from employers for this vacancy, but there are also many applicants for this position. Therefore, when compiling a resume for a recruiting manager, it is necessary to make sure that it does not get lost in a series of similar proposals sent to the employer.

Now, thanks to the presence of global network There are a sufficient number of sites offering employment assistance, the job search is divided into several stages:

• selection of a suitable vacancy;
• interview with an employer.

In this list, the creation of a competent resume is of paramount importance, since it is impossible to proceed to the next stage, the interview, if it does not interest the potential employer. A sample resume for a recruiting manager will be presented at the end of the article, and now let's look at the standard sections of the document that are required from the applicant for the position.

The main points of the resume

Regardless of whether the resume will be filled out on job search sites, or compiled in free form, a certain sequence in the submission of information should be followed. The duties of the recruiting manager include searching and selecting full-time employees of various levels, posting vacancies on Internet resources, conducting an initial telephone and personal interview, assessing and deciding on the compliance of the applicant's competencies with the declared vacancy, forming a personnel reserve and maintaining a personnel database. When compiling a resume, it is desirable to focus on the presence of the above basic knowledge and skills.

Vacancy or purpose of resume

This is an important point for recruiters, which helps to attribute the applicant to a specific group of applicants. It prescribes the position that the author of the resume wants to take.

Photo and personal data

This section indicates the full name, date of birth, place of residence, contact phone number and Email where the applicant can be contacted.
Regarding the placement of a photo, opinions differ, however, the presence of an image allows you to personalize a resume, it ceases to be faceless.

It is important to bear in mind that you can’t put a photo in an informal setting, on vacation, with your family in a resume, it should be a strict official image that allows you to form a favorable impression about the applicant.

Education, advanced training courses, trainings

It contains information about the university, specialization, qualifications, years of study, date of issue of the diploma. In addition, information is entered on all types of additional education that are of value within the framework of the selected vacancy. For an applicant for the position of a recruitment manager, a psychological or special education in personnel management is allowed.

work experience

This block lists all previous places of work, periods of labor activity, position held and, briefly, duties performed. Here you can specify the contact phone number of the immediate supervisor from the previous place of work, who could give recommendations to the applicant as a specialist. Such an addition causes more confidence in the potential employer to the information presented in the resume.

HR manager

Income level

Personal data

Place of residence: Moscow, (nearest metro station)
Date of birth: May 25, 19.. (.. years)
Family status: Married, have children

Education

Institute of Economics and social relations, Moscow city
Faculty: Personnel Management
Specialty: Personnel Management
Form of study: Full-time / Full-time

03.20.. - Moscow Business School, Certificate of advanced training of the state sample, Moscow
Course name: Part-time advanced training course: Fundamentals of personnel management in an enterprise (SCHOOL OF PROFESSIONAL HR: search, selection and adaptation of personnel)

08.20.. - Diversey LLC, Khimki
Course name: Training on working with international tests

05.20.. - Diversey LLC, Khimki
Course Title: Negotiation Training (Interview)

10.20.. - NOU Vocational Training Center "Career", Diploma, Moscow
Course name: Accounting and taxation using the program "1C Accounting"

work experience

07.20.. - XXX LLC, Moscow
Scope of the company: Manufacturing company.
Position: Recruitment and organizational development manager

Responsibilities:

Recruitment functions;

Interaction with the management of departments: coordination of requirements for specialists, submission of candidates for consideration;

Placement of vacancies on the Internet. Organization and control of payment for services of Internet sites. Participation in job fairs;

Search and selection of office staff: marketing, accounting, finance, sales (head of marketing department, senior accountant, accountant, head of sales, customer service manager, process engineer, process chemist, business development manager, food safety and labor protection, service engineer, project engineer, regional sales representative), administrative staff (administrator, customer service specialist, purchasing specialist, logistics specialist,), etc.;

Coordinating all stages of interviews with candidates, conducting interviews and testing candidates (working with test systems SHL, PAR, Chally);

Approval of salaries for final candidates based on the results of an interview with management;

Entering all processes for the search, selection and hiring of employees in the People Soft (Oracle) system (creating a candidate card: full name, date of birth, salary, exit date; creating a position card);

Participation in the organization of workplaces for new employees (taking photographs for a pass, preparing an application for a workplace, checking the installation of a workplace by the day a new employee leaves); for engineers and managers - ordering a car, tools for work;

Adaptation of staff: tour of the office, preparation and issuance of an adaptation sheet, newsletters, adaptation talks during the Spanish period. term, the final interview based on the results of the passage of the Spanish. deadline, sending congratulations by mail on the successful completion of the Spanish. term;

Maintaining reports in Excel (the number of closed / open vacancies, staff adaptation);

Monitoring of the labor market (Moscow and regions of the Russian Federation), the level of wages in the labor market, etc.;

Regional selection of personnel - remotely (without going on business trips) - (Krasnodar, Sochi, Rostov, St. Petersburg, Volgograd, Novosibirsk, Yekaterinburg, Samara, Nizhny Novgorod, Saratov).

Organizational functions:

Organization of trainings for company employees in the company's office, in conference rooms at hotels for 10–100 people, as well as online trainings in the LMS system (Oracle);

Participation in the organization of corporate events;

Participation in conference calls between countries to provide company employees with information about the latest changes and innovations;

Organization of events to unite and bring the behavior of employees in line with the corporate culture of the company;

Preparation of documents for foreign employees required to work in Russia;

Organization of meetings of foreign colleagues, excursions and joint trainings;

Communication with the head office regarding the opening of new branches, preparation of necessary documents.

Reason for leaving:

Additional Information

English: fluent
Spanish: Spoken
Computer skills: Advanced user level computer skills (1C: Enterprise 8.1; Windows XP, Vista; Microsoft Office (Excel, Word, PowerPoint, Outlook); Internet Explorer, Opera, Firefox, GOOGLE)
Driver license: Category B
Willingness to travel: Yes

Key Skills and Achievements

Promoting the theory of intellectual capital;

Scientific activity in the field innovative projects and education reform, also on global issues of the world economy;

During her studies, she developed the following topics: "Labor and labor force", "International division of labor", "Intellectual potential of a modern employee", "Levels of motivation", "Education and work".

Once I really wanted to get from school psychologists to commercial organization for the position of Human Resources Manager. I studied articles on how to write a resume, where to look for a job, and how to behave in interviews; tracked all job advertisements in newspapers and in the "creeping" line. I was lucky - I was invited for an interview at a recruitment agency, and I became a recruiting consultant. This was my first success! Next was the position of Human Resources Manager in trading company, then the head of the personnel department in a large federal company. Currently, I have my own project on the Internet "School of HR Managers", where I share my practical and theoretical experience with those who want to work in the personnel field.

Now I understand that my first success was natural: I had a strong desire to get into the personnel sphere and a thorough theoretical preparation for a new job.

So, I propose to start preparing for you!

First, of course, it is worth considering what kind of employer you are looking for. The HR manager represents the interests of the organization and the employer, so he must be as loyal as possible to the organization in which he works, share its mission.

How to choose an employer?

You must define a list of requirements for the employer. For example, such as status ( international company, a large holding, etc.), personnel policy, the possibility of training, development and career growth, the availability social programs(voluntary medical insurance, accident insurance, etc.), psychological climate in the team, corporate culture.

In my life, I had to deal with employers who consciously did not invest in the adaptation of their employees (“The fittest will survive!”); did not think over the possibilities of vertical and horizontal career growth (“If you don’t like something, let them leave. Others will come in their place!”); cared only about momentary gain. Naturally, the main part of the time of the personnel manager working in such a company was spent on the analysis of conflicts arising from the wrong actions of newcomers, on the constant selection of new employees and the preparation of personnel documents. No one lived to see the personnel assessment procedure.

And at the same time, there were employers who carefully chose their employees, then trained them in detail and with high quality and tried to appoint only “self-grown” specialists to leadership positions. In such a company, the HR manager organizes training, conducts staff assessments, thinks over a motivation system, conducts events to form a corporate culture, and does a little bit of recruiting.

I think you yourself will be able to conclude which employer is more interesting to work for.

Who can work in HR?

Despite the fact that often vacancies in the personnel field are called the same - HR manager, they still have their own specifics. And knowing this specifics, it will be easier for you to understand who you will be more comfortable working with.

1. HR manager prepares recruitment applications, places vacancies in search sources, evaluates candidates' CVs, invites them and conducts an initial interview, arranges interviews of candidates with an employer (internal or external), monitors results and informs candidates about decision. It also transfers information about the candidate to employees who will be engaged in the adaptation of the employee, or does it himself.
2. Training manager or training manager(internal training manager or personnel development manager in an organization) provides training for employees within the company (functional and production training, training in business skills, product, service, assortment, etc.).
3. Personnel Inspector leads personnel office work in full (or a certain amount employees) in accordance with the requirements of the labor legislation of the Russian Federation (hiring, transfer, dismissal, vacations, maintenance of vacation schedules, timesheets, etc.); prepares reports, certificates, copies of work books; advises heads of departments.
4. Head of personnel department. In a small company, the functions of the head of personnel are similar to the functions of the director of personnel in large companies.
5. HR Director performs many functions.

Strategic role: is a member of the company's management (board of directors, management board) and participates in the development of the company's plans, makes proposals for optimizing its organizational structure, evaluates the planned actions of the management from the point of view of the personnel management department.

Corporate culture: develops corporate standards and company rules Short story company, its mission, main goals and objectives, structure, rules of corporate conduct, etc.).

Recruitment: develops and implements a comprehensive system of planning, selection and adaptation of newly recruited personnel.

Training: thinks through the system of training and advanced training of personnel, develops and implements a system of certification of employees.

Compensation system(bonus, bonus policy): develops effective system to stimulate labor, aimed at maximizing staff motivation, implements social programs (medical insurance, food, other benefits).

HR management: exercises control over the execution of employment contracts, work books, sick leaves, vacations, orders, etc. Solves disciplinary issues. Interacts with government agencies and trade unions.

Conflict situations: prevention, diagnosis and resolution of conflicts within the company.

General leadership: carries out general management of the personnel management department, control over the compliance of the personnel policy and activities of the company with Russian labor legislation.

How to write a resume for a Human Resources position?

HR managers know perfectly well how to write a resume, so you just need to polish this knowledge and follow this recommendation: carefully fill out responses to each vacancy! For example, you have a resume with the title of the position "HR Specialist", and the vacancy says that the employer is looking for a HR specialist. Do not be lazy, remake the title of your resume, let it completely match the name of the employer's vacancy. Sometimes a poorly prepared person may be involved in the selection of a resume in a company, and he will simply reject your resume due to a mismatch in titles.

Be sure to carefully study the experience requirements of the candidate for the vacancy. If you have the required experience, but for some reason is not listed in the resume, do not forget to add it. If not, and it is of great importance for this position, then write a cover letter in which you indicate the possibility of prompt study of this issue by you.

Candidates without work experience are better off choosing the appropriate vacancies. At the same time, you can apply for vacancies where minimum requirements are imposed on work experience, for example, 1-3 years. In this case, your response must be provided with a cover letter, it will highlight your resume from the rest of the responses.

What to write in a cover letter?

1. You must justify why you are attracted to this company as an employer and emphasize your desire to work for him.
2. You must write what exactly attracts you to this vacancy.
3. Indicate that during your studies you wrote term papers or dissertations on this direction or trained in this specialty.
4. Inform about additional training in the specialty, knowledge of practical methods of work (courses or trainings from practitioners).
5. If you do not have experience in any of the areas indicated in the vacancy, then emphasize that you can learn this in a short time (or have theoretical developments, internship experience, etc.).
6. Mention the ability to quickly and efficiently absorb material of any complexity.

Sample cover letter for a candidate with no work experience:

I do not have direct experience as a recruiting manager, however, during the training, the topic of my thesis was "Practical methods for assessing personnel when hiring." To write it, I studied a large number of books on the subject, received many trainings from practitioners, conducted a survey and processed *insert number* of questionnaires and got the following results…

I hope that all the knowledge gained and the ability to learn quickly will help me become a successful employee of your company in a short time!

Candidates who want to change their field of activity and get into the field of HR will need to describe their experience in detail in their resume, focusing on those functional duties that overlap with the duties of an HR manager. For example, the experience of managing people, recruiting for your structural unit, organizing an adaptation program for employees, working with personnel documentation during the vacation period of the HR manager, participating in the preparation of local regulations and personnel motivation schemes. And if the vacancy meets the requirement of experience that you do not yet have, then you need to write a cover letter and indicate that you already have theoretical knowledge or a great desire to learn in a short time.

An example of a cover letter for candidates who want to change their field of activity:

Hello! I am very interested in the vacancy of a recruitment manager in your company. I am attracted by the opportunity to work in such a large company as yours, first of all, because you are ready to invest in the training and development of your employees, as well as ensure career growth within the company.

At the moment, I have experience as a sales manager in a trading company for 1.5 years, experience in successful sales, communication with clients at the level of top officials. While working at this company, I participated in several internal projects: holding a competition for the title of "Best in Profession" and creating incentive schemes for sales managers. In addition, during the vacation period of the HR manager of our company, I partially conducted personnel records management (drawing up documents for admission, dismissal, vacation).

I am a successful and productive sales manager! However, at present, the HR sphere attracts me very much precisely because of its ability to form a team of high-performing employees, organize the process of their adaptation and evaluation.

I hope that all my knowledge, experience, activity and ability to learn quickly will help me become an effective employee of your company in a short time!

I would be very happy to invite you for an interview!

Should you call your employer to make sure they have received your resume?

Most employers are very supportive of candidates who call to clarify the fate of their resume and are interested in the possibility of an interview. Employers believe that in this way candidates show interest in the vacancy. So call and ask a question: “Yesterday I sent you my resume. Did you receive it? Can I expect to meet?"

Get ready for a call from your employer!

I think if you carefully chose your employer and vacancy, then this recommendation will be easy for you to implement. An experienced HR manager who will call you on behalf of the employer will immediately appreciate if you:

1. from the very first minutes of the conversation, they understood which company representative was calling you;
2. said that you remember the job requirements and working conditions;
3. they said that you have already studied the map and know how to get to them;
4. easily agreed to revise their schedule in order to get an interview with the employer.

So you will make a good impression on the employer even before a personal meeting and will surely receive an invitation to an interview!

How to interview for the position of HR manager?

Now only the last stage remains - to pass an interview. In my opinion, in order to easily pass an interview for the position of a personnel manager, you must clearly understand that this employer is not the last one in your life! And if you don't apply for this job, you will have many more interesting works that you will love!

For any interview, you need to prepare, study information about the employer, study the vacancy. Understand and be able to tell why you chose this particular employer and this vacancy.

Here are the 3 most common interview questions candidates ask:

1. Why did you choose our company and this position?

How to answer this question, we have already said: “I am attracted by the opportunity to work in such a large company as yours, primarily because the company is ready to invest in the training and development of its employees, the possibility of career growth within the company”, “I am attracted to work in the field of HR precisely by its ability to form a team of high-performing employees, organize the process of their adaptation and evaluation.”

Be sincere and open in your response. Find in the company and in the vacancy exactly those moments that really attract you.

1. Where do you see yourself in 2-3 years?

The question aims to find out how your individual development plans fit in with your employer's plans and capabilities. When answering it, you should understand whether there is a career opportunity for this position in this company. This, as a rule, is already indicated in the job description.

• If there is an opportunity for career growth and you want to grow vertically, then boldly answer that you see yourself as a leader.
• If there is no opportunity for career growth, then we can say that you are interested in developing in your profession: there are still many areas in which you need to improve.

1. Three companies have made you a job offer and are waiting for your decision. By what criteria will you choose a job?

This question is aimed at finding out your motivation: what is most important to you in your work? Answering this question, it is best to say that first of all, the opportunity for professional and career growth is important to you, then interesting and challenging tasks, and then mention a good level of wages!

Concluding my article, I want to say that working to your liking is a reality. You just need to be able to find one! I wish you good luck in this!