External personnel reserve is ...
In the survey “ Does your company (or do you personally, as a PM) manage external personnel reserve? ” At the moment 60% answered “What is this?”. To clarify the situation a little post. To HR-managers, please correct where wrong or supplement.
External personnel reserve is a base of specialists, which, first of all, must / can be taken on vacant vacancies.
The problem is that people sooner or later for various reasons leave the company. Quickly close a job is not always possible. You can publish a resume, you can contact the HR offices, and you can get your own database of specialists and invite someone.
IMHO, the advantages of the base of the external reserve is how it is formed. It is possible to form a base in order to quickly close vacancies, then there you can simply bring in all of the specialists who have met who are suitable for this position. It is possible to form a base for the purpose of qualitatively closing a vacancy, then people who are sure of, worked with, personally recommended, etc., get into the base. Surely there are more goals for which such a base would be useful. You can have several bases for different purposes.
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The value of such a database is, if it is long enough and filled with reliable information. Having implemented this in the company certainly can not get the effect in a month.
It so happens that you have to work with different people in different areas in different projects. From project to project, people change. Constantly there is a need to find a person with certain competencies. Do not look for it on the sites of work (although this is also a way out and sometimes you have to do this). Here for myself, I decided to create a personal base of external personnel reserve.
I read that large companies recruit staff only through an external reserve. Those. they constantly monitor the labor market and collect / update the external reserve base. When it is necessary to replace someone, or expand the staff, the necessary person is taken from the reserve and the issue is resolved.
Read, please answer in the poll here .
External personnel reserve is a base of specialists, which, first of all, must / can be taken on vacant vacancies.
The problem is that people sooner or later for various reasons leave the company. Quickly close a job is not always possible. You can publish a resume, you can contact the HR offices, and you can get your own database of specialists and invite someone.
IMHO, the advantages of the base of the external reserve is how it is formed. It is possible to form a base in order to quickly close vacancies, then there you can simply bring in all of the specialists who have met who are suitable for this position. It is possible to form a base for the purpose of qualitatively closing a vacancy, then people who are sure of, worked with, personally recommended, etc., get into the base. Surely there are more goals for which such a base would be useful. You can have several bases for different purposes.
')
The value of such a database is, if it is long enough and filled with reliable information. Having implemented this in the company certainly can not get the effect in a month.
It so happens that you have to work with different people in different areas in different projects. From project to project, people change. Constantly there is a need to find a person with certain competencies. Do not look for it on the sites of work (although this is also a way out and sometimes you have to do this). Here for myself, I decided to create a personal base of external personnel reserve.
I read that large companies recruit staff only through an external reserve. Those. they constantly monitor the labor market and collect / update the external reserve base. When it is necessary to replace someone, or expand the staff, the necessary person is taken from the reserve and the issue is resolved.
Read, please answer in the poll here .
Source: https://habr.com/ru/post/64063/
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