I was lucky enough to interview one of these big shots. It was 2004, and I was applying for a job at a large defense company. One of the decision makers was a shabby red-haired guy of about 60. He casually lit a cigarette right there in the Belomor office and started a casual conversation about this and that. Five minutes later, I caught myself thinking that I had already managed to tell the guy my whole story, describe all my experience, and tell him whether my grandmother had been in the occupied territories during the war.
The Soviet Approach
Communist ideology did not assume freedom of trade. Of course, in light of this, a Soviet person should not be engaged in selling his labor, and an employer – in buying. The hiring process was a logical continuation of the total distribution of goods. Despite the fact that the slogan “from each according to his ability, to each according to his work” sounded quite in the spirit of the market, the worker did not have to prove the presence of these very abilities. But completely different qualities were required, allowing one to become a little “more equal than others” in the process of dividing up jobs.
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Grab any smart person, or whoever the boss points to
As we remember, in 1992 the “largest geopolitical war” broke out. And changes began to occur no less rapidly and radically than, say, in 1917. By that time, the first swallows of capitalism had been circling the country for several years already – they were called by the now forgotten word “cooperators”. It was then that the recruiting trend was born, which continued throughout the 90s – that is, recruiting as such was still out of the question (at all). Relatives, friends, and necessary people were taken into the actively emerging commercial structures – JSC, JSCOZT, SP – and decisions were made as spontaneously as possible. The lexicon of that time did not include the concepts of “selection” and “assessment”.
It is understandable – state enterprises were in the process of half-decay. Privatization and corporatization, and no one really understood what would happen in a year or two. In general, people expected that we would be “like in the West.” Of course, at first, the new capitalists preferred to borrow the external side of the process, often simply following fashion. The real needs of business were not yet so sophisticated as to really clone Western models.
Technological ecstasy and the first field marketers
Time passed, and capitalism ceased to be completely wild. The market became more and more complex. New goods, services, entire industries appeared on it – and therefore, people who provided such growth. Business owners gradually began to be imbued with an obvious thought. Attracting “human resources” from outside is inevitable, it is impossible tThe ultimate guide to chatgpt wordpress to control the quality of this resource every second – and therefore, selection technologies are needed. Moreover: we need technologies for assessing those who have already passed through the sieve of selection technologies. And, of course, we need people who possess all these technologies!
The era of Y-generation and employer brand management
Of course, the era of terrifying seriousness and meticulous adherence to technology could not last forever. The generation that burst onto the labor market around 2009-2014 (the Y generation. Also known as millennials) mixed up the cards for recruiters who thought in the style of the “zeroes”. Somehow. It turned out too unexpectedly that structure, logic, hierarchy. And consistency of career development cause them mortal boredom.Moreover, even the mantras of “company stability” and “career growth” do not work on the younger generation. They need something closer, more concrete and tangible. Something that is expressed by the capacious word “fun”.
Reducing Costs and Automating HR Marketing Activities as a Trend
We write “further” and mean the next 2-3 years. Everything that can be automated in ao lists recruiting will be automated. It’s not just about the banal screening of resumes: companies are already testing recruiter bots that will conduct interviews online. And, as we understand, this is an additional resource for merging recruiting and marketing!
For this, HR specialists will have to master the basics of CRM management or die. Being an HR specialist and a marketer at the same time will no longer be enough. However, there is another option – the widespread inclusion of IT specialists in HR structures.
