What is the personnel reserve for?
The goals of creating a personnel reserve may be different, but all of them are tied to one thing - the continuation of the successful activities of the company.
For example, in the event of a sudden departure or protracted illness of a key employee, the company's work may stall. Such a case does not lead to a long search for specialists, interviews and a probationary period as an intern. A worker is needed here and now.
Another option is a struggle for a place in the sales market. Each company seeks to prove itself from the best side, therefore placing a vacancy on public display is a risky step, fraught with a loss of reputation. For most people, the search for employees is associated with the instability of the company, the dissatisfaction of employees, and therefore the poor quality of services or products. In this case, it is simply necessary to quietly find a worthy replacement.
The selection and adaptation of a new employee is always a cost. It’s good when you can close a vacancy not only in a short time, but also with minimal financial expenses.
Types of personnel reserve
In all these cases, the presence of a personnel reserve is simply necessary. It is of two types: internal and external. In the first case, the situation in many companies is optimistic: there will always be an employee within the state who is ready to go for an increase or to combine work.
With the external personnel reserve, things are much worse, because few can boast of a list of resumes of applicants who are ready to instantly respond to the call of the company. Moreover, the qualifications and professionalism of candidates should be at a high level.
Who is included in the external personnel reserve
HR specialists simply need to maintain their own database. It will consist of workers of three qualifications:
Top managers and line managers - the search for personnel is carried out with the involvement of specialized recruitment agencies, the participation of company management and experienced recruiters from the state is necessary, the interview takes place in several stages.
Rare and narrowly focused specialists - it is recommended to search for personnel from studying the practical part, attracting the recommendations of related companies, it is better to conclude a contract with a specialist of a temporary nature, recruiting agencies are involved at will.
Easily replaceable positions - the base of such employees is made up of resumes of candidates who previously responded to the position; for help, you can turn to job search sites and the electronic resume database.
So, it is necessary to maintain an external personnel reserve for the image of the company, stabilization of high productivity, as well as to avoid costs. External talent pool must be filled with employees of different categories. The management of the company itself, staff recruiters and recruiters from recruitment agencies should take part in this.
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