PERSONNEL MANAGEMENT: ADVANTAGES AND DISADVANTAGES OF USING RECRUITING TECHNOLOGIES AND HIRING AUDIT

Abstract

The article presents and substantiates the importance of comprehensive recruitment of personnel and hiring audit within the enterprise management system. It is noted that in the structure of the personnel management system, it is worth highlighting the personnel recruiting and hiring audit subsystems, which are closely interconnected and logically complement each other. The essence of personnel recruiting is determined as a set of processes aimed at finding and selecting personnel of the necessary professional and qualification level to ensure the sustainable development of the enterprise. The effectiveness of recruiting depends on the professional level of the recruiter and his ability to use innovative methods and technologies for personnel selection. Recruiting technologies are conventionally divided into two types: mass recruitment and executive search. It is noted that recruitment can be carried out directly by employees of the personnel management department, or, if necessary, recruiting agencies can be involved in this process. It is expedient to search and select personnel both among the company's employees (internal recruiting) and to attract new employees who are available on the labor market (external recruiting). The main advantages and disadvantages of internal and external recruiting are considered. It is noted that recruiting agencies offer professional services in the search and selection of personnel, using a wide range of methods and technologies. It is noted that staff recruitment must be carried out in a complex combination with a hiring audit, as this approach contributes to the formation of a professional workforce at the enterprise and helps to avoid unnecessary costs associated with the selection and recruitment of personnel. The main focus of the personnel recruitment audit is defined and its advantages and disadvantages are indicated.