How to hire employees for the first time (for a new company). Recruitment and hiring of personnel - step-by-step instructions on how to search for and hire employees How employees are registered as a sole proprietor

Personnel are one of the main resources of any business. Often individual entrepreneurs start activities on their own, without involving employees. But when it comes to true entrepreneurial success, achieving it alone is very difficult. Can an individual entrepreneur hire workers? Are there any restrictions here?

Who can be an employer

Employers in labor relations can be both legal entities and individuals. Moreover, the Labor Code distinguishes between an ordinary individual and an individual, endowing them with different rights and responsibilities.

Thus, an ordinary individual can enter into an employment contract with domestic staff or with another performer for the purpose of personal service. However, such an employer does not have the right to enter a record of employment in the work book. Until 2006, entrepreneurs did not have this right, which is why the question arose: “Can an individual entrepreneur hire workers?”

In 2018, the answer to this question is, of course, yes. When hiring an employee for an individual entrepreneur, an entrepreneur bears the same responsibilities as an employer as an organization, with a few exceptions. For example, only legal entities are required to pay compensation for staff reduction.

Employer Responsibilities

It is advisable to know about the employer’s responsibilities even before the individual entrepreneur hires an employee. The labor legislation of the Russian Federation is quite strict and is more aimed at protecting workers than at the interests of business.

An individual entrepreneur with hired employees must:

conclude in writing;
provide the employee with information about his job responsibilities and familiarize him with local labor regulations;
create a safe workplace and provide the employee with everything necessary to perform their job functions;
pay wages at least twice a month;
transfer and provide annual paid leave at your own expense;
timely withhold personal income tax from salaries and other payments to personnel and transfer the tax to the budget;
submit reports on employees to the Federal Tax Service and funds;
maintain personnel documentation.

To reduce the administrative and financial burden, some individual entrepreneurs strive to conclude an employment contract with their employees instead of an employment contract. Under such an agreement, the relations of the parties move from labor to civil law.

In this case, the customer pays less insurance premiums for the contractor, does not issue payments for temporary disability and maternity, does not pay for vacation, is not obliged to create working conditions, etc. Sometimes it's really justified. For example, in your business you need some one-time service or a certain amount of work. In this case, hiring an employee is not necessary.

But keep in mind that government agencies (IFTS, funds, labor inspectorate) will carefully check whether you had grounds to enter into a GPC agreement. Article 5.27 of the Code of Administrative Offenses of the Russian Federation even contains a special sanction for concluding a civil contract in the presence of actual labor relations. For individual entrepreneurs this is a fine of 5 to 10 thousand rubles.

How many employees can an entrepreneur have?

How many people are allowed to hire individual entrepreneurs with employees in 2018? You can get very different answers to this question, most often they say 100 people. In fact, restrictions on the number of employees are not related to the organizational and legal form of the employer (individual entrepreneur or LLC), but to the chosen one.

If an entrepreneur works for or, then he can hire no more than 100 people. The restrictions are even stricter - no more than 15 employees based on the average number of employees. Fishing productions can accommodate up to 300 people. And for those who have chosen the general taxation system, there are no restrictions on personnel, so theoretically the average number of employees of an individual entrepreneur with employees can be anything.

In addition, if an entrepreneur applies for government support for small and medium-sized businesses, then the number of employees also matters. A micro-enterprise can have no more than 15 employees, a small enterprise - no more than 100 people, and a medium-sized enterprise must not exceed 250 employees.

Are you planning to hire employees? Don't forget about paying salaries. Many banks now provide favorable conditions for opening a current account and maintaining a salary project. This is how the bank offers its clients:

free salary project,
crediting of salary to the card on the day of sending,
free current account,
service 24/7.

Is it necessary to register relatives of individual entrepreneurs for work?

Should an entrepreneur draw up an agreement if he has relatives working for him? It all depends on the nature of the relationship. There is no concept of a family business for individual entrepreneurs, even if we are talking about spouses who have a common budget.

If this is truly irregular assistance for which the entrepreneur does not pay, then Article 37 of the Constitution of the Russian Federation can be applied here. According to this norm, everyone has the right to freely use their ability to work, including providing services to someone or performing work for free.

But more often than not, the supposedly gratuitous help of relatives hides an employment relationship that is of a regular nature, involving the performance of specific duties and the receipt of a certain remuneration.

Even if you enter into a written contract for the provision of services free of charge, the court will decide whether there are signs of an employment relationship. The Federal Tax Service and Rostrud, when discovering an unregistered employee, of course, insist that this is a violation of labor legislation and the rights of the employee himself. There is positive judicial practice on the issue of holding an individual entrepreneur liable, but the proceedings in court will be very thorough.

As an example, we can cite the resolution of the Nizhny Novgorod Regional Court dated 03/05/2013 in case No. 7-133/2013. They tried to fine an entrepreneur for hiring a foreign citizen relative only based on the fact that he was in the premises rented by the individual entrepreneur. Moreover, it was possible to achieve the cancellation of the fine only in the second court instance.

Thus, the activities of an individual entrepreneur with employees who are his relatives also fall under the norms of labor legislation. In addition, do not forget that a relative you have not registered will not have work experience and pension savings. Will you support him at your own expense in old age? Isn't it better to conclude an employment contract and ensure that he receives a pension?

How to register an individual entrepreneur

And now a brief instruction on how an individual entrepreneur can hire an employee. The registration of an employee in 2018 takes place according to the norms of the Labor Code.

Within three working days from the start of work, prepare and sign an employment contract with the employee. Upon signature, familiarize the employee with the local labor regulations in force at your enterprise. These may be internal labor regulations, job descriptions, regulations on the procedure for processing personal data, regulations on remuneration, etc. If you have less than 15 employees, then you belong to a micro-enterprise, therefore you have the right to conclude a contract approved by the Government of the Russian Federation. This agreement was drawn up taking into account all the requirements of the Labor Code of the Russian Federation and replaces many local acts.
Issue an order to hire an employee in Form No. T-1 and issue a personal card in Form No. T-2. All standard personnel forms can be downloaded from.
Make the appropriate entry in your work book. Registration of an employee in 2018 no longer requires a mandatory individual entrepreneur seal, but if you use it, you can put a stamp in the work book.
If this is your first contract with an employee, then within 30 days after its conclusion as an employer. Since 2017, it is no longer necessary to register with the Pension Fund on your own. Information about policyholders is transmitted to the Pension Fund by the tax office where you are registered.
Familiarize the employee with his responsibilities and create the conditions necessary to perform them.

When selecting personnel, pay attention to performance.

Before you start reviewing a resume and the initial selection of a candidate, it’s a good idea to formulate for yourself the goals and objectives that the new employee will face. Moreover, it is better if these are not some vague indicators and work, but a clearly formulated “task for tomorrow.”

In addition, if a new employee has to become part of an already close-knit team, then it is a good idea to immediately identify common human qualities that will help him quickly integrate into the company’s work environment and perform assigned tasks productively. If you want to hire a freelancer, treat this no less responsibly, since the person will have to work and perform tasks productively from a distance, and this can sometimes be even more difficult than for an office colleague.

1. Quickly review your resume
This is the first and, as it may mistakenly seem, the easiest stage of personnel selection. At this stage, you should pay attention to how competently, structured and comprehensively the applicant described himself in his resume. Education and previous work experience must be indicated.
Many recruiters insist that the resume should fit on one, maximum two pages and be quickly perceived by a busy manager - after a quick glance for 2-3 minutes, you can say - look further or refuse the candidacy.

2. Required fields in the resume
General data – last name, first name, age, contact information. In addition, education and work experience, as well as, at the request of the applicant, special courses, trainings, achievements, and awards can be indicated. Please note that people in creative professions, such as designers, for example, can provide a fairly brief resume, but must accompany it with a comprehensive portfolio. It would be great if it was provided in a separate file with explanations, and worse if it was simply sent a list of links where you can view the work.

3. Selection factors based on resume
The first, but not the main one, is the employee’s age. The age of an applicant for a new position should not exceed the average age of the team in which he will have to work. Here the exception can only be for high management positions that require varied and solid work experience.

Second, pay attention to the vacancy’s compliance with the candidate’s education and work experience.
Third, the position matches the vacancy. Here it is important to take into account previous work experience; perhaps the candidate has simply “grown” from the previous position and, therefore, is looking for a new job.

In addition, there is an opinion that a person who changes jobs frequently (once or twice every six months) will not stay with you for long, and an applicant who has worked at his previous job for more than five years will find it difficult to adapt to new conditions.

4. Interview
When inviting a person for an interview, pay attention to how punctual he is. We meet based on the results. After general acquaintance, move on to professional issues. It is better to prepare two blocks of questions - about the effectiveness of previous work. Try to find out whether the person is able to evaluate the results of his work and what the actual performance of your candidate is. Ask as many questions as possible about the results achieved.

If your interlocutor can easily formulate the quantitative and qualitative results of his work at previous places of work, then most likely you are dealing with a responsible employee who can become part of the team. Such a candidate will not go to work for show; he will be able to clearly formulate a task for himself based on the general concept of the plan, carry it out and be interested in the effectiveness of the work.

Next, move on to questions about daily professional activities. Let the applicant describe his usual working day, what kind of people he prefers to work with, the ideal qualities of employees, colleagues, work situations that he remembers and in what conditions he would absolutely not be able to work. Relate the answers you receive to your company's activities. This is usually followed by a block of questions about wages, a description of working conditions, and professional nuances.

5. General rules for interviews
Listen carefully to the interlocutor, show interest in the conversation, communicate politely and respectfully. Try not to deviate from the course of the interview on unrelated topics, although detente is sometimes necessary. Immediately warn the candidate about the number of interviews or test tasks, if any.

Do not conduct an interview for less than five minutes - if it immediately becomes clear that the applicant is not suitable, move on to the block of questions and professional activities, but limit yourself to 3-4 questions. Take the time to notify the candidate of the outcome of the meeting, even if the answer is no.

Be selective in recruiting staff, because this is your team and your result!

Hello! In this article we will talk about personnel selection. Today you will learn what stages of personnel selection exist. What system is used to select the personnel needed by the company? What to look for when recruiting employees.

How to search for employees

Just as any employee wants to find a decent place to work, the employer wants to select employees who would not just sit through working hours, but would also be qualified, responsible and purposeful. This is completely normal, since the staff is the “face” of any company. Employees can raise a company to a high level, or they can destroy it.

From time to time, any company needs new employees, regardless of its field of activity. If there are HR workers or hiring managers on staff, then they take on this task. As a rule, they work with proven sites, where there is always a sufficient number of candidates for almost any vacancy.

Such sites include:

Job search sites;
Social media;
Recruitment agencies.

But there are many more search options, you just need to use them wisely. Let's take a closer look at them. We will not include classic options here, since we have already mentioned them above.

Let's consider options that are not used so often:

Official website of the company itself. To search for employees, they usually open the “Wanted” or “Company Vacancies” section. This is very convenient, since any candidate can leave a response to a vacancy that interests him, not only post a resume, but also fill out questionnaires, take tests, and so on.
Job sites. The most common option for finding employees.
Using television. This opportunity depends, first of all, on the company's budget. You can create an entire advertising video about a specific vacancy, or you can simply place an ad in a running line.
Posting information about vacancies on electronic maps of your city. These are Double-GIS, Yandex maps and so on.
Use of personnel reserve. This is great, but you need to create it first (we'll talk about this later);
Find employees among freelancers. An excellent option if the vacancy does not require constant presence in the office;
People who have already worked in the company before, who left without scandals for objective reasons;
Poaching people from other companies(not entirely fair, but as an option);
Posting information about vacancies in beauty salons, cafes, shops;
Announce vacancies in institutes and colleges in your city;
Holding an Open Day at the company– a great opportunity to show the company from the good side and fill a vacancy.

These are options that are available to the vast majority of companies looking for employees. You just need to apply them correctly. All these search sources, in turn, can be divided into internal and external.

Returning to the classics of employee search, let’s focus on the option of contacting recruitment agencies . Let's see what pros and cons this method has.

Before contacting an agency, you need to consider the following important nuances:

How long does the agency operate?
How well known is it in your city?
Whether there are negative rumors about him or not;
Take into account reviews from colleagues and acquaintances about this agency.

pros

The opportunity not to search personally;
A serious recruitment agency has an extensive database of applicants, which will speed up the search for a suitable candidate;
The employer communicates personally only with the best and most suitable candidates;
Saving the employer's working time.

Minuses

Serious financial costs;
There is no 100% guarantee that a candidate will still be found;
Before talking to candidates, the manager needs to talk with a representative of the agency and explain to him what kind of person is needed for this position.

So, what is the best way to select employees? Some people decide to turn to an agency for help, others look for it themselves. There are pros and cons to both options. Typically, large companies with serious financial resources use the help of professionals in this matter.

In the next part of our conversation, we will move on to more serious aspects of recruiting and recruiting personnel.

Recruitment system

A company of any size must develop an effective and comprehensive personnel selection system. But often this issue is not given due attention; managers mistakenly believe that the development of such a system will require a lot of financial and time costs.

The problem also lies in the fact that in most companies, personnel selection is carried out chaotically.

To create a full-fledged selection system that will work, you need to perform a number of complex actions:

Set goals. That is, find out why a selection system is needed at all. The most common goal is to select the most suitable candidates and eliminate the rest. These goals should be broadly consistent with the company's overall strategy;
Create a job structure. All positions in a company or organization are divided into groups based on the difficulty of selection for them;
Determine the initial data. The initial data is the calculation of the need for employees, the general state of the labor market, and so on;
Develop a mechanism by which personnel will be selected. It often happens that the people who come to the company are completely different from those originally intended. To avoid such a situation, you need to clearly formulate the criteria and requirements for candidates for each position;
Adapt the created selection system to the activities of a specific company. That is, you need to understand how the system will interact with the company’s existing personnel policy;
Determine those responsible for the operation of the entire system, organize their training if necessary;
Develop feedback to employees;
Analyze and, if necessary, adjust the system;
Test the system on those positions that do not have a serious impact on the work process;
Re-adjust the system if necessary;
Completely implement the system at all levels.

The personnel selection system should ultimately be an algorithm that will not only allow you to select the right employees, but also facilitate the assessment of existing employees.

Recruitment stages

Recruitment – this is one of the stages of working with personnel at any enterprise, in any company.

This concept contains several more:

Calculation of what the company needs for certain employees;
Selection of personnel at a professional level;
Creation of a personnel reserve;
Development of a workplace model.

A Key Part of Recruitment – this is the formation of those requirements that will be presented to potential candidates for the position. They are formed, usually based on job descriptions.

Personnel selection consists of several stages. At each of them, some of the candidates will be eliminated or refuse the vacancy for personal reasons. Let's analyze the main stages now.

Stage 1. Conversation with candidates

This stage can be carried out using various methods. Some positions require the candidate to attend an interview in person, while for others a telephone conversation is sufficient. The purpose of this stage is to determine how communicative the applicant is and how prepared he is for communication in general.

But it is worth remembering that only personal communication can give the maximum insight into the candidate’s personality. Therefore, conversations on Skype are not uncommon now.

Stage 2. Interviewing

The HR employee conducts an extended conversation with the candidate. During such a conversation, you should try to get as much information as possible about the candidate, as well as give him the opportunity to get acquainted with future job responsibilities and the corporate culture of the future place of work.

At this level, a HR specialist cannot base his choice on sympathy or antipathy for a particular candidate. Yes, a person may be close to you in thoughts, behavior and manners, but this does not mean that he will do his job perfectly. And also, if you suddenly don’t like the color of his suit, it doesn’t mean that the person is a bad specialist.

A potential colleague needs to be tested on all aspects important for work and conclusions drawn based on the test results.

Interviews can be divided into several types:

The solution to a specific practical situation (situational);
Identification of the applicant's past experience (biographical);
Testing the candidate's resistance to stress (stress).

Stage 3. Carrying out tests and tests

This stage is carried out in order to obtain information about the skills of a potential employee.

All test questions must be relevant and comply with the legislation of the Russian Federation.

Stage 4. Professional history check

As you know, an employee is often asked to leave his place of work, but the entry in the work book says that he... To avoid hiring an irresponsible person, it is worth contacting and talking with the applicant's former colleagues and management.

At a minimum, during such communication, it will be quite possible to find out the real reason for the person leaving his previous job.

Stage 5. Final decision

Based on the results of a comparative analysis of applicants, the one who best meets all the requirements is determined. When the final decision is made, the candidate is informed about it. The applicant is fully introduced to the upcoming work, responsibilities, work hours, and the rules by which wages and bonuses are calculated.

Stage 6. Filling out the application

A candidate who has successfully completed the previous stages fills out a job application form, questionnaire, .

Personnel assessment methods

Personnel assessment is a procedure during which it is determined how suitable a candidate is for the position or job for which he is applying.

Assessment Objectives:

For administrative purposes: so that management can make an informed and informed decision, for example, on promotion, transfer to another position, and so on;
For informational purposes: employees must have complete information about their activities;
To motivate employees.

Now let’s look at the most well-known methods by which HR managers evaluate personnel. There are quite a lot of them, they all play their important role.

Conducting a survey. The questionnaire includes a certain set of questions and descriptions. The evaluator analyzes them and notes those that characterize the person being questioned;
Description method. The specialist who conducts the personnel assessment identifies and describes the positive and negative traits of the respondents. Most often, this technique is used in combination with a number of others;
Classification. All employees undergoing certification are ranked according to one criterion, from best to worst;
Comparison. This is usually how an employee’s suitability for the position he occupies is assessed. An important component here will be the tasks that are set for the employee to complete. After the list of tasks has been compiled, they study how much time the employee spends to complete these tasks. Then his activity is assessed on a 7-point scale. In this technique, the results can be analyzed based on the principle of whether the scores obtained correspond to the ideal ones, or the results of different employees (but occupying the same position) can be compared;
Assessment based on the situation. In this method, experts compile a list of descriptions of “correct” and “incorrect” employee behavior in common situations. Descriptions are compiled taking into account the nature of the work performed. This technique is usually used by managers to make decisions;
Conducting testing. Tests are compiled, divided into several groups (qualifying, psychological or physiological). The advantages of this method are that the results can be processed by a computer, as well as the ability to identify the potential capabilities of any employee;
Business games. A business game is being developed. It is assessed not only by participants, but also by observers. Such games are conducted to determine how ready employees are to solve common problems, and also to consider the personal contribution to the game of each participant. That is, it evaluates how effectively people work in a team.

It can be concluded that personnel assessment is necessary in order to assess the professional qualifications of employees, their competence, as well as their potential for solving various tasks and situations.

Personnel reserve of the organization

At the very beginning of our conversation, we mentioned the formation of the company's personnel reserve. Its presence is an excellent opportunity to “fill” vacant vacancies. The problem is that not every company or organization has one. We’ll talk further about how to form it.

So, which employees are included in the personnel reserve:

Having higher education;
Easy to learn;
Young professionals with a lack of experience, but with good opportunities to become managers in the future.

The process of creating a reserve is as follows:

Candidates are nominated taking into account pre-formulated criteria;
Employees of the personnel service or personnel department create a general list of all candidates;
Diagnostic activities are carried out to determine the capabilities of candidates;
Based on the results of the previous stage, the final lists are formed and approved.

Of course, the formation process in each organization may contain other stages, but one thing can be stated: the personnel reserve allows you to increase the company’s intangible assets, one of which is personnel, and also allows you to achieve your goals in a short time .

What to look for when recruiting personnel

Currently, finding an employee who fully meets all the requirements is not at all easy.

Let's look at this situation using the example of recruiting employees for a trading company.

The personnel officer must take into account the specifics of the previous place of work and the position offered to the candidate. After all, it is far from a fact that a cashier in the past will now be able to work as a sales consultant. Or this: offering to buy a product is one thing, but finding a market is quite another. Of course, a person can be taught everything (gradually), but there is not always time for this training. Imagine how long it would take to train a former cosmetics department salesperson to sell household appliances?
There is a category of people who do not know how to sell at all. The seller must be active, easily come into contact with a potential buyer, be able to offer a product, and talk about its positive aspects.
Operation stability. Not experience, but stability. Agree, if a person worked as a salesman in all the stores in the city for 2 months, it is unlikely that he will work in your company for a long time.
The candidate's story about himself. The HR employee must analyze how clearly and informatively the candidate talks about himself and how convincing he is.
Candidate's education. This is certainly an important indicator. But higher education is not a fundamental criterion for all vacancies. A graduate of a large university applying for a sales position may have many questions.
Availability of incentives at previous place of work. Candidates often indicate achievements in their resumes: someone was “Salesman of the Month”, someone was “Best Salesman of the Year”, this is worth paying attention to.
Appearance of the applicant. Of course, it is more pleasant to communicate with a person who is neatly and cleanly dressed. A salesperson dressed to the nines leaves customers with a positive impression of the store as a whole. Although, a slightly wrinkled suit does not mean that a person will perform his job duties poorly.
Excessive gesticulation, nervousness. People who are unsure of themselves fidget in their chairs, gesticulate too much, cross their arms and legs, as if closing themselves off from communication.
How the applicant behaves when irritating factors are used. For example, it’s worth trying to conduct an interview this way: sit the applicant in the center of the room, on an unusually high chair, and ask questions. Thanks to this method of conducting a conversation, you can find out the candidate’s ability to work under pressure and stress resistance.
How clearly does the applicant understand his future activities? As a rule, such people leave quickly, disillusioned with their work. In addition, their far from positive attitude can provoke the dismissal of other employees, and the employer definitely does not want this.

Who should you hire?

Many large businessmen are now guided by the following rule when hiring employees: Will this person bring benefit and profit to my business or not.

People who are able to learn quickly and absorb large amounts of information;
Able to make decisions themselves during an emergency;
People who know how to take responsibility for their actions and the consequences of their decisions;
Real experts in their field (and it doesn’t matter whether they are a simple salesman or a highly qualified programmer);
Promising newcomers, a so-called “blank slate” on which you can write anything. Teach the standards of your company, convey your vision of work;
Former employees who left for good reasons. If a person left due to difficult family circumstances and decided to return after solving problems, it is worth giving him a second chance.

Signs that a candidate should not be hired

There are often cases when, already at the first stage of a conversation with an applicant, it becomes clear that the person does not correspond to the position he wants to get. Perhaps he simply lacks skills or is not very sociable. How can a HR employee make an unmistakable choice?

Serious businessmen and recruiters with extensive experience in hiring personnel list categories of people who are undesirable to hire.

So, let's take a closer look at them:

People with a victim attitude. Typically, such applicants complain that the former management did not give them opportunities for development and growth and “cut off oxygen.” Such a candidate shifts responsibility for his failures and even laziness onto others, which means that in general he treats everything in a similar way.
A candidate who changes jobs frequently. Often is an elastic concept, in simple terms. But if in 6 months he already changes his third job, this indicator speaks for itself.
Applicants who show interest only in the material side of the position. It is clear that we all need work to support our families, help relatives, and save some money. Money plays an important role. But when a person ultimately boils down all issues to the amount of wages, you should think twice before hiring him.
Applicants who demonstrate overly ideal behavior. Most recruiters avoid such candidates, because a person cannot be perfect all the time, he must show emotions and serious recruiters understand this.
Candidates who don't ask questions about future jobs. If a person does not ask any questions during the interview process, this alarms an experienced HR employee; first of all, he asks the question: is the job interesting to this person?
Applicants talking about other interviews. In this way they try to give weight to their own person, but they evoke completely different emotions. If you don’t want this person to quit at the most inopportune moment because somewhere he was offered a salary of 1000 rubles more, just don’t hire him.
Candidates who consider themselves all-knowing. Don't hire someone who claims to know everything. People who don't admit their lack of knowledge can ruin a serious project, so it's best not to let it get to that point.
The candidate lives too far from the office. Hiring such candidates usually ends with them being fired in the near future.
Job seekers who can't listen. People who ignore or skip HR questions will not listen to both their colleagues and their manager. And without this, productive cooperation is hardly possible.

Dan Babinski, the owner of a large American training company, has compiled a number of recommendations for managers and owners of organizations.

He believes that it is not worth hiring exactly 5 categories of applicants:

Close relatives. By hiring them, the manager automatically places even more obligations to his family on his shoulders. What happens if the wife's brother cannot cope with the amount of work? By firing him, you will turn the whole family against you, and by ignoring him, prof. non-compliance, you can lose profit and business.
Friends. In any case, a friend will demand special treatment. Usually friends begin to believe that general rules of behavior are not for them. Familiarity sets in, and then friction begins. Who needs it?
Close relatives and friends of existing employees. Just because manager I and accountant D have achieved excellent results does not mean that their siblings will perform equally well.
Don't hire anyone on emotions. When selecting employees, you need sober calculation; a quick approach will give disastrous results.
Don't hire anyone out of pity. It may be harsh, even callous, but no one is obligated to hire someone who has problems in their life. Yes, he was unlucky, but often we create problems for ourselves. The only exceptions are real specialists who find themselves in a difficult situation.

Any HR employee and manager should remember that every hired employee will ultimately have an impact on the financial condition of the company. Carefully plan the reception of employees so as not to add unnecessary problems and worries to yourself.

Recruiting personnel for an organization: the most common mistakes

The HR officer, as well as the manager, should focus on the following common mistakes:

Underestimation of wages for obviously qualified specialists. If you are forced to save money, simply lower the requirements for the candidate;
Limiting employee time for adaptation. This period must be taken into account, especially if the team is large;
Search for people who are dedicated to the interests of the company from day one. Such a search does not make any sense at all. A competent approach will gradually build this devotion;
Excessive reliance on what is stated in the resume. Don't be lazy to check the information, it's your right. It is better to spend time figuring out some of the points indicated in the document than to then think about how to get rid of a careless employee;
Vaguely formulated requirements for the candidate. If you yourself don’t know what you want, how can the applicant know it?
Requirements not related to the job. For example: hire employees under 35 years of age. If you want to gain knowledge and experience from a person, this requirement cannot be called justified.

It would take a long time to list such omissions and errors; we have no such goal. It’s enough just to take them into account and avoid them in your work. A narrow approach to specialists and failure to comply with the simplest rules for selecting employees can end up costing you dearly.

Summarizing everything that we said today, I would like to note that all the requirements that employers place on candidates must be relevant, real and have practical meaning. Why hire a person who speaks three foreign languages if his work is of minimal use? Any employee must meet the interests of the company; his employment must be justified.

If a manager is not confident that he can find the right person on his own, he should contact a recruitment agency rather than waste time on unsuccessful searches.

An individual can (and should) work independently. This option is acceptable at the initial stage. But gradually expanding, increasing speed, it is difficult to cope alone. Then a legitimate question arises: can an individual entrepreneur hire workers? Of course, an individual entrepreneur can hire employees. The 2018 legislation does not prohibit this, but provides for certain nuances for different categories of individual entrepreneurs. We will tell you in this article how to formalize labor relations and not break the law.

Restrictions on the number of employees

Any individual entrepreneur can hire employees by entering into an agreement with them. This can be done at the initial stage or after some time. The only problem is the number of mercenaries. There is a “gradation” of the number of jobs, which is determined by the scale of the individual entrepreneur’s activities. In other words, the more serious the organization, the larger the staff:

The smallest number of employees can have an individual entrepreneur working according to. 5 hired employees are allowed, regardless of full-time employment.
Small organizations registered as individual entrepreneurs are allowed a staff of up to 100 units. An individual entrepreneur located on. If you cross this threshold even by one unit, the individual entrepreneur is deprived of preferential conditions and the organization becomes a medium-sized enterprise (in accordance with the requirements of the Tax Code No. 346.29, paragraph 2).
An average company may employ between 101 and 250 employees at any one time.
Anything above 250 units is only relevant to large companies.

There is a “gradation” of the number of jobs, which is determined by the scale of the individual entrepreneur’s activities.

Before deciding to hire additional labor, it is worth considering how many employees you will need to grow your business.

Remember that the number of employees is people for the reporting period before the tax office. Even those employees who work part-time or part-time must be taken into account. The maximum quantity should not exceed certain parameters.

Hiring rules

An individual entrepreneur who wishes to attract hired workers to his activities acquires the status of an employer, which obliges him to comply with the requirements of the Labor Law (LW) and the Civil Code (C Code).

A hired individual is not an employee until work has begun (performing certain duties) and an employment contract (EA) has been concluded according to the rules established by Article No. 57 of the Labor Code. If an individual entrepreneur uses labor without TD, he violates human rights and the laws of the Russian Federation.

To formalize an employment relationship with an applicant, the applicant must write an application requesting employment, indicating the position. Based on such a statement, the individual entrepreneur takes the following steps:

Issues an order to hire an individual for a certain position, in accordance with Art. 68 TK.
Concludes the TD in 3 copies.
Within 30 days from the date of registration of the TD (PFR) that the individual entrepreneur has become an employer (according to Procedure No. 296p of the Pension Fund of the Russian Federation).
Within 10 days after the first TD, it submits data to the Social Insurance Fund (SIF) (in accordance with Regulation No. 574N of the Ministry of Labor).

After these procedures, the individual entrepreneur becomes an employer. He is required to submit reports on time and pay for each employee. Even a person who is on the site must be registered according to the rules.

If an individual starts work without drawing up an employment agreement, a fine may be imposed on the individual entrepreneur. In 2018, these amounts range from 1,000 to 300,000 rubles, depending on the violations. Sometimes it is not of a monetary nature:

Blocking the activities of individual entrepreneurs for up to 90 days.
Criminal prosecution.
Deprivation of the right to commercial activity for a specific period.

Therefore, it is best to hire an employee according to the rules.

Preparation of documents and reports for individual entrepreneurs

An individual entrepreneur can hire employees and is required to have for each staffing unit, in addition to the employment contract, the following documents:

Instructions on work rules for the hired employee, signed by the latter.
A work book drawn up according to the rules.
Employee personal card in form T2.
Vacation schedule.
Agreement on the financial responsibility of the employee.
State schedule.

Let's sum it up

An individual entrepreneur can hire employees at any period of its activity. An individual entrepreneur must take into account the turnover of the business in order to understand how many people should be on his staff. Those who have chosen UTII or a patent should especially pay attention to the quantity.

Any hired employee must have an employment contract and information must be shared with all funds. By following the rules of labor legislation and the Labor Code, you can hire workers to help you for the full development of your business. Expansion is always good.

Hiring new employees can be quite challenging. While you are interviewing to hire a candidate, the people attending the interview are evaluating you and your company. Not only do you need to find the perfect person to fill the vacancy, but you also need to consider whether their values and outlook on life align with your company's policies. This is important for all leaders to remember. When you are searching for a new employee, try not to make the following mistakes, this will help you achieve your goal.

Don't limit your search too much

One of the biggest mistakes is to overly limit the list of candidates. You need people of different ages, different experiences and backgrounds, different races and genders - this will allow you to see all the options more fully. In this case, your organization will develop more successfully. When your staff is more diverse, you can attract people to your team who might not otherwise consider your company. New people can challenge the norm and bring a much-needed fresh perspective.

Don't trust first impressions

Employers often evaluate candidates for a particular vacancy based on first impressions, taking into account their own preferences and without thinking about how the strengths of each candidate correspond to the intended position in the company. Of course, you cannot be sure how the person you choose will behave, however, basing your opinion on the first impression is wrong. It's easy to judge by a firm handshake and good eye contact, but that doesn't say anything about a person's competence. Be objective and don't give in to your first reaction.

You are being insincere

If you provide information about the job, required skills, and other details incorrectly, it can lead to a serious problem. Make a clear list of requirements and needed skills so that a person can determine whether he can perform the tasks expected of his job. In addition, compiling such a list will help you finally understand what exactly you are looking for in candidates if you were not sure about it before. Think about what would attract you personally to the vacancy, and try to provide it. Keep your company's mission clear and clear to discourage unqualified candidates from applying. This way you will save both your time and the time of people looking for work. If you don't have clear requirements, be open in your communication with candidates. Explain your approach to them and make sure that the new employee will have the opportunity to grow as the company grows.

Your hiring policy is unclear

One of the most serious mistakes a company can make when hiring an employee is not having a specific hiring policy in place before the search begins. If you have problems with this issue, the situation will be difficult for both managers and potential employees, and it may also cause legal woes. This is especially dangerous when it comes to contract work. The employer must have a carefully thought-out hiring policy. This will help you decide which issues are best avoided and act in accordance with the legal code. Be sure to pay attention to this if you are developing your business, and then it will bring a positive experience to all your employees.

You're not taking the company culture into account

One of the biggest mistakes is not paying attention to your company's style and culture. This topic includes bonuses for employees, salaries, as well as many other nuances, benefits and organization of the work schedule. Most people spend more time at work than with family or friends, so potential employees want to find an environment where they feel comfortable and have benefits that align with their personal values. This is especially important if you are trying to attract employees in a highly competitive industry. Think about what you can offer your employees and stick to your word. You should make it your goal to create a culture that everyone in your company can be proud of. Every employee represents your brand. If he doesn't align with your aspirations and moral values, he will tarnish your company's image, which can be a serious problem.

You ignore social networks

Many companies use social media for marketing purposes. If you ignore this area, it could harm your company. If there are virtually no updates on your social media, this demonstrates to potential employees that you are not promoting your company or seeking to connect with clients. This does not characterize the company in the best way, so you will not be able to attract truly worthy employees.

You ignore technology

Company employees should feel that the company is developing. To attract talented people, keep an eye on technology. Remember that quality equipment is not a waste of money, but an investment!