On October 25, Acsour took part in a major human resources conference organized by the St. Petersburg Chapter of the American Chamber of Commerce (AmCham).
The event offered HR directors and managers a platform for discussing new approaches to employee training and assessment procedures, current issues relating to labor law and employment disputes, the transformation and digitization of HR functions, and current job market trends. Speakers included executives from well-known companies working in manufacturing, commerce, finance, consulting, IT, aviation, and many other sectors. “The range of industries represented in the event’s expert roster and densely packed content of the conference allowed participants to tap an invaluable pool of knowledge which they will be able to adapt to their environments and use productively in their companies,” says Tatiana Modeyeva, General Director of Acsour and co-Chair of AmCham’s HR Committee.
One report delivered at the conference, based on the results of an employer poll, discussed candidate selection filters used by companies. The study, conducted by Acsour and AmCham, focused on 35 respondents from companies with more than 21,000 employees. The study determined that employers consider the potential employee’s personal qualities, rather than his or her university degree, to be the main factor in recruitment. Responses indicated that 94% of companies find the psychological profile important in recruiting top managers, while 91% said the same of the candidate’s university degree. For middle management positions, these numbers are 91% and 85%, respectively; for administrative positions – 94% and 74%; and for technical staff – 77% and 70%. The most marked gap between the importance of personal qualities and that of education was noted in the recruitment of skilled workers: only 12% of respondents said they looked for a degree in those cases, while 94% of respondents said the candidate’s personality was crucial.
The poll revealed another fascinating detail: employers put more trust in their hiring assessment procedures than in the quality of a candidate’s degree. The importance of pre-employment testing in filling middle management positions was noted by 52% of respondents, while only 42% were concerned with the reputation of the applicant’s school. Results were similar for administrative and technical staff. When it comes to hiring senior management, however, the quality of the candidate’s education takes precedence over tests, noted by 55% and 45% of employers, respectively. At the same time, a degree or an MBA from a foreign university would be the deciding factor for only 6% of respondents.
According to 88% of polled executives, references from previous employers are most important when hiring top managers. References are crucial to 79% of respondents when hiring middle management, and to 53% when filling administrative positions.
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