2024 Author: Howard Calhoun | [email protected]. Last modified: 2023-12-17 10:16
Competition for filling a vacant position allows you to select the most qualified and effective among all candidates applying for a job. As a rule, this procedure is carried out in public service institutions, but its popularity is also growing among organizations working in business. In addition, a competition for filling a vacant position is a common practice when choosing candidates for the post of head of an organization. It is used both in private companies and in state-owned enterprises.
Competition for filling a vacant position is carried out in accordance with the provision, which is approved either in the form of a regulatory legal act or as a document of the organization. It spells out all the main points that regulate the procedure for this procedure. Firstly, those staff units are determined, for the filling of which a competition is held to fill vacant positions. This serves as a certain protection against a subjective decision. In addition, it is immediately desirable to allocate those jobs forwhich the competition is not held, most often these are staff units provided for young professionals or within the framework of the quota for the disabled. Also, a competition for filling a position may not be held for specific categories of workers, in particular, for personnel who were specially sent at the expense of the organization for training and preparation for a new job.
The next important point to consider when organizing a competition for filling a vacant position is the definition of persons who cannot take part in the selection. Such a filter will allow, even at the stage of filing applications, to weed out candidates who will not be able to perform duties at all or at the required level. It is desirable to determine these conditions based on the criteria provided for in regulatory documents: he alth status, level of education, work experience, access to state secrets, restrictions on engaging in certain activities. In addition, the procedure can be open (for all citizens who meet the requirements) or closed (only for employees of an enterprise, industry, holding).
The start of the competition must be announced publicly. It can be either a corporate newspaper or website, or regular media. Potential candidates must know the list of documents for the application for participation, the time (period) of the competition, the composition of the commission that evaluates the applicants. The direct evaluation of candidates itself usually consists of four stages. First - analysisinformation submitted by applicants with applications (CVs, testimonials, autobiographies, presentations, etc.). The second is the presentation of a potential employee with a report on how he imagines his future possible work activity, what tasks he plans to solve, what he sees as an object for improvement. The third - questions of the competitive commission. And the last and final one is the adoption of the final decision on the results of the competition (in the manner specified in the regulation).
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