Professional standard: recruiter, recruiter. Professional standard "HR specialist" Professional standard for a recruiter

From July 1, 2016, employers are required to apply professional standards if the qualification requirements that an employee needs to perform a certain job function are established by the Labor Code, federal laws or other regulations (Federal Law of May 2, 2015 No. 122-FZ) . For other employees, professional standards are advisory in nature.

Professional standard- characteristics of the qualifications necessary for an employee to carry out a certain type of professional activity. An indication of necessity implies mandatory professional standards without any restrictions.

Article 57 of the Labor Code of the Russian Federation establishes that if, in accordance with the Labor Code and other federal laws, the provision of compensation and benefits or the presence of restrictions is associated with the performance of work in certain positions, professions, specialties, then the name of these positions, professions or specialties and the qualification requirements for them must comply with the names and requirements specified in qualification reference books approved in the manner established by the Government of the Russian Federation, or the relevant provisions of professional standards.

The Labor Code defines the qualifications of an employee, which means the level of knowledge, skills, professional skills and work experience of the employee. That is, if the position requires qualification restrictions, then the application of professional standards is mandatory for all employers, regardless of the organizational and legal form of the organization.

All information about professional standards approved by the Ministry of Labor is included in a special State Register. This register is posted on the official page of the Russian Ministry of Labor, in the appropriate section (See http://profstandart.rosmintrud.ru/).

Why are professional standards needed?

Professional standard is the name of an important fundamental document containing a description of the following norms:

Labor functions of the employee in accordance with his qualifications and position;
requirements for his experience and knowledge.

Thus, we can say that professional standards include a description of the qualitative level of qualifications of an employee, which he must meet in order to rightfully take his place on the staff of any company, regardless of the type of its activity (Article 195.1 of the Labor Code of the Russian Federation).

Why are professional standards needed: distribution of responsibilities

First of all, professional standard for personnel officers 2016 delineates the areas of activity of HR service employees. Now the responsibilities of each specialist are clearly regulated.

Office management specialists are engaged in the preparation of primary, accounting, planning and organizational and personnel documents (orders, instructions), as well as their registration and submission for archival storage;

Employees involved in personnel selection collect and systematize information about the company’s current personnel needs, select new employees, interact with government agencies and private individuals who oversee employment issues;

HR managers assess the qualifications of employees, organize and conduct their certification;

Development specialists select advanced training courses and other activities that contribute to the career growth of employees;

Managers for standardization and remuneration supervise issues of adjusting the wage and incentive system, developing principles of non-material motivation;

Social policy managers are involved in the development and implementation of relevant social programs and monitor the correctness of their implementation;

Employees whose competence includes resolving personnel migration issues are engaged in the transfer of employees from one structural unit of the company to another, as well as in the employment of persons who do not have Russian citizenship;

Managers organize the uninterrupted operation of the department entrusted to them, control the correctness of the execution of documents and their compliance with the norms of current legislation, and also prepare internal management reporting.

On approval of professional standards for personnel officers for 2017

In the field of personnel work, the following professional standards are currently in force:

1. “Human Resources Management Specialist” (approved by order of the Ministry of Labor of the Russian Federation dated October 6, 2015 No. 691n). This document contains qualification requirements for heads of human resources departments, personnel service employees and HR and career guidance specialists.

2. “Personnel selection specialist (recruiter)” (approved by order of the Ministry of Labor of the Russian Federation dated October 09, 2015 No. 717n). This standard contains requirements for recruiters and HR managers, whose responsibilities include exclusively searching for employees and their initial adaptation in the workplace.

The standard itself consists of 4 sections:
1. General Provisions.
2. Description of labor functions included in the professional standard.
3. Characteristics of general labor functions.
4. Information about the organizations that developed the professional standard.

Professional HR standard: what to choose

When choosing the appropriate professional standard, the employer should be guided by the range of responsibilities of a particular specialist. For example, if the main goal of a recruiter’s activity is to satisfy the organization’s needs for labor resources by selecting the necessary personnel, then the functionality of a personnel management specialist is much broader and includes not only the search and attraction of personnel, but also maintaining the appropriate document flow and monitoring the activities of personnel.

Depending on the size of the organization, the responsibilities of a human resources specialist can be distributed among several employees or assigned to one person.

According to the recommendations of the Ministry of Labor of the Russian Federation, the employee’s duties should indicate the labor functions and (or) labor actions that the employee must perform within the framework of his position, taking into account the tasks and functions of the structural unit.

In addition to the cases provided for by federal laws, taking into account the Labor Code of the Russian Federation and the specifics of the activity, the employer can also:

- distribute labor actions between several positions (professions, specialties), independently determining the content and volume of work performed by the employee;

— expand the list of labor actions for individual positions (professions, specialties) in comparison with the list from the professional standard.

It is worth emphasizing once again that, in accordance with labor legislation, it is impossible to change an employee’s job function without his consent.

Changing the terms of the employment contract determined by the parties, including changing the employee’s labor function, is possible by agreement of the parties (Article 72 of the Labor Code of the Russian Federation).

With the exception of the employee's labor function, the terms of the employment contract can also be changed at the initiative of the employer (with notice to the employee 2 months in advance), for reasons related to changes in organizational and technological working conditions, and when it is impossible to maintain the previous terms of the employment contract.

General provisions of the professional standard: Personnel selection specialist (recruiter)

The general provisions of the standards contain the main criteria for determining the recruiter's specialty.

His professional activity is defined as meeting the needs of employers for labor resources by selecting personnel for permanent or temporary employment; the purpose of his activity is the employment and selection of personnel to solve the problems of the enterprise.

General labor functions of a personnel officer

The professional standard for a personnel selection specialist (recruiter) contains a list of common job functions, for each of which a qualification level is determined.

The professional standard of a personnel selection specialist divides the entire work of a recruiter into 3 generalized labor functions, namely:

1. (A) Guarantee service for personnel selection services.

— recruitment analyst;
- HR manager;
- assistant consultant;
- recruiter;
- researcher

Labor functions:

— obtaining information from the employee about the actual conditions of his work and the employer’s fulfillment of the essential conditions of employment during the probationary period;

— searching and presenting candidates to the employer to replace an employee who has not completed the probationary period;

— secondary general education;
— vocational training — vocational training programs.

Level 4 qualification required.

2. (B) Recruitment.

Possible job titles:

— recruitment consultant;
- Recruitment specialist;
- senior recruiter.

Labor functions:

— search and attraction of candidates;
— selection and assessment of candidates;
— presentation of candidates at all stages of selection from the employer;
— coordination of terms of employment with the employer and the candidate.

Education and training requirements:
— secondary vocational education — training program for mid-level specialists;
— basic vocational training programs;
— additional professional programs.

At least one year of recruiting experience.

Level 5 qualification required.

3. (C) Formation of a candidate search map.

Possible job titles:

- managing partner;
- head of the department;
- branch manager;
— leading consultant;
- senior consultant.

Labor functions:
— determining the need for labor resources and drawing up a job profile;
— labor market analysis.

Education and training requirements: higher professional education (bachelor's degree).
Requirements for practical work experience: at least five years of experience in recruitment.

Level 6 qualification required.

Recruiter professional standard - 2016: what qualification levels are established.

According to the approved professional standard, 3 qualification levels have been established for recruiters: 4th, 5th and 6th.

Qualification level- this is a certain set of requirements for the level of education, the range of knowledge and skills, and the presence of practical experience. The qualification levels provided for by professional standards were introduced by order of the Ministry of Labor of the Russian Federation dated April 12, 2013 No. 148n.

Fourth qualification level involves activity under guidance with the manifestation of independence in solving practical problems that require analysis of the situation and its changes, planning of one’s own activities based on the assigned tasks, responsibility for solving assigned tasks, solving various types of problems, current and final control, assessment and correction of activities.

Assumes the presence of secondary general education and vocational training - a vocational training program.

Fifth level of qualification involves independent work to solve practical problems that require independent analysis of the situation and methods of solution.

Requires secondary vocational education and less than one year of recruiting experience

Sixth qualification level– independent activity in determining the tasks of one’s own work and (or) subordinates to achieve a specific goal. This level refers to generalized labor functions (C) and affects the following work: administration of document flow, organization of certification of specialists and their implementation, organization of training and internships for company personnel, development of remuneration systems, bonuses and non-material motivation, development of corporate policy and monitoring its implementation and etc.;

Requires higher education (bachelor's degree) and additional specialized education.

As you can see, the qualification levels established in the professional standard “Human Resources Management Specialist” (4–6 - depending on the generalized function) presuppose:

A fairly high level of responsibility of a specialist (including for the result of the work of a group of workers);

Ability to solve practical problems of various types in changing working conditions;

The duty to monitor, evaluate and adjust professional activities, develop new methods and technologies in the relevant field of activity, etc.

Required knowledge and skills of a recruiter

The professional standard provides a list of knowledge and skills, which a recruiter needs to know and be able to do to perform his job duties.

In the professional standard of a personnel selection specialist, knowledge and skills are given for each job function within a generalized one. We remind you that there are only 3 generalized labor functions, but there are many times more labor functions within the generalized ones, not to mention labor actions.

Summarizing the information from the professional standard, the recruiter needs general knowledge:

— Fundamentals of labor legislation of the Russian Federation;

— Legislation of the Russian Federation on personal data;

— Regulatory legal acts regulating the search and selection of personnel;

— Fundamentals of office work and documentation support for management;

— Specifics of the profession and industry for which candidates are selected;

— Sources of information about the labor market;

— Information and communication technologies for obtaining information necessary for personnel selection;

— Sources of information about candidates;

— Information and communication technologies for searching candidates;

— Technologies for analyzing a candidate’s resume;

— Technologies for organizing and conducting interviews;

— Tools for assessing and testing candidates;

— Methods of psychological and professional adaptation of workers;

— Salary amounts requested by candidates for the relevant position in the industry at the time of provision of the recruitment service;

— Wages, benefits and compensation for the relevant position in the industry at the time of provision of the recruitment service;

— Ethical standards when working with candidates and employers.

Summarizing the information from the professional standard, the recruiter requires the following skills:

— analyze information about the employer, the job profile, the essential conditions of hiring an employee, and working conditions;

— analyze the candidate’s resume and evaluate its compliance with the job profile;

— prepare analytical reports, reporting documents confirming the provision of recruitment services;

— interpret the results of the interview;

— use public sources of information;

— advise the employer on issues of wages, compensation and benefits;

— establish and maintain contacts in a professional environment;

— find employees who are not looking for work for themselves, but are potentially interested in considering offers similar to the position profile (direct search);

— carry out professional and personal assessment of candidates using appropriate tools;

— draw up documents for hiring a candidate in accordance with the legislation of the Russian Federation and the requirements of the employer;

— attract candidates by publishing information about the vacancy in the media;

— negotiate with the candidate on all essential terms of employment;

— negotiate with the employer about the job profile and all essential terms of employment;

— conduct interviews using communications and in person;

— develop a plan for a structured interview;

— collect and structure information about employers and job profiles, about the labor market;

— collect and structure information;

— coordinate interview schedules and prepare for them;

— provide information to candidates who did not pass the employer’s competitive selection process;

- prepare an advertisement for publication in the media about the position profile;

— communicate orally and in writing with the candidate and employer.

Are professional standards mandatory for HR officers in 2017?

Art. 195.3 of the Labor Code of the Russian Federation dated December 30, 2001 No. 197-FZ, which came into force on July 1, 2016, establishes the requirement to apply professional standards in cases where, when describing the characteristics of a position, qualification requirements will be clearly stated in them as mandatory. In addition, the standards are mandatory for government agencies and budgetary organizations.

In all other situations, the professional standard can be applied, for example, as an auxiliary document in the development of employment contracts and job descriptions.

IMPORTANT! On the other hand, par. 9 tbsp. 57 of the Labor Code of the Russian Federation regulates: this or that position specified in the employment contract must comply with classifiers of professions and positions and/or professional standards in the case of establishing benefits, guarantees and restrictions. There is an opinion that such restrictions may include the minimum requirements for the level of education, which are fixed in professional standards.

Is it possible to dismiss an employee for non-compliance with the requirements of the HR professional standard?

Professional standards for personnel workers began to apply throughout Russia on July 1, 2016.

Does this mean that an employee who does not meet professional standards can be fired?

Currently, neither the Labor Code nor Government Decree No. 23 “On the rules for the application of professional standards” dated January 22, 2013 contains a requirement to dismiss employees who do not meet the stated criteria.

According to Art. 195.3 of the code, standards are mandatory for use only if the requirements for the criteria necessary for work are established at the legislative level. There are no such restrictions for regular employees.

The dismissal of an employee on the grounds that he does not meet the requirements established by the professional standard is not provided for by the current legislation of the Russian Federation and, therefore, is unacceptable.

As mentioned above, requirements for personnel officers have been approved to have a certain level of education depending on the job function performed.

IMPORTANT! Establishing the fact of a discrepancy in the educational level of a personnel officer only implies the imposition on the employer of an obligation to further train such an employee.
Otherwise, there will be grounds for bringing the employer to administrative liability for violating the requirements of labor legislation.

At the same time, information from the professional standard can be used to establish payment rates for work performed, when undergoing training and certification of employees, developing job descriptions, establishing remuneration systems or forming the personnel direction of the enterprise.

How to hire an employee who does not meet the requirements of the professional standard

An employer, if we are talking about a private company, has the right to hire an employee whose qualification level does not meet the requirements of the professional standard.

The company has the right to hire an applicant who does not meet professional standards if it is confident that he will satisfactorily cope with his current responsibilities. This conclusion follows from the appeal ruling of the RF Supreme Court dated March 12, 2015, No. APL15-57.

For a HR specialist, this may be a discrepancy in educational level or work experience.

In this case, there are 2 possible solutions to the problem:

Hire a new employee for a position for which there is no professional standard;

Hire a new employee for a position for which the professional standard has been approved, but provide the necessary training as soon as possible.

If a person already works in a certain position for which a professional standard is adopted, you can go the following ways:

Conduct employee training to improve his qualification level;

Rename the position to another one for which the professional standard is not currently approved;

Transfer the employee to a position that corresponds to his current qualification level.

The educational level of the applicant can be judged on the basis of the educational documents submitted by him.

Practical experience, knowledge and skills can be established through certification, based on the decision of a specially created commission or by collecting information and recommendations from previous places of employment.

The duration of practical experience can be judged on the basis of entries in the work book.

Let's summarize what has been said:

1. Since July 2016, the professional standard of a personnel management specialist is mandatory, in terms of qualifications, if the Labor Code of the Russian Federation, other federal laws, and other regulatory legal acts of the Russian Federation establish requirements for the qualifications of a personnel employee.

2. In the absence of such laws and regulations, the professional standard of a personnel officer is used by employers as the basis for determining qualification requirements, taking into account the characteristics of the work performed by the employee and the specifics of the organization’s activities.

3. The procedure for applying professional standards in the public sector may be established separately by the Government of the Russian Federation. The specified procedure was established by Decree of the Government of the Russian Federation dated June 27, 2016 No. 584.

4. The name of the position in the professional standard is mandatory if it is provided for by federal laws, including the Labor Code of the Russian Federation (Article 57), in the case where the performance of work in a certain position (profession, specialty) is associated with the provision of compensation, benefits, and the presence of restrictions . In other cases, it is recommended to name the position in accordance with one generalized labor function, but if the employee performs work under different generalized t / f, then the name of the position is established according to the work performed at a higher level of qualification.

5. It is recommended to indicate labor functions and (or) labor actions from the professional standard in the employment contract or job description.

6. If the employer’s decision to apply professional standards may lead to a change in the terms of the employment contract determined by the parties, including a change in the employee’s labor function, the employer should focus on the Labor Code of the Russian Federation (Articles 72, 74) and other federal laws.

The role of a recruiter is known to everyone - to select qualified personnel for the company, to search for and find the most suitable specialists for the specified requirements. Special requirements have also been approved for the recruiters themselves - the professional standard for a personnel selection specialist has long been approved. Let's take a closer look at it.

From this article you will learn:

• for what purpose was the professional standard for a recruiter developed and approved;
• Is it necessary to apply the professional standard of a recruiter in practice in 2016;
• what job titles and professions are offered by the professional standard for a personnel selection specialist.

The professional standard for a personnel selection specialist (recruiter), approved by Order of the Ministry of Labor of Russia No. 717n dated October 9, 2015, is already being widely used by employers. The recruiter performs the functions of searching and selecting workers for permanent or temporary employment, trying to fully satisfy the company's labor needs.

Don't miss: the main article of the month from a practical expert

5 main misconceptions about professional standards.

Structure and content of the professional standard for a recruiter

The structure of the professional standard for a personnel selection specialist corresponds to the general template approved by Order of the Ministry of Labor of Russia No. 147n dated April 12, 2013. (“On approval of the layout of the professional standard”). The document consists of four sections:

• general information;
• functional map of the type of professional activity;
• characteristics of generalized labor functions (includes three subsections according to the number of functions described);
• information about the developers of the recruiter's professional standard.

The main task of a recruiter, according to the professional standard, is to provide recruitment services for legal entities. This is one of the key activities in human resources management.

What functions does the professional standard for a recruiter describe?

The professional standard for a recruiter describes in detail each of the three general functions performed by recruiters:

• warranty service, recruitment services;
• direct personnel selection;
• creating a candidate search map.

Each function corresponds to a certain qualification level: the education and practical experience of the recruiter involved in the formation of a candidate search map must correspond to at least the sixth qualification level, while for the selection of personnel the fifth level is sufficient, and for the guarantee of service provided for the search and selection of employees - fourth.

Qualification requirements of the professional standard for a recruiter

The difference in qualification requirements reflected in the professional standard of a personnel selection specialist is explained by the peculiarities of the labor functions assigned to recruiters. For example, in the process of warranty service for personnel selection services, it is necessary to collect and process information about the actual conditions at the enterprise, obtained from employed workers, and verify that the employer fulfills the essential conditions of employment until the end of the probationary period. If, based on the results of the test, an employee is not hired, the recruiter looks for a replacement.

But as the powers expand, the tasks become more complex, and the level of requirements for a specialist increases. The “recruitment” function already assumes that the recruiter will:

• search and attract candidates;
• select and evaluate applicants for vacant positions;
• conduct a presentation of candidates to the employer at all stages of selection;
• Agrees on terms and conditions of employment with the employee and the employer.

The professional standard of a recruiter in 2016 places the highest demands on employees involved in creating a candidate search map. Such work is associated with analyzing the situation on the labor market and determining the needs of employers for labor resources, as well as compiling profiles of specific positions and professions.

How is the professional standard for a recruiter applied in 2016?

Amendments to the Labor Code of the Russian Federation, establishing the norm on the mandatory application of professional standards by certain categories of employers, came into force on July 1, 2016. But this does not mean that absolutely all organizations should switch to professional standards from now on: an unconditional transition is the prerogative of state budgetary organizations, executive authorities and companies in whose authorized capital more than 50% is state, regional or municipal property.

Other employers have the right to comply only with the requirements of professional standards for job titles for types of activities associated with the presence of restrictions or the provision of certain benefits or compensation. If such professions are represented at the enterprise, you need to make sure that the name of each position in the employment contract, instructions, staffing table and other local documents corresponds to the professional standard. Since the professional standard of a personnel selection specialist does not describe the types of activities that fall under the definition above, it is advisory in nature for commercial organizations. It makes sense to focus on the requirements of the document when forming personnel policies, certifying employees, planning training and charging for work.

Attached files

• Job description of a HR specialist (recruitment) (form).doc
• Application for personnel selection (form).doc
• Schedule for implementation of the professional standard (form).doc

Available to subscribers only

• Job description of a HR specialist (recruitment) (sample).doc
• Application for recruitment (sample).doc
• Schedule for implementation of the professional standard (sample).doc

According to the text of the 2016 professional standard for personnel management specialists, the main goal of such employees is to ensure the effective functioning of the personnel management system to achieve the goals of the organization.

In practice, this means the creation and operation of a personnel management system that would provide the organization’s management with the opportunity to make an informed and lawful decision regarding any employee when carrying out various personnel procedures (from hiring to dismissal).

The professional standard of a HR specialist provides for a number of functions:

1. Documentation support (skill level 5).
2. Personnel provision activities (skill level 6).
3. Personnel assessment and certification activities (skill level 6).
4. Personnel development activities (skill level 6).
5. Activities related to organizing labor and remuneration of personnel (skill level 6).
6. Activities related to the organization of corporate social policy (skill level 6).
7. Operational management of personnel and organizational units (skill level 7).
8. Strategic personnel management of an organization (skill level 7).

Each function contains a specific list of requirements for education, training, work experience and functional responsibilities.

Group A. HR specialist

The requirements for the level of education and training in the professional standard have become more liberal; now it is enough for a specialist in personnel records to have any secondary vocational education (previously, the reference book provided for a higher education). But if the diploma is not specialized, you will additionally need to undergo professional retraining or advanced training courses, which was not required before.

No work experience is required, as before.

Compared to the reference book, the number of job responsibilities and the necessary knowledge to perform them has decreased, but now they are more specific.

Group B. Recruitment specialist

The equivalent in the EKS is “HR Specialist”.

Recruiters must have a higher education in a bachelor's degree program (previously there was a requirement for higher education without taking into account educational programs).

If the diploma is not specialized, you need retraining in the field of personnel search and selection.

No work experience required.

The wording of the provisions on knowledge, skills and abilities, in comparison with the reference book, has become more specific and meaningful, focusing primarily on the search and selection of candidates.

Group C. Personnel assessment and certification specialist

Personnel assessment and certification workers must have a higher education in a bachelor's degree program (previously it was necessary to have a higher education without specifying the training program).

The professional standard contains a provision on the need for additional training under a program of advanced training or professional retraining in the field of employee assessment.

No work experience required.

The formulations for the required knowledge, skills and abilities are clear and understandable, the main direction is the preparation and conduct of appropriate activities to assess specialists and workers of enterprises.

Group D. Personnel training and development specialists

The equivalent in the EKS is “HR Manager”.

In terms of the level of professional education and practical work experience, the provisions of the professional standard differ from the requirements of the reference book.

Previously, an employee was required to have a higher professional education (in the specialty “Management”) or higher professional education and additional training in the field of management, as well as work experience in the specialty of at least 2 years.

Now, according to the provisions of the professional standard, an employee must have a higher education (without specifying a specialty). The length of service has not been established, but conditions have been introduced for additional training under advanced training or retraining programs in the field of organizational and professional development of personnel.

The provisions on the necessary skills, knowledge and abilities, in comparison with the CEN, are detailed in the field of personnel development and training.

Group E. Specialists in standardization and remuneration (compensation and benefits)

The equivalent in the CSA is “Labor standardization engineer.”

Unlike the reference book, which contains a description of the qualification provisions for the education and work experience of engineers in labor standards of three categories (each category has its own requirements), the professional standard now has a single provision on education: it must be higher without specifying the training program.

In addition, work experience is no longer regulated (in the directory, the work experience requirements are three and five years, depending on the category).

At the same time, according to the standard, specialists in this field must have additional professional education under a retraining program in the field of economics, regulation and remuneration, and advanced training.

Group F. Social program specialists

The equivalent in the EKS is “HR Specialist”.

In terms of the requirements for experience and education, the reference book and the professional standard are identical: education must be higher, without specifying the training program, experience is not required. However, the standard contains a provision on the need for additional professional education under a retraining or advanced training program in the field of social programs.

Job responsibilities in the standard are well detailed compared to the handbook. The standard includes functionality that relates specifically to this area; all general parameters that are not related to this section have been removed or moved to the appropriate groups.

Group G. Heads of structural divisions

The equivalent in the EKS is “Head of the Human Resources Department.”

Based on the availability of the necessary education and work experience, the professional standard formally repeats the requirements of the directory: higher education (specialty or master's degree) and at least five years of experience in the field of management. However, previously, according to the EKS requirements for work experience, it was stipulated that the employee must have experience in management positions. The professional standard has now softened this position a little, the provision on leadership positions has been removed.

In addition, the professional standard now contains a provision on the obligation to undergo additional training in professional retraining programs in the field of people management, operational and tactical management, or in an advanced training program in the field of personnel management, operational and tactical management.

The lists of practical skills and theoretical knowledge in the provisions of the EKS and in the professional standard are practically the same.

Group N. Director or Deputy General Director for Human Resources

The equivalent in the EKS is “Deputy Director for Human Resources”.

The education and work experience requirements of the professional standard are comparable to the terms of the reference book, according to which a higher education (specialty or master's degree) is required, as well as at least five years of practical work experience in the field of personnel management in managerial positions.

In addition, the professional standard contains requirements for the mandatory availability of additional education for relevant employees in retraining programs in the field of human resource management, strategic and operational management, and organizational economics; advanced training programs in the field of personnel management, strategic and operational management.

As for practical work and the necessary knowledge to perform it, essentially everything remains the same.

Advantages and disadvantages of the professional standard

On the one hand, the description of the labor functions of this standard makes it possible to clearly delimit the work of specialists in the relevant personnel departments; on the other hand, such a detailed description and division of labor functions is more suitable for large and state-owned enterprises with a significant number of staff than for small and medium-sized businesses (in in principle, this is so, if you look at the corresponding section of the standard, where its developers are indicated).

However, until the legislative requirements for the qualifications of the above specialists are determined, employers (with the exception of state, municipal, budgetary, etc. enterprises) can treat the provisions of the professional standard as a kind of guideline, desirable, recommendatory and descriptive , but optional (yet).

But as soon as the legislator introduces the relevant standards, specific specialists, if they combine several groups in their functionality, will have to comply with the provisions of those groups that establish higher requirements for the relevant qualifications.

The Ministry of Labor initiated a discussion of amendments to the professional standard for a human resource management specialist. The fate of the document will be determined this year. The need to update the current professional standard is dictated by the intention to bring educational requirements into line with the range of job functions performed.

Level requirements education of HR specialists

• documentation support for work with personnel,
• staffing activities,
• assessment, certification, personnel development,
• organization of corporate social policy.

Personnel positions

The professional standard clarifies the names of positions and professions of personnel workers. Their list is related to the type of labor functions performed.

Documentation support for work with personnel– “Specialist in registration of labor relations”, “Specialist in documentation support of personnel”, “HR Specialist”;

Providing staff– “Recruitment Specialist”, “HR Manager”, “HR Specialist”;

Personnel assessment and certification activities– “Personnel assessment and certification specialist”, “HR manager”, “HR specialist”;

Staff development– “Specialist in personnel development and training”, “Specialist in personnel career development”, “HR Manager”, “HR Specialist”;

Organization of labor and remuneration of personnel– “Specialist in standardization and remuneration”, “Specialist in organization and remuneration”, “Specialist in compensation and benefits”, “HR specialist”, “HR manager”;

Organization of corporate social policy– “Specialist in social programs”, “Specialist in working with representative bodies of employees”, “Specialist in corporate social policy”, “HR Specialist”, “HR Manager”;

Operational management of personnel and organizational units– “Head of a structural unit”, “Head of a structural unit”.

From July 2016, the recruiter professional standard approved in 2015 will be used by employers in practice. Find out how professional standards will be implemented in 2016, where to find a complete list of professional standards, what a recruiter’s professional standard looks like, how the recruiter’s functions are reflected in the professional standard, and how to understand whether the recruiter’s qualification level in the professional standard corresponds to the real level of training of the employee involved in personnel selection.

• how will it be applied recruiter professional standard in 2016;
• where can I find the complete list of professional standards in 2016;
• as described ;
• how it is reflected;
• in what order professional standards in 2016 implemented by employers.

A recruiter, or personnel selection specialist, is a relatively new profession, whose representatives often do not receive systematic education, limiting themselves to short-term training courses. As an alternative to courses or a supplement to them, self-study with the help of books and periodicals on relevant topics is widely practiced, but until recently there was no talk of employers applying general requirements for professional education and the qualification level of recruiters.

The new professional standard for recruiters, approved by order of the Ministry of Labor of Russia No. 717n dated October 9, 2015, is designed to radically change the situation. Since the provisions of the Labor Code of the Russian Federation regarding the application of professional standards will soon come into force, from July 2016, there is a clear increase in the interest of employers in this topic.

Organizations that provide for the position of a recruiter will be able to refer to a unified professional standard when developing job descriptions and other documents regulating the labor function of a personnel selection specialist. In addition, the introduction of a professional standard can be considered as the first step towards creating a national certification system for recruiters, as it develops it will become possible to objectively and comprehensively assess the qualifications of specialists working in this field.

In practice, such an assessment will look like this: the employer will be able to send a recruiter (a full-time employee of the organization or an applicant for the position of a personnel selection specialist) to a regional qualification assessment center. Here, the employee’s skills will be assessed for compliance with the requirements of the standard: a specialist who successfully passes the test will receive a certificate, and the employer will be confident that he has hired a qualified specialist who has all the knowledge and skills necessary to effectively perform his job duties. The current Labor Code does not consider non-compliance with the professional standard as a legal basis for dismissal (although the employer is free to send an employee who “falls short” of the stated requirements to advanced training courses, retraining, etc.). But it is possible that in the future, as the assessment system develops, an employee who has not received a certificate may be recognized as unsuitable for the position held due to unsatisfactory certification results, which, in turn, will give the employer the right to dismiss him under clause 3 of Art. 81 Labor Code of the Russian Federation. Currently, the assessment system is in a state of development, but in the future, with its help, employers will have the chance to significantly improve the performance of their recruitment and personnel management departments in general.

Professional standards in 2016

The concept of “professional standard” appeared in the Labor Code only in 2012, and the rules for the development and application of professional standards were approved in 2013. Professional standards in 2016 For most employers they are advisory in nature, they can be used:

• when calculating work at the enterprise, assigning tariff categories to employees;
• when developing a personnel management strategy, forming personnel policies;
• when drawing up job descriptions;
• when organizing training, certification and recertification of personnel;
• when hiring for underground and other risk-related work;
• when developing a remuneration system for employees of municipal and state institutions.

It should be noted that in relation to some positions and professions, the use of professional standards will become mandatory from July 1, 2016. We are talking about specialists whose qualifications are established by the Labor Code of the Russian Federation, other federal laws and other regulations (Article 195.3 of the Labor Code of the Russian Federation) - for example, about employees involved in underground work, providing benefits and compensation, etc.

List of professional standards

The process of developing professional standards has been ongoing for several years. To date, more than six hundred professional standards have been approved; many projects are still under discussion but are expected to be implemented in the near future. You can view the complete register of professional standards applied in a variety of sectors of the economy - agriculture, education, construction, healthcare, etc. - on the website of the Ministry of Labor and Social Protection of the Russian Federation. List of professional standards in 2016, compiled in alphabetical order and constantly updated. Recruiter professional standard upon registration I received number 570.

Advice for employers: When planning to implement professional standards at an enterprise, check out the current register to find out which standards have been released so far. Then check the names and functional components of the positions specified in job descriptions and other local documents with the names and requirements contained in the relevant professional standard. It is also important to compare the actual qualifications of the enterprise’s employees with the qualification requirements approved by the professional standard. Adjustments may need to be made to job descriptions, employment contracts or staffing levels, and individual employees may require additional training or advanced training.

Recruiter professional standard

Recruiter professional standard can be used by commercial organizations as a qualification standard, since neither the current Labor Code of the Russian Federation nor other legal acts contain direct indications of the need for its application. Recruiters usually work under normal conditions that do not involve risks to life and health, so the law does not establish specific restrictions on their qualifications. Making changes to job descriptions on the basis of a professional standard that is advisory in nature is the right, but not the obligation of the employer.

Therefore, it is possible to use the provisions of the professional standard selectively, soften individual requirements, or supplement the ready-made “backbone” of points established by the professional standard with conditions dictated by the specifics of a particular organization. Each professional standard is compiled according to a standard template consisting of several sections. The recruiter's professional standard contains the following sections:

• I (general information);
• II (description of labor functions included in the professional standard);
• III (characteristics of generalized labor functions);
• IV (information about organizations involved in the development of professional standards).

Important! When implementing a professional standard, you should pay attention to the exact job title indicated in it, so that, if necessary, you can make adjustments to the staffing table and other documents. When renaming a position, do not forget to notify the employee who occupies it of the upcoming changes. An example of such a notification looks like this:

The “General Information” section describes the main tasks and goals of the specialist (“meeting the employer’s needs for labor resources by selecting personnel for permanent or temporary employment”). OKVED and OKZ codes are also indicated here.

Recruiter functions in professional standards

Of particular practical interest to the employer are sections II and III, which describe in detail the labor functions performed by a personnel selection specialist, taking into account his qualification level. The functional map of the type of professional activity (section II) has the form of a table, where each recruiter functions in professional standards corresponds to a certain level or sublevel of qualification. There are eight functions in total:

Recruiter qualification level in professional standards

The system of professional standards currently being introduced provides nine qualification levels for all types of positions. Starting from level 4, certain requirements for employee qualifications are established. The group of professions and positions described by the professional standard “Personnel selection specialist (recruiter)” includes workers engaged in:

• warranty service for personnel selection services (level 4);
• selection (selection, assessment, presentation) of candidates and coordination of terms of employment with the parties to the employment contract (level 5);
• creating a candidate search map, analyzing the labor market, drawing up a job profile and determining the employer’s needs for human resources (level 6).

Characteristics of the generalized labor functions of specialists of different qualification levels with possible job titles are given in Section III. In essence, this section is a detailed tip for employers when hiring and training recruiters. The most

modest requirements are established for ordinary positions, the filling of which does not require work experience and corresponds to qualification level 4 (clauses 3.1 - 3.1.2):

Requirements for applicants for positions at qualification level 5 are contained in clauses 3.2 - 3.2.4. There is already a direct indication of the need to have some experience in the field of personnel selection (at least 1 year):

To fill senior positions corresponding to qualification level 6 (senior consultant, leading consultant, head of a department engaged in the search for new employees), at least five years of experience in the field of personnel selection and higher professional education are required. A more detailed list of skills and knowledge required to perform a particular job function can be found in clauses 3.3 - 3.3.2 of the professional standard:

The requirements of the professional standard should be interpreted correctly in practice. Example: an organization employs a specialist who holds the position of personnel selection analyst (qualification level 4). His responsibilities include searching for candidates for employment using a ready-made profile for a vacant position, agreeing on the place and time of interviews, as well as preparing related documents. Having familiarized ourselves with the professional standard, we see that the qualification requirements for an employee in this case presuppose the presence of secondary general education with basic specialized training:

If recruiter qualification level in professional standards corresponds to reality, while the employee knows the basics of office work and the basics of labor legislation of the Russian Federation, is familiar with practical methods of personnel adaptation, has developed written and oral communication skills, does not violate professional ethics and otherwise suits the employer, there is a clear correspondence to the position held. There is no need for retraining or advanced training. But if the same specialist, in an effort to further career growth, applies for the position of senior recruiter (and this is already the 5th qualification level), in order to comply with the requirements established by the professional standard, he will need additional training:

Therefore, the company management can issue an employee a referral for training in order to obtain a qualified mid-level specialist, and ensure that his actual work experience in the field of personnel selection is at least one year.

An organization can pay for training itself, but it is not necessary: ​​the employer’s right to independently decide whether to train an employee at his own expense is enshrined in Part 1 of Article 196 of the Labor Code of the Russian Federation. Since special conditions for admission to work are not established by the professional standard, the employer will check the employee’s suitability for the position held independently. Here it is also recommended to focus on the list of knowledge and skills given in the professional standard. Based on the training results, the employee should be able to:

• prepare job profile announcements for publication in the media;
• perform direct search;
• use public sources of information;
• establish contacts in a professional environment and maintain them.

In addition, to meet qualification level 5, the recruiter must know and apply in practice.