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Group of Companies "Alla Konyaeva & Partners"

executive search & management recruitment
salary & benefits surveyoutstaffingoutplacement
Unique service on exclusive demand. With modest charm of professionalism. 21 - October - 2018
XX:XX:XX
 
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21 D Yaroslaviv Val Street, off. 1, ground floor,
Kyiv, 01054, Ukraine Entrance through Gonchara street 26
phone/fax: (+38 044) 383 46 00
info@ancor-sw.com

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It is of no secret to anyone, that educational institutions do not train specialists in area of recruitment. These are the agencies who have to bring them up. It takes about two years to train one specialist. That is why each leaving of a professional is so painful. Analyzing history of the training system at ANCOR SW Agency, it is possible to outline two periods. The first one was rather chaotic, when filling in the knowledge and skills blanks by beginning recruiters had no certain system. The second one - intelligent - with realized necessity to have a harmonious sequence in teaching of new comers, with the systematized trainings on necessary skills and abilities mastering. I want to present this existing structure to your kind attention.  
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The moment of rejoicing comes for any recruiter performing an order when a Customer calls and reports, that he is ready to make a Job Offer to one of the agency's candidates. As a rule, such gladness lasts for a few minutes, because an experienced recruiter understands distinctly, that it is yet too far to final success.

 
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For six years already ANCOR SW Agency has prepared review of salary level at foreign companies operating in Ukraine at the beginning of each calendar year. The subsequent analysis of the obtained results on the pages of the magazine has become traditional as well (for the third year already). First of all, these articles might probably be interesting for recruiters and HR Managers, those being in need of constant labor market situation information update. In their work they have to take into account the changes of market situation. Such interest is confirmed by comments to publications which we get from agencies and HR Departments. But there are other addressees of our analysis: these are qualified employees, who need to compare what they have now within their company to average market suggestions.     
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It is very important for an IT specialist to have an adequate picture of the labor market situation, to know what salary level is competitive, what additional privileges are given by western companies to the local personnel. This might be useful for him while estimating his present status, forming expectations during a new job search, and also while choosing Ukraine as a country where it makes sense to build a career.          
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A meeting of recruitment agencies Managers, initiated by ANCOR SW Agency, took place on July, 7, 2000. It wasn't the first meeting for many managers of recruiting agencies. A few years earlier the leaders of some Ukrainian agencies had already tried to create a professional association. At that time, joining efforts to influence law making in area of labor resources was supposed to be the purpose of association.    
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In October, 2000, the second meeting of Kiev recruiting agencies representatives took place at ANCOR SW Agency. The primary purpose of the meeting is the extension of contacts in order to create a unified informative space that is required by all participants. The fact, that this idea got the development and continuation, is a convincing certificate of its actuality for the civilized recruiting service development in Ukraine.            

 

 
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Recruiters are in permanent need of having an adequate picture of labor market situation, of knowing competitive salary levels, additional privileges provided by western companies for the employees in Ukraine. To fill up the informative blank, ANCOR SW Agency conducted the first research in 1995and prepared the Salary Survey. Since then such research is conducted regularly at the beginning of each calendar year, enabling to take into account the changes of the market situation.         

 

 
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Filling in a registration form is a good ground and possibility to become acquainted with a candidate as a professional and personality. What is it possible and necessary to learn about a candidate during a meeting interview?  
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I will not discuss common forms of introductory interview, which is a constituent part of testing procedure. I will mention that traditionally they include some company description, the vacant position contender story and exchange of questions and answers. The patterns of preparing a candidate for such interviews have been repeatedly discussed on the magazine's pages: features of oneself presentation, examples of most widespread questions and recommendations on correct answers. Here I'll say a few words about the type of interview, which is rarely discussed. This is a stress interview.   
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The last five years foreign companies' salary dynamics data resulted in the table. You can familiarize with them independently, but we find it necessary to give some comments.

 
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Direct Search is the method being the main adventure in our business. For this reason an experienced recruiter has his own methods and windfalls which are akin to inspiration in art. Certainly, they could be systemized, but probably the few would like to share the creative laboratory secrets. Exceptions are withdrawn from businesses former recruiters, choosing the role of new generation teachers.Nevertheless, there are some questions to discuss.  
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Searching for recruitment services Customers is a permanent process, requiring constant attention and efforts. An agency, which decided, that it had provided itself with Customers for long, risks being strongly disappointed. It will occur one morning, that there are no orders. Anthony Birn warns: «It is always necessary to generate new customers. When you decide that customers are enough, you will start passing away».            
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