Competition for filling a vacant position: basic requirements and milestones

The competition for filling a vacant position makes it possible to select the most qualified and effective among all candidates applying for a job. As a rule, this procedure is conducted in public service institutions , but its popularity is 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 enterprises.

The competition for filling a vacant position is conducted in accordance with the provision, which is approved either in the form of a normative right act or as an organization document. It prescribes all the main points regulating the procedure for carrying out this procedure. Firstly, those regular units are determined, for filling which they hold a competition for filling vacancies. This serves as a certain defense against a subjective decision. In addition, it is immediately desirable to allocate those jobs for which the competition is not held, most often it is the staff units provided for young professionals or within the quota for the disabled. Also, the competition for filling positions may not be held for specific categories of workers, in particular, for personnel who have been sent from the organization's funds for training and preparation for a new workplace.

The next important thing to consider when organizing a competition for filling a vacant position is the identification of persons who can not take part in the selection. Such a filter will allow, even at the stage of filing applications, to exclude candidates who will not be able to perform duties at all or at the required level. These conditions are desirable to be determined based on the criteria provided for in the regulatory documents: health 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 the enterprise, industry, holding).

On the beginning of the contest must be declared publicly. It can be a corporate newspaper or a website, or ordinary media. Potential candidates must know the list of documents for the application for participation, the time (period) for the competition, the composition of the commission evaluating the applicants. The direct evaluation of candidates usually consists of four steps. The first is the analysis of information submitted by applicants with statements (summaries, characteristics, autobiographies, presentations, etc.). The second is a presentation by a potential employee of a report on how he represents his future possible work activity, what tasks he plans to solve, what he sees as an object for improvement. The third is the questions of the competitive commission. And the last, final - the final decision on the results of the competition (in the order stipulated in the provision).