Часть 2: Отбор и оценка кандидатов
Comprehensive Guide to Evaluating and Selecting Top Talent
Введение в отбор кандидатов
Candidate selection (отбор кандидатов) is the systematic process of evaluating applicants to identify the best fit for a position. In the United States, selection processes are highly structured to ensure legal compliance, reduce bias, and predict job performance accurately.
🇷🇺 Cultural Context for Russian HR Professionals:
American selection processes are typically more formal and standardized than in Russia. While Russian companies may rely heavily on personal connections (связи) and informal interviews, US companies use multiple assessment methods, structured interviews, and documented evaluation criteria to ensure fairness and legal defensibility.
A typical American selection process includes these stages:
All selection methods must be job-related and consistent with business necessity. The EEOC (Equal Employment Opportunity Commission) requires that selection procedures do not have "adverse impact" on protected classes. If a selection method disproportionately screens out a protected group, the employer must prove it's essential for job performance.
Скрининг резюме и заявок
Resume screening (скрининг резюме) is the first filter in the selection process. In the US, this process has become increasingly automated through Applicant Tracking Systems (ATS).
📄 US Terminology:
In the United States, a resume (резюме) is a 1-2 page summary of work experience, education, and skills. A CV (Curriculum Vitae) (биография) is a longer, more detailed document used primarily in academic, medical, and research positions. For 95% of jobs, candidates submit resumes, not CVs.
| Feature | 🇺🇸 US Resume | 🇬🇧 UK CV | 🇷🇺 Russian Резюме |
|---|---|---|---|
| Length | 1-2 pages (strict) | 2-3 pages acceptable | 1-2 pages typical |
| Photo | ❌ Never included (discrimination risk) | Optional (increasingly discouraged) | ✅ Usually included |
| Date of birth | ❌ Never included (age discrimination) | ❌ Not included | ✅ Often included |
| Marital status | ❌ Never included | ❌ Not included | Sometimes included |
| Format | Reverse chronological most common | Reverse chronological or skills-based | Varies widely |
An Applicant Tracking System (система отслеживания кандидатов) is software that automates resume screening and candidate management. In the US, 98% of Fortune 500 companies and 66% of large companies use ATS.
ATS can reject qualified candidates due to formatting issues, missing keywords, or parsing errors. Studies show that up to 75% of qualified candidates are rejected by ATS before a human reviews their resume. This is why keyword optimization is critical in American job applications.
Телефонные интервью для отбора
A phone screen (телефонное интервью) is a brief preliminary interview, typically 15-30 minutes, conducted by a recruiter or HR professional to verify basic qualifications before investing time in a full interview.
🇷🇺 Cultural Note:
Phone screens are less common in Russia, where companies often move directly to in-person interviews. In the US, phone screens are standard practice to save time and resources. With remote work becoming more common, video screens (Zoom, Teams) are increasingly replacing phone screens.
As of 2025, the following states and cities have banned employers from asking about salary history:
Instead, ask: "What are your salary expectations for this role?" or provide the salary range upfront.
Тестирование перед приемом на работу
Pre-employment assessments (тесты перед приемом на работу) are standardized tests used to evaluate candidates' skills, abilities, personality traits, and job fit. In the US, 76% of organizations with 100+ employees use some form of assessment testing.
🇷🇺 Cultural Context:
Assessment testing is more prevalent and sophisticated in the US than in Russia. American companies use scientifically validated assessments to predict job performance and reduce hiring mistakes. These tests must meet strict legal standards to avoid discrimination claims.
Cognitive ability tests (тесты когнитивных способностей) measure general mental ability, including reasoning, problem-solving, and learning capacity. Research shows these are the best predictors of job performance across all job types.
| Test Type | What It Measures | Best For | Validity |
|---|---|---|---|
| General Mental Ability (GMA) | Overall cognitive capacity, learning ability, problem-solving | All roles, especially complex jobs | Very High (r = 0.51) |
| Verbal Reasoning | Language comprehension, vocabulary, verbal logic | Communication-heavy roles, management | High (r = 0.45) |
| Numerical Reasoning | Math skills, data interpretation, quantitative analysis | Finance, analytics, engineering | High (r = 0.43) |
| Abstract Reasoning | Pattern recognition, logical thinking, non-verbal intelligence | Technical roles, problem-solving positions | High (r = 0.47) |
Cognitive ability tests can have adverse impact on certain racial and ethnic groups. The EEOC closely scrutinizes these tests. To use them legally:
Personality assessments (тесты личности) measure behavioral traits, work styles, and cultural fit. These are less predictive than cognitive tests but useful for team fit and development.
Тесты рабочих образцов и симуляции
Work sample tests (тесты рабочих образцов) require candidates to perform tasks that closely resemble actual job duties. These have the highest validity of all selection methods (r = 0.54) because they directly measure job performance.
| Role Type | Work Sample Examples | Duration | Evaluation Criteria |
|---|---|---|---|
| Software Developer |
• Coding challenge (build a feature) • Debug existing code • Code review exercise • System design whiteboard |
1-4 hours |
• Code quality and organization • Problem-solving approach • Technical accuracy • Communication of thought process |
| Writer/Content Creator |
• Write article on assigned topic • Edit provided content • Create social media posts • Develop content strategy |
2-3 hours |
• Writing quality and style • Grammar and accuracy • Creativity and originality • Adherence to brand voice |
| Sales Representative |
• Mock sales call/presentation • Handle objections role-play • Develop sales strategy for scenario • Analyze sales data |
30-60 min |
• Persuasion and communication • Product knowledge • Objection handling • Closing techniques |
| Customer Service |
• Handle difficult customer role-play • Respond to customer emails • Troubleshoot technical issue • De-escalate angry customer |
30-45 min |
• Empathy and patience • Problem-solving • Communication clarity • Company policy knowledge |
1. Job Analysis:
2. Realistic Scenarios:
3. Standardization:
4. Reasonable Scope: