What can the Pampadu platform offer to HRs?

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Gender, age, etc. According to the law, the requirements for applicants should not be discriminatory. A job description should not contain gender, age, appearance, etc. But in practice, some employers create a portrait of an ideal candidate based on a number of features that are not related to the profession. For example: "We need a respectable woman of about fifty who dresses seriously, wears suits - and we do not need chicks with piercings and tattoos." Or, let's say, an employer sets a requirement: "Just no brunettes." The reason is that the hiring decision is made by a man, and his wife works at the company. She likes dark-haired men. The husband is jealous, so he rejects brunette candidates in advance.


Of course, he will not explain such subtleties to the chinese singapore phone number list recruiter, but will say: "Just no dark-haired men." Among the criteria there are even such as the zodiac sign or a certain name. For example, five years ago the hiring manager had a conflict with his neighbor Vasily. Now he will never hire a job seeker with this name. How useful such an approach is for the company is an open question. However, the recruiter needs to know that employers practice this. Performance indicators. If the position involves achieving KPIs, fulfilling a sales plan or other practical results, this should be specified. Probationary period. When it is assumed, it is worth discussing this issue separately.


This blog regulates the duration of the trial period, payment. Describe the tasks to be performed during it. Rate, salary range, bonuses. Here, the employee's income range is indicated. The calculation of salary and the terms of bonus payment are discussed. After all, candidates are interested in earnings in the future position. Methods for assessing applicants. An important criterion determined by the employer. Testing, interviews or a combination of both can be used as a check. Read also What is outplacement: how it helps companies and employees What is the purpose of developing a job profile PD is used for HR processes: Recruitment. The benefit is obvious, because the vacancy profile is a detailed description of the position.