Additional information in a resume: examples. How to write a resume correctly. Methods for searching information about the applicant Data about the applicant what to write

The final paragraph of the resume is a column for other information about the applicant. It indicates all the data that was not included in the main part of the questionnaire. You can find out what information needs to be included by looking at examples of additional information in your resume.

Required data

You can write all the information that, in your opinion, should be of interest to a future employer. For example, in this column you can indicate your marital status and age, if it does not meet the requirements specified in the advertisement. Additional information on a resume may look like this:

married, 2 children;
age 46 years;
knowledge of spoken German;
driver's license category B;
ready for short business trips.

An applicant for the position of regional development director may include the following information:

ready for long-term business trips;
have a driver's license and a personal executive car;
driving experience more than 10 years;
fluent communication in English (oral and written);
I am interested in reconstructing historical events.

When filling out a resume for the position of chief accountant, you can provide the following information:

married, has a school-age daughter;
I periodically publish in the magazine “All about Accounting”, I am co-author of the book “Tax Accounting: From Theory to Practice”;
ready for business trips (both regional and foreign);
I regularly attend trainings and courses for accountants;
on this moment I study the nuances of accounting in companies engaged in export-import operations.

Specifics of professions

Please note that each job has its own nuances, so it is impossible to choose a universal example. Most employers choose married employees because they have a family to support and are more conscientious workers. But if the work involves frequent business trips or on-site work, then preference may be given to free people.

The sales manager can provide the following information:

driver's license, open categories "B" and "C", driving experience - 14 years;
Personal car;
I don’t smoke, I don’t drink alcohol;
ready for irregular working hours;
ready for business trips, regardless of their duration, including to other countries (valid passport available);
I am fluent in English and French – with a dictionary .

But the following information would be more suitable for an analyst:

married, 3 children;
have a driver's license;
I prefer to spend weekends with my family;
I am interested in creating toys from wood.

But you can fill in the “additional information” column in a different way. Most importantly, do not repeat the information provided above.

It seems the easiest way to get an answer is to ask a question. However, during negotiations with applicants, this approach does not always work. How can a recruiter quickly find out necessary information about the candidate?

And what can be done to ensure that the personnel search process does not become a reason for litigation? And what can be done so that the personnel search process does not become a reason for litigation?

What prevents you from getting an accurate answer from the applicant?

The development of the labor market has created significant difficulties in finding out reliable information about a candidate. In recent years, a stable trend has been the high preparedness of applicants. Thousands of books and articles have done their job. Almost everyone has learned how to professionally compose a resume, write cover letters and answer typical questions in a socially desirable manner. So, in the process of communicating with a candidate, the HR manager only checks his ability to pass an interview.

However, often employer representatives do not even know how to create a friendly atmosphere that would help the applicant open up. " I come to the final interview, by the way, at a very well-known publishing house. They have a meeting, I'm waiting. Half an hour after the appointed time, several people leave the meeting room. One of them stops next to me and looks silently. I ask: “I guess they sent me to you for an interview?” We sit down in the meeting room. My interviewer fixes his gaze on the laptop monitor and begins the interrogation. Is this a normal attitude towards a job seeker?“- copywriter Elena is indignant. The recruiter's attempts to get answers to too personal questions (for example, about religion, marital status, solving a housing problem, planning for children, etc.) also extremely irritate applicants. And forcing a person to give out information that he would like to keep to himself, of course, not only does not interfere with normal dialogue, but also sets the interlocutor against you.

And in general, it must be admitted that the questions are practically not diverse. And the talkativeness of HR managers often provokes the candidate to give the desired answer. In addition, vaguely posed questions, such as, for example, “ tell us a little about yourself”, only confuse the applicant, instead of helping him to reveal himself as a specialist.

In addition, obtaining the necessary information is hindered by the tendency of many candidates to give false answers to questions related to clarifying their experience, as well as the availability of professional skills and personal qualities necessary to perform the job. This behavior is explained by the fact that vacancies often indicate initially inflated requirements, as well as the prevailing opinion in society “if you don’t deceive, you don’t sell.” One of the most unpleasant questions from this series: “” Since it is bad form to speak negatively about a former employer, then if in reality the reason for dismissal was a relationship with your superiors, in 99% of cases no one will tell you the truth.

And a strictly formalized approach to personnel selection does not at all contribute to normal dialogue. It is not uncommon for candidates at different levels to be put through the same interview stages. And it’s okay if the recruiter selects ordinary employees, requiring them to complete several psychological tests, creative tasks and answer a dozen questions. The selection of management and highly qualified specialists is another matter. Faced with such an attitude, the applicant will leave, and you will not get the desired result, scaring off the right employee. " There was a vacancy for the director of the legal department. During a personal meeting, it turned out that the HR manager did not understand anything at all, as I understood, not only in the field of law, but also in his own. At the interview, he bombarded me with questions like “what color do you prefer for wallpaper, spoons, nesting dolls, etc.” At the same time, he himself blushed, stuttered and spent a long time marking something on his piece of paper. It felt like they were looking not for a lawyer, but for a painter...“- Alexandra shares her impressions.

Sergey Marchenko, managing partner of Executive Search agency SM Consulting, lists six common mistakes made by recruiters when selecting top personnel:

The level of the position for which the applicant is applying is not taken into account. They are trying to push him through standard selection stages and tests, sometimes much more suitable for a yesterday’s graduate.
At the very beginning of the meeting, the applicant is asked serious questions. For example, about his personal motivators, about the level wages in the previous place, etc., when the conversation is still far from confidential. In this case, it is unlikely that a response will be received, and if it is received, then most likely it is insincere.
Determined key question, the correct answer to which will determine the fate of the applicant for the vacancy. As Sergei quite rightly notes, such a question cannot exist. Moreover, the candidate is capable of lying, trying to guess the correct answer based on the recruiter’s reaction, or simply getting confused.
Frequently used in conversation closed questions, which provoke the receipt of a socially expected response.
Incompetence of the recruiter in the client’s business and the specifics of the vacancy. “If the top does not feel that the recruiter is a professional, then a full-fledged interview will not work - the applicant will withdraw into himself and wait with irritation for the end of the interview,” warns Sergey.
Abuse of tests. Especially if candidates for an open position can be counted on the fingers of one hand, and the applicant must travel thousands of kilometers to meet.

Also among the prohibited techniques in relation to highly qualified specialists are stress interviews and interviews using a lie detector. Such an approach is more likely to anger and turn the candidate against the company than to help the recruiter solve the tasks assigned to him.

Can a recruiter's questions give rise to legal proceedings?

A recent trend has also been the desire of citizens to protect their labor rights. Many employees are well versed in the Labor Code of the Russian Federation, and those who are particularly caustic and offended are ready to defend their own interests even in court. Therefore, the HR manager must be prepared for such a turn of events and know how to act so as not to create problems for the employer.

“The questions themselves, regardless of their content, cannot be discriminatory,” explains Sergey Saurin, head of legal department ANO "Center for Social and Labor Rights". - At the same time, according to Art. 3 Labor Code RF, no one can be limited in labor rights regardless of gender, race, skin color, nationality, language, origin, property, family, social and official position, age, place of residence, attitude to religion, affiliation public associations and other circumstances not related to the employee’s business qualities.” Here it is important to clarify what exactly is meant by an employee’s business qualities. In the resolution of the Plenum Supreme Court Russian Federation dated December 28, 2006 No. 63 established that “ the business qualities of an employee should, in particular, be understood as the ability of an individual to perform a certain labor function taking into account his existing professional qualifications (for example, the presence of a certain profession, specialty, qualification), personal qualities employee (for example, health status, presence of a certain level of education, work experience in a given specialty, in a given industry)».

“Thus, it is not so much the question itself that is important. Do you have any children?“, how much motive prompts the recruiter to ask it. It’s one thing if a company, say, has its own kindergarten or other forms of support for working parents are used, and the HR manager asks such a question only in order to subsequently invite the new employee to use them. And it’s a completely different matter if the company has a clear policy – not to hire women with small children. “In the second case, discriminatory practices are obvious,” the lawyer gives an example.

As you know, at the moment the legislation does not regulate the procedure for conducting interviews. Personnel worker has the right to ask any questions. “However, if an applicant who gave an honest answer or refused to answer is denied a job, the company may well receive lawsuit with demands for compulsion to conclude an employment contract, for compensation for illegal deprivation of the opportunity to work and for compensation for moral damage,” warns Sergei Saurin. Of course, it will be very difficult for the applicant to prove that labor rights were violated. “But if he succeeds, a tidy sum may be recovered from the employer. Thus, an accountant from Voronezh collected 290 thousand rubles. from an employer who refused to hire him as not suitable for his age - the applicant was 57 years old at the time of employment,” says Sergei.

Besides, current legislation provided for discrimination administrative responsibility (Art. 5.62 Code of Administrative Offenses of the Russian Federation – fine up to 100 thousand rubles. for the company) and criminal liability ( Art. 136 of the Criminal Code of the Russian Federation – fine up to 300 thousand rubles. for the responsible person or other punishment, up to imprisonment for up to two years). Although, according to Sergei Saurin, there is currently no practice of bringing violators to justice under these articles, one should not forget about their existence.

How to ask to get the answer you need

But be that as it may, the recruiter is obliged to select an employee who meets the agreed requirements. This means that all issues need to be clarified before the final offer is made to the applicant. How can an HR manager do his job so that the wolves are fed and the sheep are safe?

First of all, do not forget that often the shortest path is not uphill, but around the mountain. Instead of asking the question " Why did you leave with previous place work?” and hear a rehearsed answer, try a more neutral option for the candidate. For example, you can use design questions like: “ Why do you think people change jobs?“So instead of accusations, you will give the applicant the opportunity to philosophize and casually blab about the true reasons for his departure. As a rule, one question is not enough to find out all the nuances. Therefore, clarifying questions are necessary. It is best to ask them in conjunction, shifting the focus from the company to the applicant and back. So, you can ask what tasks in the previous organization at the interview stage were planned to be assigned to the applicant, what compensation was promised, what happened in reality, whether the results the employer needed were achieved, what became the starting point for the job search and what he is currently looking for.

It is also worth remembering that you have a lot of techniques in your arsenal that will help you obtain the necessary information from the applicant. It can be role-playing games, tasks to identify personal qualities, professional tests. If there is a need to clarify any circumstances from the applicant’s biography, this can be easily done by scattering the relevant questions across the company’s selection stages. That is, asking about the same thing in different interpretations both during a preliminary telephone conversation, and at an interview in the personnel department, and at a meeting with a potential manager, and when checking references. You can also include the desired question in the questionnaire with a warning about the consequences awaiting those who give false answers.

At the same time, we should not forget about the danger of dragging the company into lengthy legal proceedings. To avoid this, Sergey Saurin recommends not giving the applicant any reason to consider the attitude towards him discriminatory: “The interview should be conducted in such a way as to get the most complete picture of the potential employee’s capabilities. However, if you still need to obtain information that is not directly related to business qualities, explain to the applicant why the company needs such information. Questions about religion, age, marital status, etc. are perceived as discriminatory only by virtue of the characteristic motive attributed to them. If these questions are due to the specifics of working in a company, then it is quite correct to ask them - the main thing is that the applicant knows about this in advance.” Also, try not to show emotions in response to the information you receive from the applicant. Often, an HR manager, having found out that in some part the candidate does not meet the requirements potential leader, immediately chuckles or sums it up with the words: “ Well, everything is clear" And if such a reaction to the words of the applicant is considered by him as discriminatory, who can guarantee that he will not sue you?

In general, to solve the tasks assigned to a recruiter, it is enough to apply the following principles in practice:

Before the interview, study the applicant's profile and identify topics that you would like to discuss. Preparing for a meeting will not only save you own time, but will also demonstrate respect for your counterpart.
Try to create a friendly atmosphere during the interview that would allow you to continue communication in the future without tension. To do this, give the candidate a short tour of the office and offer him a cup of tea or coffee.
At the first meeting, do not give the applicant too much information about the company and the preferences of the potential manager, so as not to provoke his socially desirable answers to your questions.
Ask specific questions. And if you really want the candidate to make a self-presentation, instead of “ tell us about yourself“Invite him to tell you what he himself considers necessary.
Speak to the applicant in the same language. In this way, you will not only show your professionalism and be able to build a more constructive conversation, but also reduce the chances of the interlocutor misleading you.
Treat applicants differently depending on their status, age, work experience, etc. It’s one thing to ask an applicant with no work experience to fill out a six-page application form, but it’s another thing to try to force a candidate for the position of CFO to do the same.
Offer to complete a creative task or case, taking into account the person’s specialization. " The most idiotic task I was asked to do was to draw a pack of Winston cigarettes, and nothing but a pack, so that I would want to buy it. And this despite the fact that at that moment I was getting a job as a programmer, says Alexey. – And in one law office they showed two stacks of books (science fiction and historical novels) and asked which one I would prefer to read first -1

A resume assumes a laconic style of presenting information about professional activity applicants for vacancies: you must correctly reflect what position you are applying for, correctly present the facts of your “work history” in the relevant sections, informing potential employers of information about your education, previous work experience, indicating contacts of colleagues who can give you recommendations. Each section of the resume has a clearly defined format, which it is advisable to follow so that recruiters, when reviewing applicants’ profiles, can select from the general flow those information in which meets all the requirements for the applicant for the available vacancy. After all, it is much more convenient for employers to “work” with clearly structured and logically constructed documents that allow them to track those details from the professional life of candidates that should be characteristic of a potential employee. Only the last column of the resume does not have strictly defined rules for presenting information about the applicant, and in most cases, even the possible nature of the content is not specified. Additional information can include everything that is not included in the main sections, but which, in your opinion, is directly related to the proposed position and will help to present your candidacy favorably and achieve a decision main task, facing the applicant at the first stage of the job search, is to receive an invitation to an interview. Therefore, you should take filling out this section very seriously, trying to use another opportunity to demonstrate your individual traits that characterize you, on the one hand, as a specialist, and on the other, as a person with both advantages and disadvantages, and not only having at its disposal a “standard set” of personal qualities that migrate from one resume to another.

Recruiters spend on average no more than 15–20 seconds looking at one CV.

When Alexey Izvarin was compiling a resume, he did not take into account the fact that recruiters spend on average no more than 15–20 seconds looking at one CV, so his efforts to create a 3-page autobiography did not produce the expected result. Two-thirds of the total volume of the resume was not occupied by information related to professional knowledge, skills and achievements, and the column “ Additional Information", in which Alexey, claiming to be a physicist, listed in detail all his hobbies - from ballroom dancing to hitchhiking around Europe. After posting the document in this form on one of the job search sites, responses from employers and recruitment agencies there was practically none. And those recruiting managers who were interested in the applicant’s candidacy offered, in most cases, positions that had nothing to do with professional interests Alexey. “When I once again received an invitation to work as a bartender or DJ, I realized that my resume needed serious adjustment,” he says.

Our hero made one of the most common mistakes: instead of indicating the personal qualities and soft skills necessary to perform functional responsibilities, he provided potential employers with a description of his hobbies that had nothing to do with the purpose of posting the resume. Anna Kruchinina, head of the Automotive Industry department at the recruiting company MarksMan, has encountered similar situations more than once in her practice. Thus, one of the candidates listed all his free time activities: “Guitar, professional sound recording. Video shooting, creating a family film. Among my favorite sports, I would like to highlight ice hockey.” Olga Demidova, head of the “Jurisprudence” department of the recruiting company MarksMan, recalls the following resume of an applicant for the position of financial analyst: “... graduated from ballet school, studied acting, played in musical theater and in the KVN team, sang in a student academic choir; favorite dog – Bim.”

When creating a resume, it is better to concentrate only on those qualities of your personality that can convey to the employer useful information about you as a specialist.

Very often in this section many candidates indicate their personal characteristics, such as determination, hard work, diligence, stress resistance. Such descriptions have turned into clichés, which, as if written as a carbon copy, are found in every third CV, so most recruiters no longer consider this “list” seriously. Therefore, when creating a resume, it is better to concentrate only on those qualities of your personality that can tell the employer useful information about you as a specialist: about your style and working methods, about your professional preferences, about the pros and cons. This “recruitment” will allow recruiters to create a fairly complete picture about you, and some facts will remain to be confirmed during the interview process. It makes no sense to include information about personal interests and hobbies, zodiac sign, height and weight in this section, because indicating such information can even work against you, reducing the overall information content, and, accordingly, the effectiveness of your CV.

Under no circumstances should you completely copy your responsibilities in this column. Firstly, there is no point in posting the same information in two different sections. Secondly, the recruiter has already familiarized himself with the list of your functional responsibilities and, seeing that the information is duplicated, will most likely skip this column without trying to find the additional information that you intended to convey to the employer. In addition, copying partitions spoils general form document, giving the impression of being carelessly filled out: either the applicant did not have enough time to think through all the details, or he simply has nothing more to say about himself.

And you certainly shouldn’t offer your professional services in this section, for example: “ Comprehensive service legal entities in the field of intellectual property, the time for registering contracts is 50 days.” Employers will not appreciate this form of self-presentation. For consideration commercial offers There are other departments in companies.

A competent specialist, or What to write about

In the “Additional Information” section, it would be good to focus on professional skills and competencies.

All information contained in the resume is intended to characterize the specialist as the best applicant for a particular vacancy. Anna Kruchinina believes that in the “Additional information” section it would be good to focus on professional skills and competencies, for example: “I have experience in restructuring companies, conducting HR audit; experience in developing and implementing a job grading system.” The meaning of the column in question is not that after reading it, the recruiter will clearly imagine your detailed personal portrait, but to supplement your resume with the information necessary to obtain the desired position. Typically the following information is included:

Family status.
PC level.

The gradation “user”, “confident user”, “advanced user” is quite acceptable, but it is advisable to list those in brackets computer programs that you own. For example, “computer: confident user (I have skills in working with Adobe PhotoShop CS, Macromedia Flash MX 2004, 3DMax, CorelDraw 12).

3. Degree of knowledge of foreign languages.

The generally accepted gradation is:

basic level (Elementary, Pre-Intermediate);
technical, or reading professional literature (Intermediate, Upper-Intermediate);
free (Headway Advanced).

It is advisable not only to decipher what you mean by the degree of foreign language proficiency you indicate, but also to indicate the presence of certificates, if you have any: TOEFL (Test of English as a Foreign Language), CAE (Certificate in Advanced English), CPE (Certificate of Proficiency in English).

4. Availability driver's license and car, as well as general driving experience.

This data should be indicated if the proposed work involves driving personal or company vehicles.

5. Preferred operating mode.

Olga Demidova adds: “I would recommend indicating your readiness for business trips. This also applies to readiness for irregular working hours.” It is advisable to specify an acceptable work schedule (from 9.00, 10.00, 11.00, 2/2 days, 1/3 days, etc.), if this issue is of fundamental importance to the applicant. The type of employment should be mentioned if the desired position provides various options: full-time, part-time (indicating the number of hours you are willing to devote to work daily/weekly and the time convenient for you), distant work, freelance.

6. Priority directions and reasons for looking for a job.

According to consultants, in the “Additional information” column you can provide information about priority areas of activity and the reasons for leaving your previous position. The first point is especially important for applicants for the positions of project managers, as well as top managers. The second is for candidates who seek to expand their functional responsibilities and move up the career ladder. You can also indicate that the applicant was in maternity leave for child care, and this will immediately explain to the recruiter the break in labor activity.

7. Points of pride.

It makes sense to indicate the most striking projects, achievements, awards, titles that you have been awarded. Provide information about social activities, publications, patents, and membership in any professional association. List your public appearances at specialized conferences, seminars, and forums. At the same time, you should not indicate publications and reports that are not directly related to the proposed work.

8. Receiving additional education.

If you are currently receiving a second higher education, attend any specialized courses, improve your knowledge foreign languages If you are working on a dissertation, then all this information can be reflected as additional information. However, when you are just planning to enroll in advanced training courses, this is not worth mentioning. Employers are only interested in your knowledge and skills that you currently possess, and the recruiter may ask about your immediate and long-term plans during an interview.

“Each resume is individual, just like its owner,” sums up Dmitry Orlovsky, leading specialist in the HR department at Foxtrot. – Additional data should be meaningful and not overload the resume. The candidate should reflect only the most important thing - that which can influence the decision-making on his candidacy. And information such as “gender”, “age”, “health”, “hobbies”, “marital status”, “citizenship”, etc., are purely personal, and it is the right of each candidate to write them or not.”

You should not hope that incorrectly filling out the “Additional Information” section will not in any way affect the decision regarding your candidacy. As a rule, this column completes the summary, and the “last words,” according to psychologists, are remembered more clearly than others.

The article explains why you need to look for information about a promising applicant. Search methods are described: blogs, web cards, articles, interviews, social services. How each of these services can be useful.

When looking for a job, every job seeker tries to use any suitable source. A person looking for a job has many opportunities to find out about open vacancies various organizations. Those wishing to find suitable job, as a rule, contact various recruitment agencies, re-read newspapers with vacancy announcements, just as a potential employer can use the same means to place an advertisement seeking an employee for a specific position. However, progress is moving forward, and even the job search system does not stand still. The possibilities for the job seeker and the employer are not limited only to newspapers with advertisements or recruitment agencies with a legal address. The World Wide Web also comes to the rescue in this matter.

Today on the Internet there are many recruitment agencies and sites that provide opportunities for both job opportunities and their services. Having registered on one of these sites, a job seeker must fill out a resume, which contains detailed information about the professional skills and capabilities of the person applying for a particular position, his contact information, in general, everything that his future employer needs to know. The employer, in turn, can view the resumes of not only those who responded to his vacancy, but also other users to select the most suitable personnel.

One such site is. Each site designed for finding jobs and employees has its own resume form that must be filled out. The site developers try to add columns to the resume form that are most capable of revealing the professional data, skills, abilities, and work experience of the applicant. . There is a catalog of vacancies that will help the applicant find a job that is suitable for him. In addition, each applicant leaves here his detailed resume, which can most fully reveal personal and professional quality applicant for a specific position. The advantage is that an employer who does not want to advertise an open vacancy in order to avoid a deluge of resumes from insufficiently professional or unsuitable applicants can independently review any resumes posted on the site and select a suitable candidate, who will then directly contact him with a job offer. Also, to make your search easier, you can view here groups of people belonging to the same profession or occupation.

On the site, after registration, the process of searching, adding resumes and vacancies is greatly simplified by automatically substituting the data entered in the profile (geography, contact person, e-mail, for a resume - age). This site is one of the most popular and visited in the RuNet; it is visited daily by more than 15 thousand unique visitors who view more than 150 thousand pages. The monthly audience reach is more than 400 thousand people. The resource has one of the most technologically advanced capabilities for working with vacancies and resumes with strict moderation of advertisements, and an analysis of more than 60 thousand registered users confirms the literacy, professionalism and education of the audience. So every potential employer can be sure that the site will be able to find a competent, professional applicant for vacant position. Here, each employer will receive the most complete and detailed information about the applicant necessary for employment.

But sometimes it happens that the information provided in the resume is not enough, or the employer needs to know much more than the data entered in the resume. This is necessary in order to form a conscientious team of a certain orientation, or to select an employee with certain hobbies or without any specific passions. In any case, a person providing work to a candidate for a certain position is interested, and often necessary, to know more about him than just his professional skills. Blogs, web cards, articles, interviews, and various types of social networks on the Internet come to the rescue in this situation.

Web business cards can also tell about professional skills and other data necessary for a potential employer. Web business cards provide all the necessary information about the job applicant, his professional data, contact information, portfolio and other important information. Web business cards can be completely different, depending on the wishes of its author and owner. But, for example, a web business card of a designer, web designer, or animator can serve at the same time as an example of work, a unique example of a specialist’s capabilities. So, a web business card can provide information about a specialist in the best possible way and in full.

Another source of information about a person is social networks, and they can tell not about professional skills, but about the person’s personal qualities, his hobbies, his social circle, and passions in any area. Social networks on the Internet are a structure consisting of a group of nodes, the representatives of which are a certain society - people, organizations, etc. A huge number of people register on such social networks, leaving some information about themselves. On a social network, each person creates a certain image for himself, communicates with friends, acquaintances and strangers, fills out a profile about himself, starts a blog, uploads his photos and videos. Based on all this, you can get a clear and detailed picture of any person. Such social networks there is the necessary audience of users and functionality that facilitates the search process. Social networks on the Internet are created to unite people of different interests, to find old friends, classmates, and for entertainment.

One of these sites is the Runet giant in this area Odnoklassniki.ru (odnoklassniki.ru). The number of registered users of odnoklassniki.ru exceeds 20 million people. Here a huge number of people find their classmates, fellow students, old friends, fellow countrymen, new friends and acquaintances. Each user of Odnoklassniki (odnoklassniki.ru) has his own page, which contains information about him, his photographs, a forum with friends, acquaintances and people simply visiting his page. How can Odnoklassniki (odnoklassniki.ru) help in finding information about a person? Each user registered on Odnoklassniki (odnoklassniki.ru) has free access to the page of any user, view his photo, blog, information about himself. He can also write any message to a person without fear, knowing that he will most likely receive a response. Most importantly, on such sites a person is not afraid to post information about himself, which can help an interested potential employer form a certain opinion about a particular person. Also, with the help of Odnoklassniki (odnoklassniki.ru), you can learn about a person’s hobbies, hobbies and interests. The so-called “groups” in which he may be a member will tell about this. People unite in groups based on interests and hobbies, belonging to some activity. For some potential employers, this information can be very useful in order to either sort out people with suspicious preferences, or, conversely, if they are interested in a person, invite them to a certain position.

Another representative of the social network is VKontakte (vkontakte.ru), the purpose of which is for registered users to communicate with each other, find new friends, maintain friendly relationships and, of course, have fun. Just like on Odnoklassniki (odnoklassniki.ru), a VKontakte user (vkontakte.ru) leaves almost all the information about himself that may be useful to an employer. Here you can also view user pages, his photos, who he is friends with and how the person lives. Unlike Odnoklassniki, here the user can upload not only his photos, but also videos, which anyone can view if necessary. The VKontakte website (vkontakte.ru) may contain data about the user’s friends and communication with them, interest groups, meetings with friends and acquaintances on the site. These and other similar social networks can be very useful to potential employers. As mentioned above, using all the information that users post on such sites (vkontakte.ru, odnoklassniki.ru) you can get a fairly complete picture of the user. In part, most social networks work to find personnel, since many use them for this very purpose.

Such sites are also used. Usually it goes like this. The HR manager first finds people of interest to him (who are already in thematic communities or who communicate on professional themes), looks at their profiles and pages, invites them to a community, group, offers to add them as friends, and communication begins. Then, during the correspondence process, as if by chance, they begin to become interested in the work of the interlocutor, the possibility of changing the workplace to another, and if he is interested, they are invited to an interview. Thus, an HR manager can handle dozens of people at the same time and the probability of finding several suitable candidates is very high. In addition, people themselves actively use their social connections to find a new job. So, the candidate for a vacant position can find his employer. Often, superiors also register on such social networks, and sometimes they may want to know what is going on with their subordinates, and quite often various interesting details are discovered.

In a word, today there are practically no barriers to finding information of interest about any person. And the World Wide Web provides many opportunities for this. On the Worldwide Internet you can find out about almost any of its users, since today almost everyone who has at least some access to the Internet will definitely take advantage of the opportunities provided on the Internet. Even if a person does not have his own blog or web business card, most likely he can be found on social networks, because a person is inherently sociable, looking for new acquaintances and maintaining old friendships. And then everything depends only on the potential employer himself, how he will act to attract an interested applicant to his company and how he will use the information received.

A. B. Lykasova*

EMPLOYER'S RIGHT TO INFORMATION ABOUT THE APPLICANT

The article is devoted to the employer’s right to information about an applicant for a vacant position. The author analyzes in detail the employer's powers to receive, store, use and transfer information about the applicant, and the procedure for their implementation.

Key words: right to information, employment relations, employer, applicant for a vacant position

The article is devoted to the employer's right to information in employment relations with a particular employer. The author in detail analyzes the employer's authorities to obtain, keep, use and transmit information about an applicant and order of their implementation.

Key words: right to information, employment relations, employer, applicant

Acts of an international nature1 and after them the Constitution of the Russian Federation (Part 4 of Article 29) proclaimed and normatively established the right of everyone to free expression of opinion, receipt and dissemination of information.

In Russia, in order to create a single effective mechanism for the free and unhindered implementation and protection by individuals of their right to information, a number of federal laws were adopted, in particular federal laws of July 29, 2004 No. 98-FZ “On trade secret", dated July 27, 2006 No. 149-FZ "On information, information technology and on the protection of information”, dated July 27, 2006 No. 152-FZ “On Personal Data”.

However, is the existing legal regulation relations arising regarding the exercise by subjects of their right to information, effective when applying for employment with a specific employer? Unfortunately, those provisions that are enshrined in these laws, as well as in Art. 641, 65, part 3 art. 68, ch. 14 of the Labor Code of the Russian Federation is extremely insufficient for the full and comprehensive regulation of relations regarding the exercise of the right to information in the employment process. Information, which is the most important object of employment relations, and the right to it remained outside the framework of a holistic and well-thought-out legal regulation in the legal relations under consideration. And this is despite the fact that all actions of the parties to the employment relationship are aimed exclusively at obtaining information sufficient for them to make an independent and verified decision about the possibility of getting a job specific person to a specific employer. Thus, insufficient sectoral legal regulation in the field of ensuring everyone’s right to information in employment relations has led to the infringement and impossibility of freely exercising the right to information as a person job seekers, and the employer, to upset the balance of their interests, preventing the applicant from exercising freedom of labor, and the employer from exercising economic freedom in staffing.

So, what legal status does an employer have today when exercising his right to information in employment relations within the framework of the law?

Every employer is interested in having only those persons working for him who, due to their professional qualifications and personal qualities, would be capable of performing certain job responsibilities.

* Alena Vadimovna Lykasova - student of the Ural State Law Academy (Ekaterinburg). Email: [email protected].

LABOR AND SOCIAL LAW

The normal and effective functioning and development of the employer’s organization largely depends on the choice of the employee. To make the right decision, it is extremely important for the employer to obtain complete and reliable information about the person applying for the vacant position. But in order not to upset the balance of interests of the parties to the employment relationship, it is necessary to determine the amount of information that the employer has the right to request from the applicant, the methods of receiving, storing, using and transmitting it.

In fact, the employer is not formally limited in the scope of obtaining information from the applicant. However, in order to solve the problems facing the employer at the employment stage, it is enough for him to request personal data from the applicant for a vacant position, including information that confirms that he has certain business qualities and his compliance with the requirements, mandatory by virtue of a direct indication of the law or necessary due to the specifics of the work.

Modern Russian legislation operates with several meanings of the concept “personal data”. According to the Federal Law “On Personal Data,” personal data is understood as “any information relating to a directly or indirectly identified or identifiable individual (subject of personal data)”2. Obviously, such a definition is unacceptable for use within employment relationships, since it is extremely broad in content relative to the relationships we are considering. If an employer receives information about the place of residence, social, property status, income, etc. from an applicant for a vacant position, regulatory requirements prohibiting unlawful interference in privacy citizens. If we're talking about about information relating to the age and marital status of the person applying for work, the employer has the right to receive them only directly upon conclusion employment contract with this person upon presentation of his passport or other identification document. It follows that the employer does not have the right to request information about the age and marital status of an applicant for a vacant position at the initial stage of employment (for example, during an interview). The only exceptions are cases when, for example, due to not reaching a certain age, a person cannot be hired due to its special nature and conditions.

In Part 1 of Art. 85 of the Labor Code of the Russian Federation establishes a different definition of the concept in question, more specific and narrow in scope and content: “Personal data of an employee is information necessary for the employer in connection with labor relations and relating to a specific employee.” This definition is more acceptable for use in employment relationships. The information required by the employer includes the following. Firstly, the last name, first name, patronymic of the applicant, in exceptional cases - also his age and marital status. Secondly, information that confirms that the applicant has certain business qualities and his compliance with the requirements, mandatory by law or necessary due to the specifics of the work. It should be noted that today the definition of the concept “ business qualities“is contained only in the resolution of the Plenum of the Supreme Court of the Russian Federation dated March 17, 2004 No. 2 “On the application by the courts of the Russian Federation of the Labor Code of the Russian Federation”3. However, the absence in it of a specific list of qualities that can be recognized as business, or at least clear and precise criteria for classifying them as such, in my opinion, provides the employer with the opportunity to broadly interpret this concept. Of course, the clarifications proposed by the Supreme Court of the Russian Federation played a positive role in resolving the existing legal uncertainty, but practice still indicates the need for normative specification of the definition of the concept of “business qualities”.

The existing legal regulation is insufficient and ineffective to enable us to determine exactly what information, to what extent and within what limits an employer has the right to receive from an applicant for a vacant position. It seems that a clearer and more detailed legislative definition of the concepts of “personal data of an applicant for a vacant position” and “business qualities” would become one of the most important guarantees of protecting a person’s rights from discrimination, unlawful interference in his private life and violation of his personal and family secrets during employment , which is extremely important and relevant at the present time.

Modern labor legislation does not contain specific provisions on in what ways and means, subject to what conditions and requirements, an employer has the right to receive information of interest to him about a person who has contacted him about possible employment.

Traditionally, the employer uses such methods of obtaining information as interviews, testing, questionnaires, interviewing, etc. At first glance, they seem quite harmless and do not pose any threat to human rights violations. They have become so typical and familiar in Everyday life that we, unfortunately, do not pay attention to the fact that these methods contain very dangerous aspects. The list of questions that can be asked to applicants for a vacant position as part of the application of the listed methods of obtaining information is not legally established, nor are specific criteria for recognizing certain questions as acceptable or unacceptable. Constitutional norms and labor legislation indirectly establish only General terms their formulation: these questions should not carry a connotation of discrimination, and the expected answer to them should not reveal the secret of private life, personal and family secrets. I think in labor legislation There should be clearer, clearer, more specific provisions regarding what questions cannot, under any circumstances, be asked of applicants during the employment process in order to obtain information about them. At the same time, it is very important to guarantee the permissibility of a person’s refusal to answer unlawful questions without negative consequences for him in the form of an unambiguous and natural refusal to hire.

When considering this issue, one should also note the emerging problem of the legal and acceptable use by the employer of non-ordinary methods of obtaining the information he needs within the framework of employment relations. These, for example, are collecting information about a potential employee using social networks or conducting a “shock interview.” In the latter case, the employer's representative deliberately creates a psychologically negative or even aggressive environment or situation in order to obtain information characterizing the candidate's behavioral reactions (for example, suddenly begins to shout at the applicant, pours a glass of water on him, instructs him to commit an immoral act, etc.) . It is obvious that the use of such methods of obtaining information by an employer is unacceptable, since they violate not only a person’s right to protection from attacks on his private life, but also the right to protection of honor and dignity.

Some other methods are also unacceptable if they are used without the prior written consent of the applicant in cases that must be established by law (for example, using a polygraph or requesting information about a person from his previous place of work, study, from medical and other bodies and institutions - internal authorities cases, military registration and enlistment offices, if provided by law and necessary due to the specifics of the work). It is noteworthy that some steps in this direction are already being taken. Thus, in the draft federal law “On the use of the polygraph”, introduced into State Duma RF on December 24, 2010 and suggesting its extension also “to relations that are associated with conducting surveys using a polygraph in the process of establishing and implementing labor relations

LABOR AND SOCIAL LAW

in accordance with the norms of labor legislation"4, contains the following provision: "Bodies state power, organs local government and organizations have the right to initiate and conduct voluntary surveys using a polygraph of citizens of the Russian Federation, foreign citizens and stateless persons with their written consent”5.

Information collected by an employer about a person applying for a job with him is rarely entered into his personal file and is stored for some time. I believe that it is necessary by law to introduce the employer’s obligation to store the information he receives about the applicant for a certain period. This recommendation is aimed at achieving an optimal balance of the rights and interests of the employer and the applicant for a vacant position and has primarily evidentiary value. On the one hand, this will provide the employer with the opportunity, in the event of a dispute about the legality of a refusal to hire, to document the validity of his decision. On the other hand, the applicant will also be able to prove the fact that he contacted a specific employer about applying for a job.

If we talk about the procedure for exercising other powers that are part of the employer’s right to information, then, for example, the employer has the right to use and transfer to other persons information received from an applicant for a vacant position only with the prior written consent of this person and for the purpose of possible assistance in his employment within one organization and its structural divisions.

Summarizing the consideration of issues related to determining the level of actual security of the employer’s right to information within the framework of employment relations, we note the following. The lack of proper legislative regulation in this area of public relations has inevitably led to the fact that the employer, during the employment process, has practically unlimited opportunities to exercise his right to information. The actual amount of information he receives from an applicant for a vacant position and is used in the future to evaluate him as a potential employee does not correspond to the goals and objectives inherent in employment relations. The employer actually receives from the applicant information that, by and large, is unnecessary and is not necessary for him to make a balanced, informed and correct decision on the employment of such a person. In addition, the employer has quite a wide range of opportunities in choosing the means and methods of obtaining information about an applicant for a vacant position. This inevitably leads to an imbalance of interests between the employer and the person applying for the job.

In this regard, I believe that the mechanism created by the legislator for the implementation and protection of the right to information within the framework of employment relations requires adjustment. It is necessary to create a coherent, well-functioning system of means and methods for its implementation through clear and more detailed regulation at the sectoral legislative level legal status employer and applicant for a vacant position regarding ensuring their right to information, subject to maintaining a balance of their interests.

1 Article 19 of the Universal Declaration of Human Rights of December 10, 1948 (adopted at the 3rd session of the UN General Assembly by Resolution 2І7 A (III)) // Ross. gas. 1995. April 5; Art. 10 of the Convention for the Protection of Human Rights and Fundamental Freedoms (concluded in Rome on November 4, 1950) // SZ RF. 2001. No. 2. Art. 163.

2 Clause 1 art. 3 Federal Law dated July 27, 2006 No. 152-FZ “On Personal Data” // Ross. gas. 2006. July 29.

3 Paragraph 10 of the Resolution of the Plenum of the Supreme Court of March 17, 2004 No. 2 “On the application by the courts of the Russian Federation of the Labor Code of the Russian Federation” // Ross. gas. 2004. April 8

4 URL: http://www.pravo.ru/news/view/45449.