The article proves the relevance of a competently organized process of recruiting staff for organizations. Taking as a basis the staffing stages proposed by M. Armstrong, the authors described the main characteristics of the stages, highlighted some of the problems that are typical for each of them in modern practice and gave recommendations for their overcoming. The first stage is defining demands. On this stage, it is necessary to develop "working», efficient models of competencies, which is possible only with the use of well-proven methodological approaches and compliance with the chosen technology. At the stage of attracting candidates (the second stage), it is important to use not only traditional methods of searching for employees, but also more modern tools, such as social media. At the same time, it is important to correctly position the organization/vacancy so that response only from "our”, suitable candidates will increase, regardless of the choice of recruitment channel. At the stage of selection (the third stage), candidates are evaluated and decisions finally made about them. The article considers the most popular methods for evaluating candidates at the "entrance" to the company. They are interview, testing and assessment center. Author’s point of view, the possibility of the interview method is sometimes underestimated by companies, and psychodiagnostic methods for a number of tasks are overestimated. The key to overcome defined problems, in author’s opinion, first of all, is in increasing competency of specialists in the field of human resources management.
The article considers several key used in the Russian practice, methods of personnel evaluation (the evaluation center, evaluation of 360 degree, certification) and describes their key features: purpose and objectives of the method; the ob-ject of evaluation; procedure; the tools necessary for application of the method; features of the method.
The distractive effects on attentional task performance in different paradigms are analyzed in this paper. I demonstrate how distractors may negatively affect (interference effect), positively (redundancy effect) or neutrally (null effect). Distractor effects described in literature are classified in accordance with their hypothetical source. The general rule of the theory is also introduced. It contains the formal prediction of the particular distractor effect, based on entropy and redundancy measures from the mathematical theory of communication (Shannon, 1948). Single- vs dual-process frameworks are considered for hypothetical mechanisms which underpin the distractor effects. Distractor profiles (DPs) are also introduced for the formalization and simple visualization of experimental data concerning the distractor effects. Typical shapes of DPs and their interpretations are discussed with examples from three frequently cited experiments. Finally, the paper introduces hierarchical hypothesis that states the level-fashion modulating interrelations between distractor effects of different classes.
This article describes the expierence of studying factors influencing the social well-being of educational migrants as mesured by means of a psychological well-being scale (A. Perrudet-Badoux, G.A. Mendelsohn, J.Chiche, 1988) previously adapted for Russian by M.V. Sokolova. A statistical analysis of the scale's reliability is performed. Trends in dynamics of subjective well-being are indentified on the basis the correlations analysis between the condbtbions of adaptation and its success rate, and potential mechanisms for developing subjective well-being among student migrants living in student hostels are described. Particular attention is paid to commuting as a factor of adaptation.