Влияние конгруэнтности ценностей кандидата и организации на подбор персонала
In the present article the factors having impact on the decision of a recruiter at personnel selection are considered. These factors were allocated on the basis of the analysis of scientific literature and expert opinion. They are as follows: education, experience, appearance, knowledge, abilities, skills, knowledge of English, competence, coincidence of values, existence of recommendations, a sex, age, motivation for work in the company, recruiter. The special attention is paid to coincidence (congruence) of values of the candidate and the company as to a factor whichis considered in practice of the large companies. The article generalizes the results of the research, carried out in the Russian division of the international company at thebeginning of 2014. Data were collected during competence-based interviews with candidates for vacancies of professionals without managerial responsibilities. In total 127 interviews were collected. On the basis of the data analysis the model of recruiter’s decisionmaking was constructed, taking into account the statistical significance of factors. The hypothesis that candidates with the values corresponding toshared values of the company, are more successful when passing interview, than those candidates which values don’t correspond to shared values of the company was confirmed. The research findings had practical implication. They promoted the decision to a practical problem in the investigated company — creation of the training program for recruiters taking into account the significant factors defining successful passing of selection process in the company. The scientific originality of results consists in checking the influence of such ill-studied factor, as congruence of values.