We study the rules in order or find what interests us:

1.4.1. Operation of electrical installations must be carried out by trained electrical personnel.

Electrical technical personnel of enterprises are divided into:

administrative and technical;

operational<*>;

repair;

operational repair<*>.

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<*>In the future, operational and operational-repair personnel, if separation is not required, are called operational personnel.

1.4.2. In accordance with the energy service organization adopted by the Consumer, electrical technical personnel may be directly part of the energy service or be on the staff of the Consumer’s production units (structural unit). IN the latter case The energy service provides technical guidance to the electrical personnel of production and structural divisions and monitors their work.

1.4.3. Maintenance of electrical technological installations (electric welding, electrolysis, electrothermy, etc.), as well as complex energy-intensive production and technological equipment, the operation of which requires constant maintenance and adjustment of electrical equipment, electric drives, hand-held electrical machines, portable and mobile electrical receivers, portable power tools, must be carried out by electrical engineering personnel. He must have sufficient skills and knowledge to safely perform work and maintain the installation assigned to him.

Electrical technological personnel of production workshops and areas that are not part of the Consumer's energy service, operating electrical technological installations and having an electrical safety group of II and higher, are equal in their rights and responsibilities to electrical technical personnel; in technical terms, it is subordinate to the Consumer's energy service.

Managers directly subordinate to electrical personnel must have an electrical safety group no lower than that of subordinate personnel. They must provide technical guidance to these personnel and supervise their work.

List of positions and professions in electrical engineering<*>and electrical engineering personnel who need to have an appropriate electrical safety group are approved by the Consumer’s manager.

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<*>In the following, electrical technical personnel will also be understood as electrical technological personnel, unless separation is required.

The Consumer's manager, chief engineer, and technical director are not required to be assigned an electrical safety group. However, if these employees previously had an electrical safety group and want to confirm (increase) it or obtain it for the first time, then the knowledge test is carried out in the usual manner as for electrical personnel.

1.4.4. Non-electrical personnel performing work that may pose a risk of injury electric shock, assigned to group I for electrical safety. The list of positions and professions requiring assignment to personnel of electrical safety group I is determined by the head of the Consumer. Personnel who have mastered the electrical safety requirements related to their production activities are assigned group I with registration in a journal of the established form; no certificate is issued.

Assignment to group I is made through instruction, which, as a rule, should end with a knowledge test in the form of an oral survey and (if necessary) a test of acquired skills in safe working methods or providing first aid in case of electric shock. The assignment of electrical safety group I is carried out by an employee from among the electrical technical personnel of a given Consumer with an electrical safety group of at least III.

Assignment of electrical safety group I is carried out at least once a year.

1.4.5. Mandatory forms of work with various categories workers<*>:

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<*>Rules for working with personnel in electric power industry organizations Russian Federation, approved by Order of the Ministry of Fuel and Energy of Russia dated February 19, 2000 N 49, registered with the Ministry of Justice of Russia on March 16, 2000, registration N 2150.

1.4.5.1. With administrative and technical staff:

introductory and targeted (if necessary) briefings on labor protection;

Administrative and technical personnel who have the rights of operational, operational-repair or maintenance personnel, in addition to the specified forms of work, must undergo all types of training provided for operational, operational-repair or maintenance personnel.

1.4.5.2. With operational and maintenance personnel:

testing knowledge of rules, labor protection standards, these Rules, fire safety rules and other regulatory documents;

duplication;

special training;

control emergency and fire drills;

professional additional education for continuous professional development.

1.4.5.3. With maintenance personnel:

introductory, primary at the workplace, repeated, unscheduled and targeted briefings on labor protection, as well as fire safety instructions;

training on new position or professions with on-the-job training (internship);

testing knowledge of rules, labor protection standards, these Rules, fire safety rules and other regulatory documents;

professional additional education for continuous professional development.

1.4.6. Conducting occupational safety briefings may be combined with fire safety briefings.

1.4.7. Workers hired to perform work in electrical installations must have professional training appropriate to the nature of the work. In the absence of professional training, such employees must be trained (before being allowed to work independently) in specialized personnel training centers (training centers, educational and training centers, etc.).

1.4.8. Before being appointed to work independently or when transferring to another job (position) related to the operation of electrical installations, electrical personnel, as well as during a break in work as electrical personnel for more than 1 year, are required to undergo an internship (on-the-job training) at the workplace.

For training, the employee must be given a period sufficient to become familiar with the equipment, apparatus, operational schemes and at the same time study to the extent necessary for the given position (profession):

rules for the design of electrical installations, safety rules, rules and techniques for providing first aid in case of accidents at work, rules for the use and testing of protective equipment, these Rules;

job and production instructions;

labor protection instructions;

other rules, regulatory and operational documents in force for this Consumer.

1.4.9. Training programs for electrical personnel, indicating the necessary sections of the rules and instructions, are drawn up by the managers (responsible for electrical equipment) of structural divisions and can be approved by the person responsible for the electrical equipment of the Consumer.

The training program for managers of operational personnel, employees from among operational, operational and repair personnel should include internship and knowledge testing, and for managers of operational personnel, employees from among operational, operational and repair personnel, also duplication.

1.4.10. An employee undergoing an internship (duplication) must be assigned by an appropriate document to an experienced employee in the organization (for managers and specialists) or in a structural unit (for workers).

1.4.11. The internship is carried out under the guidance of a responsible training employee and is carried out according to programs developed for each position (workplace) and approved in the prescribed manner. The duration of the internship should be from 2 to 14 shifts.

1.4.12. The head of the Consumer or structural unit may exempt from internship an employee with at least 3 years of experience in his specialty who moves from one workshop to another, if the nature of his work and the type of equipment on which he worked previously does not change.

Admission to the internship is issued by the relevant document of the head of the Consumer or structural unit. The document indicates the calendar dates of the internship and the names of the employees responsible for its implementation.

The duration of the internship is set individually depending on the level of professional education, work experience, and profession (position) of the student.

1.4.13. During the internship, the employee must:

— understand the requirements of operating rules, labor protection, fire safety and their practical use at work;

- study diagrams, production instructions and labor protection instructions, knowledge of which is mandatory for working in a given position (profession);

- practice clear orientation in your workplace;

— acquire the necessary practical skills in performing production operations;

— study the techniques and conditions for trouble-free, safe and economical operation of the equipment being serviced.

1.4.14. Admission to duplication for operational personnel and independent work for administrative, technical and repair personnel is documented in the appropriate document for the Consumer.

After duplication, an employee from among the operational or operational-repair personnel may be allowed to work independently. The duplication duration is from 2 to 12 work shifts. For a specific employee, it is established by a decision of the knowledge testing commission, depending on the level of his professional training, length of service and work experience.

Permission to independent work for operational personnel is issued by a corresponding document from the Consumer's manager.

1.4.15. During the period of duplication, the employee must take part in control emergency fire drills with evaluation of the results and recording in the appropriate logs.

The number of training sessions and their topics are determined by the backup training program.

1.4.16. If during the duplication the employee has not acquired sufficient production skills or received an unsatisfactory assessment in emergency training, it is allowed to extend his duplication for a period of 2 to 12 work shifts and additionally conduct control emergency training. The extension of duplication is formalized by the relevant document of the Consumer.

1.4.17. If during the duplication period it is established that the employee is professionally unsuitable for this activity, he is removed from training.

1.4.18. During duplication, the trainee can carry out operational switching, inspections and other work in electrical installations only with the permission and under the supervision of the trainee. Responsibility for the correctness of the trainee’s actions and his compliance with the rules lies with both the trainee himself and the employee teaching him.

1.4.19. Testing employees' knowledge is divided into primary and periodic (regular and extraordinary).

An initial knowledge test is carried out for workers who first entered a job related to the maintenance of electrical installations, or when there is a break in knowledge testing for more than 3 years; next - in the order established in clause 1.4.20; and extraordinary - in the manner established in clause 1.4.23.

1.4.20. The next inspection should be carried out within the following periods:

- for electrical personnel directly organizing and carrying out work on servicing existing electrical installations or performing adjustment, electrical installation, repair work or preventive tests in them, as well as for personnel who have the right to issue orders, orders, conduct operational negotiations - once a year;

- for administrative and technical personnel not belonging to the previous group, as well as for labor protection specialists authorized to inspect electrical installations - once every 3 years.

1.4.21. The time of the next test is set in accordance with the date of the last knowledge test.

1.4.22. For employees who receive an unsatisfactory assessment during the next knowledge test, the commission assigns a repeat test no later than 1 month from the date of the last test. The validity period of the certificate for an employee who received an unsatisfactory assessment is automatically extended until the period appointed by the commission for the second inspection, unless there is a special decision of the commission recorded in the knowledge test log on the temporary suspension of the employee from working in electrical installations.

1.4.23. An extraordinary knowledge test is carried out regardless of the date of the previous test:

— when the Consumer introduces new or revised norms and rules;

— when installing new equipment, reconstructing or changing the main electrical and technological circuits (the need for an extraordinary check in this case is determined by the technical manager);

— upon appointment or transfer to another job, if new responsibilities require additional knowledge of rules and regulations;

— in case of violation by employees of the requirements of regulations on labor protection;

— at the request of state supervisory authorities;

— according to the conclusion of commissions that investigated accidents with people or disruptions in the operation of an energy facility;

- when increasing knowledge to a higher group;

— when testing knowledge after receiving an unsatisfactory grade;

- if there is a break in work in this position for more than 6 months.

1.4.24. The scope of knowledge for an extraordinary inspection and the date of its conduct are determined by the person responsible for the electrical equipment of the Consumer, taking into account the requirements of these Rules.

1.4.25. An extraordinary inspection, carried out at the request of state supervision and control authorities, as well as after accidents, incidents and accidents, does not cancel the deadlines for the next scheduled inspection and can be carried out in a commission of state energy supervision authorities.

1.4.26. If changes and additions are made to the current rules, an extraordinary inspection is not carried out, but they are brought to the attention of employees with registration in the workplace briefing log.

1.4.27. Testing knowledge of the norms and rules of work in electrical installations of Consumers must be carried out according to calendar schedules approved by the Consumer’s manager.

Employees subject to knowledge testing must be familiar with the schedule.

1.4.28. Knowledge testing of Consumers responsible for electrical equipment, their deputies, as well as labor protection specialists whose responsibilities include monitoring electrical installations is carried out by the commission of state energy supervision authorities.

1.4.29. It is allowed not to conduct, in agreement with the state energy supervision authorities, a knowledge test of a specialist hired part-time in order to assign him the duties of a person responsible for electrical equipment, while simultaneously meeting the following conditions:

if no more than 6 months have passed since the knowledge test in the state energy supervision commission as administrative and technical personnel for the main job;

the energy intensity of electrical installations, their complexity in a part-time organization is no higher than at the place of main work;

The organization part-time does not have electrical installations with voltages above 1000 V.

1.4.30. In order to test the knowledge of the electrical and electrical engineering personnel of the organization, the head of the Consumer must appoint, by order of the organization, a commission consisting of at least five people.

The chairman of the commission must have electrical safety group V for Consumers with electrical installations with voltages up to and above 1000 V and group IV for Consumers with electrical installations with voltages only up to 1000 V. The chairman of the commission is usually appointed as the person responsible for the electrical equipment of the Consumer.

1.4.31. All members of the commission must have an electrical safety group and pass a knowledge test in the commission of the state energy supervision body.

It is allowed to test the knowledge of individual members of the commission on the spot, provided that the chairman and at least two members of the commission have passed the knowledge test in the commission of the state energy supervision authorities.

1.4.32. In structural divisions, the head of the Consumer may create commissions to test the knowledge of employees of structural divisions.

Members of the commissions of structural divisions must pass a test of knowledge of norms and rules in the central commission of the Consumer.

1.4.33. During the knowledge testing procedure, at least three members of the commission must be present, including necessarily the chairman (deputy chairman) of the commission.

1.4.34. Testing the knowledge of Consumer employees whose numbers do not allow the formation of knowledge testing commissions should be carried out in commissions of state energy supervision bodies.

1.4.35. Commissions of state energy supervision bodies for testing knowledge can be created under specialized educational institutions(institutes of advanced training, training centers and so on.). They are appointed by order (instruction) of the head of the state energy supervision body. Members of the commission must undergo a knowledge test at the state energy supervision body that issued permission to create this commission. A senior state inspector (state inspector) for energy supervision is appointed as the chairman of the commission.

1.4.36. Representatives of state supervision and control bodies, upon their decision, can take part in the work of knowledge testing commissions at all levels.

1.4.37. Each employee's knowledge is tested individually.

For each position (profession), the head of the Consumer or structural unit must determine the scope of testing knowledge of norms and rules, taking into account job responsibilities and the nature of the employee’s production activity in the relevant position (profession), as well as the requirements of those regulatory documents, the provision and observance of which is included in his official duties.

1.4.38. Based on the results of testing the knowledge of the rules for constructing electrical installations, these Rules, safety rules and other regulatory and technical documents, an electrical safety group is established for electrical (electrotechnological) personnel.

1.4.39. The results of the knowledge test are recorded in a journal of the established form and signed by all members of the commission. If the knowledge test of several employees was carried out on the same day and the composition of the commission did not change, then the commission members can sign once after finishing work; it must be indicated in words total number employees who have had their knowledge tested.

Personnel who successfully pass the knowledge test are issued a certificate in the established form.

1.4.40. It is allowed to use control and training machines based on personal electronic computers (PCs) for all types of testing, except for the primary one; in this case, the entry in the knowledge test log is not cancelled.

The developed program should provide the possibility of using it in training mode.

1.4.41. If a PC is used and an unsatisfactory mark is received in the auto-examiner’s protocol and the person being tested disagrees, the commission asks additional questions. The final grade is determined based on the results of a commission survey.

1.4.42. An occupational safety specialist, whose responsibilities include inspecting electrical installations, who has passed a knowledge test in the scope of Group IV on electrical safety, is issued a certificate for the right to inspect the electrical installations of his Consumer.

1.4.43. Consumers must carry out systematic work with electrical personnel aimed at improving their qualifications, level of knowledge of labor protection rules and instructions, studying best practices and safe techniques for servicing electrical installations, preventing accidents and injuries.

The volume of technical training to be organized and the need for emergency training are determined by the technical manager of the Consumer.

Electrical technical personnel of enterprises are divided into:

administrative and technical who organizes operational switching, repair, installation and adjustment work in electrical installations and is directly involved; has the rights of operational, maintenance, operational and repair personnel;

operational, conducts operational management of electrical equipment, operational maintenance, switching, workplace preparation, access to work and supervision of workers; must undergo an on-the-job internship for at least two weeks;

repair- followed by repair, reconstruction, installation of electrical installations, testing, measurement, adjustment, adjustment of electrical equipment;

operational repair, performs the functions of operational and maintenance personnel at electrical installations assigned to him;

electrotechnological personnel, services electrical technological installations and processes (electrolysis, electric welding, etc.); has sufficient knowledge and skills to safely perform work on maintenance energy-intensive production and technical equipment. It is not part of the electrical service and has electrical safety group II and higher.

The manager supervising the electrical engineering personnel must have an electrical safety group no lower than that of the subordinate personnel. The list of positions of engineering and electrical personnel who need to have an electrical safety group is approved by the manager.

Production non-electrical personnel, Those performing work with the risk of electric shock are assigned electrical safety group I. He undergoes an annual briefing, which is conducted by a person from the electrical engineering staff with an electrical safety group of at least 3. The registration is made in a special journal; a certificate is not issued. Electrical personnel with electrical safety group II-V are issued an appropriate certificate. Group II is assigned to persons who did not have a group (students, electric welders, crane operators, thermal operators, etc.); III,IV,V - to electrical personnel, depending on their knowledge and work experience in existing electrical installations. The list of positions of engineers and electrical personnel who need to have an electrical safety group is approved by the head of the enterprise or organization.

Electrical workers under 18 years of age are not allowed to work in electrical installations. Trainees from educational institutions up to 18 years of age are allowed to stay in existing electrical installations under the constant supervision of persons from electrical personnel with a group of at least III in electrical installations up to 1000 V, not lower than IV in electrical installations above 1000 V. They are prohibited from allowing independent work and assignment to group III and higher under the age of 18 .

Electrical personnel should not have any injuries or illnesses that would interfere with production work. The health status of electrical engineering personnel is determined by a medical examination upon hiring, as well as periodic examinations (terms are established by health authorities). Administrative and technical personnel who do not take part in operational, repair, installation and adjustment work and do not organize them are exempt from medical examination.

Requirements for the scope of knowledge and skills of electrical technical (electrotechnological) personnel with electrical safety groups II-V, depending on the level of education and work experience, are given in Appendix No. 1 of the Interindustry Rules for Labor Protection (Safety Rules) during the operation of electrical installations.

In particular, workers who do not have professional training (with or without secondary education) can receive group II after training under the program for at least 72 hours in specialized personnel training centers (training centers).

The employer has certain requirements for personnel, servicing electrical installations. This includes the need to have a certificate confirming qualifications and permission to work on live equipment. The employee is expected to comply with safety regulations and the mandatory use of personal protective equipment. Violation of the provisions provided for is subject to administrative liability.

General information

Requirements for personnel servicing electrical installations include a mandatory medical examination of suitability for work on live objects. Doctors determine the physical capabilities of a person that are suitable for a particular specialty. Provide periodic examinations to confirm the level of health.

Requirements for personnel servicing electrical installations are based on regulatory documents enterprises approved by the commission. The team checking the paper includes: the chief power engineer of the organization, a representative of Rostechnadzor. The employer provides instructions and other provisions to newly hired personnel. The latter are required to read the rules and sign.

All studied material is consolidated during practical work. The internship ends with an exam, including questions on the specialty, management, labor protection and industrial safety. As a result of the certification, official certificates from Rostechnadzor are issued: electrical safety group, certificate of qualification.

What should maintenance personnel know?

Requirements for personnel servicing electrical installations include:

• Procedures for performing work to correct emergency situations, daily repairs in the order of routine operation.
• Staff must know full instructions by specialty, containing qualification requirements. Possess information in general subjects: electronics, electrical engineering.
• Study of cross-industry rules for the operation of electrical installations.
• Workers are required to know what the relevant electrical safety group contains, restrictions and standards for performing work at high voltage stations.
• Skills in reading electrical diagrams and serviced installations. Equipment structure, main characteristics.
• Study issues of labor protection and fire safety in live installations.

All permitting documents are always at the workplace when work is performed. You are required to begin performing your duties only when sober. Violation of this requirement results in administrative liability and dismissal without the right of reinstatement.

Permission to work under voltage

Electrical safety group is available only after 18 years of age; this restriction applies to heavy work and full-time work. Adult workers are required to undergo on-the-job training under the guidance of experienced specialists. All manipulations are carried out in strict accordance with instructions and regulatory documents.

Practical training for group 3 can take from 1 to 2 weeks. Independent work are strictly prohibited and can only be started in the presence of senior personnel. The newcomer is assigned an instructor who is responsible for all inexperienced actions of the hired employee.

If you fail the exam, you have the right to retake it, but the employer may refuse to pass it satisfactorily probationary period. The qualification commission evaluates the knowledge of personnel and certifies them with a certificate in electrical safety. The document is valid for exactly one year; after the expiration of the period, qualifications must be confirmed.

Types of approvals for live installations

Safety requirements for personnel servicing electrical installations include passing an exam for a specific group depending on the employee’s tasks. There are five types of permission to perform installation work in live installations. Administrative personnel must have at least 4th grade for issuing orders, managing and planning repairs.

Those responsible for electrical equipment pass the 5th electrical safety group. Employees who have received the 3rd level of clearance have the right to perform independent work. The exam can only be taken by persons with 4th grade. The second is carried out to personnel not involved in the direct repair of electrical equipment. This includes the rest of the people at the enterprise, who may find themselves in the area where live parts of equipment appear.

Penalties for breaking the rules

Failure to comply with the requirements will result in liability for workers servicing electrical installations. Disciplinary sanctions are often applied when damage is caused or safety precautions are not observed:

• Deprivation of bonuses for a calendar month or other period worked.
• Downgrading of staff.
• Extraordinary retake of the exam or retraining.
• Additional material compensation in case of significant damage to the organization, which the employee pays from his subsequent earnings.
• In case of death, criminal liability arises. An employee may receive a real prison sentence for negligence during the performance of duties.
• Criminal liability applies to administrative personnel for lack of control over subordinates.

Execution of orders and orders

The composition of the team servicing electrical installations includes several types of workers with different levels access and qualifications. Administrative staff issues a work permit, which includes measures to prepare workplaces and the number of personnel.

The order or order shall indicate:

• details of the issuer of the document or order;
• admitting from among the operational and repair personnel;
• manufacturer, site commander;
• composition of the team indicating the electrical safety group;
• conditions, start and end times of work;
• personnel introduced into the outfit after its issuance or withdrawn, and the document also reflects the transfer of people to a new one workplace, breaks.

Personnel performing maintenance of live installations are divided into the following types: operational, repair, maintenance, and administrative personnel.

Protective devices

What personal protective equipment is used by workers servicing electrical installations is specified in inter-industry rules. There are 2 groups of protective devices when performing repairs on equipment with voltages above 1000 V and below.

Fixed assets include:

• Gloves made of dielectric material, which must be checked before each job.
• High security tool with insulated handles, fit for purpose and certified.
• Mechanisms, devices, devices for measuring electrical quantities.

Additional protective equipment includes dielectric mats, boots, stands, all devices for performing work: correction rods, caps, pads. Stepladders and ladders are equipped with insulating parts. When working at height, seat belts are used.

Activities before performing duties

Before performing work, personnel servicing electrical installations are trained. After confirmation of qualifications, administrative personnel are obliged to inform employees about general provisions In the organisation.

Several types of training are provided:

• introductory, target;
• primary;
• periodic;
• extraordinary;
• safety points.

After passing the theoretical knowledge, the personnel performs the following types of work: on-site duplication behind the instructor, independent repairs, and completes the training with full rights for sole participation in on-site maintenance or on duty.

Personnel requirements– qualitative characteristics that an “ideal” employee should have in a certain workplace or in a certain position. Personnel requirements are included in job descriptions, qualification cards, competence cards and other documents.

1. Qualitative characteristics of personnel– a set of professional, moral and personal properties that are a specific expression of the personnel’s compliance with the requirements for a position or workplace. There are three main groups of qualitative characteristics: abilities, motivations and characteristics of personnel.

Staff abilities– a group of qualitative characteristics of personnel and requirements for a position or workplace. This group of characteristics includes:

1) level of education and amount of knowledge acquired;

2) professional skills and work experience;

3) skills of cooperation and mutual assistance, etc.

Staff motivation include:

1) sphere of professional and personal interests;

2) desire to make a career;

3) desire for power;

4) readiness for additional responsibility and additional loads, etc.

Personnel properties include:

1) the ability to perceive a certain level of physical and intellectual stress;

2) ability to concentrate, memory;

3) other personal properties.

2. Qualifications of personnel– an indicator of the quality level of the organization’s personnel, determined by the presence and share in the total number of personnel of employee positions and worker professions with specific characteristics.

3. Personal qualities personnel – individual characteristics employees, including them business qualities and personality traits that are not directly related to the professional activity performed.

4. Staff loyalty– characteristics of personnel that determine their commitment to the organization, approval of its goals, means and methods of achieving them, and openness of their work motives to the organization.

5. Personnel mobility– the ability of personnel to change their position in the employment system within the organization.

6. Personnel certification– establishing compliance of the qualitative characteristics of personnel with the requirements of domestic and (or) international standards.

7. Labor behavior – a set of actions and actions that reflect the internal attitude of the organization’s personnel to the conditions, content and results of activities.

8. Labor potential employee– a set of human qualities that determine the possibility and boundaries of his participation in labor activity:

1) age;

2) physical and mental health;

3) personal characteristics;

4) general educational and professional training;

5) ability for professional growth;

6) attitude towards work;

7) work experience in the specialty;

8) marital status.

9. Innovative potential of the organization's personnel– personnel ability:

1) to a positive-critical perception of new information;

2) to increase general and professional knowledge;

3) to put forward new competitive ideas;

4) to find solutions to non-standard problems and new methods for solving traditional problems;

5) to use knowledge for the practical implementation of innovations.

10. Professional duty– a certain self-restraint aimed at achieving professional success and personal fulfillment.

11. Etiquette – established order behavior in the organization: at work and between employees.

On this moment In any civilized country, including our republic, certain concepts and understandings have been formed about how an employee should behave and what requirements he must meet. As a rule, each job has its own rules of conduct, which may differ not only in different industries, but also within enterprises and firms of the same industry. But despite this, in the labor market today there are basic requirements that are presented to every employee, without exception. With such basic requirements we will get to know each other in this article.

Requirements for any employee.

The current pace of economic development has led to the fact that employers have begun to impose increasingly stringent requirements on applicants for vacancies, to carry out more careful selection and be more attentive to their employees. Continuous improvement in the field of personnel management, in terms of recruitment, allows for a more in-depth assessment of the employee at the employment stage in comparison with the recent past. There are more and more requirements for applicants, but they all usually depend on the specifics of the position for which you are applying. Whether it’s height from 170 cm, having a motorcycle or knowledge of Latin - as a rule, you are ready for them initially when you choose certain type works With all their diversity, there are a number of basic basic requirements that are common to all categories of workers:

1. No bad habits.

First of all, this is the absence bad habits. If, with regard to smoking, some employers are even more loyal to employees and may not consider it special significance, then alcoholism and drug addiction are absolutely unacceptable. The reality is that if in your work book there is a record of dismissal for drunkenness - it will be extremely difficult for you to find a decent job.

2. Appearance.

Appearance also plays an important role. Legislatively appearance cannot be a reason for refusal of employment. But it's undeniable important point, because employees are the “face” of the company. Often, even at the HR manager level, a decision is made that the applicant is not suitable precisely because of the inconsistency with the style and culture of the company. For example, people with unusual hairstyles (like a mohawk, bald, with brightly colored hair), with an abundance of tattoos and other ambiguous external characteristics find it more difficult to get jobs related to working with clients, contractors or business partners. Untidyness also falls into this category: unironed clothes, dirty shoes, unwashed hair, unkempt nails. In this case, the likelihood of being rejected increases significantly. And even if you don’t have a business suit and shirt, for an interview it’s enough to choose a clean, ironed outfit that won’t catch your eye and won’t be overtly provocative. And it won’t attract the recruiter’s attention at all. This undoubtedly applies to current employees who suddenly decided to change something about themselves.

3. You can't lie!

Not on a resume, not at an interview, not during work. Rest assured, the truth will be revealed; now there are many techniques that can catch you in a lie. Usually the recruiter checks all your answers not 1, but 2-3 times during the interview, asking questions about special equipment. Most double-check the information received from applicants when they call recommenders from 2-3 last places work. And these will not always be exactly the people you indicated. Using simple techniques, HR managers independently find people who can give some feedback about you. Increasingly, there are companies that use polygraphs (lie detectors) in interviews, especially for positions that require financial liability. Be sure that if you catch you in a lie, the employer will not want to continue the relationship.

4. Conflict.

Conflict is also one of the most common reasons for refusal to hire and a reason for dismissal. Who would want to work with an aggressor or just a person prone to swearing and scandals? It is not difficult to identify such a candidate at the interview stage; in such stressful situations it is much more difficult to control one’s emotions. Somewhere they specially arrange a stress interview, and somewhere the applicant himself begins to be rude and allow himself emotional statements. This comes up especially often when the candidate begins to explain the reasons for his dismissal or simply speaks about his past employer.

There are studies in which a person’s conflict level was correlated with his blood type. So, knowing the blood type, we can guess whether a person is prone to conflicts:

For the first blood group

For the second group s blood

For the third blood group

For the fourth blood group

In order to more accurately determine your level of conflict, we recommend taking a specialized psychological test.

5. Decency.

Decency is usually very closely related to conflict. And most often, recruiters evaluate it based on how you speak about your past employers, bosses, and team. But the same thing can be seen in conversations with recommenders. Inside the company, such people will never allow themselves to publicly discuss and condemn the manager and colleagues, spread rumors, or provoke conflicts between other people.

6. Sociability or, to be more precise, the ability to communicate adequately.

It is extremely difficult to work with overly reserved people. After all, the success of any job depends on receiving feedback, be it a cleaner, a janitor, or especially a sales manager. In the process of any work activity, there is a need for communication, so-called internal communications, which are the key to the effectiveness of interaction of any team and manager-subordinate relations.

And although the requirements for higher or at least secondary education, age, gender or work experience have become so familiar to us, they are by no means mandatory for all positions.

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