Improvement of Recruitment Technologies to the Contact Centers of MTS Company

In the mass selection of personnel there is a specificity that distinguishes it from the usual methods of selection. The usual selection involves an "individual" selection of one or more candidates, taking into account the specific profile and specifics of the vacancy. And with a massive selection as a rule, it is necessary to select a large number of employees in the shortest possible time. Often the main criterion for selection is the experience and knowledge of candidates. With a massive selection of personnel, advertising is particularly important for attracting a large flow of candidates. Mass selection requires large physical and financial costs, it is necessary to properly place advertising, make selections, contact labor exchanges, etc. Therefore, the work on mass recruitment begins with planning which search channels to use, which advertising campaign to choose, how many employees will work on the project, how much time to spend, etc. Since mass recruitment is a relatively new phenomenon for the Russian market (the demand for it began to grow only since 2001), information is not enough about how to correctly calculate resources, plan the project correctly, what difficulties will be faced, and how to choose the best service provider. In this paper, we will present and analyze the current system of mass recruitment of personnel in Contact Centers to PJSC "MTS".