The algorithm of effective communication ties between HR departments of industrial companies and the university

Human resources are one of the basic factors of production. At present, this factor is becoming scarce, and employers are facing much tougher competition for high quality human resources. That entails growing demands modern graduates make regarding their workplace. The authors have analyzed the dynamics of the unemployment rate and made a conclusion about the absence of labor-surplus regions in Russia. Under these conditions employers need to establish system interaction with the university. The authors point out that close communication should be initiated in the first years of training because the majority of the students start working during their studies at the educational institution. Two basic models of organization of the graduate employment have been studied. The first model is a model according to which the functions of organizing internship and employment are merged into a single structure; the second one is a model where the function of organizing internship is assigned to the training department/division while the employment function is the task of a separate structural division. On the basis of the analysis of the advantages and disadvantages of each suggested model the authors have made a conclusion that the first model if the most effective as it contributes to the creation of a single point of entry and communication with the university. A problematic issue in graduate employment is the gap in understanding the requirements of the graduate to the employer and those of the employer to the future specialist. The authors put forward a hypothesis that one of the effective ways of solving the stated problem may be a special algorithm of work of the employees of the Career Centre with the representatives of HR departments, heads of educational and industrial practices. The main stages of the algorithms have been identified: conducting a design and analytical session; the introduction of dual training as an effective tool for building the interaction between Career Centres and HR departments; developing programs of interaction with employers depending on the category, formation of a pool of ambassadors of interested parties. Implementation of the algorithm presented in the article will contribute to the development of a single approach of interaction with employers and will ensure more effective employment of graduates.