疫情蔓延后，全球市場(chǎng)正面臨嚴重的人才短缺問(wèn)題。本文介紹了制定有效的人才獲取策略，幫助雇主尋找到合適的人才。核心要點(diǎn)如下:
一、撰寫(xiě)有效的職位說(shuō)明書(shū)；
二、增強雇主品牌；
三、創(chuàng )建一個(gè)分為兩部分的招聘過(guò)程；
四、優(yōu)先考慮主動(dòng)和被動(dòng)的候選人；
五、利用數字化工具。
As business leaders attempt to normalize the workplace in a post-pandemic market, one major stumbling block— the inability to find qualified talent — continues to halt these efforts. In fact, markets around the globe are facing labor shortages so intense that they’re having trouble finding the talent they need to maintain efficient production levels.Unfortunately, this labor shortage is expected to worsen over the next few years.
隨著(zhù)企業(yè)領(lǐng)導者試圖在后疫情市場(chǎng)中使工作場(chǎng)所回歸正?；?，一個(gè)主要障礙——無(wú)法找到合格的人才——繼續阻止這些努力。事實(shí)上，全球各地的市場(chǎng)都面臨著(zhù)嚴重的勞動(dòng)力短缺，以至于企業(yè)很難找到所需的人才來(lái)維持高水準的生產(chǎn)效率。不幸的是，這種勞動(dòng)力短缺預計將在未來(lái)幾年繼續惡化。
While grim predictions may seem bleak, there are several steps you can take right now to improve your talent acquisition efforts for both today and the future. This guide takes a look at how developing effective talent sourcing strategies is just what employers need to find the skilled talent they need.
雖然可怕的預測可能看起來(lái)悲觀(guān)，但您現在可以采取幾個(gè)步驟來(lái)改善現在和未來(lái)的人才招聘工作。本文介紹了如何制定有效的人才搜尋策略，這正是雇主需要找到他們需要的技能人才的方法。
Sourcing candidates is the first and perhaps the most important part of the entire recruitment process. After all, without an effective talent sourcing strategy, your company will have a hard time hiring the skilled workers it needs. Here’s a look at some of the most effective strategies for sourcing top talent candidates.
人才搜尋是整個(gè)招聘過(guò)程的第一步，或許也是最重要的一步。畢竟，如果沒(méi)有有效的人才搜尋策略，貴公司將很難招聘到所需要的技術(shù)人才。以下是搜尋高端人才的一些最有效的策略。
One of the most important things you can do to improve your talent sourcing efforts is to write effective job descriptions. These job postings are the first thing that many prospective applicants will see, and they use this information to decide whether to apply for the job or not.
提高人才搜尋效率，您可以做的最重要的事情之一就是編寫(xiě)有效的崗位說(shuō)明書(shū)。職位說(shuō)明是眾多潛在候選人首先會(huì )看到的，他們將利用這些信息來(lái)決定是否申請這個(gè)職位。
First, its important to use the right keywords to ensure the right candidates are seeing your job postings.Use industry-specific wording to describe the various characteristics, traits and qualifications you’re looking for in a candidate. Keep in mind that interested candidates will use these keywords to search for jobs online.
首先，正確使用關(guān)鍵詞非常重要，以確保合適的人才看到您發(fā)布的職位。運用行業(yè)特定的術(shù)語(yǔ)來(lái)描述應聘者的各種特征、特質(zhì)和資歷。值得注意的是，潛在候選人將使用這些關(guān)鍵詞在線(xiàn)搜索職位。
Secondly, the job descriptions should give candidates a view of what it’s like to work for your company. Not just what the company culture is like, but what duties the job itself entails. Google has gone to great lengths to provide this inside view to its candidates by using gamification to show potential candidates what it’s like to work for the company.
其次，職位描述應該讓?xiě)刚吡私馕磥?lái)在貴公司的工作場(chǎng)景。不僅包括貴公司的企業(yè)文化，還要包含這個(gè)職位的工作職責。谷歌為潛在候選人從內部視角展示職位場(chǎng)景上做了很大的努力，通過(guò)游戲化模式向潛在候選人展示在其公司的工作場(chǎng)景。
While using gamification may not be in the company budget, you can consider trying techniques like storytelling and videos to show candidates what a day of work at your company looks like.
雖然使用游戲化的方式可能不在貴公司計劃之內，但可以考慮嘗試借助講故事和視頻等技術(shù)，向候選人展示在貴公司工作一天的情形。
It can’t be stressed enough how important maintaining a strong, positive employer brand is. Studies show that nearly half of all workers in the UK and United States would not even consider working for a company with a bad reputation. If you don’t take control of your online presence as an employer, you could shrink your potential candidate pool by 50%.
保持有影響力、正面的雇主品牌形象的重要性無(wú)論怎么強調都不為過(guò)。研究表明，在英國和美國，近一半的人才基本不會(huì )考慮為一家聲譽(yù)不好的公司工作。如果企業(yè)不能有效控制其在網(wǎng)絡(luò )上的的雇主品牌，那么潛在候選人可能會(huì )減少50%。
Take steps now to conduct an employer brand audit to see how your company compares to its competition. It’s also important to understand the recent shift in workers’ expectations. For example, the pandemic spurred an increase in the demand for flexible hours to enable employees to maintain a healthy work-life balance. It’s important to embrace these changes and make them part of your employer brand image.
現在就采取措施進(jìn)行雇主品牌審核吧，看看貴公司與競爭對手相比雇主品牌是什么水平。有效了解近期人才期望的轉變也同樣重要。例如，新冠疫情刺激了員工對靈活工作時(shí)間的需求增加，員工更希望能夠保持健康的工作生活平衡。接受這些改變并使其成為雇主品牌形象的一部分是很重要的。
招聘絕不應該被視為一個(gè)一體化的過(guò)程，而應該將人才搜尋和人才招聘分開(kāi)。
Sourcing
人才搜尋
Sourcing is often mistaken as the process of reviewing resumes and pre-screening candidates after placing a job posting online. Sourcing, however, is not a reactive tactic, but rather a proactive process of searching for qualified active and passive candidates for current or planned open positions.
人才搜尋經(jīng)常被誤認為是在網(wǎng)上發(fā)布職位后審查簡(jiǎn)歷和預篩人才的過(guò)程。然而，人才搜尋并不應該是一種被動(dòng)的過(guò)程，而是一個(gè)主動(dòng)的過(guò)程，為當前或計劃中的空缺職位尋找合格的主動(dòng)和被動(dòng)候選人。
Recruiting
人才招聘
Recruiting, on the other hand, focuses more on engaging with active candidates. This stage involves screening applicants, reviewing resumes, conducting interviews and handling job offer negotiations.
另一方面，人才招聘更側重于與活躍的候選人互動(dòng)。這一階段包括篩選申請人、審查簡(jiǎn)歷、進(jìn)行面試以及offer談判。
Making talent sourcing a separate process will improve the quality of the candidate and speed up the overall hiring process. It will also make it easier for businesses to fill those hard-to-fill positions that require a specific skill set.
將人才搜尋作為一個(gè)獨立的過(guò)程將提高候選人的質(zhì)量，并加快整個(gè)招聘過(guò)程，還將使企業(yè)更容易填補那些需要特定技能的復雜職位空缺。
It’s also important to understand the difference between active and passive candidates. Active candidates are those who are actively seeking out new job opportunities, whereas passive candidates aren’t necessarily looking for a new job, but they’re also not opposed to changing jobs for the right opportunity.
辨別主動(dòng)候選人和被動(dòng)候選人之間的區別也很重要。主動(dòng)候選人是那些積極活躍尋找新工作機會(huì )的人，而被動(dòng)候選人不一定是在尋找新工作，但他們也不排斥利用合適的機會(huì )更換工作。
Many standard talent sourcing strategies are designed to attract active candidates. However, studies show that passive candidates make up as much as 70% of the entire candidate pool. This is a massive percentage of the candidate pool that cannot be ignored. Instead, it’s vital to realize that different strategies must be used to source these different types of candidates.
很多標準化的人才搜尋策略旨在吸引主動(dòng)的候選人。然而，研究表明被動(dòng)候選人數量占整個(gè)人才庫的 70%，這是人才庫中不容忽視的一個(gè)很大比例。因此，重要的是需要意識到必須使用不同的策略來(lái)搜尋這些不同類(lèi)型的候選人。
Sourcing active candidates
尋找主動(dòng)候選人
Standard sourcing techniques, such as online job board posting, social media posts and hiring events are very effective at sourcing active candidates.In fact, many of these candidates will be online daily seeking out new job opportunities, and it’s imperative that they can easily find your job postings.
標準化的搜尋技術(shù)，如在線(xiàn)招聘廣告、社交媒體和招聘活動(dòng)，在尋找主動(dòng)候選人方面非常有效。事實(shí)上，這些候選人中的許多人每天都會(huì )在網(wǎng)上尋找新的工作機會(huì )，必須讓他們能夠輕松地找到你的招聘頁(yè)面。
Sourcing passive candidates
尋找被動(dòng)候選人
Since passive candidates are not actively looking for a new job, online job boards and ads will prove ineffective. Instead, try using strategies, such as social media paid campaigns, employee referrals, and networking to reach these lucrative candidates.
由于被動(dòng)候選人不會(huì )積極主動(dòng)尋找新工作?？梢?jiàn)，在線(xiàn)招聘和廣告被證明是無(wú)效的。因此，嘗試使用社交媒體付費活動(dòng)、員工推薦和關(guān)系網(wǎng)等方法去接觸被動(dòng)候選人會(huì )更加有用。
Sourcing technology has advanced by leaps and bounds in recent years. To remain competitive in today’s busy job market, it’s crucial that your company embrace this technology in order to improve its overall recruitment efforts. There are several primary ways to make this happen, including:
近年來(lái)，搜尋科技的發(fā)展突飛猛進(jìn)。為了在當今快速變化的招聘市場(chǎng)中保持競爭力，利用這類(lèi)技術(shù)來(lái)改進(jìn)整體招聘工作對企業(yè)來(lái)講將至關(guān)重要。主要用以下幾種方法來(lái)實(shí)現：
Use automation to enhance engagement
運用自動(dòng)化技術(shù)提高參與度
Automation can enable your sourcing team to remain in constant contact with potential candidates with little to no extra effort.For example, you can use this technology to send out instant emails to candidates at various points throughout the sourcing process and to alert you when a prospective candidate has expressed an interest.
自動(dòng)化技術(shù)可以幫助招聘團隊與潛在候選人保持持續的聯(lián)系，幾乎不需要付出額外的精力。例如，您可以使用該技術(shù)在整個(gè)招聘過(guò)程的各個(gè)階段向候選人發(fā)送即時(shí)電子郵件，并在潛在候選人表達有興趣時(shí)提醒你。
Analyze key metrics to maximize efforts
分析關(guān)鍵指標使工作效率最大化
Today’s technology will track, store and analyze sourcing data on a real-time basis. You can use this technology to track the success of various sourcing campaigns, find out what strategies are gaining the most momentum, and determine how many touch points it takes to convert a prospect to an actual candidate. With this data, you can adjust your current sourcing strategies to maximize its success.
今天的技術(shù)能夠做到實(shí)時(shí)跟蹤、存儲和分析招聘數據。您可以使用這項技術(shù)來(lái)跟蹤各種招聘活動(dòng)的效果，識別出哪些方法獲得了最大的成果，并確定將潛在客戶(hù)轉化為實(shí)際候選人需要多少接觸點(diǎn)。有了這些數據，您可以調整當前的搜尋策略，以最大限度地提高其成功率。
Take a multi-channel approach
運用多元化的渠道
Technology also allows you to connect with candidates via a variety of channels, including phone, email, live chat and social media. Investing in ERP software can make it easier for your sourcing team to track these communications in one convenient platform.
該技術(shù)還讓企業(yè)能夠通過(guò)多元化的渠道與候選人進(jìn)行聯(lián)系，包括電話(huà)、電子郵件、實(shí)時(shí)聊天和社交媒體。投資 ERP 軟件可以讓招聘團隊更輕松地在一個(gè)統一的平臺上管理這些溝通。
Simplify the application process
簡(jiǎn)化申請流程
Use technology to make the application process as easy and convenient as possible for potential candidates to complete. With more than 90% of the global population now using mobile devices to access the internet, it’s vital that the application process can be completed by using only a smartphone or tablet.
采用數智化技術(shù)可以簡(jiǎn)化申請流程，讓潛在候選人簡(jiǎn)單方便的完成申請。目前，全球超過(guò)90%的人口使用移動(dòng)設備訪(fǎng)問(wèn)互聯(lián)網(wǎng)，僅僅依靠智能手機或平板電腦就可以完成職位申請流程顯得格外重要。
Learn more about how to source high-quality candidates, or find out how our teams at Vastsea can help your company source the talent it needs by contacting us today.
現在就聯(lián)系我們，詳細了解更多關(guān)于如何搜尋高質(zhì)量人才，以及大瀚集團專(zhuān)業(yè)顧問(wèn)團隊能夠如何幫助貴公司搜尋所需人才。
