{"id":6894,"date":"2015-10-15T12:39:17","date_gmt":"2015-10-15T10:39:17","guid":{"rendered":"https:\/\/www.websupport.sk\/blog\/?p=6894"},"modified":"2025-03-11T21:06:34","modified_gmt":"2025-03-11T20:06:34","slug":"preco-neviete-najst-spravnych-ludi","status":"publish","type":"post","link":"https:\/\/www.websupport.sk\/blog\/2015\/10\/preco-neviete-najst-spravnych-ludi\/","title":{"rendered":"Pre\u010do neviete n\u00e1js\u0165 spr\u00e1vnych \u013eud\u00ed"},"content":{"rendered":"Doba \u010d\u00edtania:<\/b><\/span> 4<\/span> min.<\/span><\/span>

Ak budete najbli\u017e\u0161ie po\u010du\u0165 vetu \u201cNevieme n\u00e1js\u0165 \u013eud\u00ed\u201d<\/em>, sk\u00faste sa svojho HR oddelenia op\u00fdta\u0165 \u201cA \u010do v\u0161etko sme spravili pre to, aby sme ich na\u0161li?\u201d<\/em> Mo\u017eno objav\u00edte priestor, \u010do vo firme zlep\u0161i\u0165.<\/p>\n

Firmy \u010dasto nevedia, s ak\u00fdmi \u010d\u00edslami musia pri recruitingu r\u00e1ta\u0165<\/strong><\/h3>\n

Prija\u0165 jedn\u00e9ho \u010dloveka znamen\u00e1 akt\u00edvne vyh\u013eada\u0165 180, oslovi\u0165 150, zauja\u0165 20, pohovorova\u0165 4 a d\u00fafa\u0165, \u017ee ten najlep\u0161\u00ed prijme na\u0161u ponuku a uprednostn\u00ed n\u00e1s pred aktu\u00e1lnym zamestn\u00e1vate\u013eom \u010di piatimi \u010fal\u0161\u00edmi firmami. To je realita h\u013eadania \u013eud\u00ed na niektor\u00e9 IT poz\u00edcie. Ostatn\u00ed odborn\u00ed pracovn\u00edci na tom nie s\u00fa ove\u013ea lep\u0161ie.<\/p>\n

Merania a \u0161tatistiky patria k podce\u0148ovan\u00fdm aktivit\u00e1m v r\u00e1mci prij\u00edmacieho procesu. S\u00fa \u010dasto vn\u00edman\u00e9 len ako zbyto\u010dn\u00fd reporting pre nadriaden\u00fdch. Pravdou v\u0161ak je, \u017ee \u010d\u00edsla priebe\u017ene napovedia, ak\u00fa m\u00e1te \u0161ancu obsadi\u0165 miesto, ale aj kde v procese je chyba a \u010do m\u00f4\u017ee firma \u010di recruiter vo svojej pr\u00e1ci zlep\u0161i\u0165.<\/p>\n

Fakty namiesto pocitov<\/h3>\n

Okrem klasick\u00fdch metr\u00edk \u201ctime to hire\u201d (trvanie cel\u00e9ho procesu od vyp\u00edsania poz\u00edcie po skuto\u010dn\u00fd n\u00e1stup pracovn\u00edka) a \u201ccost to hire\u201d (n\u00e1klady spojen\u00e9 s n\u00e1stupom nov\u00e9ho \u010dloveka) je mo\u017en\u00e9 priebe\u017ene zazna\u010dova\u0165 a vyhodnocova\u0165 po\u010det osloven\u00fdch kandid\u00e1tov, mno\u017estvo kandid\u00e1tov ktor\u00fdch ponuka nezaujala (ale sp\u013a\u0148aj\u00fa profil), odignorovan\u00e9 spr\u00e1vy, po\u010det \u017eivotopisov, ktor\u00e9 post\u00fapili na schv\u00e1lenie nadriaden\u00e9mu.<\/p>\n

Pokra\u010duje to poz\u00fdvan\u00edm na pohovor, vyhodnocovan\u00edm, cez po\u010det odoslan\u00fdch pon\u00fak a\u017e po akcept\u00e1ciu ponuky a n\u00e1stup zamestnanca. V ka\u017edom z t\u00fdchto bodov je nutn\u00e9 r\u00e1ta\u0165 s \u201codpadl\u00edkmi\u201d. Ak recruiter n\u00e1jde len jedn\u00e9ho kandid\u00e1ta sp\u013a\u0148aj\u00faceho profil, je ve\u013emi m\u00e1lo pravdepodobn\u00e9, \u017ee to s n\u00edm dotiahne a\u017e do \u00fapln\u00e9ho fin\u00e1le. N\u00e1js\u0165 dostato\u010dn\u00e9 mno\u017estvo kvalitn\u00fdch kandid\u00e1tov za \u010do najkrat\u0161iu dobu je najm\u00e4 o \u0161ikovnosti, sk\u00fasenostiach a kreativite recruitera. V\u00fdrazne m\u00f4\u017ee pom\u00f4c\u0165 kvalitn\u00fd employer brand \u2013 o to menej vysvet\u013eovania a predstavovania m\u00e1 recruiter na pleciach.<\/p>\n

Kreat\u00edvne a akt\u00edvne vyh\u013ead\u00e1vanie talentu<\/h3>\n

Postupy, ktor\u00e9 fungovali e\u0161te pred nieko\u013ek\u00fdmi rokmi dnes nemaj\u00fa \u0161ancu. Zverejni\u0165 inzer\u00e1t na pracovnom port\u00e1li a \u010daka\u0165, \u017ee \u013eudia ponuku n\u00e1jdu a t\u00ed najtalentovanej\u0161\u00ed sa sami prihl\u00e1sia – to je naivn\u00e1 predstava nesk\u00fasen\u00fdch a pohodln\u00fdch recruiterov. T\u00e1to strat\u00e9gia m\u00f4\u017ee zabra\u0165 v oblastiach, kde je prebytok talentu a dostatok pracovn\u00edkov. Nie v\u0161ak pri odborn\u00edkoch, ktor\u00fdch je na trhu m\u00e1lo.<\/p>\n

Na rad sa teda dost\u00e1va akt\u00edvne vyh\u013ead\u00e1vanie vhodn\u00fdch \u013eud\u00ed \u2013 na soci\u00e1lnych sie\u0165ach, pomocou odpor\u00fa\u010dan\u00ed a najm\u00e4 udr\u017eiavan\u00edm akt\u00edvnych vz\u0165ahov s potenci\u00e1lnymi kandid\u00e1tmi. Kreativita recruitera – to je sp\u00f4sob, ako tieto profily n\u00e1jde, akou spr\u00e1vou ich oslov\u00ed, ako ich nal\u00e1ka k dial\u00f3gu.<\/p>\n

Svoju rolu zohr\u00e1va aj formul\u00e1cia pracovn\u00e9ho inzer\u00e1tu. Zaujme v\u00e1s viac stroh\u00e1 textov\u00e1 ponuka kde sa dozviete len po\u017eiadavky na nov\u00e9ho zamestnanca? Alebo m\u00e1 v\u00e4\u010d\u0161iu \u0161ancu atrakt\u00edvna prezent\u00e1cia firemnej kult\u00fary, potenci\u00e1lnych kolegov \u010di predstavenie nov\u00fdch projektov? \u0160tatistiky hovoria jasne – okrem platu s\u00fa to pr\u00e1ve kolegovia a nov\u00e9 pracovn\u00e9 prostredie \u010di v\u00fdzvy, ktor\u00e9 najviac motivuj\u00fa k zmene zamestn\u00e1vate\u013ea.<\/p>\n

Firmy, ktor\u00e9 maj\u00fa absolventsk\u00e9 poz\u00edcie a programy, maj\u00fa navrch<\/h3>\n

Profesion\u00e1li s\u00fa \u201cvychytan\u00ed\u201d a dopyt po \u0161pecialistoch – najm\u00e4 v oblasti IT – je enormn\u00fd. Spolo\u010dnosti preto \u010doraz \u010dastej\u0161ie siahaj\u00fa po \u010derstv\u00fdch absolventoch \u010di dokonca \u0161tudentoch. Ner\u00e1taj\u00fa v\u0161ak s t\u00fdm, \u017ee ide o prv\u00fa re\u00e1lnu pracovn\u00fa sk\u00fasenos\u0165 mlad\u00e9ho \u010dloveka a o\u010dak\u00e1vaj\u00fa vyspelos\u0165 a profesion\u00e1lny pr\u00edstup ako od dlhoro\u010dn\u00e9ho pracovn\u00edka. Inak povedan\u00e9, vo firme ch\u00fdba syst\u00e9m ako zau\u010di\u0165 nov\u00e9ho kolegu. Kto mu bude mentorom, na akom projekte za\u010dne pracova\u0165, kam organiza\u010dne patr\u00ed. Ak m\u00e1te vo firme funguj\u00face zau\u010denie \u0161tudentov, m\u00e1te \u0161ancu uspie\u0165.<\/p>\n

\u201cAlways be hiring\u201d<\/h3>\n

Zmierte sa s t\u00fdm, \u017ee neexistuj\u00fa \u201cdatab\u00e1zy\u201d \u0161ikovn\u00fdch pracovn\u00edkov. Aktivita mus\u00ed vych\u00e1dza\u0165 od v\u00e1s: to znamen\u00e1 neust\u00e1le vyh\u013ead\u00e1va\u0165 nov\u00fdch \u013eud\u00ed, aj ke\u010f pr\u00e1ve teraz nem\u00e1te otvoren\u00e9 miesto. N\u00e1ro\u010dn\u00e1 \u00faloha najm\u00e4 pre men\u0161ie t\u00edmy, no v\u00fdsledok stoj\u00ed za to. Ak h\u013ead\u00e1te talenty s t\u00fdm, \u017ee \u201cu\u017e v\u010dera bolo neskoro\u201d, chyba nie je v recruiterovi – ale vo va\u0161ej strat\u00e9gii. Pl\u00e1nujte v\u010das, pripravujte sa priebe\u017ene, udr\u017eiavajte kontakt s potenci\u00e1lnymi bud\u00facimi pracovn\u00edkmi a budujte svoju vlastn\u00fa datab\u00e1zu talentu (tzv. talent pool). Nev\u00e1hajte do procesu zapoji\u0165 existuj\u00facich kolegov – ur\u010dite maj\u00fa svoje kontakty a profesion\u00e1lne siete, istotne poznaj\u00fa \u0161ikovn\u00fdch \u013eud\u00ed.<\/p>\n

Krok s dobou<\/h3>\n

Vyu\u017e\u00edvanie technol\u00f3gi\u00ed je pre svet HR st\u00e1le akousi novinkou. K\u00fdm IT\u010dkari patria k inov\u00e1torom a neust\u00e1le h\u013eadaj\u00fa triky ako si pr\u00e1cu u\u013eah\u010di\u0165 \u010di spr\u00edjemni\u0165, HR oddelenia sa dr\u017eia na chvoste a spoliehaj\u00fa sa na tradi\u010dn\u00e9 met\u00f3dy a sk\u00fasenosti.<\/p>\n

P\u00e1r tipov:<\/h3>\n

InHiro.com<\/a> <\/strong>– Slovensk\u00fd n\u00e1stroj na mana\u017ement datab\u00e1zy talentu, poskytuje pokro\u010dil\u00e9 \u0161tatistiky k v\u00fdberov\u00e9mu procesu a pom\u00f4cky na akt\u00edvne vyh\u013ead\u00e1vanie talentu.<\/p>\n

SocialTalent.co<\/a><\/strong> – Online kurz pre recruiterov a sourcerov. Sta\u0148te sa profesion\u00e1lmi vo vyh\u013ead\u00e1van\u00ed zauj\u00edmav\u00fdch profilov.<\/p>\n

HRUnconference<\/a><\/strong> – Neform\u00e1lne podujatia organizovan\u00e9 na celom svete s fokusom na HR a recruiting. Za\u010diatkom okt\u00f3bra sa event konal prv\u00fdkr\u00e1t aj v Bratislave.<\/p>\n

Dalibor Sl\u00e1vik<\/a>, Lou Adler<\/a>, Greg Savage<\/a><\/strong> – \u013dudia, ktor\u00fdch sa oplat\u00ed sledova\u0165, ak chcete vedie\u0165 viac o svete recruitingu a HR<\/p>\n

@sadrecruiter<\/a> <\/strong>– Pr\u00e1ca recruitera spo\u010d\u00edva \u010dastokr\u00e1t v hasen\u00ed probl\u00e9mov. Na tomto Instagram konte sa smej\u00fa recruiteri z cel\u00e9ho sveta, lebo presne vie, \u010do ich tr\u00e1pi.<\/p>\n

[mc4wp_form]<\/p>\n","protected":false},"excerpt":{"rendered":"

Ak budete najbli\u017e\u0161ie po\u010du\u0165 vetu \u201cNevieme n\u00e1js\u0165 \u013eud\u00ed\u201d, sk\u00faste sa svojho HR oddelenia op\u00fdta\u0165 \u201cA \u010do v\u0161etko sme spravili pre to, aby sme ich na\u0161li?\u201d Mo\u017eno objav\u00edte priestor, \u010do vo firme zlep\u0161i\u0165. Firmy \u010dasto nevedia, s ak\u00fdmi \u010d\u00edslami musia pri recruitingu r\u00e1ta\u0165 Prija\u0165 jedn\u00e9ho \u010dloveka znamen\u00e1 akt\u00edvne vyh\u013eada\u0165 180, oslovi\u0165 150, zauja\u0165 20, pohovorova\u0165 4 […]<\/p>\n","protected":false},"author":115,"featured_media":6895,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[6,8,10,11],"tags":[337,338,351,369,443,705,869,956],"class_list":["post-6894","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ostatne","category-tipy-a-triky","category-vzdelavanie-2","category-zakulisie","tag-hire","tag-hiring","tag-hr","tag-inhiro","tag-kubinska","tag-recruiting","tag-trh-prace","tag-websupport"],"yoast_head":"\nPre\u010do neviete n\u00e1js\u0165 spr\u00e1vnych \u013eud\u00ed - Websupport blog<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.websupport.sk\/blog\/2015\/10\/preco-neviete-najst-spravnych-ludi\/\" \/>\n<meta property=\"og:locale\" content=\"sk_SK\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Pre\u010do neviete n\u00e1js\u0165 spr\u00e1vnych \u013eud\u00ed - Websupport blog\" \/>\n<meta property=\"og:description\" content=\"Ak budete najbli\u017e\u0161ie po\u010du\u0165 vetu \u201cNevieme n\u00e1js\u0165 \u013eud\u00ed\u201d, sk\u00faste sa svojho HR oddelenia op\u00fdta\u0165 \u201cA \u010do v\u0161etko sme spravili pre to, aby sme ich na\u0161li?\u201d Mo\u017eno objav\u00edte priestor, \u010do vo firme zlep\u0161i\u0165. 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