如何快速推进人员选拔过程？

2017 6月 28

In the work of a recruiting manager, there are often cases when the timing for recruiting new employees is not very good and often some positions stay empty. Advertising, investing in your "HR-brand," does not always fast-track the personnel selection. Effective involvement of personnel (working with news portals, educational bodies, networking) is only part of the work. In today's reality, there are factors that negatively affect the timing of recruitment, which in its turn slows the rate of hiring.

原因可能是不同的，但最常见的是以下原因。

公司中没有人力资源部门
小额预算
人力资源经理太忙了（根本没有时间挑选）。
工作条件和报酬（例如，工资、缺乏奖金、离家太远等）。

这些因素直接影响到招聘的速度和填补空缺的时间。

那么，我们如何帮助公司克服负面因素，缩短招聘条件？

It is important to understand that attracting candidates is only a part of the process of shortening the time frame of recruiting which does not always meet expectations. For example, in the case of low salaries in the company, investing in your HR-brand will not bring the desired results. In order to really overcome the negative factors that affect the speed of selection, it is necessary to invest in "resources" and in "working hands". With resources, everything is more or less clear - sites about work provide staff involvement. But, what if there are not enough resources to attract and recruit staff even if you get enough “resources”? As for "working hands", here we mean the number of people employed in the search for personnel. It is not uncommon for middle managers and department heads to take part in the process.

招聘机构也是一项有效的投资。

A recruitment agency, as a rule, has a call specialist (researcher) and a specialist who meets with candidates. Thus, they have both "working hands" (at least two) and resources - as a rule, recruitment agencies have access to all paid resources and their own candidate database.

同时，投资于付费资源只有在涉及到那些自己正在积极寻找工作并且将简历上传到招聘网站的候选人时才有效。但是，当人力资源经理与仍然有工作的候选人合作时，这值得吗？在这种情况下，人力资源机构是一个更有效的解决方案--他们有一个人事数据库和10-15个招聘网站，他们不断地更新空缺职位。