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5 Recruiting Habits Of Successful Leaders

5 Recruiting Habits Of Successful Leaders

成功领导人的五个招聘习惯

At some point in our job-seeking lives, we’ve all interviewed at a company that felt more like a military school than an exciting, flexible, creative, ever-evolving workplace culture. The signs start early in the hiring process: a dry, lifeless job posting or stale employer branding that does not feel inspired. A blizzard of paperwork, including reams of rules and regulations for submitting a resume. A monochromatic HR office filled with identically-dressed drones who are clearly reading from a script. I can remember walking out of a few select interviews earlier in my career and saying to myself, “There is no way I’m working at that mausoleum.” Or better yet – I’ve enjoyed being part of a world class organization recruiting top talent – where every day of interviewing seems to feel like a rush of adrendaline. You see – I’ve been on all sides of this equation in my own career – The best of the best, the good, the ugly.

在我们求职生涯的某些时刻,我们都面试过这样一家公司,它感觉上更像是一所军事学校,而不像是一间令人振奋、具有灵活性、创造性并且不断发展变化的公司。这些迹象在招聘过程刚开始时就出现了:一张枯燥乏味而死气沉沉的招聘启事,或者一个陈腐的雇主品牌(Employer Branding,是公司在人力资源市场上的定位,是对公司未来、现有以及已离职雇员树立的品牌形象——译注)。一大堆的文件,包括提交简历的大量规则和条例。单一色调的人力资源办公室中充斥着相同装束的员工。我还记得在我职业生涯的早期,我走出几场面试,对自己说:“我绝不会在那个死气沉沉的办公室工作。”或者更好些——我很享受为一个招聘顶尖人才的世界级组织工作——在那里每天的面试都激情四射。你会看见——我在自己的职业生涯中就遇见过形形色色的人——顶尖中的顶尖、不错的和令人厌恶的。

The simple fact is that recruiting is often a company’s first impression, and a reflection of its culture and workforce brand personality. It’s a spectacular — and too underexploited — opportunity to wow, woo, seduce and excite talent. Top talent doesn’t want to work in Dullsville. They want to work in a company that understands, challenges, excites, surprises and delights them. They want to work hard, play hard, and feel appreciated. Recruiting should be where the courtship starts. Your organization doesn’t have to be a Zappos or Google

一个简单的事实是,招聘往往是公司留给你的第一印象,并且反映出公司的文化和员工的品牌个性。这是一个极好的——并且是利用程度极其低下的——机会,可以用来吸引、赢取、追求和激励人才。顶尖人才可不希望在非常沉闷的环境下工作。他们渴望在

一家充满理解、挑战、兴奋、惊喜与快乐的公司工作。他们希望努力工作,尽情玩乐,并能得到足够的赏识。招聘应该是这场追求的起点。贵组织并不一定非得是美捷步(Zappos)或者谷歌(Google)才能开始使用聪明才智和社交媒体来吸引“合适人才”和你需要大量引入的技能才干。

Here Are Five Steps You Can Take To Turn Your Talent Management Strategy Into A Powerhouse Branding and Marketing Culture.

以下罗列了五个步骤,可以帮助你将人才管理战略转变成有影响力的品牌及营销文化。

1) Take A Workplace Culture Inventory. Take a good hard look at your current HR and recruiting practices. Put yourself in the shoes of a talented person who has never heard of your company. How are you trying to reach that person? Are you using filtering tools to target the right kind of talent you need? How big a part does social media play? Are you engaging brand advocates and influencers? How is the language in your employer branding and follow-up information? Stodgy branding can be a real turn-off (as can self-consciously hip or snarky content that seems shallow). What about your career site design? Is it fresh and appealing to all generations? How are your initial and follow-up contacts conducted? Deconstruct the whole recruiting process form initial posting to final hire. Where along the way do you need to change to catch the eye and imagination of the talent you need? Solicit feedback from recent hires and even those who decided to take another career opportunity – yes, at another brand.

1)列一张职场文化清单。仔细检查一下公司目前的人力资源和招聘活动。站在一个从来没有听说过贵公司的人才的角度来考虑。你该如何联系那个人?你使用过滤工具来锁定你所需要的合适人才吗?社交媒体在这中间发挥多大的作用?你吸引来了品牌的拥护者和影响者吗?你的雇主品牌和后续信息中使用的语言怎么样?乏味的品牌打造可能会完全令人失去兴趣(比如自我意识强烈的时髦或者尖锐的内容会给人感觉似乎很肤浅)。你的招聘主页设计得怎么样?它对所有年龄段的人群来说都新鲜有趣,颇具吸引力吗?你最初和后续的联系工作进行得怎么样?解构从发布招聘启示到最后录用的整个招聘过程。在此过程中你需要改变些什么来抓住你所需要的人才的眼球和想象力?向近期招聘来的人员甚至是那些决定寻找另外的职业机会——是的,在另一家品牌——的人员征求反馈意见。

2) Make The Necessary Leadership Changes. Your weaknesses should be pretty obvious when your inventory is finished. The question becomes: do we jettison the whole process from soup to nuts, or are enough parts working that we can make selective changes? Whatever you decide, consider hiring outside talent to help you dev

elop a holistic, integrated recruiting process. Of every choice, ask the following two question: is this going to help us attract stellar talent? Is it a true reflection of our company? Because the last thing you want is to present your company in a misleading way. Remember: HR and recruitment is a major branding opportunity. The goal is to lodge yourself in people’s minds as a great place to work, even if with talent that isn’t looking for to switch jobs at the moment.

2 )进行必要的领导层变动。当你列完详细清单后你的弱点应该会相当明显。现在的问题就变成了:我们是抛弃从头到尾的整个流程,还是有足够的部分是可行的,可让我们选择性地进行改变?无论你是如何决定的,考虑聘请外部人才来帮助你制定一个全面完整的招聘流程。对每一个选择,都问自己以下两个问题:这会帮助我们吸引到优秀的人才吗?这是我们公司的真实反映吗?因为你绝不会想用一种令人误解的方式呈现公司。请记住:人力资源和招聘是一个重大的品牌打造契机。你的目标是在人们的心目中将自己的形象打造为一个很棒的工作场所,即使那些人才目前还不急着更换工作。

3) Engage Your Marketing Talent. HR and recruiting don’t exist in a vacuum. They may be the initial contact with talent, but the more input that other departments have, the stronger and more integrated the process will become. This is especially true, of course, for the departments and functions that will be directly impacted by the applicant. Solicit input on specific job postings from people in the department where the job is. Ask top talent from across the organization for suggestions on making your marketing pitch intriguing and enticing. The more buy-in you have throughout the entire organization – including marketing, the more likely you are to hire just the right talent.

3 )运用你的营销才能。人力资源和招聘并不存在于真空中。他们可能是最初接触人才的人,但其他部门提供的支持越大,整个过程就会越有力,并且越完整。当然,这一点对于会直接受求职者影响的部门和职能单位来说尤其如此。向招聘职位的部门的员工征求对该职位招聘启事的意见。向公司所有部门的顶尖人才询问如何让你的营销宣传更吸引人。你从整个公司获得的建议越多——包括市场营销,你就越有可能招聘到合适的人才。

The HR gods were smiling when social media was invented. It has evolved into a dream tool for finding and communicating with brand advocates and influencers. Are you exploiting it to the max? Are you using the whole panoply of social media to establish a presence and dialogue that goes way beyond a specific job opening? Social media is nothing less an historic breakthrough in branding and talent engagement. Again, hire outside help if you have to, a sp

ecialist in social media who can help you target your resources and efforts for maximum return. Get input from social-media-savvy employees from across the organization and beyond. Use video if possible. And make your online interface and career application process user-friendly.

4 )使用社交媒体。当社交媒体出现时,人力资源的神仙们都微笑了。它已经演变成为一个寻找品牌的拥护者和影响者,并与他们沟通的理想工具。你最大效率地利用它了吗?你使用了一整套的社交媒体来发展你的影响力,并就特定职位空缺以外的更广泛话题展开对话了吗?社交媒体无疑是品牌打造和吸引人才方面的一个历史性突破。同样,如果有需要的话就聘请外部人士帮助,一位社交媒体方面的专家可以帮助你将资源和精力有针对性地花在需要的地方,并让你获得最大的回报。向公司内外熟悉社交媒体的员工寻求建议。如果可能的话使用宣传视频。并且让你的在线界面和职位申请流程易于使用。

5) Keep It Real. As I touched on above, your HR and recruiting process must be honest — a genuine reflection of your company’s leadership and workplace culture. If you misrepresent your brand, you’ll attract the wrong kind of talent, and when someone is hired they’ll feel like the victim of a bait-and-switch. Whether your organization is way zany, slightly playful, or downright dour, you want to attract talent that feels comfortable in your culture.

5)保持真实。正如我在上文中已涉及到的,公司的人力资源部门和招聘流程必须保持诚实——真正反映公司的领导能力和公司文化。如果你错误传达公司品牌,你就会吸引到错误的人才,并且当新员工被雇佣后他们会感觉自己是一个被诱骗的受害者。无论你的公司文化是滑稽的,略为活泼的,还是彻头彻尾阴沉的,你都会想要吸引能在公司文化中感到舒适的人才。

HR and Recruiting are an untapped gold mine for too many organizations. Work hard to make them a reflection of your mission and methods, appealing and user-friendly, and able to identify and exploit social media to reach and communicate with the right talent. This is an exciting exercise in leadership excellence.

人力资源和招聘对太多组织而言都是一个未开发的金矿。努力让它们反映出公司的使命和行事风格,让它具有吸引力、人性化且能够识别和利用社交媒体以找到合适的人才并与之交流。这是卓越领导力中一项激动人心的训练。

recruit [ri'kru:t] video
n. 招聘;新兵;新成员vt. 补充;聘用;征募;使…恢复健康vi. 复原;征募新兵;得到补充;恢复健康
soar [s?:] video
vi. 高飞;高耸;往上飞舞n. 高飞;高涨
stale [steil] video
adj. 陈腐的;不新鲜的vi. 变陈旧;撒尿;变得不新鲜vt. 使变旧

;变得不新鲜n. 尿
engagement [in'ɡeid?m?nt] video
n. 婚约;约会;交战;诺言
engage [in'ɡeid?] video
vt. 吸引,占用;使参加;雇佣;使订婚;预定vi. 从事;答应,保证;交战;啮合
equation [i'kwei??n, -??n] video
n. 方程式,等式;相等;[化学] 反应式
inventory ['inv?nt?ri, -t?:ri] video
n. 存货,存货清单;详细目录;财产清册
blizzard ['bliz?d] video
n. 暴风雪,大风雪;大打击vi. 下暴风雪
reflection [re'flek??n] video
n. 反射;沉思;映象
spectacular [spek't?kjul?] video
adj. 壮观的,惊人的;公开展示的

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