Bí quyết để tuyển dụng nhân sự hiệu quả và tiết kiệm

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Everywhere I have worked, the organization’s hiring processes (quy trình tuyển dụng) were tilted (nghiêng về) in favor of experience (kinh nghiệm) over intelligence (trí thông minh). Interviews (phỏng vấn) include behavioral (thuộc hành vi) questions or assessments (đánh giá) of specific skills. Rarely is anyone on the hiring loop running problem-solving (giải quyết vấn đề) sessions that require the candidate to demonstrate how they might deal with the real-world challenges they will encounter in the workplace.

And:

Most of the time you can win candidates by getting the basics (điều cơ bản) right:

Reach out to people, don’t wait for them to come to you.

Build relationships before you need them.

Develop followership (so people that work with you once will want to work with you again).

Get candidates excited for the job before you start screening them.

Make your workplace a good place to work for smart and talented people (which is NOT the same as making it a “good place to work” generally, or anything from the HR/PR lists.)

Be the type of manager that top talent will want to work for.

Ensure that you have someone selling the candidate once you know you want to make an offer and start the selling process before the offer is made.

Be polite.

Be fast.

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Bài trước: Trung thành level max