{"id":1414,"date":"2019-09-24T18:16:56","date_gmt":"2019-09-24T16:16:56","guid":{"rendered":"https:\/\/recrulab.sk\/ked-si-manazer-sadne-s-hlavou-v-smutku-a-kyva-na-rozlucku-jednej-clenke-svojho-noveho-timu-ktoru-len-pred-par-mesiacmi-nahiroval-co-sa-stalo-jedna-z-najcastejsich-recruiterskych-chyb\/"},"modified":"2020-03-27T15:37:55","modified_gmt":"2020-03-27T14:37:55","slug":"ked-si-manazer-sadne-s-hlavou-v-smutku-a-kyva-na-rozlucku-jednej-clenke-svojho-noveho-timu-ktoru-len-pred-par-mesiacmi-nahiroval-co-sa-stalo-jedna-z-najcastejsich-recruiterskych-chyb","status":"publish","type":"post","link":"https:\/\/www.recrulab.sk\/en\/ked-si-manazer-sadne-s-hlavou-v-smutku-a-kyva-na-rozlucku-jednej-clenke-svojho-noveho-timu-ktoru-len-pred-par-mesiacmi-nahiroval-co-sa-stalo-jedna-z-najcastejsich-recruiterskych-chyb\/","title":{"rendered":"Jedna z naj\u010dastej\u0161\u00edch recruitersk\u00fdch ch\u00fdb \u010do mana\u017e\u00e9ra don\u00fati k prep\u00fa\u0161\u0165aniu v \u00favodn\u00fdch mesiacoch."},"content":{"rendered":"<div>Ke\u010f si mana\u017e\u00e9r sadne s hlavou v sm\u00fatku a k\u00fdva na rozl\u00fa\u010dku jednej \u010dlenke svojho nov\u00e9ho t\u00edmu, ktor\u00fa len pred p\u00e1r mesiacmi nahiroval, \u010do sa stalo?<\/div>\n<div><a href=\"https:\/\/3.bp.blogspot.com\/-2zF-YA3qibw\/W-m3PtjijMI\/AAAAAAAAAS0\/ASKV16u8WmcMYIHcVdneisuLNncCKm0zwCLcBGAs\/s1600\/companies-left-turkey.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"alignright\" src=\"https:\/\/3.bp.blogspot.com\/-2zF-YA3qibw\/W-m3PtjijMI\/AAAAAAAAAS0\/ASKV16u8WmcMYIHcVdneisuLNncCKm0zwCLcBGAs\/s200\/companies-left-turkey.jpg\" width=\"200\" height=\"97\" border=\"0\" data-original-height=\"367\" data-original-width=\"750\" \/><\/a>Kandid\u00e1tka sa pravdepodobne uch\u00e1dzala o poz\u00edciu s ob\u0161\u00edrnym p\u00f4sobiv\u00fdm resum\u00e9 a zdanlivo pasovala na v\u0161etky n\u00e1le\u017eitosti poz\u00edcie. Napriek tomu, svoje ciele dosiahnu\u0165 nedok\u00e1zala, nerobila dobr\u00fa krv v t\u00edme a jej pr\u00edchod nebol pr\u00ednosom v \u017eiadnej oblasti&#8230;<\/div>\n<div><\/div>\n<div>Pod\u013ea americk\u00e9ho centra pokroku stoj\u00ed v\u00fdmena zamestnanca asi 20% platu nov\u00e9ho zamestnanca, ktor\u00fd ho nahrad\u00ed, preto ak m\u00e1 organiz\u00e1cia ve\u013ek\u00fa fluktu\u00e1ciu zamestnancov, m\u00f4\u017ee to by\u0165 naozaj ve\u013emi n\u00e1kladn\u00e9. Naozaj dobr\u00e9ho zamestnanca, ktor\u00fd vo Va\u0161ej organiz\u00e1cii vydr\u017e\u00ed sa naozaj d\u00e1 n\u00e1js\u0165, ak si d\u00e1vate pozor na nieko\u013eko be\u017en\u00fdch ch\u00fdb a \u00faskal\u00ed, ktor\u00e9 n\u00e1borov\u00fd proces be\u017ene prin\u00e1\u0161a.<\/div>\n<div><\/div>\n<div>V skuto\u010dnosti neexituje garantovane \u00faspe\u0161n\u00fd proces n\u00e1boru ale by\u0165 obozn\u00e1men\u00fd s potencion\u00e1lnymi probl\u00e9mami, ktor\u00fdm budete pri procese n\u00e1boru \u010deli\u0165 by mohlo ve\u013emi v\u00fdrazne dopom\u00f4c\u0165 k jeho \u00faspe\u0161nosti.<\/div>\n<div><\/div>\n<div>1. Nedostato\u010dne presne vytvoren\u00fd popis pr\u00e1ce<\/div>\n<div>Vo Va\u0161ej inzercii, reklame, na str\u00e1nke&#8230; pop\u00ed\u0161te pracovn\u00fa poz\u00edciu \u010do najpresnej\u0161ie a najv\u00fdsti\u017enej\u0161ie. Ak to nesprav\u00edte, pravdepodobne pril\u00e1kate kandid\u00e1tov, ktor\u00fd sa kvalitou a schopnos\u0165ami nezhoduj\u00fa s va\u0161imi po\u017eiadavkami. Dobr\u00fd popis pr\u00e1ce je viac ne\u017e zoznam povinnost\u00ed, mal by popisova\u0165 v\u0161etky \u00falohy, komplexne op\u00edsa\u0165 proces a \u00fa\u010del pr\u00e1ce, ur\u010di\u0165 k\u013e\u00fa\u010dov\u00e9 zodpovednosti a schopnosti. Nie je v\u0161ak dobr\u00e9 ani to ak poz\u00edciu pr\u00edli\u0161 &#8220;nadsad\u00edte&#8221;, aby ste uch\u00e1dza\u010dov neuviedli do omylu, \u017ee poz\u00edcia pon\u00faka viac pr\u00edle\u017eitost\u00ed ako skuto\u010dne m\u00e1. Bud\u00faci zamestnanec m\u00f4\u017ee na poz\u00edcii zisti\u0165, \u017ee nevid\u00ed vo svojej pr\u00e1ci tak\u00fa v\u00edziu ak\u00fa si pri prech\u00e1dzan\u00ed ponuky predstavoval a od\u00edde.<\/div>\n<div><\/div>\n<div>2. Pr\u00edli\u0161n\u00e9 spoliehanie sa len na interview<\/div>\n<div>Niektor\u00ed mana\u017e\u00e9ri pou\u017e\u00edvaj\u00fa interview ako jedin\u00fd sp\u00f4sob na vyhodnocovanie vhodnosti kandid\u00e1tov, je to ale naozaj najlep\u0161ia a spo\u013eahliv\u00e1 met\u00f3da? Ako povedal riadite\u013e Googlu: &#8220;V\u00e4\u010d\u0161ina rozhovorov je strata \u010dasu.&#8221; Len sa po\u010das cel\u00e9ho rozhovoru sna\u017e\u00edme faktami si potvrdi\u0165 dojem, ktor\u00fd na n\u00e1s kandid\u00e1t spravil v prv\u00fdch 10 sekund\u00e1ch. kandid\u00e1t m\u00f4\u017ee urobi\u0165 \u010doko\u013evek aby pr\u00e1cu z\u00edskal. Je dobr\u00e9 zamyslie\u0165 sa nad t\u00fdm, \u010di by nebolo efekt\u00edvne vyu\u017ei\u0165 pri n\u00e1borovom procese \u00falohu \u010di cvi\u010denie na to aby ste si potvrdili \u010di je to, \u010do kandid\u00e1t osebe hovor\u00ed aj vidite\u013en\u00e9 v praxi. Dobrou met\u00f3dou na zistenie s\u00fa assessment centr\u00e1 a n\u00e1borov\u00e9 testy, ktor\u00e9 odhalia ako dobr\u00fd m\u00f4\u017ee by\u0165 kandid\u00e1t v praxi v pl\u00e1novan\u00ed, organizovan\u00ed, komunik\u00e1cii at\u010f.<\/div>\n<div><\/div>\n<div>3. Aplikovanie predsudkov<\/div>\n<div>N\u00e1borov\u00fd proces sa spolieha na va\u0161u schopnos\u0165 spr\u00e1vne sa rozhodn\u00fa\u0165, \u010do znamen\u00e1, \u017ee sa treba vyhn\u00fa\u0165 vplyvu predsudkov. Nevedomky m\u00f4\u017eeme toti\u017e diskriminova\u0165 niektor\u00fdch kandid\u00e1tov a robi\u0165 kroky v prospech t\u00fdch, ktor\u00fd zdie\u013eaj\u00fa na\u0161u soci\u00e1lnu vrstvu, vek, pohlavie a in\u00e9. Prij\u00edmanie kandid\u00e1tov bez oh\u013eadu na niektor\u00e9 z t\u00fdchto charakterist\u00edk znamen\u00e1, \u017ee m\u00e1te k dispoz\u00edcii v\u00e4\u010d\u0161ie mno\u017estvo talentov a zvy\u0161uj\u00fa sa V\u00e1m \u0161ance na z\u00edskanie tej najlep\u0161ej osoby na dan\u00fa poz\u00edciu.<\/div>\n<div><\/div>\n<div>4. Zamietnutie prekvalifikovan\u00fdch kandid\u00e1tov<\/div>\n<div>Je l\u00e1kav\u00e9 zamietnu\u0165 prekvalifikovan\u00e9ho kandid\u00e1ta a to hlavne preto, \u017ee sa ob\u00e1vate, \u017ee sa bude v pr\u00e1ci nudi\u0165 a od\u00edde zo spolo\u010dnosti za zauj\u00edmavej\u0161ou kari\u00e9rne vy\u0161\u0161ou poz\u00edciou. Ale sk\u00fasen\u00ed a talentovan\u00ed \u013eudia m\u00f4\u017eu svoje schopnosti vyu\u017ei\u0165 aby rozv\u00edjali V\u00e1\u0161 t\u00edm &#8211; aj ke\u010f nezostan\u00fa dlho. Aby ste v\u0161ak tak\u00e9hoto \u010dloveka l\u00e1kali zosta\u0165 \u010do najdlh\u0161ie, je d\u00f4le\u017eit\u00e9 zamyslie\u0165 sa nad mo\u017enos\u0165ami rozvoja, postupu a nad pre\u0148ho l\u00e1kav\u00fdmi odmenami, ktor\u00e9 inde nedostane (nemusia by\u0165 finan\u010dn\u00e9).<\/div>\n<div><\/div>\n<div>5. \u010cakanie na dokonal\u00e9ho kandid\u00e1ta<\/div>\n<div>M\u00f4\u017eete ma\u0165 st\u00e1le pred sebou obraz toho jedn\u00e9ho dokonal\u00e9ho kandid\u00e1ta, ale ak \u010dak\u00e1te, k\u00fdm sa objav\u00ed, m\u00f4\u017eete ohrozi\u0165 produktivitu v\u00e1\u0161ho t\u00edmu t\u00fdm, \u017ee budete ma\u0165 nedostatok person\u00e1lu pr\u00edli\u0161 dlho. Va\u0161i \u010dlenovia t\u00edmu m\u00f4\u017eu by\u0165 vystaven\u00ed po\u010das tejto doby nadmernej pracovnej z\u00e1\u0165a\u017ei alebo mno\u017estvu pr\u00e1ce nad\u010das a to m\u00f4\u017ee ma\u0165 vplyv na ich mor\u00e1lku. Aby v\u00e1m k\u00fdm \u010dak\u00e1te na dokonal\u00e9ho kandid\u00e1ta neodi\u0161li aj \u010fal\u0161\u00ed.<\/div>\n<div><\/div>\n<div>6. Upon\u00e1h\u013eanie v\u00fdberov\u00e9ho kandid\u00e1ta<\/div>\n<div>Aj ke\u010f dokonal\u00fd kandid\u00e1t mo\u017eno neexistuje, neznamen\u00e1 to, \u017ee by ste sa mali pon\u00e1h\u013ea\u0165 a naja\u0165 hocikoho alebo ka\u017ed\u00e9ho. Dajte si \u010das. Prem\u00fd\u0161\u013eajte o tom, ko\u013eko pe\u0148az\u00ed a \u010dasu bude st\u00e1\u0165 najatie a za\u0161kolenie \u010dloveka, ktor\u00e9mu sa chyst\u00e1te sa\u0165 ponuku. Aby ste nezistili, \u017ee to bude viac ako jeho re\u00e1lna pr\u00e1ca. Ak je to prive\u013ea, m\u00f4\u017ee sa sta\u0165, \u017ee na po\u017eadovan\u00fa \u00farove\u0148 znalost\u00ed sa s kandid\u00e1tom nikdy nedostanete a cel\u00fd proces budete musie\u0165 za\u010da\u0165 odznova. Pozvite si kandid\u00e1ta na druh\u00e9 kolo ak m\u00e1te pochybnosti alebo ( ak pracujete v internom HR) si najmite extern\u00fa agent\u00faru, ktor\u00e1 za v\u00e1s prezist\u00ed, \u010di je kandid\u00e1t vhodn\u00fd na \u010fal\u0161ie a pokro\u010dilej\u0161ie zv\u00e1\u017eenie.<\/div>\n<div><\/div>\n<div>Prij\u00edmanie zamestnancov m\u00f4\u017ee by\u0165 jednozna\u010dne jeden drah\u00fd a \u010dasovo n\u00e1ro\u010dn\u00fd proces, tak\u017ee je d\u00f4le\u017eit\u00e9 aby bol roben\u00fd spr\u00e1vne. Chcete sa predsa uisti\u0165, \u017ee prijmete niekoho, kto je tou najvhodnej\u0161ou osobou pre t\u00fa pr\u00e1cu a kto do va\u0161ej organiz\u00e1cie zapadne. A to hlavne preto aby ste sa a svoju spolo\u010dnos\u0165 nevystavovali zbyto\u010dnej fluktu\u00e1cii zamestnancov.<\/div>\n<div><\/div>\n<div><span style=\"color: #999999;\">zdroj: https:\/\/www.mindtools.com\/pages\/article\/10-recruitment-mistakes.htm<\/span><\/div>\n","protected":false},"excerpt":{"rendered":"<p>Ke\u010f si mana\u017e\u00e9r sadne s hlavou v sm\u00fatku a k\u00fdva na rozl\u00fa\u010dku jednej \u010dlenke svojho nov\u00e9ho t\u00edmu, ktor\u00fa len pred p\u00e1r mesiacmi nahiroval, \u010do sa stalo? Kandid\u00e1tka sa pravdepodobne uch\u00e1dzala o poz\u00edciu s ob\u0161\u00edrnym p\u00f4sobiv\u00fdm resum\u00e9 a zdanlivo pasovala na v\u0161etky n\u00e1le\u017eitosti poz\u00edcie. Napriek tomu, svoje ciele dosiahnu\u0165 nedok\u00e1zala, nerobila dobr\u00fa krv v t\u00edme a [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[33],"tags":[],"class_list":["post-1414","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v21.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Jedna z naj\u010dastej\u0161\u00edch recruitersk\u00fdch ch\u00fdb \u010do mana\u017e\u00e9ra don\u00fati k prep\u00fa\u0161\u0165aniu v \u00favodn\u00fdch mesiacoch. | RecruLab<\/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:\/\/recrulab.sk\/en\/ked-si-manazer-sadne-s-hlavou-v-smutku-a-kyva-na-rozlucku-jednej-clenke-svojho-noveho-timu-ktoru-len-pred-par-mesiacmi-nahiroval-co-sa-stalo-jedna-z-najcastejsich-recruiterskych-chyb\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Jedna z naj\u010dastej\u0161\u00edch recruitersk\u00fdch ch\u00fdb \u010do mana\u017e\u00e9ra don\u00fati k prep\u00fa\u0161\u0165aniu v \u00favodn\u00fdch mesiacoch. | RecruLab\" \/>\n<meta property=\"og:description\" content=\"Ke\u010f si mana\u017e\u00e9r sadne s hlavou v sm\u00fatku a k\u00fdva na rozl\u00fa\u010dku jednej \u010dlenke svojho nov\u00e9ho t\u00edmu, ktor\u00fa len pred p\u00e1r mesiacmi nahiroval, \u010do sa stalo? Kandid\u00e1tka sa pravdepodobne uch\u00e1dzala o poz\u00edciu s ob\u0161\u00edrnym p\u00f4sobiv\u00fdm resum\u00e9 a zdanlivo pasovala na v\u0161etky n\u00e1le\u017eitosti poz\u00edcie. 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