is true that the "war for talent" is no longer relates only to prestigious local and international headhunting.
The international crisis has forced in part to professional jobs in both companies and consultants have to reinvent new ways to address their search for talent in a market like the current recession and reluctant to major changes.
recruitment channels such as publishing a notice in the newspaper and some application sites online, sometimes not enough to satisfy demands for specific searches (technical specialists, etc.) of those firms that continue to bet on the incorporation of talent.
Even the same refined databases of large executive search firms in Argentina, and are no guarantee of success to entice key resources in the organizations, who despite being approached and tempted with challenging opportunities, choosing to step today on safe ground.
The key is to know not only selectively and strategically choose the most effective channels for each type of profile (for more informal and offenders to appear) but also become skilled builders and developers in our network.
For that to happen, it is useful to consider some aspects:
R esearch: It is very important to who should be responsible explore in depth the process industry for which you working and what are the main players in the market both locally and internationally.
To do this you can go to magazines, Internet search engines and even consult with key people in any of the companies in question, thus making business and understand the "players" before the formal launch of the search.
N etworking: some social and professional networks have now become essential tools of free and highly effective in identifying who is who within each company. Become skilled divers of them is a must as knowing how to use sites like LinkedIn, for example, we provide powerful search filters to feed our database.
However, we believe that the construction of networking should be seen as a larger task, deeper and more strategic, and requires of us, men and women Human Resources, develop skills and take actions that are often left in the background, occupied by the urgent.
need more than ever to strengthen our dual role of consultants and ambassadors of our businesses. Lateral thinking through, be careful and know that any contact and any time can be a key opportunity to strengthen our branding, to introduce our company and / or identify a potential resource for our organization.
participate in forums, meetings and exhibitions linked to our expertise and business, accepting interviews courtesy we request, recommend to the talented, communicate, listen, observe, and knit ... knit ... knit.
T hink well, straight talk, and think some key references from the world of consulting and business executives also important. Once you have passed the first stage to identify the candidate, the second phase, and no less critical than the previous one, is to have the proposal and captivates the interest of his partner.
Know that these people have been identified in many cases as high potential by their employer, are satisfied with their current situation and are not always open and flexible to hear what you have to tell you.
is important to be clear, transparent and assertive in the information you provide and to communicate the most accurate and concisely the project for which they were summoned. Keep
to reach numerical indicators to account for the magnitude of the proposal (number of employees is the employer, annual turnover, etc.) and other basic data of interest as to transmit the company culture , their values, why is created the vacancy and what career path a priori taken into account in the development of this resource within the organization.
RNT surely as the process is longer but question is more strategic and effective. There is no point spending hours reading resumes that are far closer to their needs can become an expert yourself builder networking.
Source: www.direcciona.com
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