{"id":35162,"date":"2019-10-31T22:02:40","date_gmt":"2019-10-31T19:02:40","guid":{"rendered":"https:\/\/prohoster.info\/blog\/tri-istorii-pro-dikij-hanting\/"},"modified":"2019-10-31T22:02:40","modified_gmt":"2019-10-31T19:02:40","slug":"tri-istorii-pro-dikij-hanting","status":"publish","type":"post","link":"https:\/\/prohoster.info\/ro\/blog\/news\/tri-istorii-pro-dikij-hanting","title":{"rendered":"Trei pove\u0219ti despre v\u00e2n\u0103toare s\u0103lbatic\u0103","gt_translate_keys":[{"key":"rendered","format":"text"}]},"content":{"rendered":"

Huntingul este o strategie de recrutare prin care se atrage un specialist care lucreaz\u0103 \u00een alt\u0103 companie. Se recurge la hunting atunci c\u00e2nd nu se pot g\u0103si speciali\u0219tii necesari pe pia\u021ba deschis\u0103. <\/p>\n

Un adev\u0103rat headhunter este un negociator iscusit, bine familiarizat cu psihologia \u0219i care niciodat\u0103 nu for\u021beaz\u0103 lucrurile. Dar din p\u0103cate, nu se na\u0219te astfel, ci devine prin procesul de \u00eenv\u0103\u021bare, inclusiv trec\u00e2nd prin etapa huntingului de baz\u0103. <\/p>\n

\u00cen acest articol, voi povesti c\u00e2teva situa\u021bii reale care s-au \u00eent\u00e2mplat \u00een practica liderilor din companiile IT \u0219i care au fost legate de huntingul de nivel zero. Acestea sunt cazuri de o violare flagrant\u0103 a eticii headhunterului, care st\u00e2rnesc r\u00e2sul profesioni\u0219tilor \u0219i indignarea candida\u021bilor, dar nu \u00eentotdeauna sunt clare pentru \u00eencep\u0103tori. Astfel de metode de recrutare nu ar trebui niciodat\u0103 aplicate \u00een munca lor de c\u0103tre managerii de resurse umane, dac\u0103 nu doresc s\u0103 discrediteze angajatorul \u0219i s\u0103 \u00ee\u0219i piard\u0103 posturile...<\/p>\n

\"Trei<\/a><\/noindex>
\nSpecificul profesiei de headhunter presupune utilizarea unui spectru larg de instrumente, dar doar dac\u0103 acestea nu \u00eencalc\u0103 legile, nu d\u0103uneaz\u0103 reputa\u021biei propriului hunter, precum \u0219i a candida\u021bilor pe care \u00eei recruteaz\u0103. <\/p>\n

De ce s\u0103 nu folosim datele personale?<\/h3>\n

\nO mic\u0103 companie care dezvolta aplica\u021bii mobile colabora cu o banc\u0103 mare \u0219i cunoscut\u0103. \u00cen acela\u0219i timp, pentru to\u021bi angaja\u021bii, compania deschisese conturi de salariu \u00een aceast\u0103 banc\u0103 \u0219i era mul\u021bumit\u0103 de colaborare. Dar, \u00eentr-o zi, mul\u021bi angaja\u021bi ai companiei (de\u021bin\u0103tori ai cardurilor de salariu) au primit invita\u021bii pentru a participa la interviuri \u00een aceast\u0103 banc\u0103 pentru postul de programator. <\/p>\n

Invita\u021biile au sosit direct pe emailul de lucru \u0219i au fost trimise de pe adresa de email corporativ\u0103 a unui angajat al b\u0103ncii, identificarea c\u0103ruia nu a fost o sarcin\u0103 dificil\u0103. S-a dovedit c\u0103 un t\u00e2n\u0103r angajat din departamentul de resurse umane folosea datele personale ale clien\u021bilor b\u0103ncii pentru a-\u0219i \u00eendeplini sarcinile. Astfel, nu doar c\u0103 a dep\u0103\u0219it atribu\u021biile, a \u00eenc\u0103lcat etica profesional\u0103, dar a \u0219i \u00eenc\u0103lcat legea (Legea 152). \u00cen prezent, din cauza sa, banca a fost obligat\u0103 s\u0103 pl\u0103teasc\u0103 o amende substan\u021bial\u0103. S\u0103 nu mai vorbim despre o lovitur\u0103 serioas\u0103 la reputa\u021bia institu\u021biei financiare.<\/p>\n

Ai v\u0103zut un specialist bun \u2014 recruteaz\u0103-l, nu ezita!<\/h3>\n

\nHeadhunting la evenimentele profesionale este o alt\u0103 modalitate excelent\u0103 de a g\u0103si un specialist de nivelul dorit. Dar \u0219i aici trebuie s\u0103 ac\u021bionezi cu discre\u021bie. Un director de companie IT a fost martor la recrutarea e\u0219uat\u0103 a unui specialist de c\u0103tre compania sa. <\/p>\n

La expozi\u021bie, unde directorul companiei a mers cu cei mai buni angaja\u021bi ai s\u0103i, o t\u00e2n\u0103r\u0103 atr\u0103g\u0103toare s-a ar\u0103tat interesat\u0103 de stand, a pus c\u00e2teva \u00eentreb\u0103ri despre produs, s-a prezentat specialistului \u0219i i-a l\u0103sat o vizit\u0103 cu o ofert\u0103 de munc\u0103 de la concuren\u021b\u0103. \u0218i asta \u00een fa\u021ba directorului companiei! De atunci, speciali\u0219tii tehnici ai companiei particip\u0103 mult mai rar la expozi\u021bii.<\/p>\n

Eticheteaz\u0103 colegii \u00een fotografiile de pe Facebook \u2013 ajut\u0103 headhunterul concuren\u021bilor!<\/h3>\n

\nRe\u021belele sociale sunt o metod\u0103 modern\u0103 de recrutare, care permite contactarea direct\u0103 a unui poten\u021bial angajat. Dar nu \u00eentotdeauna aceast\u0103 oportunitate este folosit\u0103 corect. Astfel, un recrutor \u00eencep\u0103tor a fost interesat de speciali\u0219tii departamentului de dezvoltare a software-ului medical al unei companii concurente. A reu\u0219it s\u0103 g\u0103seasc\u0103 unul dintre angaja\u021bii acestui departament pe Facebook \u0219i \u2013 noroc! \u2013 printre fotografiile personale a ap\u0103rut o poz\u0103 de la o petrecere de companie, unde erau eticheta\u021bi colegii s\u0103i. <\/p>\n

\u00cen loc s\u0103 \u00eenceap\u0103 un dialog cu aceast\u0103 persoan\u0103 de la distan\u021b\u0103, ''hunter-ul'' nepriceput a trimis mesaje text identice tuturor persoanelor din fotografie. Dac\u0103 ar fi procedat altfel, ar fi avut, poate, un rezultat pozitiv. Cu toate acestea, membrii acelea\u0219i echipe, primind mesajul standard, s-au sim\u021bit doar ne\u00eencrez\u0103tori, consider\u00e2ndu-l fie spam, fie o provocare. Discut\u00e2nd despre situa\u021bie \u00eentre ei, au ajuns la concluzia c\u0103 mai degrab\u0103 nu este o \u00eencercare de headhunting, ci un test subtil din partea managementului. Drept rezultat, niciunul dintre ei nu a r\u0103spuns, iar headhunterul a ratat o opera\u021biune poten\u021bial de succes.<\/p>\n

Aceste cazuri arat\u0103 principalele practici de headhunting, aplicate incorect.<\/p>\n

Networking-ul profesional, c\u0103ut\u0103rile \u00een re\u021belele sociale, atragerea angaja\u021bilor din companii concurente \u2013 toate acestea func\u021bioneaz\u0103 bine doar \u00eempreun\u0103 cu un abordare precaut\u0103 \u0219i diplomatic\u0103 \u00een recrutare. Tocmai din cauza nerespect\u0103rii acestei cerin\u021be, rezultatul a fost extrem de ridicol \u0219i dezam\u0103gitor. <\/p>\n

Recrutatorii profesioni\u0219ti \u0219tiu c\u0103 pentru a avea succes \u00een c\u0103utarea de talente, trebuie depuse multe eforturi, s\u0103 selectezi specialistul potrivit, s\u0103 stabile\u0219ti rela\u021bii de bun\u0103voin\u021b\u0103 cu acesta, iar cel mai important \u2014 s\u0103 \u00eei oferi ceea ce va fi motivul pentru care ar fi dispus s\u0103 \u00ee\u0219i schimbe angajatorul. Un abordare creativ\u0103 \u00een recrutare este binevenit\u0103, dar numai dac\u0103 nu \u00eencalc\u0103 legile \u0219i etica.
\n
Sursa: habr.com<\/a><\/p>","protected":false,"gt_translate_keys":[{"key":"rendered","format":"html"}]},"excerpt":{"rendered":"

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