{"id":31070,"date":"2019-10-31T21:39:16","date_gmt":"2019-10-31T18:39:16","guid":{"rendered":"https:\/\/prohoster.info\/blog\/mif-o-kadrovom-golode-ili-osnovnye-pravila-formirovaniya-vakansij\/"},"modified":"2019-10-31T21:39:16","modified_gmt":"2019-10-31T18:39:16","slug":"mif-o-kadrovom-golode-ili-osnovnye-pravila-formirovaniya-vakansij","status":"publish","type":"post","link":"https:\/\/prohoster.info\/sq\/blog\/novosti-interneta\/mif-o-kadrovom-golode-ili-osnovnye-pravila-formirovaniya-vakansij","title":{"rendered":"Miti p\u00ebr munges\u00ebn e punonj\u00ebsve ose rregullat kryesore t\u00eb formimit t\u00eb vendeve t\u00eb pun\u00ebs","gt_translate_keys":[{"key":"rendered","format":"text"}]},"content":{"rendered":"

Shpesh, nga pun\u00ebdh\u00ebn\u00ebsit mund t\u00eb d\u00ebgjoni p\u00ebr nj\u00eb fenomen si \"mungesa e kuadrove\". Un\u00eb e besoj se kjo \u00ebsht\u00eb nj\u00eb mit, n\u00eb bot\u00ebn reale nuk ka munges\u00eb kuadrash. N\u00eb vend t\u00eb k\u00ebsaj, ekzistojn\u00eb dy probleme reale. Nj\u00ebra \u00ebsht\u00eb objektive - raporti mes numrit t\u00eb vendeve t\u00eb pun\u00ebs dhe numrit t\u00eb kandidat\u00ebve n\u00eb tregun e pun\u00ebs. Tjetra \u00ebsht\u00eb subjektive - paaft\u00ebsia e nj\u00eb pun\u00ebdh\u00ebn\u00ebsi konkret p\u00ebr t\u00eb gjetur, t\u00ebrhequr dhe pun\u00ebsuar punonj\u00ebs. Rezultatet e rekrutimit t\u00eb kandidat\u00ebve mund t\u00eb p\u00ebrmir\u00ebsohen n\u00ebse m\u00ebsojm\u00eb t\u00eb formulojm\u00eb p\u00ebrshkrime pune duke ndjekur rregullat e p\u00ebrgatitjes s\u00eb teksteve t\u00eb shitjes. P\u00ebr rregullat kryesore kam shkruar n\u00eb pjes\u00ebn e dyt\u00eb t\u00eb k\u00ebtij artikulli.<\/p>\n

Artikulli p\u00ebrmban vler\u00ebsime t\u00eb mia personale. Nuk jap prova. Komentet e zjarrta \u2013 jan\u00eb t\u00eb mir\u00ebpritura.
\n<\/a><\/noindex><\/p>\n

Rreth meje<\/h3>\n

\nM\u00eb quajn\u00eb Igor Sheludko.
\nUn\u00eb jam sip\u00ebrmarr\u00ebs n\u00eb fush\u00ebn e zhvillimit dhe shitjes s\u00eb software-it q\u00eb nga viti 2000. Kam nj\u00eb arsimim t\u00eb lart\u00eb teknik. Aktivitetin tim profesional e kam filluar si programues, gjithashtu kam drejtuar ekipe t\u00eb vogla. Rreth nj\u00eb vit e gjysm\u00eb m\u00eb par\u00eb, u angazhova n\u00eb rekrutimin komercial t\u00eb specialist\u00ebve IT - pra, jo vet\u00ebm p\u00ebr veten time dhe projektet e mia, por p\u00ebr llogari t\u00eb kompanive t\u00eb tjera. <\/p>\n

Gjat\u00eb vitit 2018, un\u00eb kam \"mbyllur\" 17 vende pune t\u00eb mjaftueshme t\u00eb komplikuara p\u00ebr 10 pun\u00ebdh\u00ebn\u00ebs. Ka pasur shum\u00eb kompani, t\u00eb cilave u kam refuzuar sh\u00ebrbimet p\u00ebr arsye t\u00eb ndryshme. Disa nga k\u00ebto arsye i zbuloj n\u00eb k\u00ebt\u00eb artikull.<\/p>\n

Pse \"mungesa e kuadrave\" \u00ebsht\u00eb nj\u00eb fenomen mitik?<\/h3>\n

\nZakonisht, kjo kuptohet si v\u00ebshtir\u00ebsi n\u00eb rekrutimin e specialist\u00ebve me kualifikim t\u00eb nevojsh\u00ebm n\u00eb kushte t\u00eb p\u00ebrshtatshme p\u00ebr pun\u00ebdh\u00ebn\u00ebsi. N\u00eb pohimin \"nuk arrijm\u00eb t\u00eb pun\u00ebsojm\u00eb specialist\u00ebt e nevojsh\u00ebm n\u00eb kushte t\u00eb p\u00ebrshtatshme p\u00ebr pun\u00ebdh\u00ebn\u00ebsin\" jan\u00eb disa variabla q\u00eb mund t\u00eb ndryshojn\u00eb n\u00eb p\u00ebrmasa t\u00eb gjera.<\/p>\n

\"Nuk arrijm\u00eb t\u00eb pun\u00ebsojm\u00eb\" \u2013 nuk do t\u00eb thot\u00eb domosdoshm\u00ebrisht se specialist\u00ebt nuk jan\u00eb n\u00eb treg. Mbase specialist\u00ebt v\u00ebrtet nuk ekzistojn\u00eb, ose ndoshta pun\u00ebdh\u00ebn\u00ebsi nuk di t\u2019i gjej\u00eb dhe t\u2019i t\u00ebrheq\u00eb.
\n\"Specialist\u00ebt e nevojsh\u00ebm\" \u2013 cila \u00ebsht\u00eb e v\u00ebrteta p\u00ebr specialist\u00ebt q\u00eb kan\u00eb nevoj\u00eb? A e kuptohet sakt\u00eb nevoja e prodhuesit nga HR i pun\u00ebdh\u00ebn\u00ebsit? A e kupton prodhuesi nevojat e tij dhe a i merr parasysh mund\u00ebsit\u00eb e tregut t\u00eb pun\u00ebs?<\/p>\n

\"N\u00eb kushtet e p\u00ebrshtatshme p\u00ebr pun\u00ebdh\u00ebn\u00ebsin\" \u2013 \u00e7far\u00eb n\u00ebnkupton kjo? Si i p\u00ebrshtaten k\u00ebto kushte tregut t\u00eb pun\u00ebs? Si i p\u00ebrshtaten k\u00ebto kushte d\u00ebshirave t\u00eb \"specialist\u00ebve t\u00eb nevojsh\u00ebm\"?<\/p>\n

Kur flitet p\u00ebr urin\u00ebn e zakonshme, kur njer\u00ebzit nuk kan\u00eb \u00e7far\u00eb t\u00eb han\u00eb, ne mund t\u00eb shohim shum\u00eb njer\u00ebz t\u00eb vdekur nga uria. N\u00eb rastin e uris\u00eb p\u00ebr pun\u00eb, ne nuk shohim grumbuj trupash kompanish. Pun\u00ebdh\u00ebn\u00ebsit adaptohen dhe gjejn\u00eb zgjidhje, n\u00ebse paraqitet nj\u00eb k\u00ebrc\u00ebnim real p\u00ebr vdekje. K\u00ebshtu q\u00eb, sipas v\u00ebzhgimeve, uria p\u00ebr pun\u00eb nuk \u00ebsht\u00eb nj\u00eb uri e v\u00ebrtet\u00eb, por nj\u00eb 'diet\u00eb pak e kufizuar'. N\u00ebse nj\u00eb menaxher fillon t\u00eb flas\u00eb p\u00ebr 'urin\u00ebn p\u00ebr pun\u00eb', pronari duhet t\u00eb nd\u00ebrhyj\u00eb menj\u00ebher\u00eb dhe t\u00eb kushtoj\u00eb v\u00ebmendje kushteve n\u00eb kompani. Me siguri gj\u00ebrat atje jan\u00eb t\u00eb k\u00ebqija n\u00eb menaxhment, ndoshta madje edhe po vjedhin.<\/p>\n

K\u00ebtu do t\u00eb mund t\u00eb kishte p\u00ebrfunduar, por un\u00eb d\u00ebshiroj t\u00eb diskutoj dy probleme realisht ekzistuese me punonj\u00ebsit. Problemi objektiv \u00ebsht\u00eb raporti mes numrit t\u00eb vendeve t\u00eb pun\u00ebs dhe numrit t\u00eb kandidat\u00ebve n\u00eb tregun e pun\u00ebs. Dhe problemi subjektiv \u00ebsht\u00eb paaft\u00ebsia e nj\u00eb pun\u00ebdh\u00ebn\u00ebsi konkret p\u00ebr t\u00eb gjetur, t\u00ebrhequr dhe pun\u00ebsuar punonj\u00ebsit. Tani do t\u00eb flasim m\u00eb n\u00eb detaje rreth k\u00ebtyre problemeve.<\/p>\n

Tregu i pun\u00ebs \u2013 numri i vendeve t\u00eb pun\u00ebs dhe kandidat\u00ebve<\/h3>\n

\nN\u00eb p\u00ebrgjith\u00ebsi, n\u00eb Rusi aktualisht nuk ka nj\u00eb problem t\u00eb menj\u00ebhersh\u00ebm n\u00eb lidhje me disponueshm\u00ebrin\u00eb e ofertave t\u00eb pun\u00ebs. Mesatarisht n\u00eb vend kemi papun\u00ebsi t\u00eb vog\u00ebl. Ka v\u00ebshtir\u00ebsi t\u00eb pak\u00ebndshme me dallime t\u00eb m\u00ebdha n\u00eb pagat midis kryeqyteteve dhe rajoneve. P\u00ebr shumic\u00ebn e specialiteteve n\u00eb rajone paguhen hapur pak, popullsia jeton n\u00eb prag t\u00eb varf\u00ebris\u00eb. Niveli i pages\u00ebs s\u00eb pun\u00ebs sapo mbulon minimumin jetik. P\u00ebr shumic\u00ebn e specialiteteve, ka m\u00eb shum\u00eb kandidat\u00eb se sa vende pune dhe pun\u00ebdh\u00ebn\u00ebsit kan\u00eb nga kush t\u00eb zgjedhin. K\u00ebshtu q\u00eb, nuk ka aspak uris\u00eb p\u00ebr pun\u00eb, p\u00ebrkundrazi ekziston probabiliteti i uris\u00eb tradicionale.<\/p>\n

Ka qytete dhe rajone ku fabrikat po mbyllen dhe po krijohen grupe t\u00eb punonj\u00ebsve t\u00eb kualifikuar, nd\u00ebrsa n\u00eb rajonet e fqinj\u00eb mund t\u00eb v\u00ebrehet munges\u00eb e till\u00eb kadrovike. Zgjidhja ndaj nj\u00eb sfide t\u00eb till\u00eb zakonisht \u00ebsht\u00eb migrimi i popullsis\u00eb. Sidoqoft\u00eb, rus\u00ebt ende nuk jan\u00eb m\u00ebsuar t\u00eb migrojn\u00eb p\u00ebr shkak t\u00eb pun\u00ebs dhe karrier\u00ebs, shpesh preferojn\u00eb t\u00eb jetojn\u00eb n\u00eb varf\u00ebri, duke u mbijetuar me fitime sporadike, duke e motivuar k\u00ebt\u00eb me kujdesin p\u00ebr familjet (k\u00ebtu \u00ebsht\u00eb e njohur dhe af\u00ebr, nd\u00ebrsa atje \u2013 e panjohur). Personalish kjo motivim nuk m\u00eb duket e kuptueshme \u2013 rrall\u00eb jeta n\u00eb varf\u00ebri simbolizon kujdesin p\u00ebr familjen.<\/p>\n

Pun\u00ebdh\u00ebn\u00ebsit n\u00eb p\u00ebrgjith\u00ebsi nuk jan\u00eb ende t\u00eb gatsh\u00ebm t\u00eb mb\u00ebshtesin migrimin. Rall\u00eb ndonj\u00eb pun\u00ebdh\u00ebn\u00ebs mund t\u00eb has\u00eb n\u00eb programe mb\u00ebshtetjeje p\u00ebr relokimin e punonj\u00ebsve. Pra, n\u00eb vend q\u00eb t\u00eb k\u00ebrkojn\u00eb pun\u00ebtor\u00eb n\u00eb rajone t\u00eb tjera, t\u00eb krijojn\u00eb kushte t\u00ebrheq\u00ebse dhe t\u00eb mb\u00ebshtesin migrimin, pun\u00ebdh\u00ebn\u00ebsit shpesh preferojn\u00eb t\u00eb ankohen p\u00ebr munges\u00ebn e burimeve njer\u00ebzore.<\/p>\n

Ndonj\u00ebher\u00eb, kur flitet p\u00ebr munges\u00ebn e burimeve njer\u00ebzore, pun\u00ebdh\u00ebn\u00ebsit pranojn\u00eb se nuk ka deficit n\u00eb burime, por \"kualifikimet e punonj\u00ebsve jan\u00eb t\u00eb pamjaftueshme\". Un\u00eb e konsideroj k\u00ebt\u00eb t\u00eb pav\u00ebrtet\u00eb, pasi pun\u00ebdh\u00ebn\u00ebs t\u00eb tjer\u00eb (ata q\u00eb nuk ankohen) thjesht e ndihmojn\u00eb stafin e tyre, duke rritur kualifikimet. Pra, ankesa p\u00ebr \"kualifikim t\u00eb pamjaftuesh\u00ebm\" \u00ebsht\u00eb thjesht nj\u00eb shprehje e d\u00ebshirr\u00ebs p\u00ebr t\u00eb kursyer n\u00eb trajnime ose relokim.<\/p>\n

N\u00eb fush\u00ebn e IT-s\u00eb, situata tani \u00ebsht\u00eb duksh\u00ebm m\u00eb e mir\u00eb se n\u00eb sektor\u00eb t\u00eb tjer\u00eb. P\u00ebr disa specialitete n\u00eb fush\u00ebn e IT-s\u00eb, k\u00ebrkesa p\u00ebr punonj\u00ebs \u00ebsht\u00eb aq e lart\u00eb, saq\u00eb pagat n\u00eb IT n\u00eb shum\u00eb rajone jan\u00eb shum\u00eb her\u00eb m\u00eb t\u00eb larta se mesatarja. N\u00eb Mosk\u00eb dhe Sh\u00ebn Petersburg, paga mesatare n\u00eb IT gjithashtu \u00ebsht\u00eb m\u00eb e lart\u00eb se mesatarja n\u00eb rajon, megjithat\u00eb jo n\u00eb p\u00ebrmasa t\u00eb m\u00ebdha. <\/p>\n

N\u00eb nivelin e problemeve t\u00eb zakonshme HR, situata duket k\u00ebshtu - njer\u00ebzit e nevojsh\u00ebm n\u00eb treg thjesht nuk ekzistojn\u00eb ose ata k\u00ebrkojn\u00eb nj\u00eb pag\u00eb ndjesh\u00ebm m\u00eb t\u00eb lart\u00eb. Kjo i p\u00ebrket kryesisht programuesve dhe DevOps-\u00ebve. P\u00ebr menaxher\u00ebt e projekteve, analist\u00ebt, dizajner\u00ebt, testuesit dhe koduesit, n\u00eb p\u00ebrgjith\u00ebsi ka nj\u00eb paritet - \u00ebsht\u00eb e mundur t\u00eb gjejm\u00eb nj\u00eb specialist t\u00eb arsyesh\u00ebm mjaft shpejt. Sigurisht, jo aq leht\u00eb sa t\u00eb gjesh nj\u00eb shit\u00ebs n\u00eb supermarket, por duksh\u00ebm m\u00eb e leht\u00eb se nj\u00eb zhvillues frontend.<\/p>\n

N\u00eb k\u00ebt\u00eb situat\u00eb, disa pun\u00ebdh\u00ebn\u00ebs ankohen (kjo \u00ebsht\u00eb zgjedhja e tyre), nd\u00ebrsa t\u00eb tjer\u00eb riorganizojn\u00eb proceset e pun\u00ebs. Nj\u00eb zgjidhje tipike \u00ebsht\u00eb implementimi i trajnimeve dhe rritjes s\u00eb kualifikimeve, praktikave t\u00eb pun\u00ebs, strukturimi i detyrave n\u00eb m\u00ebnyr\u00eb q\u00eb t\u00eb jet\u00eb m\u00eb e leht\u00eb t\u00eb transferohet m\u00eb shum\u00eb pun\u00eb te punonj\u00ebsit me kualifikime m\u00eb t\u00eb ul\u00ebta. Nj\u00eb zgjidhje e mir\u00eb \u00ebsht\u00eb gjithashtu implementimi i pun\u00ebs n\u00eb distanc\u00eb. Nj\u00eb punonj\u00ebs n\u00eb distanc\u00eb \u00ebsht\u00eb m\u00eb ekonomik. Dhe kjo nuk ka t\u00eb b\u00ebj\u00eb vet\u00ebm me nj\u00eb pag\u00eb m\u00eb t\u00eb ul\u00ebt, por edhe me kursimin n\u00eb qiran\u00eb e zyr\u00ebs dhe pajisjet e vendit t\u00eb pun\u00ebs. Implementimi i \"pun\u00ebs n\u00eb distanc\u00eb\" sigurisht ka rreziqe, por gjithashtu sjell p\u00ebrfitime t\u00eb konsiderueshme n\u00eb perspektiv\u00ebn afatgjat\u00eb. Dhe menj\u00ebher\u00eb zgjeron gjeografin\u00eb e k\u00ebrkimit t\u00eb punonj\u00ebsve. <\/p>\n

Prandaj, edhe n\u00eb IT nuk ekziston nj\u00eb problem esencial i munges\u00ebs s\u00eb personeli, por ka nj\u00eb papajtueshm\u00ebri t\u00eb menaxhmentit p\u00ebr t\u00eb ristrukturuar proceset e pun\u00ebs.<\/p>\n

Pamund\u00ebsia e pun\u00ebdh\u00ebn\u00ebsve p\u00ebr t\u00eb gjetur, t\u00ebrhequr dhe pun\u00ebsuar punonj\u00ebs.<\/h3>\n

\nKur marr nj\u00eb k\u00ebrkes\u00eb p\u00ebr gjetjen e nj\u00eb specialisti, gjithmon\u00eb p\u00ebrpiqem t\u00eb kuptoj arsyet reale \u2013 pse pun\u00ebdh\u00ebn\u00ebsi nuk arrin ta zgjidh\u00eb vet\u00eb detyr\u00ebn e gjetjes. N\u00ebse kompania nuk ka HR dhe procesin e p\u00ebrzgjedhjes e drejton shefi i ekipit, projektit, departamentit ose madje i kompanis\u00eb, at\u00ebher\u00eb p\u00ebr mua ky \u00ebsht\u00eb nj\u00eb klient ideal dhe k\u00ebrkesa e till\u00eb mund t\u00eb merret n\u00eb pun\u00eb. Kjo nuk do t\u00eb thot\u00eb q\u00eb nuk do t\u00eb ket\u00eb probleme, pasi shefat shpesh vuajn\u00eb nga mungesa e lidhjeve me bot\u00ebn reale dhe tregun e pun\u00ebs.<\/p>\n

Nj\u00eb rekruter i brendsh\u00ebm ose HR zakonisht \u00ebsht\u00eb nj\u00eb lidh\u00ebs i panevojsh\u00ebm q\u00eb keqinterpreton informacionin. N\u00ebse p\u00ebrzgjedhjen e b\u00ebn HR, at\u00ebher\u00eb un\u00eb vazhdoj m\u00eb tutje me studimin e arsyeve. Duhet t\u00eb kuptoj q\u00ebndrimin e HR \u2013 a do t\u00eb pengoj\u00eb pun\u00ebn time apo do t\u00eb ndihmoj\u00eb.<\/p>\n

Rreth gjysma e k\u00ebrkesave p\u00ebr rekrutuesit ose agjencit\u00eb e pun\u00ebsimit vijn\u00eb nga pun\u00ebdh\u00ebn\u00ebs q\u00eb kan\u00eb gjith\u00e7ka t\u00eb nevojshme p\u00ebr t\u00eb gjetur vet\u00eb punonj\u00ebsit e tyre. Ata kan\u00eb punonj\u00ebs q\u00eb kan\u00eb mjaft koh\u00eb p\u00ebr t\u00eb u marr\u00eb me k\u00ebrkimin dhe pun\u00ebsimin. Ata kan\u00eb para p\u00ebr t\u00eb paguar p\u00ebr publikimin e vendeve t\u00eb pun\u00ebs dhe p\u00ebr t\u00eb bler\u00eb akses n\u00eb bazat e t\u00eb dh\u00ebnave t\u00eb CV-ve. Ata madje jan\u00eb t\u00eb gatsh\u00ebm t\u00eb ofrojn\u00eb kushte mjaft tregtare p\u00ebr kandidat\u00ebt. Megjithat\u00eb, p\u00ebrpjekjet e tyre p\u00ebr rekrutimin jan\u00eb t\u00eb d\u00ebshtuara. Un\u00eb mendoj se shpjegimi m\u00eb i mundsh\u00ebm p\u00ebr k\u00ebt\u00eb situat\u00eb \u00ebsht\u00eb se pun\u00ebdh\u00ebn\u00ebsit vet\u00eb nuk din\u00eb t\u00eb gjejn\u00eb dhe t\u00ebrheqin punonj\u00ebsit e nevojsh\u00ebm. Kjo nuk do t\u00eb thot\u00eb gjithmon\u00eb se ata nuk din\u00eb fare t\u00eb gjejn\u00eb dhe t\u00eb pun\u00ebsojn\u00eb. Zakonisht, problemet ndodhin vet\u00ebm me disa pozita p\u00ebr t\u00eb cilat nuk ka shum\u00eb interes p\u00ebr t'u punuar n\u00eb k\u00ebt\u00eb kompani. Aty ku ka radh\u00eb kandidat\u00ebsh \u2013 pun\u00ebdh\u00ebn\u00ebsi ia del vet\u00eb, nd\u00ebrsa aty ku ka pak kandidat\u00eb \u2013 ai nuk ia del vet\u00eb. Shpjegimi tipik i k\u00ebsaj situate nga ana e pun\u00ebdh\u00ebn\u00ebsit \u00ebsht\u00eb \u00abne jemi shum\u00eb t\u00eb ngarkuar dhe nuk kemi koh\u00eb t\u00eb k\u00ebrkojm\u00eb vet\u00eb\u00bb ose \u00abn\u00eb burimet e hapura nuk ka m\u00eb kandidat\u00eb t\u00eb denj\u00eb\u00bb. Shpesh k\u00ebto justifikime jan\u00eb t\u00eb pav\u00ebrteta.<\/p>\n

Pra ndaj, situata \u00ebsht\u00eb k\u00ebshtu \u2013 pun\u00ebdh\u00ebn\u00ebsi ka HR dhe burime p\u00ebr t\u00eb k\u00ebrkuar dhe pun\u00ebsuar punonj\u00ebs, por detyra nuk zgjidhet me forcat e veta. Nevojitet ndihm\u00eb jashtme, p\u00ebr t\u00eb nxjerr\u00eb kandidat\u00ebt nga qoshet e err\u00ebta ku ata fshihen nga pun\u00ebdh\u00ebn\u00ebsi.<\/p>\n

Un\u00eb identifikoj 3 arsye reale p\u00ebr k\u00ebt\u00eb situat\u00eb:<\/p>\n

    \n
  1. Mungesa e aft\u00ebsis\u00eb p\u00ebr t\u00eb formuluar sakt\u00eb pozitat e pun\u00ebs dhe detyrat e k\u00ebrkimit.<\/li>\n
  2. Mungesa e motivimit p\u00ebr t\u00eb p\u00ebrgatitur t\u00eb gjitha p\u00ebrpjekjet e mundshme.<\/li>\n
  3. Mungesa e d\u00ebshir\u00ebs p\u00ebr t\u00eb pranuar kushtet e tregut dhe p\u00ebr t\u00eb p\u00ebrshtatur ofert\u00ebn e vet sipas situat\u00ebs.<\/li>\n<\/ol>\n

    \nE para, me prani t\u00eb arsyeve t\u00eb tjera, \u00ebsht\u00eb e riparueshme. P\u00ebr k\u00ebt\u00eb, un\u00eb do t\u00eb ofroj rekomandimet e mia q\u00eb ndihmojn\u00eb n\u00eb rritjen e efikasitetit t\u00eb procesit t\u00eb rekrutimit. Zakonisht, n\u00ebse HR \u00ebsht\u00eb i arsyesh\u00ebm, ai nuk kakund\u00ebrshtime ndaj bashk\u00ebveprimit t\u00eb drejtp\u00ebrdrejt\u00eb midis rekrutuesit dhe autorit t\u00eb k\u00ebrkes\u00ebs p\u00ebr rekrutimin. \"HR i mir\u00eb\" thjesht i l\u00eb hap\u00ebsir\u00eb, largohet m\u00ebnjan\u00eb dhe ne ia dalim. Kompania gjen personin e duhur, HR e heq problemin nga vetja, rekrutuesi e fiton honorar\u00ebn e tij. T\u00eb gjith\u00eb jan\u00eb t\u00eb k\u00ebnaqur.<\/p>\n

    N\u00ebse nuk ka motivim p\u00ebr t\u00eb b\u00ebr\u00eb p\u00ebrpjekje p\u00ebr t\u00eb rekrutuar specialist\u00ebt, asnj\u00eb agjenci rekrutimi (AR) nuk do t\u00eb mund t\u00eb ndihmoj\u00eb. Rekrutuesit e AR do t\u00eb gjejn\u00eb p\u00ebr at\u00eb pun\u00ebdh\u00ebn\u00ebs kandidat\u00ebt e mir\u00eb, por n\u00eb munges\u00eb t\u00eb motivimit, pun\u00ebdh\u00ebn\u00ebsi me siguri do t'i humbiste k\u00ebta kandidat\u00eb. N\u00eb praktiken time, kam pasur shum\u00eb raste t\u00eb tilla. Arsye tipike: HR dhe drejtuesit harrojn\u00eb p\u00ebr intervistat, nuk ofrojn\u00eb reagime brenda afateve t\u00eb caktuara, mendojn\u00eb p\u00ebr disa jav\u00eb n\u00ebse do t\u00eb b\u00ebjn\u00eb oferta, duan t\u00eb shikojn\u00eb t\u00eb pakt\u00ebn 20 kandidat\u00eb, p\u00ebrpara se t\u00eb zgjedhin dhe shum\u00eb arsye t\u00eb tjera. Kanditat\u00eb v\u00ebrtet t\u00eb interesuar arrijn\u00eb t\u00eb pranojn\u00eb ofertat nga pun\u00ebdh\u00ebn\u00ebs t\u00eb tjer\u00eb. Kjo \u00ebsht\u00eb nj\u00eb gjendje e mbyllur, dhe prandaj n\u00ebse diagnostikoj munges\u00ebn e motivimit te p\u00ebrfaq\u00ebsuesit e pun\u00ebdh\u00ebn\u00ebsit, un\u00eb nuk punoj me klient\u00eb t\u00eb till\u00eb.<\/p>\n

    Mungesa e d\u00ebshir\u00ebs p\u00ebr t\u00eb pranuar kushtet e tregut dhe p\u00ebr t\u00eb p\u00ebrshtatur ofert\u00ebn e vet p\u00ebr situat\u00ebn diagnostikohet mjaft leht\u00eb dhe shpejt. Me k\u00ebta pun\u00ebdh\u00ebn\u00ebs gjithashtu nuk punoj, pasi problemi q\u00ebndron n\u00eb kushtet e pun\u00ebs, q\u00eb jan\u00eb t\u00eb p\u00ebrshtatura nga tregu i pun\u00ebs. Mund t\u00eb gjenden kandidat\u00eb, por n\u00eb t\u00eb v\u00ebrtet\u00eb \u00ebsht\u00eb shum\u00eb e gjat\u00eb dhe e v\u00ebshtir\u00eb. Problemi i dyt\u00eb \u2013 kandidat\u00ebt shpesh largohen nga pun\u00ebdh\u00ebn\u00ebs t\u00eb till\u00eb brenda periudh\u00ebs s\u00eb garancis\u00eb dhe duhet t\u00eb k\u00ebrkojm\u00eb z\u00ebvend\u00ebsim pa pages\u00eb t\u00eb m\u00ebtejshme. Pra, del dyfish puna. Prandaj \u00ebsht\u00eb m\u00eb mir\u00eb t\u00eb heqim dor\u00eb menj\u00ebher\u00eb.<\/p>\n

    Tani e kalojm\u00eb n\u00eb problematik\u00ebn e formimit t\u00eb vendeve t\u00eb pun\u00ebs, q\u00eb mund t\u00eb zgjidhet si nga rekruter\u00ebt, ashtu edhe nga pun\u00ebdh\u00ebn\u00ebsi vet\u00eb.<\/p>\n

    Rregullat kryesore t\u00eb formimit t\u00eb vendeve t\u00eb pun\u00ebs<\/h3>\n

    \nS\u00eb pari, duhet t\u00eb pranojm\u00eb se rekrutimi \u00ebsht\u00eb nj\u00eb akt shitjeje. Pun\u00ebdh\u00ebn\u00ebsi duhet t\u00eb p\u00ebrpiqet p\u00ebr ta shitur kandidaten mund\u00ebsin\u00eb e t\u00eb punuarit te ai. Shpeshher\u00eb, pun\u00ebdh\u00ebn\u00ebsve u v\u00ebshtir\u00ebsohet t\u00eb pranojn\u00eb k\u00ebt\u00eb ide. Atij i p\u00eblqen m\u00eb shum\u00eb ideja q\u00eb kandidati duhet t\u00eb shes\u00eb sh\u00ebrbimet e tij profesionale, duke u p\u00ebrpjekur shum\u00eb, ndersa pun\u00ebdh\u00ebn\u00ebsit jan\u00eb si bler\u00ebs t\u00eb kujdessh\u00ebm q\u00eb v\u00ebshtrojn\u00eb, mendojn\u00eb dhe zgjedhin. Shum\u00eb shpesh, tregu \u00ebsht\u00eb v\u00ebrtet i orientuar n\u00eb k\u00ebt\u00eb m\u00ebnyr\u00eb - ka m\u00eb shum\u00eb kandidat\u00eb sesa vende t\u00eb mira pune. Por p\u00ebr specialist\u00ebt e k\u00ebrkuar dhe t\u00eb kualifikuar mir\u00eb (p\u00ebr shembull, programuesit) \u00ebsht\u00eb krejt ndryshe. Aty ku pun\u00ebdh\u00ebn\u00ebsit pranojn\u00eb iden\u00eb e nevoj\u00ebs p\u00ebr t\u2019i shitur vendet e tyre kandidaturave \u2013 jan\u00eb m\u00eb t\u00eb suksessh\u00ebm n\u00eb rekrutimin e specialist\u00ebve t\u00eb lart\u00eb. Tekstet e vendeve t\u00eb pun\u00ebs dhe mesazhet q\u00eb d\u00ebrgoni kandidat\u00ebve duhet t\u00eb shkruhen sipas rregullave t\u00eb formimit t\u00eb teksteve t\u00eb shitur. K\u00ebshtu, ato arrijn\u00eb q\u00ebllimin n\u00eb nj\u00eb mas\u00eb m\u00eb t\u00eb madhe.<\/p>\n

    \u00c7far\u00eb e b\u00ebn nj\u00eb tekst t\u00eb mir\u00eb t\u00eb shitur t\u00eb dallohet n\u00eb k\u00ebt\u00eb det t\u00eb informacionit q\u00eb e p\u00ebrmbyti njer\u00ebzimin sot? S\u00eb pari, \u00ebsht\u00eb theksi te interesat e lexuesit. Teksti duhet t\u00eb p\u00ebrgjigjet menj\u00ebher\u00eb n\u00eb pyetje \u2013 p\u00ebrse duhet t\u00eb shpenzoj (lexuesi) koh\u00eb p\u00ebr t\u00eb lexuar k\u00ebt\u00eb tekst? M\u00eb pas, vendi i pun\u00ebs duhet t\u00eb p\u00ebrgjigjet n\u00eb pyetje \u2013 p\u00ebrse duhet t\u00eb punoj pik\u00ebrisht n\u00eb k\u00ebt\u00eb kompani? Ka edhe pyetje t\u00eb tjera t\u00eb domosdoshme, p\u00ebr t\u00eb cilat kandidati d\u00ebshiron t\u00eb marr\u00eb nj\u00eb p\u00ebrgjigje t\u00eb thjesht\u00eb dhe t\u00eb qart\u00eb. \u00c7far\u00eb do t\u00eb duhet t\u00eb b\u00ebj? Si do ta realizoj potencialin tim n\u00eb k\u00ebt\u00eb pun\u00eb? Ku do t\u00eb mund t\u00eb rritem dhe si do t\u00eb m\u00eb ndihmoj\u00eb pun\u00ebdh\u00ebn\u00ebsi n\u00eb k\u00ebt\u00eb? \u00c7far\u00eb shp\u00ebrblimi do t\u00eb marr p\u00ebr pun\u00ebn time? Cil\u00ebt jan\u00eb garantimet sociale q\u00eb do t\u00eb m\u00eb ofroj\u00eb pun\u00ebdh\u00ebn\u00ebsi? Si jan\u00eb organizuar proceset e pun\u00ebs, p\u00ebr \u00e7far\u00eb do t\u00eb jem p\u00ebrgjegj\u00ebs dhe para kujt? \u00c7far\u00eb njer\u00ebzish do t\u00eb kem p\u00ebrreth? Dhe k\u00ebshtu me radh\u00eb. <\/p>\n

    N\u00eb renditjen e mang\u00ebsive m\u00eb t\u00eb bezdisshme t\u00eb vendeve t\u00eb pun\u00ebs, udh\u00ebheq pozita e ul\u00ebt e informatizimit. Kandidat\u00ebt patjet\u00ebr duan t\u00eb shohin gam\u00ebn tuaj t\u00eb pag\u00ebs, p\u00ebrshkrimin e detyrave t\u00eb pun\u00ebs, kushtet e pun\u00ebs dhe informacionin mbi pajisjet e vendit t\u00eb pun\u00ebs.<\/p>\n

    N\u00eb vendin e dyt\u00eb n\u00eb renditjen e faktor\u00ebve irritues \u00ebsht\u00eb vet\u00ebk\u00ebnaq\u00ebsia e kompanive. Shumic\u00ebs s\u00eb kandidat\u00ebve nuk u intereson fare t\u00eb lexojn\u00eb p\u00ebr kuptimin e prestigjit dhe pozicionit t\u00eb kompanis\u00eb n\u00eb treg n\u00eb paragraf\u00ebt e par\u00eb t\u00eb ofert\u00ebs s\u00eb pun\u00ebs. Mjafton emri i kompanis\u00eb, fusha e aktivitetit dhe nj\u00eb link n\u00eb faqe. N\u00ebse oferta juaj t\u00ebrheq, kandidati do t\u00eb lexoj\u00eb p\u00ebr ju. Edhe p\u00ebr t\u00eb mirat, por do t\u00eb k\u00ebrkoj\u00eb edhe p\u00ebr informacione negative. Nuk mjafton vet\u00ebm t\u00eb transferoni p\u00ebrmbajtjen \"shitur\" nga materialet e reklamave p\u00ebr klient\u00ebt e kompanis\u00eb, por duhet t\u00eb krijoni materiale duke p\u00ebrdorur metoda t\u00eb ngjashme, me q\u00ebllim p\u00ebr t\u00eb shitur jo produktin e kompanis\u00eb, por mund\u00ebsin\u00eb e pun\u00ebs n\u00eb kompani.<\/p>\n

    Ideja tjet\u00ebr e r\u00ebnd\u00ebsishme, q\u00eb nuk e kuptojn\u00eb t\u00eb gjith\u00eb, \u00ebsht\u00eb se duhet t\u00eb keni tekste t\u00eb ofertave t\u00eb pun\u00ebs, let\u00ebr dhe propozime t\u00eb formatuara n\u00eb disa formate. \u00c7do kanal shp\u00ebrndarjeje informacioni ka formatin e vet. Shpeshher\u00eb, ofertat e pun\u00ebs hasin refuzim dhe k\u00ebndv\u00ebshtrim negativ p\u00ebr shkak t\u00eb mos p\u00ebrputhjes s\u00eb formatit t\u00eb tekstit me formatin e kanaleve. Mesazhi juaj nuk do t\u00eb lexohet, dhe p\u00ebrkundrazi do t\u00eb injorohet ose do t\u00eb d\u00ebrgohet n\u00eb kutin\u00eb e plehrave vet\u00ebm p\u00ebr shkak t\u00eb mos p\u00ebrputhjes s\u00eb formatit. N\u00ebse thjesht e merrni p\u00ebrshkrimin e ofert\u00ebs nga faqja dhe e d\u00ebrgoni at\u00eb si mesazh personal n\u00eb VK, \u00ebsht\u00eb shum\u00eb e mundur t\u00eb hasni nj\u00eb ankes\u00eb dhe bllokim. Ashtu si n\u00eb rastin e mesazheve t\u00eb tjera reklamues, ka kuptim t\u00eb testoni tekstet e ofertave t\u00eb pun\u00ebs (duke mbledhur dhe analizuar metrikat) dhe t'i p\u00ebrmir\u00ebsoni ato.<\/p>\n

    Ka nj\u00eb gabim tjet\u00ebr interesant, q\u00eb ul mund\u00ebsit\u00eb p\u00ebr t\u00eb gjetur nj\u00eb punonj\u00ebs, madje edhe n\u00ebse ofroni nj\u00eb ofert\u00eb atraktive. Disa pun\u00ebdh\u00ebn\u00ebs mendojn\u00eb se n\u00ebse k\u00ebrkohet njohuri e mir\u00eb e nj\u00eb gjuhe t\u00eb huaj, duhet t\u00eb shkruajn\u00eb shpalljen e pun\u00ebs n\u00eb at\u00eb gjuh\u00eb. Lloj-lloj \u00abkandidati yn\u00eb do ta lexoj\u00eb dhe do ta kuptoj\u00eb\u00bb. N\u00ebse nuk e kupton \u2013 nuk \u00ebsht\u00eb kandidat i yni. Pastaj ankojn\u00eb se nuk ka p\u00ebrgjigje. Zgjidhja \u00ebsht\u00eb shum\u00eb e thjesht\u00eb \u2013 shkruani shpalljet e pun\u00ebs n\u00eb gjuh\u00ebn natyrore t\u00eb kandidat\u00ebve tuaj potencial\u00eb. Dhe akoma m\u00eb mir\u00eb \u2013 shkruani n\u00eb gjuh\u00ebn kryesore t\u00eb vendit ku b\u00ebni shpalljen. Kandidati juaj do ta kuptoj\u00eb tekstin tuaj, por fillimisht duhet ta v\u00ebrej\u00eb, dhe p\u00ebr k\u00ebt\u00eb, teksti duhet t'i bjer\u00eb n\u00eb sy. Mjetet e k\u00ebrkimit zakonisht varen nga gjuh\u00ebt. N\u00ebse CV-ja e kandidatit \u00ebsht\u00eb n\u00eb rusisht, nd\u00ebrsa shpallja \u00ebsht\u00eb n\u00eb anglisht, at\u00ebher\u00eb asistent\u00ebt automatik\u00eb ndoshta nuk do t'ju lidhnin. Edhe kur kryeni k\u00ebrkimin manual, ndonj\u00ebher\u00eb ndodhin gabime t\u00eb tilla. Shum\u00eb njer\u00ebz, edhe ata q\u00eb flasin mir\u00eb gjuh\u00eb t\u00eb huaja, e kan\u00eb m\u00eb t\u00eb leht\u00eb t\u00eb kuptojn\u00eb mesazhe n\u00eb gjuh\u00ebn e tyre kur jan\u00eb t\u00eb relaksuar. Mendimi im \u00ebsht\u00eb se \u00ebsht\u00eb m\u00eb mir\u00eb t\u00eb kontrolloni njohurit\u00eb e gjuh\u00ebs t\u00eb candidateve me nj\u00eb m\u00ebnyr\u00eb tjet\u00ebr m\u00eb tradicionale, pasi ata t\u00eb ken\u00eb aplikuar p\u00ebr vendin e pun\u00ebs.<\/p>\n

    Faleminderit p\u00ebr v\u00ebmendjen! Ju uroj t\u00eb gjith\u00ebve t\u00eb mos keni v\u00ebshtir\u00ebsi dhe t\u00eb gjeni at\u00eb q\u00eb d\u00ebshironi!<\/p>\n

    Vet\u00ebm p\u00ebrdoruesit e regjistruar mund t\u00eb marrin pjes\u00eb n\u00eb anket\u00eb. Hyni<\/a><\/noindex>, ju lutemi.<\/p>\n

    \u00c7far\u00eb \u00ebsht\u00eb ajo q\u00eb v\u00ebreni fillimisht kur njiheni me nj\u00eb shpallje t\u00eb re pune?<\/h2>\n