{"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\/news\/mif-o-kadrovom-golode-ili-osnovnye-pravila-formirovaniya-vakansij","title":{"rendered":"Miti mbi munges\u00ebn e punonj\u00ebsve ose rregullat kryesore p\u00ebr formimin e 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 t\u00eb till\u00eb si \u00abkastrimi i burimeve njer\u00ebzore\u00bb. Un\u00eb mendoj se kjo \u00ebsht\u00eb nj\u00eb mit; n\u00eb bot\u00ebn reale nuk ka kastrimin e burimeve njer\u00ebzore. N\u00eb vend t\u00eb k\u00ebsaj, ka dy probleme reale. Problemi objektiv \u2013 raporti midis numrit t\u00eb vendeve t\u00eb pun\u00ebs dhe numrit t\u00eb kandidat\u00ebve n\u00eb tregun e pun\u00ebs. Dhe problemi subjektiv \u2013 paaft\u00ebsia e pun\u00ebdh\u00ebn\u00ebsit t\u00eb caktuar 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 vendet e pun\u00ebs duke marr\u00eb parasysh rregullat e p\u00ebrgatitjes s\u00eb teksteve t\u00eb shitjes. Kam shkruajtur rreth rregullave themelore n\u00eb pjes\u00ebn e dyt\u00eb t\u00eb k\u00ebtij artikulli.<\/p>\n

Artikulli p\u00ebrmban mendimet e mia subjektive. Nuk sjell prova. Komentet e zjarrta \u2013 jan\u00eb t\u00eb mir\u00ebpritura.
\n<\/a><\/noindex><\/p>\n

P\u00ebr vet\u00eb<\/h3>\n

\nM\u00eb quajn\u00eb Igor Sheludyko.
\nUn\u00eb jam nj\u00eb sip\u00ebrmarr\u00ebs n\u00eb fush\u00ebn e zhvillimit dhe shitjes s\u00eb softuerit q\u00eb nga viti 2000. Kam nj\u00eb arsimin 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 kam filluar t\u00eb merrem me rekrutimin komercial t\u00eb specialist\u00ebve IT \u2013 pra, jo vet\u00ebm p\u00ebr vete dhe projektet e mia, por p\u00ebr llogari t\u00eb kompanive t\u00eb tjera. <\/p>\n

Gjat\u00eb vitit 2018 kam \u00abmbyllur\u00bb 17 vende t\u00eb pun\u00ebs mjaft t\u00eb komplikuara p\u00ebr 10 pun\u00ebdh\u00ebn\u00ebs. Kishte disa kompani t\u00eb cilave u kam refuzuar sh\u00ebrbimet e mia p\u00ebr arsye t\u00eb ndryshme. Disa nga k\u00ebto arsye i zbuloj n\u00eb k\u00ebt\u00eb artikull.<\/p>\n

Pse \u00abkastrimi i burimeve njer\u00ebzore\u00bb \u00ebsht\u00eb nj\u00eb fenomen mitologjik?<\/h3>\n

\nZakonisht, n\u00ebn k\u00ebt\u00eb kuptohet v\u00ebshtir\u00ebsit\u00eb n\u00eb rekrutimin e specialist\u00ebve t\u00eb kualifikimit t\u00eb nevojsh\u00ebm n\u00eb kushtet q\u00eb jan\u00eb t\u00eb p\u00ebrshtatshme p\u00ebr pun\u00ebdh\u00ebn\u00ebsin. N\u00eb formul\u00ebn \u00abnuk arrij t\u00eb pun\u00ebsoj specialist\u00ebt e nevojsh\u00ebm me kushtet e p\u00ebrshtatshme p\u00ebr pun\u00ebdh\u00ebn\u00ebsin\u00bb p\u00ebrfshihen disa variabla q\u00eb mund t\u00eb ndryshojn\u00eb n\u00eb nj\u00eb gam\u00eb t\u00eb gjer\u00eb.<\/p>\n

\u00abNuk arrij t\u00eb pun\u00ebsoj\u00bb \u2013 aspak nuk do t\u00eb thot\u00eb se specialist\u00ebt nuk ekzistojn\u00eb n\u00eb treg. Ndoshta specialist\u00ebt v\u00ebrtet nuk jan\u00eb, por ndoshta pun\u00ebdh\u00ebn\u00ebsi nuk e ka aft\u00ebsin\u00eb t\u2019i gjej\u00eb dhe t\u00ebrheq\u00eb.
\n\u00abSpecialist\u00ebt e nevojsh\u00ebm\u00bb \u2013 cil\u00ebt specialist\u00eb jan\u00eb realisht t\u00eb nevojsh\u00ebm? A e kupton sakt\u00ebsisht HR pun\u00ebdh\u00ebn\u00ebsi nevojat e prodhimit? A e kuptojn\u00eb prodhuesit nevojat e tyre dhe a i marrin parasysh mund\u00ebsit\u00eb e tregut t\u00eb pun\u00ebs?<\/p>\n

\u00abMe kushtet e p\u00ebrshtatshme p\u00ebr pun\u00ebdh\u00ebn\u00ebsin\u00bb \u2013 \u00e7far\u00eb jan\u00eb k\u00ebto kushte? Si korrespondojn\u00eb ato me tregun e pun\u00ebs? Si korrespondojn\u00eb k\u00ebto kushte me d\u00ebshirat e \u00abspecialist\u00ebve t\u00eb nevojsh\u00ebm\u00bb?<\/p>\n

Kur flitet p\u00ebr uri t\u00eb zakonshme, kur njer\u00ebzit nuk kan\u00eb gj\u00eb p\u00ebr t\u00eb ngr\u00ebn\u00eb, ne mund t\u00eb shohim shum\u00eb njer\u00ebz t\u00eb vdekur nga uria. N\u00eb rastin e uris\u00eb s\u00eb fuqis\u00eb pun\u00ebtore, ne nuk shohim grumbuj kufomash kompanish. Pun\u00ebdh\u00ebn\u00ebsit adaptohen dhe gjejn\u00eb m\u00ebnyra, kur ka v\u00ebrtet k\u00ebrc\u00ebnim p\u00ebr jet\u00eb. Pra, nga v\u00ebzhgimet, uria e fuqis\u00eb pun\u00ebtore, nuk \u00ebsht\u00eb n\u00eb t\u00eb v\u00ebrtet\u00eb uri, por \"nj\u00eb diet\u00eb disi t\u00eb kufizuar\". N\u00ebse menaxheri fillon t\u00eb flas\u00eb p\u00ebr \"urin\u00eb e fuqis\u00eb pun\u00ebtore\", pronari duhet t\u00eb nd\u00ebrhyj\u00eb menj\u00ebher\u00eb dhe t\u00eb kushtoj\u00eb v\u00ebmendje asaj q\u00eb ndodh n\u00eb kompani. Me gjas\u00eb, menaxhmenti aty \u00ebsht\u00eb n\u00eb nj\u00eb gjendje t\u00eb keqe, dhe ndoshta po vjedhin.<\/p>\n

Mund t\u00eb p\u00ebrfundojm\u00eb k\u00ebtu, por dua t\u00eb diskutoj dy probleme reale me fuqin\u00eb pun\u00ebtore. Problemi objektiv \u00ebsht\u00eb raporti midis numrit t\u00eb vendeve t\u00eb pun\u00ebs dhe numrit t\u00eb kandidat\u00ebve n\u00eb tregun e pun\u00ebs. Nd\u00ebrsa problemi subjektiv \u00ebsht\u00eb paaft\u00ebsia e nj\u00eb pun\u00ebdh\u00ebn\u00ebsi t\u00eb ve\u00e7ant\u00eb p\u00ebr t\u00eb gjetur, t\u00eb t\u00ebrheq\u00eb dhe t\u00eb angazhoj\u00eb punonj\u00ebs. Tani m\u00eb shum\u00eb mbi k\u00ebto probleme.<\/p>\n

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

\nN\u00eb p\u00ebrgjith\u00ebsi, n\u00eb Rusi aktualisht nuk ka nj\u00eb problem t\u00eb mpreht\u00eb me disponueshm\u00ebrin\u00eb e ofertave t\u00eb pun\u00ebs. Mesatarisht, n\u00eb t\u00eb gjith\u00eb vendin, kemi papun\u00ebsi t\u00eb vog\u00ebl. Ka v\u00ebshtir\u00ebsi shum\u00eb t\u00eb pak\u00ebndshme me diferenc\u00ebn e madhe n\u00eb pagesa midis kryeqyteteve dhe rajoneve. P\u00ebr shumic\u00ebn e specialiteteve, n\u00eb rajone paguhet hapur pak, popullsia jeton n\u00eb pragun e varf\u00ebris\u00eb. Niveli i pages\u00ebs \u00ebsht\u00eb r\u00ebndom i mjaftuesh\u00ebm p\u00ebr t\u00eb mbuluar minimumin e jetes\u00ebs. P\u00ebr shumic\u00ebn e specialiteteve, numri i vendeve t\u00eb pun\u00ebs \u00ebsht\u00eb m\u00eb i vog\u00ebl se numri i kandidat\u00ebve dhe pun\u00ebdh\u00ebn\u00ebsit kan\u00eb nga kush t\u00eb zgjedhin. Pra, nuk ka uri t\u00eb fuqis\u00eb pun\u00ebtore fare, m\u00eb shum\u00eb ekziston mund\u00ebsia e uris\u00eb tradicionale.<\/p>\n

Ka qytete dhe rajone ku fabrikat po mbyllen dhe po formohen grumbuj t\u00eb profesionist\u00ebve t\u00eb kualifikuar, nd\u00ebrsa n\u00eb rajonet fqinj\u00eb mund t\u00eb v\u00ebrehet munges\u00eb e till\u00eb. Zgjidhja ndaj nj\u00eb sfide t\u00eb till\u00eb shpesh \u00ebsht\u00eb migrimi i popullsis\u00eb. Megjithat\u00eb, rus\u00ebt ende nuk jan\u00eb m\u00ebsuar t\u00eb migrojn\u00eb p\u00ebr pun\u00eb dhe karrier\u00eb, shpesh preferojn\u00eb t\u00eb jetojn\u00eb n\u00eb varf\u00ebri, duke kaluar me pun\u00eb rast\u00ebsore, duke e motivuar k\u00ebt\u00eb me kujdesin p\u00ebr familjet (k\u00ebtu gjith\u00e7ka \u00ebsht\u00eb e njohur dhe af\u00ebr, nd\u00ebrsa atje \u2013 \u00ebsht\u00eb e panjohur). Personalish, kjo motivim nuk m\u00eb duket e qart\u00eb \u2013 \u00ebsht\u00eb e v\u00ebshtir\u00eb t\u00eb besosh se jeta n\u00eb varf\u00ebri simbolizon kujdes p\u00ebr familjen.<\/p>\n

Pun\u00ebdh\u00ebn\u00ebsit gjithashtu nuk jan\u00eb t\u00eb gatsh\u00ebm t\u00eb mb\u00ebshtesin migrimin. Rrall\u00eb ndonj\u00eb pun\u00ebdh\u00ebn\u00ebs mund t\u00eb has\u00eb n\u00eb programe mb\u00ebshtetjeje p\u00ebr relokimin e punonj\u00ebsve. Kjo do t\u00eb thot\u00eb se, n\u00eb vend q\u00eb t\u00eb k\u00ebrkojn\u00eb kadra 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 jan\u00eb t\u00eb prirur t\u00eb ankohen p\u00ebr munges\u00ebn e kadrove.<\/p>\n

Ndonj\u00ebher\u00eb, duke folur p\u00ebr munges\u00ebn e kadrove, pun\u00ebdh\u00ebn\u00ebsit pranojn\u00eb se nuk ka gjithsesi munges\u00eb kadri, por \"kvalifikimi i kadrove \u00ebsht\u00eb i pamjaftuesh\u00ebm\". Un\u00eb mendoj se kjo \u00ebsht\u00eb hipokrizi, pasi pun\u00ebdh\u00ebn\u00ebsit e tjer\u00eb (ato q\u00eb nuk ankohet) thjesht trajnojn\u00eb punonj\u00ebsit, duke rritur kualifikimin e tyre. Prandaj, ankesat p\u00ebr \"kualifikim t\u00eb pamjaftuesh\u00ebm\" jan\u00eb thjesht nj\u00eb shprehje e d\u00ebshir\u00ebs p\u00ebr t\u00eb kursyer n\u00eb trajnim ose relokim.<\/p>\n

N\u00eb sektorin IT, situata tani \u00ebsht\u00eb duksh\u00ebm m\u00eb e mir\u00eb se n\u00eb sektore t\u00eb tjera. P\u00ebr disa specialitete nga fusha e IT-s\u00eb, k\u00ebrkesa p\u00ebr kadra \u00ebsht\u00eb aq e lart\u00eb sa pagat n\u00eb IT n\u00eb shum\u00eb rajone jan\u00eb disa her\u00eb m\u00eb t\u00eb larta se paga mesatare. N\u00eb Mosk\u00eb dhe Sh\u00ebn Petersburg paga mesatare n\u00eb IT gjithashtu \u00ebsht\u00eb m\u00eb e lart\u00eb se mesatarja e rajonit, megjithat\u00eb jo disa her\u00eb. <\/p>\n

N\u00eb nivelin e problemeve t\u00eb zakonshme t\u00eb HR-s\u00eb, situata duket k\u00ebshtu \u2013 njer\u00ebzit e nevojsh\u00ebm n\u00eb treg thjesht nuk jan\u00eb ose ata duan nj\u00eb pag\u00eb shum\u00eb m\u00eb t\u00eb lart\u00eb. Kjo vlen kryesisht p\u00ebr programuesit dhe DevOps. P\u00ebr menaxher\u00ebt e projekteve, analist\u00ebt, dizajner\u00ebt, testuesit dhe HTML-craft-at, p\u00ebr k\u00ebt\u00eb arsye ka nj\u00eb barazim \u2013 mund t\u00eb gjejm\u00eb nj\u00eb specialist t\u00eb arsyesh\u00ebm relativisht shpejt. Sigurisht, nuk \u00ebsht\u00eb aq e leht\u00eb sa p\u00ebr t\u00eb gjetur nj\u00eb shit\u00ebs n\u00eb supermarket, por \u00ebsht\u00eb shum\u00eb m\u00eb e thjesht\u00eb se sa p\u00ebr nj\u00eb zhvillues front-end.<\/p>\n

N\u00eb k\u00ebt\u00eb situat\u00eb disa pun\u00ebdh\u00ebn\u00ebs ankohet (kjo \u00ebsht\u00eb zgjedhja e tyre), nd\u00ebrsa t\u00eb tjer\u00eb ristrukturojn\u00eb proceset e pun\u00ebs. Nj\u00eb zgjidhje tipike \u00ebsht\u00eb implementimi i trajnimeve dhe rritjes s\u00eb kualifikimeve, praktikave t\u00eb pun\u00ebsimit, strukturimi i detyrave n\u00eb m\u00ebnyr\u00eb q\u00eb m\u00eb shum\u00eb pun\u00eb t\u00eb mund t\u00eb transferohet tek kadra t\u00eb pakualifikuara. Nj\u00eb zgjidhje e mir\u00eb \u00ebsht\u00eb gjithashtu implementimi i praktikave t\u00eb pun\u00ebs nga distanca. Nj\u00eb punonj\u00ebs i distancuar kushton m\u00eb pak. Dhe nuk \u00ebsht\u00eb vet\u00ebm p\u00ebr shkak t\u00eb pag\u00ebs m\u00eb t\u00eb vog\u00ebl, por gjithashtu p\u00ebr shkak t\u00eb kursimeve p\u00ebr qiran\u00eb e zyr\u00ebs dhe pajisjet e vendit t\u00eb pun\u00ebs. Implementimi i \"pun\u00ebs nga distanca\" sigurisht sjell 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

Pra ndaj, n\u00eb IT nuk ka nj\u00eb problem thelb\u00ebsor t\u00eb munges\u00ebs s\u00eb kadrave, por ka nj\u00eb munges\u00eb gatishm\u00ebrie nga menaxhmenti p\u00ebr t\u00eb rind\u00ebrtuar 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 t\u00eb gjetur nj\u00eb specialist, e para q\u00eb p\u00ebrpiqem t\u00eb zbardh jan\u00eb arsyet reale - pse pun\u00ebdh\u00ebn\u00ebsi nuk arrin t\u00eb zgjidh\u00eb vet\u00eb detyr\u00ebn e rekrutimit. N\u00ebse n\u00eb kompani nuk ka nj\u00eb HR dhe rekrutimin e b\u00ebn drejtori i ekipit, projektit, nj\u00eb nj\u00ebsie ose madje edhe i kompanis\u00eb, at\u00ebher\u00eb p\u00ebr mua ky \u00ebsht\u00eb klienti ideal dhe nj\u00eb k\u00ebrkes\u00eb e till\u00eb mund t\u00eb merret p\u00ebr t'u punuar. Kjo nuk do t\u00eb thot\u00eb se nuk do t\u00eb ket\u00eb probleme, pasi drejtuesit shpesh vuajn\u00eb nga mungesa e lidhjes me bot\u00ebn reale dhe tregun e pun\u00ebs.<\/p>\n

Nj\u00eb rekrutues ose HR zakonisht \u00ebsht\u00eb nj\u00eb lidhje e tep\u00ebrt q\u00eb p\u00ebr\u00e7mon informacionin. N\u00ebse rekrutimi \u00ebsht\u00eb p\u00ebrgjegj\u00ebsi e HR-s\u00eb, at\u00ebher\u00eb vazhdoj m\u00eb tej n\u00eb hetimin tim p\u00ebr arsyet. Duhet t\u00eb kuptoj q\u00ebndrimin e HR-s\u00eb - n\u00ebse 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 burimeve njer\u00ebzore vijn\u00eb nga pun\u00ebdh\u00ebn\u00ebsit q\u00eb kan\u00eb gjith\u00e7ka t\u00eb nevojshme p\u00ebr t\u00eb gjetur vet\u00eb punonj\u00ebsit q\u00eb i nevojiten. Ata kan\u00eb punonj\u00ebs q\u00eb kan\u00eb mjaft koh\u00eb p\u00ebr t\u00eb b\u00ebr\u00eb k\u00ebrkimin dhe pun\u00ebsimin. Ata kan\u00eb para p\u00ebr t\u00eb paguar publikimet 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 t\u00eb mira p\u00ebr kandidat\u00ebt. Megjithat\u00eb, p\u00ebrpjekjet e tyre p\u00ebr rekrutimin d\u00ebshtojn\u00eb. Un\u00eb besoj se shpjegimi m\u00eb i mundsh\u00ebm p\u00ebr k\u00ebt\u00eb situat\u00eb \u00ebsht\u00eb se vet\u00eb pun\u00ebdh\u00ebn\u00ebsit 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 pun\u00ebsojn\u00eb. Zakonisht, problemet ndodhin vet\u00ebm me disa pozita p\u00ebr t\u00eb cilat nuk ka shum\u00eb k\u00ebrkes\u00eb p\u00ebr t\u00eb punuar n\u00eb k\u00ebt\u00eb kompani. Atje ku ka nj\u00eb radh\u00eb kandidat\u00ebsh - pun\u00ebdh\u00ebn\u00ebsi e menaxhon vet\u00eb, nd\u00ebrsa atje ku ka pak kandidat\u00ebt - nuk menaxhon dot vet\u00eb. Shpjegimi tipik p\u00ebr k\u00ebt\u00eb situat\u00eb nga ana e pun\u00ebdh\u00ebn\u00ebsit \u00ebsht\u00eb \"ne jemi shum\u00eb t\u00eb ngarkuar dhe nuk kemi koh\u00eb p\u00ebr t\u00eb k\u00ebrkuar vet\u00eb\" ose \"n\u00eb burimet e hapura nuk ka m\u00eb kandidat\u00eb t\u00eb denjish\u00ebm\". Shum\u00eb shpesh, k\u00ebto justifikime jan\u00eb t\u00eb pav\u00ebrteta.<\/p>\n

Pra ndaj situata \u00ebsht\u00eb k\u00ebshtu \u2013 pun\u00ebdh\u00ebn\u00ebsit kan\u00eb HR dhe burime p\u00ebr t\u00eb k\u00ebrkuar dhe pun\u00ebsuar punonj\u00ebs, por sfida nuk zgjidhet me forc\u00eb t\u00eb brendshme. K\u00ebrkohet ndihm\u00eb nga jasht\u00eb, duhet t\u00eb t\u00ebrhiqen kandidat\u00ebt nga k\u00ebndet e err\u00ebta ku ata fshihen nga pun\u00ebdh\u00ebn\u00ebsit.<\/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 shpalljet e vendeve t\u00eb pun\u00ebs dhe detyrat e k\u00ebrkimit.<\/li>\n
  2. Mungesa e motivimit p\u00ebr t\u00eb b\u00ebr\u00eb t\u00eb gjitha p\u00ebrpjekjet e mundshme.<\/li>\n
  3. Mospajtim me kushtet e tregut dhe adaptohen ofertat e tyre sipas situat\u00ebs.<\/li>\n<\/ol>\n

    \nE para, n\u00ebse ekziston e dyta, mund t\u00eb rregullohet. P\u00ebr k\u00ebt\u00eb, do t'i jap rekomandimet e mia m\u00eb posht\u00eb, me t\u00eb cilat mund t\u00eb rritet eficienca e rekrutimit. N\u00eb p\u00ebrgjith\u00ebsi, n\u00ebse HR-ja \u00ebsht\u00eb adekuate, ai\/ajo nuk ka asnj\u00eb kund\u00ebrshtim me nd\u00ebrveprimin e drejtp\u00ebrdrejt\u00eb mes rekruterit dhe personit q\u00eb ka b\u00ebr\u00eb k\u00ebrkes\u00ebn p\u00ebr rekrutimin. Nj\u00eb HR 'i mir\u00eb' thjesht i jep vend dhe largohet nga skena dhe ne arrijm\u00eb q\u00ebllimin ton\u00eb. Kompania gjen personin e duhur, HR-ja e heq problemin nga vetja, rekruterit i paguhet komisioni i 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 n\u00eb rekrutim, at\u00ebher\u00eb asnj\u00eb agjenci rekrutimi (AR) nuk do t\u00eb jet\u00eb n\u00eb gjendje t\u00eb ndihmoj\u00eb. Rekruter\u00ebt e AR do t\u00eb gjejn\u00eb p\u00ebr nj\u00eb pun\u00ebdh\u00ebn\u00ebs t\u00eb till\u00eb kandidat\u00eb t\u00eb mir\u00eb, por n\u00eb munges\u00eb motivimi, pun\u00ebdh\u00ebn\u00ebsi do t'i humbas\u00eb k\u00ebta kandidat\u00eb. N\u00eb praktik\u00ebn time, kam par\u00eb disa raste t\u00eb tilla. Arsyet tipike jan\u00eb: HR dhe menaxher\u00ebt harrojn\u00eb intervistat, nuk japin feedback n\u00eb afatet e parashikuara, mendojn\u00eb p\u00ebr disav\u00eb (jav\u00ebsh) n\u00ebse duhet t\u00eb b\u00ebjn\u00eb ofertat, duan t\u00eb shohin jo m\u00eb pak se 20 kandidat\u00eb p\u00ebr t\u00eb zgjedhur dhe shum\u00eb arsye t\u00eb tjera. Kandidat\u00ebt e v\u00ebrtet\u00eb t\u00eb interesuar arrijn\u00eb t\u00eb pranojn\u00eb ofertat nga pun\u00ebdh\u00ebn\u00ebs t\u00eb tjer\u00eb. Kjo \u00ebsht\u00eb nj\u00eb bllokim, prandaj n\u00ebse diagnostikoj munges\u00eb motivimi te p\u00ebrfaq\u00ebsuesit e pun\u00ebdh\u00ebn\u00ebsit, nuk punoj me ata klient\u00eb.<\/p>\n

    Mospajtim me kushtet e tregut dhe adaptohen ofertat e tyre sipas situat\u00ebs diagnostikohen mjaft thjesht dhe shpejt. Me k\u00ebta pun\u00ebdh\u00ebn\u00ebs, un\u00eb gjithashtu nuk punoj, pasi problemi q\u00ebndron te kushtet e pun\u00ebs, t\u00eb pap\u00ebrshtatshme p\u00ebr tregun e pun\u00ebs. Kandidat\u00ebt mund t\u00eb gjenden, por kjo \u00ebsht\u00eb v\u00ebrtet e gjat\u00eb dhe e v\u00ebshtir\u00eb. Problemi i dyt\u00eb \u2013 kandidat\u00eb shpesh ikin nga k\u00ebta pun\u00ebdh\u00ebn\u00ebs gjat\u00eb periudh\u00ebs s\u00eb garancis\u00eb dhe \u00ebsht\u00eb e nevojshme t\u00eb k\u00ebrkosh z\u00ebvend\u00ebsime pa pages\u00eb shtes\u00eb. Kjo b\u00ebhet dyfish pun\u00eb. Prandaj, m\u00eb mir\u00eb \u00ebsht\u00eb t\u00eb heq\u00ebsh dor\u00eb menj\u00ebher\u00eb.<\/p>\n

    Tani po kalojm\u00eb te problemi i krijimit t\u00eb vendeve t\u00eb pun\u00ebs, q\u00eb mund t\u00eb zgjidhet si nga rekrutuesi, ashtu edhe nga vet\u00eb pun\u00ebdh\u00ebn\u00ebsi.<\/p>\n

    Rregullat kryesore p\u00ebr krijimin e 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 t\u00eb shitur kandidat\u00ebve mund\u00ebsin\u00eb e pun\u00ebs te ai. Shpesh pun\u00ebdh\u00ebn\u00ebsve u duket e v\u00ebshtir\u00eb ta pranojn\u00eb k\u00ebt\u00eb ide. Atij m\u00eb shum\u00eb i p\u00eblqen ideja q\u00eb kandidati duhet t\u00eb shes\u00eb sh\u00ebrbimet e tij profesionale, t\u00eb p\u00ebrpiqet ashp\u00ebr, nd\u00ebrsa pun\u00ebdh\u00ebn\u00ebsit si bler\u00ebs t\u00eb kujdessh\u00ebm shikojn\u00eb, mendojn\u00eb, zgjedhin. N\u00eb shum\u00eb raste, tregu \u00ebsht\u00eb v\u00ebrtet i orientuar k\u00ebshtu - ka m\u00eb shum\u00eb kandidat\u00eb se vende pune t\u00eb mira. Por p\u00ebr specialist\u00ebt e k\u00ebrkuar dhe me kualifikim t\u00eb lart\u00eb (p.sh., programuesit) \u00ebsht\u00eb krejt\u00ebsisht ndryshe. Ata pun\u00ebdh\u00ebn\u00ebs q\u00eb pranojn\u00eb iden\u00eb e nevoj\u00ebs p\u00ebr t\u00eb shitur vendin e pun\u00ebs kandidat\u00ebve jan\u00eb m\u00eb t\u00eb suksessh\u00ebm n\u00eb rekrutimin e specialist\u00ebve t\u00eb klasit 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 krijimit t\u00eb teksteve t\u00eb shitjes, p\u00ebrndryshe ato arrijn\u00eb q\u00ebllimin n\u00eb nj\u00eb shkall\u00eb m\u00eb t\u00eb madhe.<\/p>\n

    \u00c7far\u00eb e dallon nj\u00eb tekst t\u00eb mir\u00eb shit\u00ebs n\u00eb detin e informacionit q\u00eb shkon mbi njer\u00ebzit n\u00eb koh\u00ebn ton\u00eb? S\u00eb pari - akcenti n\u00eb interesat e lexuesit. Teksti duhet t\u00eb jap\u00eb menj\u00ebher\u00eb p\u00ebrgjigje p\u00ebr pyetjen - p\u00ebrse duhet t\u00eb shpenzoj koh\u00eb p\u00ebr t\u00eb lexuar k\u00ebt\u00eb tekst? Dhe m\u00eb pas vendi i pun\u00ebs duhet t\u00eb p\u00ebrgjigjet n\u00eb pyetjen - p\u00ebrse duhet t\u00eb punoj pik\u00ebrisht n\u00eb k\u00ebt\u00eb kompani? Ka dhe pyetje t\u00eb tjera t\u00eb detyrueshme, p\u00ebr t\u00eb cilat kandidati d\u00ebshiron t\u00eb marr\u00eb p\u00ebrgjigje t\u00eb qarta dhe t\u00eb thjeshta. \u00c7far\u00eb do t\u00eb jem duke b\u00ebr\u00eb? Si do ta zhvilloj 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? Cila do t\u00eb jet\u00eb pag\u00ebn q\u00eb do t\u00eb marr p\u00ebr pun\u00ebn time? Cilat garantime sociale 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 p\u00ebrgjigjem un\u00eb dhe p\u00ebr k\u00eb? Cilat njer\u00ebz do t\u00eb m\u00eb rrethojn\u00eb? Dhe k\u00ebshtu me radh\u00eb. <\/p>\n

    N\u00eb renditjen e disfavor\u00ebve m\u00eb t\u00eb bezdissh\u00ebm t\u00eb vendeve t\u00eb pun\u00ebs, informativiteti i vog\u00ebl \u00ebsht\u00eb n\u00eb krye. Kandidat\u00ebt patjet\u00ebr do t\u00eb d\u00ebshirojn\u00eb t\u00eb shohin diapazonin 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 aspak t\u00eb lexojn\u00eb p\u00ebr kuptimin e prestigjit dhe pozit\u00ebs s\u00eb kompanis\u00eb n\u00eb treg n\u00eb paragraf\u00ebt e par\u00eb t\u00eb shpalljes s\u00eb pun\u00ebs. Mjafton emri i kompanis\u00eb, fusha e veprimtaris\u00eb dhe lidhja n\u00eb sit. N\u00ebse shpallja juaj t\u00ebrheq v\u00ebmendjen, kandidati do t\u00eb lexoj\u00eb p\u00ebr ju. Ve\u00e7an\u00ebrisht jo vet\u00ebm gj\u00ebra pozitive, por edhe kritikat do t\u00eb k\u00ebrkohet. Nuk \u00ebsht\u00eb e mjaftueshme thjesht t\u00eb cop\u00ebtohet p\u00ebrmbajtja<\/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 shpalljesh, let\u00ebrk\u00ebmbimesh dhe propozimesh t\u00eb shkruara n\u00eb disa formate. \u00c7do kanal i shp\u00ebrndarjes s\u00eb informacionit k\u00ebrkon formatin e vet. Shpesh shpalljet e pun\u00ebs ndeshin refuzim dhe p\u00ebrbuzje p\u00ebr shkak t\u00eb pap\u00ebrshtatshm\u00ebris\u00eb s\u00eb formatit t\u00eb tekstit me formatin e kanalit. Mesazhi juaj nuk do t\u00eb lexohen, dhe n\u00eb vend t\u00eb k\u00ebsaj do t\u00eb injorohet ose do t\u00eb d\u00ebrgohet n\u00eb plehra vet\u00ebm p\u00ebr shkak t\u00eb pap\u00ebrshtatshm\u00ebris\u00eb s\u00eb formatit. N\u00ebse thjesht merrni p\u00ebrshkrimin e pun\u00ebs nga faqja dhe e dergoni at\u00eb mesazh privat n\u00eb VK, ka shum\u00eb t\u00eb ngjar\u00eb t\u00eb hasni n\u00eb nj\u00eb ankes\u00eb dhe bllokim. Si dhe n\u00eb rastin e mesazheve t\u00eb tjera reklamimi, ka kuptim t\u00eb testoni tekstet e shpalljeve (duke mbledhur dhe analizuar metrikat) dhe t'i p\u00ebrmir\u00ebsoni ato.<\/p>\n

    Ka nj\u00eb keqkuptim tjet\u00ebr t\u00eb zakonsh\u00ebm q\u00eb ulen shanset p\u00ebr t\u00eb gjetur nj\u00eb punonj\u00ebs edhe n\u00ebse ofrimi \u00ebsht\u00eb i favorsh\u00ebm. Disa pun\u00ebdh\u00ebn\u00ebs mendojn\u00eb se n\u00ebse k\u00ebrkohet njohuri e mir\u00eb e nj\u00eb gjuhe t\u00eb huaj, at\u00ebher\u00eb shpallja \u00ebsht\u00eb e nevojshme t\u00eb shkruhet n\u00eb at\u00eb gjuh\u00eb. Si p\u00ebr shembull, \"kandidati yn\u00eb do ta lexoj\u00eb dhe do ta kuptoj\u00eb\". N\u00ebse nuk kupton \u2013 nuk \u00ebsht\u00eb kandidati yn\u00eb. E m\u00eb pas ankojn\u00eb se nuk ka p\u00ebrgjigje. Zgjidhja e problemit \u00ebsht\u00eb shum\u00eb e thjesht\u00eb \u2013 shkruani shpalljet n\u00eb gjuh\u00ebn amtare t\u00eb kandidat\u00ebve potencial\u00eb. Ose akoma m\u00eb mir\u00eb \u2013 shkruani n\u00eb gjuh\u00ebn kryesore t\u00eb vendit ku \u00ebsht\u00eb shpallja. Kandidati juaj do ta kuptoj\u00eb tekstin tuaj, por n\u00eb fillim ai duhet ta v\u00ebren\u00eb, dhe p\u00ebr k\u00ebt\u00eb, teksti duhet t\u00eb bie n\u00eb sy. Mjetet k\u00ebrkuese zakonisht varen nga gjuh\u00ebt. N\u00ebse CV-ja e kandidatit \u00ebsht\u00eb n\u00eb rusisht, dhe shpallja n\u00eb anglisht, at\u00ebher\u00eb asistenti automatik ndoshta nuk do t'ju lidh\u00eb. Edhe kur k\u00ebrkoni manualisht, mund t\u00eb ndodhin t\u00eb tilla keqkuptime. Shum\u00eb njer\u00ebz, edhe ata q\u00eb flasin mir\u00eb n\u00eb gjuh\u00eb t\u00eb huaja, ndonj\u00ebher\u00eb e kan\u00eb t\u00eb v\u00ebshtir\u00eb t\u00eb perceptojn\u00eb mesazhe n\u00eb nj\u00eb gjuh\u00eb t\u00eb huaj kur jan\u00eb n\u00eb nj\u00eb gjendje relaksuese. Mendimi im \u00ebsht\u00eb se \u00ebsht\u00eb m\u00eb mir\u00eb t\u00eb testoni njohurit\u00eb e nj\u00eb kandidati n\u00eb nj\u00eb gjuh\u00eb t\u00eb huaj n\u00eb nj\u00eb m\u00ebnyr\u00eb tjet\u00ebr dhe m\u00eb tradicionale, pasi ai t\u00eb ket\u00eb aplikuar p\u00ebr pozit\u00ebn.<\/p>\n

    Faleminderit p\u00ebr v\u00ebmendjen! Ju uroj t\u00eb gjith\u00ebve t\u00eb mos mbeteni pa buk\u00eb 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 lutem.<\/p>\n

    \u00c7far\u00eb keni n\u00eb v\u00ebmendje n\u00eb radh\u00eb t\u00eb par\u00eb kur njihemi me nj\u00eb shpallje t\u00eb re pune?<\/h2>\n