{"id":32136,"date":"2019-10-31T21:45:21","date_gmt":"2019-10-31T18:45:21","guid":{"rendered":"https:\/\/prohoster.info\/blog\/tak-li-slozhno-nachat-put-it-rekrutyora\/"},"modified":"2019-10-31T21:45:21","modified_gmt":"2019-10-31T18:45:21","slug":"tak-li-slozhno-nachat-put-it-rekrutyora","status":"publish","type":"post","link":"https:\/\/prohoster.info\/sq\/blog\/novosti-interneta\/tak-li-slozhno-nachat-put-it-rekrutyora","title":{"rendered":"A \u00ebsht\u00eb kaq e v\u00ebshtir\u00eb t\u00eb fillosh rrug\u00ebn si IT-rekruter?","gt_translate_keys":[{"key":"rendered","format":"text"}]},"content":{"rendered":"

P\u00ebrsh\u00ebndetje, t\u00eb nderuar p\u00ebrdorues t\u00eb Habr!<\/p>\n

Sot do t\u00eb diskutojm\u00eb p\u00ebr di\u00e7ka t\u00eb r\u00ebnd\u00ebsishme + disa shpjegime p\u00ebr k\u00ebt\u00eb k\u00ebt\u00eb<\/u><\/b><\/a><\/noindex> artikullin ton\u00eb.<\/p>\n

T\u00eb filloj me faktin se kam mbi 11 vjet p\u00ebrvoj\u00eb n\u00eb rekrutimin e punonj\u00ebsve. Kam kaluar t\u00eb gjitha fazat, nga rekrutuesi i thjesht\u00eb deri te drejtori i burimeve njer\u00ebzore. Kam par\u00eb shum\u00eb dhe kam shum\u00eb p\u00ebr t\u00eb treguar.<\/p>\n

<\/a><\/noindex>Rekrutimi i punonj\u00ebsve, ashtu si \u00e7do aktivitet tjet\u00ebr n\u00eb pun\u00ebn me njer\u00ebz, k\u00ebrkon nj\u00eb kuptim t\u00eb plot\u00eb t\u00eb fush\u00ebs, mjeteve dhe r\u00ebnd\u00ebsis\u00eb p\u00ebr biznesin n\u00eb t\u00ebr\u00ebsi. Shum\u00eb n\u00eb fillim t\u00eb karrier\u00ebs s\u00eb tyre nuk e kuptojn\u00eb se sa e komplikuar dhe interesante \u00ebsht\u00eb kjo profesion. P\u00ebr k\u00ebt\u00eb arsye, n\u00eb gjasht\u00eb vitet e fundit, kemi pasur nj\u00eb r\u00ebnie dhe munges\u00eb t\u00eb specialist\u00ebve t\u00eb kualifikuar. Le t\u00eb jemi t\u00eb sinqert\u00eb. Sepse shum\u00eb mendojn\u00eb se menaxheri i burimeve njer\u00ebzore\/rekrutuesi \u00ebsht\u00eb nj\u00eb ndihm\u00ebs q\u00eb mendon se e di gjith\u00e7ka, thjesht duke e b\u00ebr\u00eb t\u00eb thjesht\u00eb rekrutimin. Kjo \u00ebsht\u00eb nj\u00eb perspektiv\u00eb e kanditat\u00ebve. Rekrutuesit e ardhsh\u00ebm mendojn\u00eb se \u00ebsht\u00eb vet\u00ebm: t\u00eb gjejn\u00eb, t\u00eb telefonojn\u00eb, t\u00eb sjellin dhe voil\u00e0 \u2014 magjia \u00ebsht\u00eb b\u00ebr\u00eb. N\u00eb praktik\u00eb, t\u00eb dyja pal\u00ebt gabojn\u00eb.<\/p>\n

Procesi i rekrutimit, dhe n\u00eb t\u00eb ardhmen menaxhimi, \u00ebsht\u00eb nj\u00eb proces shum\u00eb pun\u00ebtor, me shum\u00eb k\u00ebng\u00eb dhe papritur, ku nuk mund t\u00eb mb\u00ebshtetesh n\u00eb standarde.<\/p>\n

Prandaj, sot kemi komente t\u00eb ashpra nga kandidat\u00ebt, sidomos nga ata t\u00eb IT-s\u00eb. Duke qen\u00eb se profesioni i rekrutuesit p\u00ebrb\u00ebhet nga 80% gra\u2014kjo gjithashtu ngre tensionin dhe nxit zjarrin.<\/p>\n

Me popullarizimin e IT-s\u00eb n\u00eb vendet e CIS, paniku filloi n\u00eb rekrutimin. T\u00eb gjith\u00ebve u duk se ishte e nevojshme t\u00eb hynin n\u00eb k\u00ebt\u00eb sektor, ashtu si ndodhi me minimin dikur. Natyrisht, nuk dua t\u00eb ofendoj an\u00ebt fem\u00ebrore t\u00eb Habr, por \u00ebsht\u00eb m\u00eb e v\u00ebshtir\u00eb p\u00ebr vajzat t\u00eb kuptojn\u00eb t\u00eb gjitha nuancat e fush\u00ebs IT dhe rekrutimin e specialist\u00ebve n\u00eb t\u00eb. K\u00ebtu filloi gjith\u00e7ka. \u00abSa e v\u00ebshtir\u00eb \u00ebsht\u00eb\u00bb, \u00able t\u00eb shkojm\u00eb n\u00eb webinar\u00bb, \u00absi t\u00eb hyjm\u00eb n\u00eb IT\u00bb dhe k\u00ebshtu me radh\u00eb.
\nPo, sektori nuk \u00ebsht\u00eb i leht\u00eb. T\u00eb gjesh nj\u00eb IT-shk\u00ebput\u00ebs t\u00eb kualifikuar \u2014 nuk \u00ebsht\u00eb si t\u00eb mbush\u00ebsh nj\u00eb vend pune p\u00ebr shit\u00ebs ose kontabilist, ku gjith\u00e7ka \u00ebsht\u00eb krejt e qart\u00eb. K\u00ebtu duhet t\u00eb aktivizosh mendjen dhe jo thjesht t\u00eb krahasosh nj\u00eb dokument me profilin e pun\u00ebs, por gjithashtu t\u00eb kesh nj\u00eb far\u00eb kuptimi t\u00eb fush\u00ebs s\u00eb zhvillimit dhe programimit.<\/p>\n

Dhe fillon... Rekrutuesit q\u00eb kan\u00eb kapur rrug\u00ebn dhe kan\u00eb krijuar p\u00ebrvoj\u00eb, fryjn\u00eb buzat dhe aktivizojn\u00eb modin e zonj\u00ebs. T\u00eb gjith\u00eb t\u00eb tjer\u00ebt, luftojn\u00eb si peshq t\u00eb ngrir\u00eb, duke vizituar dhjet\u00ebra kurse q\u00eb \u00abndihmojn\u00eb shum\u00eb\u00bb n\u00eb aktivitetin e tyre t\u00eb ardhsh\u00ebm. K\u00ebshtu q\u00eb jo vet\u00ebm n\u00eb IT, \u00e7una, kjo ndodh kudo. Ne tani jemi n\u00eb epok\u00ebn e trajnimeve, kurseve, ligj\u00ebratave, webinareve dhe t\u00eb tjera. Nuk mund t\u00eb bart\u00ebsh njohuri mbi supe, por nga gjith\u00eb ky pleh i k\u00ebtyre pseudo-m\u00ebsimeve, vet\u00ebm 20-30% jan\u00eb materiale t\u00eb vlefshme. M\u00eb vjen keq q\u00eb jo t\u00eb gjith\u00eb mund ta dallojn\u00eb k\u00ebt\u00eb.<\/p>\n

K\u00ebshtu q\u00eb kemi rekrutuesin, q\u00eb ka marr\u00eb informacione t\u00eb dyshimta, e ka kuptuar\/nuk e ka kuptuar dhe \u00ebsht\u00eb gati p\u00ebr veprim. Dhe fillon:<\/p>\n