Recrutarea sociala a modului eHarmony




Munca iubirii

Nu are niciun sens sa ingropi ledeul pe acesta: eHarmony nu mai vrea sa joace Cupidon pentru single-uri singure, ci vrea sa-si foloseasca platforma pentru a conecta cautatorii de locuri de munca afectuti cu angajatori compatibili interesati de o relatie. Pana acum, majoritatea oamenilor au auzit despre serviciul de intalniri online. Ai vazut reclamele siropoase la televizor. Ati auzit asigurarile simpatice si parintesti ale fondatorului Neil Clark Warren intre piesele de la radio. Este posibil sa fi folosit chiar eHarmony. musescore.com Si, desi ar putea parea o casatorie ciudata (da, intentionat), cautarea iubirii nu este radical diferita decat cautarea de munca. Amandoi isi prezinta partea lor de anxietate, scrutin, emotii accentuate, interviuri demne de incremenit, potriviri culturale, potrivire a calificarilor, intalniri incomode, auto-reflectie, auto-promovare si chiar sentimente de infatuare sau euforie.

„Exista o dorinta universala de a descoperi dragoste si poate fi greu de gasit, dar acolo este locul in care intram”, anunta site-ul eHarmony. „Reducem lumea posibilitatilor la o lista personala de introducere semnificativa, care ii apropie pe cei care il gasesc.” Si inaintand inainte, „cel” ar putea fi urmatorul loc de munca al candidatului. sociallovesoft3.tumblr.com

Aspectul intrigant al acestei dezvoltari nu este faptul ca eHarmony doreste sa-si asume mantaua lui Dolly Gallagher Levi (realizatorul de chibrituri de la „Hello, Dolly!”) Cu cariera unei persoane, este faptul ca evidentiaza una dintre cele mai mari tendinte de recrutare pentru 2015 – – nevoia incontestabila de a imbratisa si utiliza media sociala.

Dorinta umana de comunicare

In industria personalului si in afaceri, vorbim foarte mult despre social media, de parca este un lucru nou care a aparut din aparitia Facebook sau Twitter. Desi acest lucru se poate mentine adevarat cu termenul in sine, impulsul uman de a imbunatati si creste comunicarile – de a ne extinde interactiunile si retelele sociale – este la fel de vechi ca picturile rupestre paleolitice. Timp de peste 40.000 de ani, oamenii s-au consumat singuri cu gasirea unor modalitati mai bune de a-i ajunge pe ceilalti si de a-si impartasi povestile. fetitepareriayse475.bcz.com  

Adesea ne gandim la progresele tehnologiei ca inventii pentru a ne face viata mai usoara. Si asta este adevarat. Cu toate acestea, la un nivel mai profund, este dificil sa analizezi aceste minuni fara a gasi o corelatie directa cu comunicarea. Calculatoarele au rezolvat initial probleme de logica. Inevitabil, au devenit sistemele noastre de comunicatii cele mai utilizate. articlescad.com

Porumbei transportatori, heralduri, Pony Express, telegraf, sisteme wireless Marconi, telefoane, pagere, Radio Ham, Internet si multe altele – o mare parte a tehnologiei noastre se concentreaza pe depasirea barierelor de comunicare sau proiectarea produselor care fac posibila o astfel de transcendenta.

Social media va continua sa domine procesul de recrutare

Astazi, potrivit cercetarilor de la Forbes, LinkedIn, Jobvite si altele, doar 14 la suta dintre companiile americane folosesc in prezent firme de personal pentru a gasi candidati. Pe de alta parte, aproape jumatate din toate companiile americane spun ca furnizeaza talent prin intermediul unei combinatii de social media. De asemenea, LinkedIn a raportat ca utilizarea recurentelor in retelele sociale a crescut cu 57% in ultimii patru ani, ceea ce inseamna ca candidatii pasivi si activi, precum si recrutorii nu isi pot permite sa ignore aceasta tendinta.

Cu toate acestea, noi furnizorii de personal din industrie trebuie sa incepem sa ne gandim la social media ca platforme dincolo de LinkedIn si Twitters din lume. storeboard.com Mai multe companii si profesionisti in recrutare realizeaza valoarea site-urilor de distribuire de fotografii precum Instagram si Pinterest ca canale potentiale de candidati – surse care dezvaluie aspiratii si motivatii mai intime pentru talent. Recrutarea video devine rapid una dintre cele mai eficiente strategii pentru angajarea lucratorilor prin multime, alaturi de sisteme de personal online precum Elance. Peste 75 la suta dintre recrutori folosesc deja videoclipuri. Si exista alte platforme neexploatate acolo. Luati in considerare grupurile din comunitatile Reddit, Google Plus, Tumblr, Flickr sau Vine. lovecoachart8.tearosediner.net Si, desigur, site-uri de intalnire.

Intrarea eHarmony la personalul adauga un alt strat straturilor de socializare

Platforma eHarmony functioneaza pe un sistem proprietar de algoritmi de potrivire a compatibilitatii. Membrii completeaza un chestionar despre caracteristicile, credintele, valorile, sanatatea emotionala si abilitatile lor. Sistemul foloseste aceste raspunsuri pentru a potrivi membrii cu utilizatorii compatibili. Exista 500 de variabile care optimizeaza in continuare procesul. lukasbyvi120.skyrock.com

Pana in prezent, potrivit cifrelor companiei, 438 de membri se casatoresc in fiecare zi in Statele Unite, ca urmare a faptului ca au fost potriviti de site. Un document prezentat Asociatiei Americane de Psihologie de catre directorii eHarmony a aratat ca „peste 90 la suta dintre cuplurile eHarmony au avut scoruri de calitate a casatoriei care erau peste medie in comparatie cu cuplurile care si-au inceput relatiile in alta parte. Cuplurile eHarmony aveau mai mult de doua ori sanse de casatorie cu mare succes decat cuplurile non-earmonice. “

Principiul principal al succesului eHarmony este alinierea cuplurilor bazate pe compatibilitate, nu pe interese sau hobby-uri. Este vorba despre cine sunt oamenii, nu despre ceea ce vor. old.canadaneeds.com Si acest lucru reflecta atitudinea cautatorilor de locuri de munca astazi. Ei cauta cea mai buna potrivire culturala cu un angajator – un meci bazat pe viziuni, ideologii si misiuni compatibile – mai degraba decat sa se alature unei companii care sa satisfaca doar o dorinta de baza, cum ar fi compensatia.  

Pentru talent, noul sistem eHarmony va functiona in conformitate cu trei principii incorporate in evaluari. Interesant este ca aceste atribute reflecta aceleasi ingrediente cheie pentru prospectarea locurilor de munca ca si in cazul perechilor romantice de succes:

  1. Aptitudini si competente
  2. Valori si cultura
  3. Personalitate

Pentru a determina valorile si cultura, eHarmony va grupa valorile de lucru ale unui candidat in 16 categorii care incearca sa constate cum s-au manifestat in pozitiile trecute si actuale. In functie de raspunsuri, de exemplu, sistemul poate descoperi ca o persoana este extrem de colaborativa, dar izolata de o echipa, ceea ce duce la dezangajare si la o sugestie pentru o mai buna potrivire cu o alta firma sau industrie. www.pageglimpse.com

Personalitatea este prezentata ca o abordare unica a testarii comportamentale la locul de munca standard, orientata spre masurarea atributelor non-tangibile si vitale ale talentului: inteligenta emotionala, pasiune, daruire, angajament, integritate, creativitate, ambitie, competitivitate, orientare in echipa si asa mai departe. Si daca toate acestea par pie-in-the-sky, nu este. SimplyHired s-a inscris deja pentru a posta unele dintre joburile sale pe noul site atunci cand se lanseaza.

Recrutarea de succes inseamna legaturi si interactiuni

Retelele sociale, ca concept, nu sunt o tendinta recenta sau un fenomen din secolul XXI – este un proces care a inflorit dintr-o necesitate umana de baza de a interactiona si de a comuna, activat astazi prin progresele tehnologiilor de automatizare si comunicatii. In 350 i. www.evernote.com Hr., filosoful grec Aristotel a observat ca „omul este, prin natura, un animal social”. Putini au sustinut contrariul de atunci.

Any online space where prospective talent gather, chat and share with others is a possible social media platform, as the eHarmony announcement demonstrates. The only limitation in locating sources seems to exist with the term “social media” itself. fetiteiasimbdi452.bcz.com Many of us hold a narrowly defined idea of what social networks are. In reality, they can be any communications system designed for connecting individuals in the crowd, on a more personal level. Perhaps we should redefine the term, at least in staffing, to something more boundless, such as Global Talent Outreach.

Early social networks like Facebook and MySpace didn’t increase our desire to connect with others, they pioneered new ways of facilitating those interactions. And as other platforms spring up, they will continue to transform the way we engage with different people, share our experiences and goals, and reach ever-expanding audiences. medvacancy.ru Still, as research from Jobvite shows, 33 percent of staffing professionals have yet to invest any serious efforts in social recruiting.

The eHarmony idea is actually quite brilliant. It also underscores the transformative themes that are defining the future of business and talent, which we anticipated in our first eBook, “The Future of Talent in the Contingent Workforce.” Young workers today, those leaders of tomorrow, are now integrated and connected members of a world community that exists and communicates in the crowd. Social media are the doors to reaching them. mariooryy744.skyrock.com

Although only 14 percent of U.S. companies may be using staffing firms for their recruiting efforts right now, there’s a still a place for elite staffing professionals — an opportunity to recapture that ground, particularly for those who are willing to reinvent themselves in the process as curators, personal brand consultants and job search coaches. Businesses, according to recent study conducted by Beyond, are still struggling to fill open positions — 75 percent of them, because they’re attempting to match candidates by qualifications instead of compatibility. And 51 percent of those employers are discounting the talent they find because of their postings on social networks, as illustrated by CareerBuilder’s newest research. myspace.com Here are some suggestions on how staffing curators can lead the way for social recruiting.

Recruiting from the crowd: global talent outreach, not social networking

  • Expand your concept of what social networks are: As eHarmony proves, social media are not limited to Facebook, Twitter and LinkedIn. Do some research to determine where quality talent are spending their online time. Define your audience and locate social media most likely to host interactions specific to those individuals. You’ll eventually build a robust list of social networking venues by job category types and skill sets. cruzmrbd373.bearsfanteamshop.com
  • Become a community member and contributor, not just a headhunter: It’s not enough to post status updates or drop details about open positions you have. Today’s younger talent want a sense of connection — with you and the companies you represent. Contribute in meaningful ways. Focus on content that engages prospective workers, tells them stories that speak to superior employment brands, include testimonials from others you’ve placed, share useful tips on resume development and interviewing techniques, and take part in ongoing conversations about hiring and employment opportunities.
  • Start using mobile: According to statista, mobile device usage will increase to 52. myinfonews0.huicopper.com 4 percent this year worldwide. More and more talent will be searching for jobs, applying for jobs and talking about jobs from smartphone apps and even wearable technologies. Optimize your websites, content and images (i.e., responsive rather than static design) to play nicely with these tools. www.myvidster.com
  • Use social media data to inform your marketing decisions: Hootsuite is a popular social media dashboard that allows you to manage all of your networks on one site, and then provides rich analytical data about usage. Hootsuite also reports that 60 percent of global organizations transform social media data into actionable demographic and marketing tactics. Why shouldn’t you? The data you collect through social networks can help analyze candidate interests, trends, objectives and desires that better inform your talent branding strategies.
  • Generate more employee referrals: When interacting with talent on social sites, groups, communities or forums, you’re also more likely to begin meeting their colleagues and friends. It becomes an excellent means for attracting other candidates, gathering recommendations, generating referrals and identifying prospects who may have been hidden from your other networks. lukasjpgp003.tearosediner.net
  • Bridge the gap between active and passive talent: Recruiters focused heavily on efforts to source and recruit passive candidates in 2014. Because these professionals are not actively looking for work, it can be difficult to connect with them directly. However jammed they believe their calendars to be, they always seem to make time for checking in on their social networks. And that’s where you can find them and retain their attention. Video interviewing is also a great way to allow the busiest candidates to record their responses, on their own schedules. visual.ly
  • Target your audience through more human experiences: Google and Facebook are already making changes to their platforms that push businesses to concentrate more on a “human experience.” Social media, in whatever form they take, are the most conducive resources for helping you promote a human experience with talent.

Social recruiting campaigns allow candidates and employers to vet each other with greater ease and integrity, learn about one another more deeply and determine mutual compatibility. As eHarmony knows, recruiting Generations Y and Z is more a courtship than a resume ranking exercise. We don’t nurture productive relationships in our romantic lives by submitting a list of qualifications and negotiating terms; we seek those who share our visions and our passions, and we arrive at our decisions to commit through a series of exploratory interactions and open dialog. yourlifemaster9.huicopper.com

Sunil Bagai

Sunil is a Silicon Valley entrepreneur, thought leader and influencer who is transforming the way companies think about and acquire talent. Blending vision, technology and business skills honed in the most innovative corporate environments, he has launched a new model for recruitment called Crowdstaffing which is being tapped successfully top global brands. Sunil is passionate about building a company that provides value to the complete staffing ecosystem including clients, candidates and recruiters.

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