{"id":189,"date":"2016-01-04T11:17:30","date_gmt":"2016-01-04T04:17:30","guid":{"rendered":"https:\/\/vuthanhnamduc.wordpress.com\/?p=189"},"modified":"2016-01-04T11:17:30","modified_gmt":"2016-01-04T04:17:30","slug":"5-key-recruiting-trends-for-2016","status":"publish","type":"post","link":"http:\/\/vuthanhnamduc.com\/index.php\/2016\/01\/04\/5-key-recruiting-trends-for-2016\/","title":{"rendered":"5 Key Recruiting Trends for 2016"},"content":{"rendered":"

As the talent shortage inevitably extends into 2016, there are 5 key recruiting trends<\/a>\u00a0that are sure to gain more traction:<\/p>\n

\"5<\/p>\n

1. Employer branding<\/h2>\n

Every organisation has an employer brand, which is how your employees and candidates perceive your organisation as a workplace. Not all organisations, however, make an effort to actively guide and promote it. Your employment brand can help you attract and close top-tier talent, or it can deter candidates from considering your opportunity or accepting your offer. As the talent shortage extends into 2016, more organisations will monitor, steer and promote their employer brand to make sure it reflects the image they want to portray to candidates.<\/p>\n

2. Candidate experience<\/h2>\n

The experience candidates have with your organisation affects their decision to accept your offer, but also contributes to your employer brand. Candidates often share experiences with friends and family, and potentially even strangers, either 1\u00d71 or through public forums like social media or review sites. If organisations want to recruit top-tier talent, they will learn the importance of providing a great candidate experience.<\/p>\n

See: <\/i><\/b><\/i><\/b>Top 3 Workforce and Hiring Trends in 2016<\/a><\/i><\/b><\/p>\n

3. Candidate nurturing<\/h2>\n

Between active and passive candidates, some aren\u2019t yet ready to make a move, some aren\u2019t currently qualified, and others would be a great fit if you only had an open position for them. Nurturing your candidates helps you build relationships with people who you may want to hire at some point in the future. Investing in your talent pipeline well ahead of time will ensure that you have the talent you need, when you need it.<\/p>\n

4. Data-driven recruiting<\/h2>\n

The technology available today gives us great insights about how to optimise recruiting. For instance, BountyJobs shares agency benchmarking data so organisations can see how they compare to industry averages when it comes to things like agency fees and interview rates. Recruiters have more data available to them than ever before, and should be using it to optimise everything from their job descriptions, interview process, compensation plan and yes, even which agencies they work with.<\/p>\n

5. Flex work<\/h2>\n

Again, the technology available today is driving this trend. Workers are no longer tethered to their desks because it is easier than ever to work anytime, and anywhere. Flexible work schedules and remote work can help your organisation expand its talent pool because you won\u2019t be limited to local candidates, or to those who are willing to relocate. When everyone else is struggling to find skilled workers, organisations that offer flex work options will have a larger talent pool from which to recruit.<\/p>\n

What recruiting trends do you think will gain more traction in 2016?<\/p>\n

Ngu\u1ed3n t\u1eeb\u00a0hrinasia.com<\/a><\/p>\n

—————–<\/p>\n

5 xu h\u01b0\u1edbng tuy\u1ec3n d\u1ee5ng \u0111\u01b0\u1ee3c \u01b0a chu\u1ed9ng trong n\u0103m 2016<\/h1>\n
Theo nh\u1eefng d\u1ef1 b\u00e1o kh\u1eafp n\u01a1i tr\u00ean th\u1ebf gi\u1edbi, 2016 l\u00e0 m\u1ed9t n\u0103m ph\u00e1t tri\u1ec3n t\u1ed1t cho c\u1ea3 n\u1ec1n kinh t\u1ebf th\u1ebf gi\u1edbi, do \u0111\u00f3 vi\u1ec7c tuy\u1ec3n d\u1ee5ng nh\u00e2n t\u00e0i s\u1ebd tr\u1edf n\u00ean c\u1ea1nh tranh kh\u1ed1c li\u1ec7t, n\u1eafm b\u1eaft \u0111\u01b0\u1ee3c xu h\u01b0\u1edbng tuy\u1ec3n d\u1ee5ng s\u1ebd gi\u00fap b\u1ed9 ph\u1eadn nh\u00e2n s\u1ef1 c\u00f3 s\u1ef1 chu\u1ea9n b\u1ecb t\u1ed1t h\u01a1n \u0111\u1ec3 thu h\u00fat c\u00e1c \u1ee9ng vi\u00ean t\u00e0i\u00a0n\u0103ng, h\u1ed7 tr\u1ee3\u00a0nhu c\u1ea7u ph\u00e1t tri\u1ec3n c\u1ee7a doanh nghi\u1ec7p.<\/div>\n
\n

Hi\u1ec7n nay \u0111\u00e3 b\u1eaft \u0111\u1ea7u n\u0103m 2016, vi\u1ec7c thi\u1ebfu h\u1ee5t nh\u00e2n s\u1ef1 ch\u1ea5t l\u01b0\u1ee3ng ch\u1eafc ch\u1eafn s\u1ebd k\u00e9o d\u00e0i cho \u0111\u1ebfn \u0111\u1ea7u qu\u00fd 2. C\u00f3 5 xu h\u01b0\u1edbng tuy\u1ec3n d\u1ee5ng quan tr\u1ecdng m\u00e0 b\u1ea1n ch\u1eafc ch\u1eafn ph\u1ea3i n\u1eafm b\u1eaft \u0111\u01b0\u1ee3c \u0111\u1ec3 gi\u00fap cho c\u00f4ng vi\u1ec7c tuy\u1ec3n d\u1ee5ng hi\u1ec7u qu\u1ea3\u00a0h\u01a1n.<\/p>\n

1. X\u00e2y d\u1ef1ng th\u01b0\u01a1ng hi\u1ec7u tuy\u1ec3n d\u1ee5ng cho doanh nghi\u1ec7p<\/h2>\n

Ph\u00e1t tri\u1ec3n h\u00ecnh \u1ea3nh doanh nghi\u1ec7p gi\u1edd \u0111\u00e2y kh\u00f4ng c\u00f2n l\u00e0 tr\u00e1ch nhi\u1ec7m c\u1ee7a ph\u00f2ng marketing, truy\u1ec1n th\u00f4ng n\u1eefa m\u00e0 c\u00f2n l\u00e0 tr\u00e1ch nhi\u1ec7m\u00a0c\u1ee7a b\u1ed9 ph\u1eadn nh\u00e2n s\u1ef1. Ng\u01b0\u1eddi \u0111i t\u00ecm vi\u1ec7c kh\u00f4ng ch\u1ec9 \u0111\u1ecdc b\u1ea3ng m\u00f4 t\u1ea3 c\u00f4ng vi\u1ec7c m\u00e0 c\u00f2n t\u00ecm hi\u1ec3u & quan t\u00e2m \u0111\u1ebfn m\u00f4i tr\u01b0\u1eddng l\u00e0m vi\u1ec7c, ch\u00ednh s\u00e1ch v\u00e0 v\u0103n ho\u00e1 c\u1ee7a doanh nghi\u1ec7p. X\u00e2y d\u1ef1ng h\u00ecnh \u1ea3nh m\u00f4i tr\u01b0\u1eddng l\u00e0m vi\u1ec7c t\u1ed1t s\u1ebd thu h\u00fat c\u00e1c \u1ee9ng vi\u00ean t\u00e0i\u00a0n\u0103ng v\u00e0 h\u1ecd s\u1ebd r\u1ea5t h\u00e1o h\u1ee9c \u0111\u1ec3 tham gia v\u00e0o t\u1ed5 ch\u1ee9c c\u1ee7a b\u1ea1n.<\/p>\n

2. T\u1ea7m quan tr\u1ecdng c\u1ee7a \u0111\u00e1nh gi\u00e1 c\u1ee7a \u1ee9ng vi\u00ean v\u1ec1 nh\u00e0 tuy\u1ec3n d\u1ee5ng<\/h2>\n

C\u00e1c \u1ee9ng vi\u00ean c\u00f3 \u1ea5n t\u01b0\u1ee3ng t\u1ed1t v\u1edbi nh\u00e0 tuy\u1ec3n d\u1ee5ng\u00a0khi ph\u1ecfng v\u1ea5n s\u1ebd l\u00e0 y\u1ebfu t\u1ed1 quy\u1ebft \u0111\u1ecbnh cho vi\u1ec7c gia nh\u1eadp v\u00e0o t\u1ed5 ch\u1ee9c c\u1ee7a b\u1ea1n, kh\u00f4ng nh\u1eefng th\u1ebf m\u00e0 h\u1ecd c\u00f2n g\u00f3p ph\u1ea7n v\u00e0o vi\u1ec7c x\u00e2y d\u1ef1ng th\u01b0\u01a1ng hi\u1ec7u cho doanh nghi\u1ec7p. C\u00e1c \u1ee9ng vi\u00ean th\u01b0\u1eddng xuy\u00ean chia s\u1ebb kinh nghi\u1ec7m, \u0111\u00e1nh gi\u00e1 v\u1ec1 nh\u00e0 tuy\u1ec3n d\u1ee5ng v\u1edbi b\u1ea1n b\u00e8, gia \u0111\u00ecnh, th\u1eadm ch\u00ed v\u1edbi ng\u01b0\u1eddi l\u1ea1\u00a0qua c\u00e1c k\u00eanh m\u1ea1ng x\u00e3 h\u1ed9i v\u00e0 truy\u1ec1n mi\u1ec7ng. C\u00e1c doanh nghi\u1ec7p mu\u1ed1n tuy\u1ec3n d\u1ee5ng c\u00e1c \u1ee9ng vi\u00ean t\u00e0i n\u0103ng h\u1ecd s\u1ebd hi\u1ec3u t\u1ea7m quan tr\u1ecdng c\u1ee7a vi\u1ec7c t\u1ea1o m\u1ed9t \u1ea5n t\u01b0\u1ee3ng t\u1ed1t v\u1edbi c\u00e1c \u1ee9ng vi\u00ean khi g\u1eb7p g\u1ee1 v\u00e0 trao \u0111\u1ed5i.<\/p>\n

3. Quan t\u00e2m nhi\u1ec1u h\u01a1n c\u00e1c \u1ee9ng vi\u00ean ch\u01b0a ph\u00f9 h\u1ee3p<\/h2>\n

Quan t\u00e2m \u0111\u1ebfn c\u00e1c \u1ee9ng vi\u00ean ti\u1ec1m n\u0103ng kh\u00f4ng c\u00f3 ngh\u0129a l\u00e0 b\u1ecf qua c\u00e1c \u1ee9ng vi\u00ean c\u00f2n l\u1ea1i, c\u00f3 th\u1ec3 trong th\u1eddi \u0111i\u1ec3m n\u00e0y h\u1ecd ch\u01b0a ph\u00f9 h\u1ee3p v\u1edbi nhu c\u1ea7u tuy\u1ec3n d\u1ee5ng c\u1ee7a b\u1ea1n tuy nhi\u00ean trong t\u01b0\u01a1ng lai h\u1ecd c\u00f3 th\u1ec3 l\u00e0 m\u1ed9t \u1ee9ng vi\u00ean tuy\u1ec7t v\u1eddi cho m\u1ed9t v\u1ecb tr\u00ed n\u00e0o \u0111\u00f3, ho\u1eb7c gi\u1edbi thi\u1ec7u c\u00e1c b\u1ea1n b\u00e8 la \u1ee9ng vi\u00ean ph\u00f9 h\u1ee3p cho b\u1ea1n. Quan t\u00e2m \u0111\u1ebfn c\u00e1c \u1ee9ng vi\u00ean n\u00e0y v\u00e0 x\u00e2y d\u1ef1ng m\u1ed1i quan h\u1ec7 v\u1edbi v\u1edbi h\u1ecd s\u1ebd l\u00e0 s\u1ef1 chu\u1ea9n b\u1ecb t\u1ed1t cho nhu c\u1ea7u tuy\u1ec3n d\u1ee5ng cho c\u1ee7a b\u1ea1n\u00a0trong t\u01b0\u01a1ng lai.<\/p>\n

4. Ph\u00e1t tri\u1ec3n d\u1eef li\u1ec7u tuy\u1ec3n d\u1ee5ng c\u00f3 gi\u00e1 tr\u1ecb<\/h2>\n

C\u00f4ng ngh\u1ec7 hi\u1ec7n nay mang l\u1ea1i nh\u1eefng s\u1ef1 h\u1ed7 tr\u1ee3\u00a0tuy\u1ec7t v\u1eddi \u0111\u1ec3 gi\u00fap b\u1ea1n t\u1ed1i \u01b0u ho\u00e1 qu\u00e1 tr\u00ecnh tuy\u1ec3n d\u1ee5ng. Ngo\u00e0i h\u1ed3 s\u01a1 \u1ee9ng vi\u00ean, nh\u00e0 tuy\u1ec3n d\u1ee5ng c\u1ea7n c\u00f3 nh\u1eefng th\u00f4ng tin gi\u00e1 tr\u1ecb kh\u00e1c nh\u01b0 ghi nh\u1eadn qu\u00e1 tr\u00ecnh ph\u1ecfng v\u1ea5n, \u0111\u00e1nh gi\u00e1, c\u00e1c offer tr\u01b0\u1edbc \u0111\u00f3, th\u1eadm ch\u00ed c\u00e1c th\u00f4ng tin tham kh\u1ea3o t\u1eeb nhi\u1ec1u ngu\u1ed3n kh\u00e1c. Vi\u1ec7c ph\u00e1t tri\u1ec3n v\u00e0 l\u00e0m gi\u00e0u ngu\u1ed3n d\u1eef li\u1ec7u \u1ee9ng vi\u00ean s\u1ebd l\u00e0 t\u1ea1o t\u00e0i s\u1ea3n gi\u00e1 tr\u1ecb cho doanh nghi\u1ec7p, gi\u1edd \u0111\u00e2y nh\u00e0 tuy\u1ec3n d\u1ee5ng c\u00f3 s\u1eb5n m\u1ecdi th\u00f4ng tin \u0111\u1ec3 s\u1eb1ng s\u00e0ng cho m\u1ecdi nhu c\u1ea7u tuy\u1ec3n d\u1ee5ng.<\/p>\n

5. L\u00e0m vi\u1ec7c linh \u0111\u1ed9ng<\/h2>\n

M\u1ed9t l\u1ea7n n\u1eefa, c\u00f4ng ngh\u1ec7 gi\u1edd \u0111\u00e2y d\u1eabn d\u1eaft xu h\u01b0\u1edbng l\u00e0m vi\u1ec7c, ng\u01b0\u1eddi lao \u0111\u1ed9ng b\u00e2y gi\u1edd\u00a0kh\u00f4ng ch\u1ec9 ng\u1ed3i l\u00e0m vi\u1ec7c t\u1ea1i b\u00e0n \u1edf v\u0103n ph\u00f2ng m\u00e0 h\u1ecd c\u00f3 th\u1ec3 l\u00e0m vi\u1ec7c m\u1ecdi l\u00fac, m\u1ecdi n\u01a1i \u1edf b\u1ea5t c\u1ee9 \u0111\u00e2u. L\u00e0m vi\u1ec7c linh ho\u1ea1t gi\u1edd gi\u1ea5c v\u00e0 l\u00e0m vi\u1ec7c t\u1eeb xa s\u1ebd l\u00e0 y\u1ebfu t\u1ed1 quan tr\u1ecdng \u0111\u1ec3 b\u1ea1n m\u1edf r\u1ed9ng ngu\u1ed3n \u1ee9ng vi\u00ean t\u00e0i\u00a0n\u0103ng cho t\u1ed5 ch\u1ee9c c\u1ee7a b\u1ea1n. C\u00e1c \u1ee9ng vi\u00ean c\u00f3 tay ngh\u1ec1 cao gi\u1edd \u0111\u00e2y h\u1ecd \u0111\u00e3 t\u1ef1 c\u00e2n \u0111\u1ed1i \u0111\u01b0\u1ee3c th\u1eddi gian l\u00e0m vi\u1ec7c v\u1edbi cu\u1ed9c s\u1ed1ng m\u00e0 b\u1ea1n kh\u00f4ng c\u1ea7n ph\u1ea3i lo l\u1eafng v\u1edbi vi\u1ec7c theo s\u00e1t h\u1ecd. Vi\u1ec7c linh \u0111\u1ed9ng trong c\u00f4ng vi\u1ec7c s\u1ebd l\u00e0 y\u1ebfu t\u1ed1 tuy\u1ec7t v\u1eddi \u0111\u1ec3 b\u1ea1n thu h\u00fat v\u00e0 tuy\u1ec3n d\u1ee5ng \u0111\u01b0\u1ee3c c\u00e1c \u1ee9ng vi\u00ean ch\u1ea5t l\u01b0\u1ee3ng.<\/p>\n

Theo b\u1ea1n ngo\u00e0i 5 xu h\u01b0\u1edbng n\u00e0y c\u00f2n c\u00f3 nh\u1eefng xu h\u01b0\u1edbng n\u00e0o n\u1eefa? h\u00e3y c\u00f9ng comment th\u1ea3o lu\u1eadn v\u1edbi m\u00ecnh nh\u00e9, r\u1ea5t vui khi nh\u1eadn \u0111\u01b0\u1ee3c ph\u1ea3n h\u1ed3i t\u1eeb c\u00e1c b\u1ea1n.<\/p>\n

Ch\u00fac c\u00e1c b\u1ea1n n\u0103m m\u1edbi th\u00e0nh c\u00f4ng!<\/p>\n

Ngu\u1ed3n (Translated by Nguy\u1ec5n Ng\u1ecdc Tu\u1ea5n)<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

As the talent shortage inevitably extends into 2016, there are 5 key recruiting trends\u00a0that are sure to gain more traction: 1. Employer branding Every organisation has an employer brand, which is how your employees and candidates perceive your organisation as a workplace. Not all organisations, however, make an effort to actively guide and promote it….<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2}},"categories":[15],"tags":[],"class_list":["post-189","post","type-post","status-publish","format-standard","hentry","category-quan-tri-nhan-su"],"jetpack_publicize_connections":[],"jetpack_featured_media_url":"","jetpack_likes_enabled":true,"jetpack_sharing_enabled":true,"_links":{"self":[{"href":"http:\/\/vuthanhnamduc.com\/index.php\/wp-json\/wp\/v2\/posts\/189","targetHints":{"allow":["GET"]}}],"collection":[{"href":"http:\/\/vuthanhnamduc.com\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/vuthanhnamduc.com\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/vuthanhnamduc.com\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"http:\/\/vuthanhnamduc.com\/index.php\/wp-json\/wp\/v2\/comments?post=189"}],"version-history":[{"count":0,"href":"http:\/\/vuthanhnamduc.com\/index.php\/wp-json\/wp\/v2\/posts\/189\/revisions"}],"wp:attachment":[{"href":"http:\/\/vuthanhnamduc.com\/index.php\/wp-json\/wp\/v2\/media?parent=189"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/vuthanhnamduc.com\/index.php\/wp-json\/wp\/v2\/categories?post=189"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/vuthanhnamduc.com\/index.php\/wp-json\/wp\/v2\/tags?post=189"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}