如今，雇主和求職者之間的游戲規則已經與以往完全不同。體育產業的HR們開始使用更精明的策略吸引人才，而求職者們也會以更加審慎的態度觀察企業。
在數字化革命這場偉大變革中，人們生活的每個方面每天都在發生變化，人才招募當然也沒有例外。
原先那種依靠傳統招聘中介機構和候選人“黑名單”篩選招募對象的時代已經一去不返。現在，雇主重新獲得了把握招募全部過程的能力，他們可以在線上制定篩選條件尋找最合適的人才，并且花費的時間和金錢只是傳統模式的很小一部分。
正如知名品牌調研公司優信咨詢（Universum）所說：“大數據和端到端系統（end-to-end systems）正在改造人力資源職能的范圍和性質，為其增加了新的商業價值，并使其變得更需要講求策略。”
有研究表明，目前超過85%的求職者會通過互聯網求職平臺尋找工作。這不僅意味著求職者尋找職業生涯下一站的方式已經發生根本性改變，同樣也說明了企業吸引最佳人才的方式將與以往有所不同。
作為全球體育產業領先的數字化媒體和人才平臺，全體行（GlobalSportsJobs）提供一整套人才招募解決方案，實現從地區到全球范圍鏈接體育行業中雇主與求職者快速發展的雙向需求。
求職者現狀：
關鍵詞1：掌控力
最大的變化在于，求職者能夠更好地掌控在何時何地、用何種方式搜索新的工作機會。75%的求職者會使用與其求職需求相關的專業平臺，他們明確地知道該在什么地方尋找機會。他們也不再依靠他人幫助才能做決定，他們需要的是知識、見解和信息透明度，有了這些信息他們就能夠做出最合適自己的決定。
關鍵詞2：流動性
一份工作不再是一輩子的事，而且“永遠在線”的互聯網文化也加速了人才的流動，也就是說，行業人士會對公司之外的“外界”持續保持關注。根據一份全歐洲范圍的調查，僅有12%的雇員表示會對新的工作機會完全不感興趣。不管他們對工作機會的態度是主動還是被動，求職者們發現新工作的機會越來越多，而且各種各樣的企業和機構也可能會鼓勵他們選擇改變自己的職業生涯。
▲ 圖片及數據來自全體行（GlobalSportsJobs）
關鍵詞3：重心轉向移動端
不出所料，超過88%的被調查者使用過智能手機搜索工作機會，這說明求職者希望能夠隨時隨地搜索招聘信息。更重要的是，人們往往會使用手機分享職業信息，因此手機將成為建立更廣泛人才網絡的關鍵驅動因素。
▲ 圖片及數據來自全體行（GlobalSportsJobs）
關鍵詞4：良好印象
第一印象往往會產生持續影響，所以企業或機構的數字化形象以及與求職者的關系很重要。盡管如今雇員們喜歡利用社交媒體分享積極、正面的體驗，但這些工具傳播負面消息的速度會更加迅速。
因此，企業和機構需要準備好向求職者傳遞正面形象的端對端渠道，并對此持續投資，這是很有意義的。
雇主現狀：
關鍵詞1：管理層的聲音
尋找人才是一家公司或機構的重中之重，頂級人力資源專家通過人才招募戰略的調整，幫助企業和機構長期受益。“具有前瞻性思維的、成功的雇主往往非常重視人才，高級管理人員也會明確人才招募是整個組織的第一要務。”
關鍵詞2：建立現代化工作團隊
一個現代化的工作團隊是多樣化的，并且越來越建立在專業化的基礎之上。科技正在改變所有的企業職能，雇主需要尋找到掌握復合技能的專業人才，以滿足企業不斷變化的業務需求。如何定準目標并吸引掌握所需技能的人才，是企業組織面臨的重要挑戰，45%的招聘工作人員表示，如果沒有專業的渠道就很難找到合適的候選人。歐洲一項調查對象為近4萬雇主的人才研究報告表明，因為缺少合適的人才，35%的雇主難以填滿工作崗位。
關鍵詞3：人才品質
吸引高質量人才是人力資源工作最重要的因素。招聘的時間、成本和招聘管理者的滿意度仍然很重要，但今天人才品質應該被設為最高優先級，因為企業組織為吸引最優質的的人才展開競爭，紛紛將目光瞄準能夠提供可衡量結果的解決方案上。下表展示了過去兩年人才品質重要性的增長情況：
▲ 圖片來自全體行（GlobalSportsJobs），數據來自領英（LinkedIn）
關鍵詞4：預算的挑戰
盡管吸引最佳人才的重要性不斷增長（自2014年以來，全體行的客戶在人才招聘上的總開銷平均增長18%），但各企業在這一塊的預算仍然基本保持不變。60%的調查對象表示，預算是實施人才招募策略的最大挑戰。不過好消息是，專業的數字化解決方案要比傳統招募方案更具成本效益。
關鍵詞5：雇主品牌（employer brand）
人力資源部門負責發展雇主品牌、建立企業內外部的戰略組織形象，有時市場部門和溝通部門也會對此進行支持。全體行進行的調查顯示，72%被調查的雇主認為，2016年企業組織的首要任務是發展雇主品牌以更好地傳播企業文化、價值和事業，而45%的被調查者表示相關資源匱乏是沒有將發展雇主品牌的策略落實的重要原因。人力資源和市場部門現在普遍通力合作共同尋找新人才，不僅是因為這兩個部門擁有共同的品牌目標，而且還因為人力資源部門的運轉方式正在向市場部門靠攏，人力資源部門也開始分析候選人/雇員的數據，以獲得行業洞察力和業務成果。
▲ 圖片及數據來自全體行（GlobalSportsJobs）
結論
人才市場的供需兩端規則已經發生變化。在就業環境數字化程度越來越高的今天，求職者對工作機會的洞察能力越來越強，所以企業、機構等組織必須適應這種變化，改進人才招募策略，這樣才能獲得到優質人才的青睞。
本文作者：Karl Oliver
英文原文：
THE GOALPOSTS HAVE MOVED，HOW TO PLAY THE NEW GAME
Employers and job seekers play by a whole new set of rules. HR professionals in the sports industry are refining their tactics to attract the right talent, while candidates are viewing organisations with increased scrutiny.
Every day we see how the digital revolution has changed every aspect of our lives and it’s no different for talent acquisition.
It has gone from relying on traditional recruitment agencies for support and a ‘black book’ of candidates, to employers regaining control of the process, developing measurable results and finding talent online at a fraction of the previous time and cost.
As employer branding experts Universum explain,
"Big data and end-to-end systems are reshaping the scope and nature of the HR function, opening up new ways for it to add business value and become more strategic."
Research shows that over 85% of job seekers now apply directly to employers through online jobs boards. Not only has this meant a fundamental shift in the way candidates search for their next career opportunity; it has also changed the way organisations work to attract the best talent.
As the leading digital media and talent platform for the international sports industry, GlobalSportsJobs offers tailored solutions to managing the talent acquisition process by meeting the fast-evolving needs of both employers and job seekers, on both a local and global scale.
Today’s candidate:
In control
The biggest change in this sector is that candidates have greater control over what, where and how they search for new career opportunities. And with 75% of job seekers using specialist platforms relevant to their requirements, they know exactly where to look. They no longer rely on others to make decisions for them either; they require the knowledge, insight and transparency to make informed decisions for themselves.
On the move
A job is no longer for life and an ‘always on’ digital culture accelerates talent movement, meaning professionals are constantly aware of what’s ‘out there’. According to a recent pan-European survey, only 12% of employees declared that they would not be interested in a new opportunity. Regardless of their passive or active status, job seekers are increasingly aware of the opportunities and organisations that may inspire them to make a career move.
▲ Source: GlobalSportsJobs
Mobile focused
Unsurprisingly, an overwhelming 88% of respondents have used a smartphone to search for their next career move, meaning job seekers expect to be able to explore jobs relevant to them whenever and wherever they want. What’s more, mobile is a key driver in targeting a wider network for candidates through the sharing of career information.
▲ Source: GlobalSportsJobs
Good impressions
Impressions last, so an organisation’s digital footprint and relationships with candidates matter. While today’s employees are happy to use their professional and social networks to share positive experiences, they are even quicker to share negative ones.
Organisations therefore need to be prepared to invest in delivering positive end-to-end candidate experiences that are consistent and meaningful.
Today’s Hirers:
A voice on the board
The search for talent transcends all aspects of an organisation and top HR professionals leverage this position of influence by aligning organisational strategy with hiring strategy in order to achieve long-lasting results.
“Successful and forward-thinking employers make talent a top priority, with senior management making it a clear priority for the whole organisation.”
Building a modern workforce
A modern workforce is diverse and increasingly built on specialisation. As technology transforms all business functions, employers are required to hire talent with specific and diverse skill sets that meet the evolving needs of their business. Targeting and attracting ‘in-demand’ talent is a key organisational challenge, with 45% of recruiters saying it is hard to find specialist candidates without specialist channels. A European talent report of almost 40,000 employers found that 35% had difficulty filling jobs due to lack of available talent.
Increased focus on quality
Attracting a greater quality of candidate is now the most important factor for HR professionals. Time to hire, cost and hiring manager satisfaction remain important, but today quality has emerged as a top priority as organisations compete for the best talent available by focusing on solutions that deliver measurable results. The table below shows how the importance of quality has grown in the past two years:
Budget challenge
While the importance of attracting the best talent has increased (our clients have on average experienced an 18% increase in the amount of hiring since 2014), budgets have remained relatively stable. As a result, 60% of respondents said that budgets were their biggest challenge when implementing talent acquisition strategies. The good news is that specialist digital solutions take this into account and are cost-effective compared to traditional recruitment models.
Employer brand
HR departments, sometimes with the support of marketing and communications departments, are now responsible for developing an employer brand that builds on internal, external and strategic organisational views. In a survey conducted by GlobalSportsJobs, 72% of employer respondents declared that an organisational priority for 2016 was to further develop their employer brand in order to better communicate corporate culture, values and vision, yet as outlined below, 45% of respondents cited lack of resource as the reason for not focusing on this already. HR and marketing have now become partners in the search for new talent, not only because they have a shared brand goal, but also because HR is beginning to act like a marketing department, analysing candidate/employee data for insights and business output.
▲ Source: GlobalSportsJobs
Conclusion
The goalposts have indeed moved. As job seekers become ever more discerning in the search for their next career move in an increasingly digital employment environment, organisations need to adapt and refine their talent acquisition strategies in order to attract the very best.
聲明：文中觀點僅代表作者本人觀點，不代表懶熊體育。
