疫情蔓延后，全球市场正面临严重的人才短缺问题。本文介绍了制定有效的人才获取策略，帮助雇主寻找到合适的人才。核心要点如下:
一、撰写有效的职位说明书；
二、增强雇主品牌；
三、创建一个分为两部分的招聘过程；
四、优先考虑主动和被动的候选人；
五、利用数字化工具。
As business leaders attempt to normalize the workplace in a post-pandemic market, one major stumbling block— the inability to find qualified talent — continues to halt these efforts. In fact, markets around the globe are facing labor shortages so intense that they’re having trouble finding the talent they need to maintain efficient production levels.Unfortunately, this labor shortage is expected to worsen over the next few years.
随着企业领导者试图在后疫情市场中使工作场所回归正常化，一个主要障碍——无法找到合格的人才——继续阻止这些努力。事实上，全球各地的市场都面临着严重的劳动力短缺，以至于企业很难找到所需的人才来维持高水准的生产效率。不幸的是，这种劳动力短缺预计将在未来几年继续恶化。
While grim predictions may seem bleak, there are several steps you can take right now to improve your talent acquisition efforts for both today and the future. This guide takes a look at how developing effective talent sourcing strategies is just what employers need to find the skilled talent they need.
虽然可怕的预测可能看起来悲观，但您现在可以采取几个步骤来改善现在和未来的人才招聘工作。本文介绍了如何制定有效的人才搜寻策略，这正是雇主需要找到他们需要的技能人才的方法。
Sourcing candidates is the first and perhaps the most important part of the entire recruitment process. After all, without an effective talent sourcing strategy, your company will have a hard time hiring the skilled workers it needs. Here’s a look at some of the most effective strategies for sourcing top talent candidates.
人才搜寻是整个招聘过程的第一步，或许也是最重要的一步。毕竟，如果没有有效的人才搜寻策略，贵公司将很难招聘到所需要的技术人才。以下是搜寻高端人才的一些最有效的策略。
One of the most important things you can do to improve your talent sourcing efforts is to write effective job descriptions. These job postings are the first thing that many prospective applicants will see, and they use this information to decide whether to apply for the job or not.
提高人才搜寻效率，您可以做的最重要的事情之一就是编写有效的岗位说明书。职位说明是众多潜在候选人首先会看到的，他们将利用这些信息来决定是否申请这个职位。
First, its important to use the right keywords to ensure the right candidates are seeing your job postings.Use industry-specific wording to describe the various characteristics, traits and qualifications you’re looking for in a candidate. Keep in mind that interested candidates will use these keywords to search for jobs online.
首先，正确使用关键词非常重要，以确保合适的人才看到您发布的职位。运用行业特定的术语来描述应聘者的各种特征、特质和资历。值得注意的是，潜在候选人将使用这些关键词在线搜索职位。
Secondly, the job descriptions should give candidates a view of what it’s like to work for your company. Not just what the company culture is like, but what duties the job itself entails. Google has gone to great lengths to provide this inside view to its candidates by using gamification to show potential candidates what it’s like to work for the company.
其次，职位描述应该让应聘者了解未来在贵公司的工作场景。不仅包括贵公司的企业文化，还要包含这个职位的工作职责。谷歌为潜在候选人从内部视角展示职位场景上做了很大的努力，通过游戏化模式向潜在候选人展示在其公司的工作场景。
While using gamification may not be in the company budget, you can consider trying techniques like storytelling and videos to show candidates what a day of work at your company looks like.
虽然使用游戏化的方式可能不在贵公司计划之内，但可以考虑尝试借助讲故事和视频等技术，向候选人展示在贵公司工作一天的情形。
It can’t be stressed enough how important maintaining a strong, positive employer brand is. Studies show that nearly half of all workers in the UK and United States would not even consider working for a company with a bad reputation. If you don’t take control of your online presence as an employer, you could shrink your potential candidate pool by 50%.
保持有影响力、正面的雇主品牌形象的重要性无论怎么强调都不为过。研究表明，在英国和美国，近一半的人才基本不会考虑为一家声誉不好的公司工作。如果企业不能有效控制其在网络上的的雇主品牌，那么潜在候选人可能会减少50%。
Take steps now to conduct an employer brand audit to see how your company compares to its competition. It’s also important to understand the recent shift in workers’ expectations. For example, the pandemic spurred an increase in the demand for flexible hours to enable employees to maintain a healthy work-life balance. It’s important to embrace these changes and make them part of your employer brand image.
现在就采取措施进行雇主品牌审核吧，看看贵公司与竞争对手相比雇主品牌是什么水平。有效了解近期人才期望的转变也同样重要。例如，新冠疫情刺激了员工对灵活工作时间的需求增加，员工更希望能够保持健康的工作生活平衡。接受这些改变并使其成为雇主品牌形象的一部分是很重要的。
招聘绝不应该被视为一个一体化的过程，而应该将人才搜寻和人才招聘分开。
Sourcing
人才搜寻
Sourcing is often mistaken as the process of reviewing resumes and pre-screening candidates after placing a job posting online. Sourcing, however, is not a reactive tactic, but rather a proactive process of searching for qualified active and passive candidates for current or planned open positions.
人才搜寻经常被误认为是在网上发布职位后审查简历和预筛人才的过程。然而，人才搜寻并不应该是一种被动的过程，而是一个主动的过程，为当前或计划中的空缺职位寻找合格的主动和被动候选人。
Recruiting
人才招聘
Recruiting, on the other hand, focuses more on engaging with active candidates. This stage involves screening applicants, reviewing resumes, conducting interviews and handling job offer negotiations.
另一方面，人才招聘更侧重于与活跃的候选人互动。这一阶段包括筛选申请人、审查简历、进行面试以及offer谈判。
Making talent sourcing a separate process will improve the quality of the candidate and speed up the overall hiring process. It will also make it easier for businesses to fill those hard-to-fill positions that require a specific skill set.
将人才搜寻作为一个独立的过程将提高候选人的质量，并加快整个招聘过程，还将使企业更容易填补那些需要特定技能的复杂职位空缺。
It’s also important to understand the difference between active and passive candidates. Active candidates are those who are actively seeking out new job opportunities, whereas passive candidates aren’t necessarily looking for a new job, but they’re also not opposed to changing jobs for the right opportunity.
辨别主动候选人和被动候选人之间的区别也很重要。主动候选人是那些积极活跃寻找新工作机会的人，而被动候选人不一定是在寻找新工作，但他们也不排斥利用合适的机会更换工作。
Many standard talent sourcing strategies are designed to attract active candidates. However, studies show that passive candidates make up as much as 70% of the entire candidate pool. This is a massive percentage of the candidate pool that cannot be ignored. Instead, it’s vital to realize that different strategies must be used to source these different types of candidates.
很多标准化的人才搜寻策略旨在吸引主动的候选人。然而，研究表明被动候选人数量占整个人才库的 70%，这是人才库中不容忽视的一个很大比例。因此，重要的是需要意识到必须使用不同的策略来搜寻这些不同类型的候选人。
Sourcing active candidates
寻找主动候选人
Standard sourcing techniques, such as online job board posting, social media posts and hiring events are very effective at sourcing active candidates.In fact, many of these candidates will be online daily seeking out new job opportunities, and it’s imperative that they can easily find your job postings.
标准化的搜寻技术，如在线招聘广告、社交媒体和招聘活动，在寻找主动候选人方面非常有效。事实上，这些候选人中的许多人每天都会在网上寻找新的工作机会，必须让他们能够轻松地找到你的招聘页面。
Sourcing passive candidates
寻找被动候选人
Since passive candidates are not actively looking for a new job, online job boards and ads will prove ineffective. Instead, try using strategies, such as social media paid campaigns, employee referrals, and networking to reach these lucrative candidates.
由于被动候选人不会积极主动寻找新工作。可见，在线招聘和广告被证明是无效的。因此，尝试使用社交媒体付费活动、员工推荐和关系网等方法去接触被动候选人会更加有用。
Sourcing technology has advanced by leaps and bounds in recent years. To remain competitive in today’s busy job market, it’s crucial that your company embrace this technology in order to improve its overall recruitment efforts. There are several primary ways to make this happen, including:
近年来，搜寻科技的发展突飞猛进。为了在当今快速变化的招聘市场中保持竞争力，利用这类技术来改进整体招聘工作对企业来讲将至关重要。主要用以下几种方法来实现：
Use automation to enhance engagement
运用自动化技术提高参与度
Automation can enable your sourcing team to remain in constant contact with potential candidates with little to no extra effort.For example, you can use this technology to send out instant emails to candidates at various points throughout the sourcing process and to alert you when a prospective candidate has expressed an interest.
自动化技术可以帮助招聘团队与潜在候选人保持持续的联系，几乎不需要付出额外的精力。例如，您可以使用该技术在整个招聘过程的各个阶段向候选人发送即时电子邮件，并在潜在候选人表达有兴趣时提醒你。
Analyze key metrics to maximize efforts
分析关键指标使工作效率最大化
Today’s technology will track, store and analyze sourcing data on a real-time basis. You can use this technology to track the success of various sourcing campaigns, find out what strategies are gaining the most momentum, and determine how many touch points it takes to convert a prospect to an actual candidate. With this data, you can adjust your current sourcing strategies to maximize its success.
今天的技术能够做到实时跟踪、存储和分析招聘数据。您可以使用这项技术来跟踪各种招聘活动的效果，识别出哪些方法获得了最大的成果，并确定将潜在客户转化为实际候选人需要多少接触点。有了这些数据，您可以调整当前的搜寻策略，以最大限度地提高其成功率。
Take a multi-channel approach
运用多元化的渠道
Technology also allows you to connect with candidates via a variety of channels, including phone, email, live chat and social media. Investing in ERP software can make it easier for your sourcing team to track these communications in one convenient platform.
该技术还让企业能够通过多元化的渠道与候选人进行联系，包括电话、电子邮件、实时聊天和社交媒体。投资 ERP 软件可以让招聘团队更轻松地在一个统一的平台上管理这些沟通。
Simplify the application process
简化申请流程
Use technology to make the application process as easy and convenient as possible for potential candidates to complete. With more than 90% of the global population now using mobile devices to access the internet, it’s vital that the application process can be completed by using only a smartphone or tablet.
采用数智化技术可以简化申请流程，让潜在候选人简单方便的完成申请。目前，全球超过90%的人口使用移动设备访问互联网，仅仅依靠智能手机或平板电脑就可以完成职位申请流程显得格外重要。
Learn more about how to source high-quality candidates, or find out how our teams at Vastsea can help your company source the talent it needs by contacting us today.
现在就联系我们，详细了解更多关于如何搜寻高质量人才，以及大瀚集团专业顾问团队能够如何帮助贵公司搜寻所需人才。
