تکنولوژی چگونه در انتخاب نیروی انسانی مطلوب به شما کمک می‌کند؟
متخصصین منابع انسانی با چالش‌های زیادی در جذب نیروی انسانی مطلوب خود مواجه هستند. شاید حتی شما هم به عنوان یک مدیر با این مسئله به نحوی درگیر باشید. این مشکل اغلب از این دیدگاه بررسی می‌شود که کیفیت آموزش در دانشگاه‌ها و در نتیجه خروجی آن‌ها قابل قبول نیست، انتظارات فارغ از تحصیلانِ بدون تجربه منطبق با توانایی‌های آن‌ها نیست و … . دلایلی که توپ را در زمین طرف مقابل می‌اندازد و نه شرکت‌هایی که به دنبال جذب نیرو هستند.
اما آیا کسب‌وکارها می‌توانند به نحوی فرایند جذب و استخدام را بهبود دهند؟ تکنولوژی چه تحولاتی را می‌تواند در حوزه مدیریت منابع انسانی ایجاد کند؟
جذب استراتژیک منابع انسانی با راهکارهای نرم‌افزاری مدیریت سرمایه انسانی
با مهاجرت شرکت‌ها از سیستم‌های سنتی در مدیریت منابع انسانی به راهکارهای نرم‌افزاری برنامه‌ریزی منابع سازمان – ERP ، مدیریت منابع انسانی به عنوان یکی از سرمایه‌های اصلی کسب‌وکار مورد توجه قرار گرفته است. در واقع با خودکارسازی بخش بزرگی از وظایف منابع انسانی، متخصصین منابع انسانی زمان کافی برای پرداختن به برنامه‌ریزی استراتژیک منابع انسانی را می‌یابند. به همین ترتیب برنامه‌ریزی جذب نیز با دیدگاه بلندمدت و به صورت یکپارچه با سایر فعالیت‌های منابع انسانی انجام می‌شود.
هوش مصنوعی به کمک جذب استعدادها آمده است
واژگانی که در آگهی استخدام خود استفاده می‌کنید بیش از آن چه که تصور می‌کنید اهمیت دارد. استفاده از ابزارهای هوش مصنوعی به شما کمک می‌کند نیازمندی‌های شغل مورد نظر خود را برای مخاطب خود بنویسید. به این ترتیب به راحتی می‌توانید از کلماتی استفاده کنید که بر مخاطبان هدف شما تأثیرگذاری بیشتری دارد، لحنی که بر گروه خاصی با ویژگی‌های خاص ارتباط بهتری برقرار می‌کند و … .
شبکه‌های اجتماعی؛ کاربرد ابزارهای بازاریابی دیجیتال در جذب نیروی انسانی
بدیهی است تنها قرار دادن آگهی بر روی شبکه‌های اجتماعی دردی از شما دوا نمی‌کند!
در واقع لازم است برنامه بازاریابی دیجیتال خود را این بار با هدف جذب نیروی انسانی – به جای مشتری – مجدداً تعریف کنید. پیام شما باید کاملاً متناسب با نیروی انسانی با ویژگی‌های مورد انتظارتان باشد. این فرد بیشتر در چه شبکه‌های اجتماعی و به صورت مشخص در چه گروه‌هایی حضور دارد؟
حتی می‌توانید از این هم فراتر بروید و به روش‌های بازاریابی غیرمستقیم متوسل شوید و یک برنامه بلندمدت برای معرفی محیط و فرهنگ کاری خود و سایر مواردی داشته باشید که ممکن است به صورت غیرمستقیم بر تصمیم‌گیری مخاطبان شما تأثیرگذار باشد.
تلفن‌های هوشمند را جدی بگیرید!
تلفن‌های هوشمند در تمام حوزه‌های زندگی کاربردهای گسترده‌ای یافته است. بخش بزرگی از نیروی کار به ویژه نیروی کار جوان‌تر، ترجیح می‌دهند از تلفن همراه برای جستجو و یافتن شغل مورد نظر خود استفاده کنند. بنابراین اگر قصد دارید از بازاریابی دیجیتال برای جذب نیروی انسانی استفاده کنید – همان‌طور که پیش‌تر توضیح دادیم- حتماً امکان ارسال درخواست را بر روی موبایل نیز در نظر بگیرید. حتی ممکن است فرمی داشته باشید که به راحتی مثلاً بر اساس پروفایل فرد در لینکدین، فرم درخواست کار را رای شما پر کند.
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