{"id":3444,"date":"2018-04-16T13:54:14","date_gmt":"2018-04-16T11:54:14","guid":{"rendered":"https:\/\/www.organisator.ch\/?p=3444"},"modified":"2018-04-16T13:54:14","modified_gmt":"2018-04-16T11:54:14","slug":"bewerber-mit-immer-hoeheren-erwartungen-so-optimieren-sie-den-recruiting-prozess","status":"publish","type":"post","link":"https:\/\/www.organisator.ch\/it\/human-resources\/hrm\/2018-04-16\/bewerber-mit-immer-hoeheren-erwartungen-so-optimieren-sie-den-recruiting-prozess\/","title":{"rendered":"Candidati con aspettative sempre pi\u00f9 alte: come ottimizzare il processo di reclutamento"},"content":{"rendered":"
\"\"
Fino alla stretta di mano: le richieste dei candidati sono sempre pi\u00f9 alte negli annunci di lavoro. (Immagine: Fotolia.com)<\/figcaption><\/figure>\n

L'atteggiamento dei candidati \u00e8 cambiato a causa della forte domanda di lavoratori qualificati. \"Qui si sta aprendo un varco rischioso: Da un lato, i processi di reclutamento delle aziende richiedono molto tempo. D'altra parte, l'impazienza dei candidati \u00e8 in aumento. I migliori candidati abbandonano se il feedback dell'azienda richiede troppo tempo\", spiega Sven Hennige, Senior Managing Director di Robert Half.<\/p>\n

La qualit\u00e0 delle assunzioni diminuisce a causa di processi di candidatura troppo lunghi<\/strong><\/h2>\n

Le aziende dovrebbero prendere sul serio questo sviluppo ed esaminare criticamente i loro processi di reclutamento. La ragione principale della diminuzione della disponibilit\u00e0 ad attendere pi\u00f9 a lungo il feedback di un'azienda \u00e8 il cambiamento di atteggiamento dei candidati. Questo dato \u00e8 confermato da due terzi dei CFO intervistati (65 %), che affermano che i candidati stanno diventando pi\u00f9 impazienti. \"Sempre pi\u00f9 spesso i candidati ricevono controfferte dal loro attuale datore di lavoro o hanno pi\u00f9 offerte di lavoro sul tavolo. Allo stesso tempo, \u00e8 aumentato il numero di domande di assunzione, il che rallenta il processo di assunzione\", afferma Hennige.<\/p>\n

La conseguenza: se il feedback dura troppo a lungo, i candidati migliori decidono di accettare l'offerta del loro precedente datore di lavoro o di un altro. L'azienda deve ripiegare su candidati meno adatti o, nel peggiore dei casi, ricominciare la ricerca. Sven Hennige avverte: \"Questo significa che i progetti possono essere realizzati troppo tardi o non essere realizzati affatto. La produttivit\u00e0 ne risente tanto quanto la qualit\u00e0 dei servizi. E se non cambia nulla nella complessit\u00e0 e nella durata dei processi di candidatura, diventer\u00e0 sempre pi\u00f9 difficile trovare e attrarre i professionisti adatti\".<\/p>\n\n\n\n\n\n\n\n
Robert Half ha intervistato 63 CFO:\u00a0Perch\u00e9 ritiene che i candidati del settore finanziario siano pi\u00f9 impazienti durante il processo di assunzione?<\/strong><\/td>\n<\/tr>\n
L'atteggiamento dei richiedenti \u00e8 cambiato<\/td>\n\u00a0 \u00a0 \u00a065 %<\/td>\n<\/tr>\n
I candidati ricevono sempre pi\u00f9 spesso controfferte da parte del loro attuale datore di lavoro<\/td>\n\u00a0 \u00a0 \u00a063 %<\/td>\n<\/tr>\n
Il numero di round di candidatura \u00e8 aumentato<\/td>\n\u00a0 \u00a0 \u00a054 %<\/td>\n<\/tr>\n
I candidati possono scegliere tra diverse offerte di lavoro<\/td>\n\u00a0 \u00a0 \u00a035 %<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

Fonte: Robert Half, Studio sul mercato del lavoro 2017, Intervistati: CFO in Svizzera che ritengono che i candidati siano diventati pi\u00f9 impazienti; possibili pi\u00f9 risposte<\/em><\/p>\n

Come ottimizzare il processo di reclutamento<\/h2>\n

Per evitare di perdere i migliori candidati a vantaggio della concorrenza, i responsabili delle risorse umane dovrebbero verificare se il proprio processo di reclutamento necessita di miglioramenti e implementare rapidamente le necessarie ottimizzazioni. Sven Hennige consiglia di valutare la selezione dei candidati, il processo di assunzione e la decisione a favore o contro un candidato in base ai seguenti criteri:<\/p>\n

    \n
  1. Ridefinire il profilo professionale:<\/strong> Quando si pubblicizza un lavoro, bisogna chiedersi fin dall'inizio se la gamma di candidati corrisponde ai requisiti del reparto. La digitalizzazione porta a dei cambiamenti: I contenuti del lavoro vengono meno o le attivit\u00e0 cambiano. In questo caso, non \u00e8 sufficiente riciclare vecchi annunci per nuovi lavori, ma \u00e8 necessario determinare le esigenze individualmente.<\/li>\n
  2. Accorciare i tempi di assunzione:<\/strong> \u00c8 utile anche per misurare il proprio time-to-hire: Quanto tempo passa dall'annuncio di lavoro iniziale alla firma del contratto da parte dei candidati selezionati? Se i tempi di assunzione sono troppo lunghi, \u00e8 necessario snellire il processo di reclutamento. I candidati si aspettano una decisione entro poche settimane.<\/li>\n
  3. Semplificare il processo di candidatura:<\/strong> L'applicazione one-click, che consente ai candidati di candidarsi direttamente, semplifica il processo per i candidati in molti punti. Per alcuni lavori, \u00e8 anche una buona idea richiedere prima solo il curriculum vitae anzich\u00e9 una documentazione completa.<\/li>\n
  4. Comunicare in modo trasparente con i candidati:<\/strong> I candidati ricevono sempre una risposta alla loro lettera di presentazione o al colloquio entro un tempo ragionevole? Tra il ricevimento della domanda e la convocazione dei candidati non deve trascorrere pi\u00f9 di una settimana. Se si verificano ritardi, i candidati sono pi\u00f9 propensi ad accettarli se l'ufficio risorse umane \u00e8 in stretta e regolare comunicazione con loro.<\/li>\n
  5. Rendere il processo di colloquio pi\u00f9 snello:<\/strong> Verificate se il numero di colloqui pu\u00f2 essere ridotto. Se \u00e8 arrivato il momento della selezione, prendete la decisione a favore o contro un candidato il prima possibile.<\/li>\n<\/ol>\n

    Fonte: Robert Half<\/a><\/em><\/p>\n

     <\/p>","protected":false},"excerpt":{"rendered":"

    Die Einstellung der Kandidaten hat sich\u00a0durch die starke Nachfrage nach Fachkr\u00e4ften ver\u00e4ndert. \u201eHier tut sich eine riskante Schere auf: Einerseits dauern die Recruiting-Prozesse der Unternehmen lang. Andererseits steigt die Ungeduld der Kandidaten. Die besten Bewerber springen ab, wenn das Feedback des Unternehmens zu lang auf sich warten l\u00e4sst\u201c, erkl\u00e4rt Sven Hennige, Senior Managing Director bei […]<\/p>\n","protected":false},"author":4,"featured_media":3449,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_yoast_wpseo_focuskw":"Bewerber","_yoast_wpseo_metadesc":"Die Geduld der Schweizer Fachkr\u00e4fte bei der Jobsuche nimmt ab. Langwierige Bewerbungsprozesse werden immer weniger akzeptiert. 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Lo dimostra lo studio sul mercato del lavoro del fornitore di servizi per il personale Robert Half.","breadcrumb":{"@id":"https:\/\/www.organisator.ch\/human-resources\/hrm\/2018-04-16\/bewerber-mit-immer-hoeheren-erwartungen-so-optimieren-sie-den-recruiting-prozess\/#breadcrumb"},"inLanguage":"it-IT","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.organisator.ch\/human-resources\/hrm\/2018-04-16\/bewerber-mit-immer-hoeheren-erwartungen-so-optimieren-sie-den-recruiting-prozess\/"]}]},{"@type":"ImageObject","inLanguage":"it-IT","@id":"https:\/\/www.organisator.ch\/human-resources\/hrm\/2018-04-16\/bewerber-mit-immer-hoeheren-erwartungen-so-optimieren-sie-den-recruiting-prozess\/#primaryimage","url":"https:\/\/www.organisator.ch\/wp-content\/uploads\/2018\/04\/Bewerber-mit-immer-hoeheren-Erwartungen-so-optimieren-Sie-den-Recruiting-Prozess_Organisator.jpg","contentUrl":"https:\/\/www.organisator.ch\/wp-content\/uploads\/2018\/04\/Bewerber-mit-immer-hoeheren-Erwartungen-so-optimieren-Sie-den-Recruiting-Prozess_Organisator.jpg","width":640,"height":389,"caption":"Bis es zum Handschlag kommt: Die Anspr\u00fcche der Bewerber werden bei Stellenausschreibungen immer h\u00f6her. 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