如今，雇主和求职者之间的游戏规则已经与以往完全不同。体育产业的HR们开始使用更精明的策略吸引人才，而求职者们也会以更加审慎的态度观察企业。

在数字化革命这场伟大变革中，人们生活的每个方面每天都在发生变化，人才招募当然也没有例外。

原先那种依靠传统招聘中介机构和候选人“黑名单”筛选招募对象的时代已经一去不返。现在，雇主重新获得了把握招募全部过程的能力，他们可以在线上制定筛选条件寻找最合适的人才，并且花费的时间和金钱只是传统模式的很小一部分。

正如知名品牌调研公司优信咨询（Universum）所说：“大数据和端到端系统（end-to-end systems）正在改造人力资源职能的范围和性质，为其增加了新的商业价值，并使其变得更需要讲求策略。”

有研究表明，目前超过85%的求职者会通过互联网求职平台寻找工作。这不仅意味着求职者寻找职业生涯下一站的方式已经发生根本性改变，同样也说明了企业吸引最佳人才的方式将与以往有所不同。

作为全球体育产业领先的数字化媒体和人才平台，全体行（GlobalSportsJobs）提供一整套人才招募解决方案，实现从地区到全球范围链接体育行业中雇主与求职者快速发展的双向需求。

求职者现状：

关键词1：掌控力

最大的变化在于，求职者能够更好地掌控在何时何地、用何种方式搜索新的工作机会。75%的求职者会使用与其求职需求相关的专业平台，他们明确地知道该在什么地方寻找机会。他们也不再依靠他人帮助才能做决定，他们需要的是知识、见解和信息透明度，有了这些信息他们就能够做出最合适自己的决定。

关键词2：流动性

一份工作不再是一辈子的事，而且“永远在线”的互联网文化也加速了人才的流动，也就是说，行业人士会对公司之外的“外界”持续保持关注。根据一份全欧洲范围的调查，仅有12%的雇员表示会对新的工作机会完全不感兴趣。不管他们对工作机会的态度是主动还是被动，求职者们发现新工作的机会越来越多，而且各种各样的企业和机构也可能会鼓励他们选择改变自己的职业生涯。

▲ 图片及数据来自全体行（GlobalSportsJobs）

关键词3：重心转向移动端

不出所料，超过88%的被调查者使用过智能手机搜索工作机会，这说明求职者希望能够随时随地搜索招聘信息。更重要的是，人们往往会使用手机分享职业信息，因此手机将成为建立更广泛人才网络的关键驱动因素。

▲图片及数据来自全体行（GlobalSportsJobs）

关键词4：良好印象

第一印象往往会产生持续影响，所以企业或机构的数字化形象以及与求职者的关系很重要。尽管如今雇员们喜欢利用社交媒体分享积极、正面的体验，但这些工具传播负面消息的速度会更加迅速。

因此，企业和机构需要准备好向求职者传递正面形象的端对端渠道，并对此持续投资，这是很有意义的。

雇主现状：

关键词1：管理层的声音

寻找人才是一家公司或机构的重中之重，顶级人力资源专家通过人才招募战略的调整，帮助企业和机构长期受益。“具有前瞻性思维的、成功的雇主往往非常重视人才，高级管理人员也会明确人才招募是整个组织的第一要务。”

关键词2：建立现代化工作团队

一个现代化的工作团队是多样化的，并且越来越建立在专业化的基础之上。科技正在改变所有的企业职能，雇主需要寻找到掌握复合技能的专业人才，以满足企业不断变化的业务需求。如何定准目标并吸引掌握所需技能的人才，是企业组织面临的重要挑战，45%的招聘工作人员表示，如果没有专业的渠道就很难找到合适的候选人。欧洲一项调查对象为近4万雇主的人才研究报告表明，因为缺少合适的人才，35%的雇主难以填满工作岗位。

关键词3：人才品质

吸引高质量人才是人力资源工作最重要的因素。招聘的时间、成本和招聘管理者的满意度仍然很重要，但今天人才品质应该被设为最高优先级，因为企业组织为吸引最优质的的人才展开竞争，纷纷将目光瞄准能够提供可衡量结果的解决方案上。下表展示了过去两年人才品质重要性的增长情况：

▲图片来自全体行（GlobalSportsJobs），数据来自领英（LinkedIn）

关键词4：预算的挑战

尽管吸引最佳人才的重要性不断增长（自2014年以来，全体行的客户在人才招聘上的总开销平均增长18%），但各企业在这一块的预算仍然基本保持不变。60%的调查对象表示，预算是实施人才招募策略的最大挑战。不过好消息是，专业的数字化解决方案要比传统招募方案更具成本效益。

关键词5：雇主品牌（employer brand）

人力资源部门负责发展雇主品牌、建立企业内外部的战略组织形象，有时市场部门和沟通部门也会对此进行支持。全体行进行的调查显示，72%被调查的雇主认为，2016年企业组织的首要任务是发展雇主品牌以更好地传播企业文化、价值和事业，而45%的被调查者表示相关资源匮乏是没有将发展雇主品牌的策略落实的重要原因。人力资源和市场部门现在普遍通力合作共同寻找新人才，不仅是因为这两个部门拥有共同的品牌目标，而且还因为人力资源部门的运转方式正在向市场部门靠拢，人力资源部门也开始分析候选人/雇员的数据，以获得行业洞察力和业务成果。

▲图片及数据来自全体行（GlobalSportsJobs）

结论

人才市场的供需两端规则已经发生变化。在就业环境数字化程度越来越高的今天，求职者对工作机会的洞察能力越来越强，所以企业、机构等组织必须适应这种变化，改进人才招募策略，这样才能获得到优质人才的青睐。

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.

声明：文中观点仅代表作者本人观点，不代表懒熊体育。