10年后的招聘形态 - Lou Adler

前言，Lou Adler（可在linkedin.com查到）是个招聘老手，他“基于绩效”的招聘理念一直吸引着我。
在这里，尝试翻译一些文章，给大家看看。

平时办公室总在抱怨HR各种不靠谱、不尽心，总是职位的拦路虎。或许你能从LA的文章里面找到些许答案。
这篇文章，通过10年后的招聘形态的预测，来阐述LA多年的招聘理念。

上菜：

“对员工个人成长和工作满意度的从‘短’计议，就是对其心里报酬的从长计议。”
"Maximizing personalgrowth and job satisfaction in the short term will maximize compensation in thelong term."


上图是1998年，我对当时大部分公司的招聘形态做的素描。时光荏苒，人力资源的发展却蹒跚不前，该图描绘的图景与今日的招聘之态有何二致？在此，我决意趁我退居二线之前，竭力描绘10年后的招聘图景以飨读者。

In 1998 I took a snapshot of the hiringprocess used at most companies. (It was a special camera.) The image shown wasdrawn in 1998. Does it look familiar to what's going on today? Since things inHR move in slow motion, I’ve decided to take a picture of the hiring landscape10 years into the future. I’m pretty sure I’ll be retired by then, so I’ll usethis post to reminisce about the future that could be.

1.      人才，就是商业战略的一部分，不再仅是束之高阁的使命宣言。领导层终将明白，如果优秀人才的招聘事关重大，那hiring manager的考核也会和人才招聘挂钩。

Talent becomes a business strategy, not just a mission statement. Company leaderswill finally realize that if hiring great people is the most important thinghiring managers need to do, they’ll actually be measured on how well they doit.

2.     为技能是从的职位说明书会被淘汰。技能、学历、经验三驾马车根本无法预判实际工作绩效。落到实处，在实际工作中，才能检验候选人是否胜任？是否有干劲儿？才能检验他们真实的技能、经验，岗位的学历要求。这种转变会让招聘渠道更加宽阔，因此在年龄、种族、性别、体力上留有更大的余地。

The elimination of skills-infested job descriptions. Skills, academicsand experiences don’t predict on-the-job performance. By proving thatcandidates are competent and motivated to do the actual work required under theactual circumstance, you’ll discover they have the exact level of skills,experiences and academics required. This shift will also open the pool ofprospects to diverse candidates of all types regardless of age, race, gender orphysical challenges. (Here'sa legal brief you can download describing this process as notonly superior, but more legally defensible.)

3.     基于绩效的筛选得到广泛认可。那种用“关键词”匹配人才一去不复返，将来可能会有人工智能的方式，根据候选人过往的绩效表现来做出评判。任何人，只要之前的绩效是可以衡量的，都有机会拿到面试“门票”。于是乎，来自不同行业，甚而如转业军人等特种行业的顶级人才，分分钟都能来参与职位竞争。那么这种比较，会是由职位复杂度、决策的种类、隐性的商业环境、职位压力、组织结构及复杂程度和团队幅度等组成。

Performance-based matching becomes fully effective. Rather thanmatching people on key words, the ability to use artificial intelligence tomatch a person based on their past performance becomes available. This allowsanyone who has a track record of comparable accomplishments to be considered.This will instantly open the door to more top candidates in differentindustries, including and especially, returning military veterans.Comparability will be based on job complexity, types of decisions made,underlying business conditions and job pressures, organizational structure andsophistication, and breadth of team responsibility.

4.      公司会意识到顶级人才对“横向调动”根本不屑一顾。很明显，好的人才，要提供给他一样好的成长空间。对职位需求，传统的职位说明书即将入土，取而代之的是讲一个候选人能做什么、会做成什么的故事，而非技能、技能、技能。请看案例。

Companies finally realize that the best people are not interestedin lateral transfers. It’s pretty obvious that if a company wants to hire agreat person, they need to offer a great career opportunity. The posting oftraditional job descriptions will be banned as archaic, and recruitmentadvertising will be story-based, emphasizing what the person can do, learn andbecome, not the skills they must have. Here’s a sample of this type offuturistic ad we used for a real job.

未完待续……

DaisyLiao 发表于 2014-1-9 17:55
我个人觉得现在招聘当中存在的一些问题是跟我们的社会和教育制度相关的：
1、目前社会群体还是比较崇尚好学 ...

更多地，我想到了“不对称”，信息不对称，教育资源不对称。不对称，来源于优质教育资源的稀缺，稀缺造成恐慌，稀缺造成不信任。这种不对称，在权力、财富上也有其分形，例子比比皆是。

LA的观点基于LA的假设，这样说来，逻辑自洽，没有说不多去的。但如何操作始终是个问题，更多看到他持续演绎既有的几个观点。目的嘛，自然是他的两本书，和LA集团的生意咯。

我个人觉得现在招聘当中存在的一些问题是跟我们的社会和教育制度相关的：
1、目前社会群体还是比较崇尚好学生，这点在北方特别严重，南方政治经济更活跃一些，对学历对于工作相关性不是特别高，很多南方人都是辍学出来自己当老板了，这在北方比例会比较低；
2、我的客户中，凡是老板是高学历的，对候选人的要求至少是本科，甚至要求是知名大学，我遇见的清华毕业的老板，这种要求强烈；这又是另外一个问题了，公司没有强大的人才评估体系，只能借助我们的高考制度作为标杆，来进行社会筛选；
3、我国的高等教育并不能像德国那样，和社会经济发展相结合的，学校设置的专业都和社会分工相结合，都能有对口的工作，国内的大学除了专业搞研究的，很多专业都接近假大空了，当然由于师资、地缘的原因，一般来说名校毕业的大多数学生在眼界和思维方面确实很优秀；
4、社会上很多有能力的人因为学历或其他原因被拒了，只能自己创业去啦，希望这个社会能给他们创造一个更好的环境

所以我认为LA的理念有些是对的，有些实现起来还是有点困难的

5.      活跃候选人将能被自动匹配到职位机会上。候选人如果在找工作，必有大量的蛛丝马迹“暴露”出来。举例来说，他们会买这本《跳槽秘籍》或看这段视频，他们会更新Linkedin的资料并在上面拓展人脉，他们还会参加更多的行业活动，还会在百度上搜职位空缺，会上“分智网”查薪水。值得注意的是，候选人的linkedin页面是对外的，只要时机合适，给他们在linkedin上直接推介职位是轻而易举的。比平跳好一点，他们对职位信息都是有回音的。

Auto-engage high probability prospects with career opportunities. People give lotsof clues whenever they’re thinking of switching jobs. For example, they buy this book on job-huntingsecrets or watch this video, they update their LinkedIn profile,they expand their professional network, they attend more industry events, theyGoogle for jobs to see what’s available, and they check out salary.com. Sincetheir LinkedIn profile is public, it’s pretty easy to push jobs directly tothese people when these job-hunting activities reach a certain level. They’llactually respond if these jobs represent career moves, not lateral transfers.

6.      候选人评估准确度走出原始社会，翻开新篇章。新的评估工具的涌现，会使得胜任能力模型和行为面试销声匿迹。这些工具之所以被淘汰，是因其太倚靠经验导向的职位说明书来招聘。我认为基于绩效的面试、“取证式”的客观评估、人才平衡计分卡、职位区间分析以及人工智能评估等手段会走俏。
Assessment accuracy emerges from the dark ages. Competency modelsand behavioral interviewing will be tossed out as far better tools emerge.These outdated tools are as bad as relying on the continued use ofskills-infested job descriptions to attract people. I’m going with Performance-based Interviewing, objective evidence-basedassessments using talent scorecards, Career Zone analysis, and AI-based fitassessments.

7.      人力将成为公司致力增值的资产，而非努力控制的成本。有实力的公有或私有数据库（类似linkedin）能用来描述人才的绩效及潜力。新的职位出现后，公司旋即能快速定位到自己现有或离职员工里谁最匹配？这也能使公司更好利用自己的人力资本。

People will become an investment to be nurtured, not a cost to becontrolled. Robust public and private knowledge databases willbe available (think LinkedIn on steroids), that fully describe a person’s performanceand potential. As new jobs open up, companies will be able to instantly targettheir current and former employees who are best suited for these roles. Thiswill enable a company to finally leverage its human capital.

个人认为，这些理念其实也不是十年后吧，现在很多已经就是了，没看到什么新意的东西。

楼主辛苦了！这是一个未来的趋势。但是革命总要有领导者，

学习了，向前辈们学习

辛苦了，William，期待下文。

有人给评个分给个好评吗？

好评个，十年的周期，很难去预测。反倒感觉目前人力资源行业前景的步伐不是很快。

楼主好评！期待案例！