{"id":38017,"date":"2024-11-27T11:48:31","date_gmt":"2024-11-27T10:48:31","guid":{"rendered":"https:\/\/www.sloneek.com\/?post_type=lexicon&p=38017"},"modified":"2026-08-13T11:00:52","modified_gmt":"2026-08-13T09:00:52","slug":"recruitment","status":"publish","type":"lexicon","link":"https:\/\/www.sloneek.com\/sk\/slovnik-pojmu\/recruitment\/","title":{"rendered":"Recruitment"},"content":{"rendered":"\n

\u010co je to recruitment?<\/strong><\/h2>\n\n\n\n

Recruitment v preklade znamen\u00e1 n\u00e1bor, resp. n\u00e1bor zamestnancov. T\u00fdka sa procesu z\u00edskavania, preverovania a v\u00fdberu kvalifikovan\u00fdch uch\u00e1dza\u010dov pre pr\u00e1cu alebo poz\u00edciu v organiz\u00e1cii. Je to z\u00e1sadn\u00fd aspekt riadenia \u013eudsk\u00fdch zdrojov a hr\u00e1 k\u013e\u00fa\u010dov\u00fa \u00falohu pri budovan\u00ed talentovanej a schopnej pracovnej sily.<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

Z \u010doho pozost\u00e1va n\u00e1borov\u00fd proces?<\/strong><\/h2>\n\n\n\n

N\u00e1borov\u00fd proces (z angl. recruitment process) sa sklad\u00e1 z viacer\u00fdch f\u00e1z, o ktor\u00fdch budeme hovori\u0165 ni\u017e\u0161ie. Je d\u00f4le\u017eit\u00e9 si uvedomi\u0165, \u017ee sa m\u00f4\u017eu l\u00ed\u0161i\u0165 od spolo\u010dnosti k spolo\u010dnosti na z\u00e1klade ich \u0161pecifick\u00fdch potrieb, odvetvia a ve\u013ekosti. Hlavn\u00e9 \u010dasti, ako s\u00fa pril\u00e1kanie, preverovanie, v\u00fdber a onboarding kandid\u00e1tov, v\u0161ak zost\u00e1vaj\u00fa vo v\u00e4\u010d\u0161ine n\u00e1borov\u00fdch procesov konzistentn\u00e9. Pri n\u00e1borovom procese rozozn\u00e1vame tieto f\u00e1zy:<\/p>\n\n\n\n

    \n
  1. Popis pr\u00e1ce:<\/strong> Pred za\u010dat\u00edm n\u00e1boru organiz\u00e1cie vypracuj\u00fa popis pr\u00e1ce na definovanie po\u017eiadaviek a zodpovednost\u00ed na vo\u013en\u00e9 miesto. T\u00e1to anal\u00fdza pom\u00e1ha ur\u010di\u0165 potrebn\u00fa kvalifik\u00e1ciu, zru\u010dnosti a sk\u00fasenosti potrebn\u00e9 pre potenci\u00e1lneho kandid\u00e1ta.<\/li>\n\n\n\n
  2. Sourcing:<\/strong> Sourcing zah\u0155\u0148a identifik\u00e1ciu a pril\u00e1kanie potenci\u00e1lnych kandid\u00e1tov na dan\u00fa poz\u00edciu. D\u00e1 sa to dosiahnu\u0165 r\u00f4znymi kan\u00e1lmi, ako s\u00fa pracovn\u00e9 port\u00e1ly, soci\u00e1lne siete, odpor\u00fa\u010dania zamestnancov, profesijn\u00e9 siete, kari\u00e9rne ve\u013etrhy a person\u00e1lne agent\u00fary. Cie\u013eom je oslovi\u0165 \u0161irok\u00e9 spektrum uch\u00e1dza\u010dov a vytvori\u0165 dostato\u010dn\u00fd po\u010det \u017eiadost\u00ed.<\/li>\n\n\n\n
  3. Screening:<\/strong> Ke\u010f s\u00fa prijat\u00e9 \u017eiadosti, za\u010d\u00edna proces screeningu. Zah\u0155\u0148a kontrolu \u017eivotopisov, motiva\u010dn\u00fdch listov a formul\u00e1rov \u017eiadost\u00ed na pos\u00fadenie kvalifik\u00e1cie kandid\u00e1tov a ich vhodnosti na dan\u00fa poz\u00edciu. Screening m\u00f4\u017ee obsahova\u0165 aj testy pred n\u00e1stupom, hodnotenia alebo predbe\u017en\u00e9 pohovory na \u010fal\u0161ie z\u00fa\u017eenie okruhu kandid\u00e1tov.<\/li>\n\n\n\n
  4. V\u00fdber:<\/strong> Vo f\u00e1ze v\u00fdberu ved\u00fa recruiteri alebo n\u00e1borov\u00ed mana\u017e\u00e9ri pohovory s kandid\u00e1tmi, aby zhodnotili ich zru\u010dnosti, vedomosti, sk\u00fasenosti a vhodnos\u0165 pre kult\u00faru organiz\u00e1cie. M\u00f4\u017ee \u00eds\u0165 o viacer\u00e9 kol\u00e1 pohovorov za \u00fa\u010dasti r\u00f4znych zainteresovan\u00fdch str\u00e1n v r\u00e1mci organiz\u00e1cie. Na z\u00edskanie \u010fal\u0161\u00edch inform\u00e1ci\u00ed o kandid\u00e1toch sa m\u00f4\u017eu pou\u017ei\u0165 aj in\u00e9 met\u00f3dy v\u00fdberu, ako s\u00fa kontroly referenci\u00ed, preverenie pozadia a psychometrick\u00e9 hodnotenia. Po v\u00fdberovom procese sa rozhodne o najvhodnej\u0161om kandid\u00e1tovi.<\/li>\n\n\n\n
  5. Ponuka pr\u00e1ce:<\/strong> Ke\u010f je kandid\u00e1t vybran\u00fd, organiz\u00e1cia mu pon\u00fakne pr\u00e1cu a uvedie podmienky zamestnania, ako s\u00fa plat, benefity, d\u00e1tum n\u00e1stupu a \u010fal\u0161ie relevantn\u00e9 podrobnosti. V tejto f\u00e1ze m\u00f4\u017eu prebieha\u0165 rokovania na dosiahnutie vz\u00e1jomne prijate\u013enej dohody.<\/li>\n\n\n\n
  6. Onboarding:<\/strong> Po prijat\u00ed pracovnej ponuky sa za\u010dne onboarding. Zah\u0155\u0148a obozn\u00e1menie nov\u00e9ho zamestnanca s politikami, postupmi, kult\u00farou a pracovn\u00fdm prostred\u00edm organiz\u00e1cie. Cie\u013eom je, aby sa nov\u00fd zamestnanec \u010do najsk\u00f4r integroval do organiz\u00e1cie a stal sa produkt\u00edvnym.<\/li>\n<\/ol>\n\n\n\n

    Na \u010do si da\u0165 pozor pri recruitmente?<\/strong><\/h2>\n\n\n\n

    Pri n\u00e1bore je d\u00f4le\u017eit\u00e9 zv\u00e1\u017ei\u0165 nieko\u013eko k\u013e\u00fa\u010dov\u00fdch faktorov. Patria medzi ne jasn\u00e9 definovanie po\u017eiadaviek na pracovn\u00e9 miesto, pos\u00fadenie po\u010dtu a kvality kandid\u00e1tov, hodnotenie zna\u010dky zamestn\u00e1vate\u013ea na pril\u00e1kanie najlep\u0161\u00edch uch\u00e1dza\u010dov, presk\u00famanie efekt\u00edvnosti n\u00e1borov\u00e9ho procesu a zabezpe\u010denie dobre \u0161trukt\u00farovan\u00e9ho v\u00fdberov\u00e9ho procesu. Zameran\u00edm na tieto aspekty m\u00f4\u017eu organiz\u00e1cie zv\u00fd\u0161i\u0165 efektivitu n\u00e1boru a pravdepodobnos\u0165 v\u00fdberu spr\u00e1vnych kandid\u00e1tov.<\/p>\n\n\n\n

    Ak\u00e9 \u0161pecifik\u00e1 prin\u00e1\u0161a digitaliz\u00e1cia do sveta n\u00e1boru?<\/strong><\/h2>\n\n\n\n

    Recruitment je ve\u013emi \u0161irok\u00e1 t\u00e9ma, no pozrime sa konkr\u00e9tne na nov\u00e9 mo\u017enosti, ktor\u00e9 do tejto oblasti prin\u00e1\u0161a digitaliz\u00e1cia:<\/p>\n\n\n\n

      \n
    1. Viac mo\u017enost\u00ed vyu\u017eitia online n\u00e1strojov:<\/strong>
      Patr\u00ed sem online vedenie pohovorov cez r\u00f4zne platformy, ATS (aplik\u00e1cie na spr\u00e1vu talentov), ktor\u00e9 be\u017eia priamo online, alebo zad\u00e1vanie interakt\u00edvnych dom\u00e1cich \u00faloh \u010di psychotestov. Tieto n\u00e1stroje robia n\u00e1borov\u00fd proces flexibilnej\u0161\u00edm a interakt\u00edvnej\u0161\u00edm.<\/li>\n\n\n\n
    2. Silnej\u0161ie posilnenie zna\u010dky zamestn\u00e1vate\u013ea a aktivity v r\u00e1mci HR marketingu:<\/strong>
      Uch\u00e1dza\u010di \u010doraz \u010dastej\u0161ie hodnotia profil spolo\u010dnosti a vyberaj\u00fa si zamestn\u00e1vate\u013ea pod\u013ea jeho prezent\u00e1cie. Preto je pre firmy d\u00f4le\u017eit\u00e9 budova\u0165 atrakt\u00edvny employer brand a venova\u0165 sa HR marketingu \u010di \u0161pecifick\u00e9mu recruitment marketingu.<\/li>\n<\/ol>\n\n\n\n
      \"U\u0161etr\u00edte<\/a><\/figure>\n\n\n\n

      V\u00fdhody siln\u00e9ho HR syst\u00e9mu s integrovan\u00fdm ATS<\/strong><\/h2>\n\n\n\n

      Ke\u010f kone\u010dne n\u00e1jdete svojich vysn\u00edvan\u00fdch kandid\u00e1tov a pon\u00faknete im pr\u00e1cu vo va\u0161ej spolo\u010dnosti, \u010do je lep\u0161ie, ne\u017e je rovno za\u010dleni\u0165 ako u\u017e\u00edvate\u013ea do v\u00e1\u0161ho HR recruitment softv\u00e9r? Samozrejme vr\u00e1tane v\u0161etk\u00fdch podrobnost\u00ed, ktor\u00e9 ste zhroma\u017edili po\u010das n\u00e1borov\u00e9ho procesu. V spolo\u010dnosti Sloneek<\/a> to mo\u017eno vykona\u0165 pomocou nieko\u013ek\u00fdch kliknut\u00ed v\u010faka integrovan\u00e9mu softv\u00e9ru ATS<\/a> (n\u00e1borov\u00e1 platforma). N\u00e1bor je tak z ve\u013ekej \u010dasti automatizovan\u00fd, jedn\u00e1 sa o tzv. automated recruitment, a HR z\u00edska viac \u010dasu sa venova\u0165 d\u00f4sledn\u00e9mu preverovaniu kandid\u00e1tov bez toho, aby muselo str\u00e1ca\u0165 \u010das trieden\u00edm CV manu\u00e1lne a \u010fal\u0161ou administrat\u00edvou spojenou s n\u00e1borom. Najm\u00e4 v dne\u0161nej dobe, ke\u010f v\u0161etko be\u017e\u00ed online a sme svedkami digit\u00e1lnej revol\u00facie, je pre spolo\u010dnosti, ktor\u00e9 chc\u00fa udr\u017ea\u0165 krok s dobou, online recruitment a automatizovan\u00fd n\u00e1borov\u00fd proces nevyhnutn\u00fd.<\/p>\n\n\n\n

      Navy\u0161e, akon\u00e1hle prijmete nov\u00e9ho kolegu, m\u00f4\u017eete mu okam\u017eite priradi\u0165 onboarding checklist<\/a>, ktor\u00fd mu pom\u00f4\u017ee dosta\u0165 sa \u010do najr\u00fdchlej\u0161ie do tempa. Na\u0161i administr\u00e1tori ATS si okrem in\u00e9ho zamilovali aj talent pool, miesto, kde m\u00f4\u017eete \u013eahko uklada\u0165 kontakty na n\u00e1dejn\u00fdch uch\u00e1dza\u010dov<\/strong>, ktor\u00e9 ste nazbierali po\u010das recruitmentu, a automatizovan\u00e9 e-mailov\u00e9 \u0161abl\u00f3ny<\/strong>.<\/p>\n","protected":false},"template":"","meta":{"_acf_changed":false,"_acf":"","inline_featured_image":false,"footnotes":""},"class_list":["post-38017","lexicon","type-lexicon","status-publish","hentry"],"acf":[],"yoast_head":"\n\u010co je recruitment a ako ho digitaliz\u00e1cia men\u00ed | Sloneek<\/title>\n<meta name=\"description\" content=\"Zistite, \u010do je recruitment, jeho f\u00e1zy a v\u00fdhody digitaliz\u00e1cie ????. 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