Michael Page：中国2021人才趋势（96页）.pdf

1、中国 就业 招聘 人才市 场展望 人 才 趋 势 内 容 亚太区域 疫情影响下的领导力 5 数字化转型 6 重新设计组织架构 7 缩小技能缺口 8 领导沟通 9 心理健康和福祉 10 女性领导者 11 多元化与包容性 13 中国市场 人才招聘市场前景 16 灵活人才服务 17 年薪增幅 18 奖金期望 19 人才吸引策略 20 薪酬期望 21 吸引 automating time-consuming, low-touch processes to speed up time to fill; having mechanisms to communicate with candidates an

2、d answer questions as close to real time as possible; following up with candidates who are passed over and letting them know of other relevant opportunities they might be interested in. There are also best practices to improve candidate experience. For example: writing clear job descriptions; settin

3、g clear expectations about the recruiting process from pre-application to onboarding; active listening and communicating more often; knowledge, skills and experience deserves genuine consideration for the job to which candidate has applied; providing candidates with information about what to expect

4、at in-person or video call interviews; and importantly, if you want to keep certain candidates in mind for future openings, keep track of them and regularly stay in touch. Lack of follow up Lack of transparency on expectations and remunerations Lack of consistency between interviewers and recruiters

5、 of respondents say certain frustrations during an interview process would affect their decision to accept an offer 60% 5 Step 1 Scrutinise your branding, employee value proposition and write better job descriptions to attract the right talent. Step 2 Assess CVs and pay extra attention to skills and

6、 competencies rather than career fluidity. Step 3 Adapt your communication with candidates by utilising video technology. Step 4 Make a strong offer but remember that it isnt just about the money. Step 5 Close the loop with a remote onboarding process, which includes clear communication, as well as