{"id":100,"date":"2024-10-21T16:11:29","date_gmt":"2024-10-21T15:11:29","guid":{"rendered":"https:\/\/dev.rekruter.si\/?p=100"},"modified":"2024-10-25T12:43:46","modified_gmt":"2024-10-25T11:43:46","slug":"trenutno-razmerje-delavec-delodajalec","status":"publish","type":"post","link":"https:\/\/rekruter.si\/?p=100","title":{"rendered":"Trenutno razmerje delavec \u2013 delodajalec"},"content":{"rendered":"\n<p><strong><em>Trenutno stanje na trgu del je (zaenkrat \u0161e) zelo podobno, kot je bilo pred letom 2007, kar pomeni, da je povpra\u0161evanje po delavcih zelo visoko, ponudbe na trgu dela pa ni. Zelo malo je aktivnih iskalcev, zato je prijav na oglase zelo malo ali pa jih sploh ni. To je posebej vidno pri deficitarnih poklicih, kot so vzdr\u017eevalci, proizvodni delavci za ve\u010dizmensko delo, IT profili, delavci v gostinstvu, turizmu in podobno. Edini na\u010din, da v teh \u010dasih najdete ustreznega kandidata, je iskanje pasivnih iskalcev, kar pomeni direkten headhunting.<\/em><\/strong><\/p>\n\n\n\n<p>Realen primer, ki ga velikokrat sli\u0161imo od podjetij, je, da kandidati ve\u010dinoma pridejo na razgovor zelo le\u017eerno, delujejo nezainteresirano, postavljajo svoje pogoje in se niso pripravljeni pogajati pod svojimi zahtevami. Sploh pri ve\u010djih kolektivih je to velik problem, ker so vi\u0161ine pla\u010d in nagrajevanje vezane na pla\u010dni sistem, ki zelo te\u017eko sledi hitrim spremembam \u017eelja potencialnih kandidatov.<\/p>\n\n\n\n<p><strong>Metode in na\u010dini iskanja novih sodelavcev v praksi (razli\u010dni profili \u2013 razli\u010dni pristopi)<\/strong><\/p>\n\n\n\n<p>Kot smo \u017ee omenili, je iskanje kadra prava umetnost in se razlikuje glede na iskane profile, bran\u017eo in regijo. V\u010dasih je bila dovolj objava zaposlitvenega oglasa in razgovor s prijavljenimi. Spremembe so nas prisilile, da se moramo za iskanje kandidatov poslu\u017eevati razli\u010dnih omre\u017eij in orodij:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>profesionalno omre\u017eje LinkedIn,<\/li>\n\n\n\n<li>zaposlitveni portali (MojeDelo, Optius, Go4Jobs, \u2026),<\/li>\n\n\n\n<li>zaposlitvene agencije (Rekruter, Personal center, \u2026),<\/li>\n\n\n\n<li>dru\u017ebena omre\u017eja (Facebook, Instagram, Tik tok, \u2026),<\/li>\n\n\n\n<li>forumi in skupnosti (Stojni\u0161tvo.net, Slovenski programerji, \u2026),<\/li>\n\n\n\n<li>\u0161iroko ogla\u0161evanje (radio, \u010dasopis, TV, jumbo plakati),<\/li>\n\n\n\n<li>interna omre\u017eja (baze kandidatov iz preteklih razpisov, poznanstva, priporo\u010dila, \u2026).<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><strong>Nekaj dejstev iz prakse:<\/strong><br>Iskanje ra\u010dunovodje med decembrom in marcem je skoraj utopija.<br>Iskanje gradbenih, gostinskih in drugih sezonskih delavcev sredi sezone je izredno zahtevno.<br>Iskanje kadra za dolo\u010den \u010das enega do dveh mesecev ni mogo\u010de.<br>Iskanje izku\u0161enih IT profilov (programerji ipd.) za 2000 EUR bruto pla\u010de je iluzija.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>Glede na trenutno stanje na trgu dela so se zelo spremenili tudi motivacijski dejavniki in pri\u010dakovanja iskalcev.<\/p>\n\n\n\n<p><strong>S \u010dim torej prepri\u010dati kandidata, da se odlo\u010di za menjavo slu\u017ebe in izbere vas?&nbsp;<\/strong><\/p>\n\n\n\n<p>Glavni motivatorji so postali:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>odnosi v podjetju,<\/li>\n\n\n\n<li>vsebina dela, zanimivi izzivi,<\/li>\n\n\n\n<li>delo ki izpopolnjuje posameznike,<\/li>\n\n\n\n<li>denar oz. ustrezno pla\u010dilo, pa je \u0161ele na 4 mestu.<\/li>\n<\/ul>\n\n\n\n<p><strong>Nekaj nasvetov iz prakse, kako prepri\u010dati kandidata, da se odlo\u010di za vas?<\/strong><\/p>\n\n\n\n<p>Na razgovoru ga predvsem dobro poslu\u0161ajte. Spra\u0161ujte ga o njegovih \u017eeljah, zakaj se vidi pri vas, kaj bi \u017eelel, da je druga\u010de, kot je bilo pri prej\u0161njem delodajalcu, kak\u0161na so njegova pla\u010dna pri\u010dakovanja. Podatke, ki jih na podlagi razgovora dobite, spremenite v motivacijske nagrade\/bonbon\u010dke. V kolikor vidite, da kateri od njegovih \u017eelja ne morete ustre\u010di, mu to povejte takoj in iskreno \u2013 odziv vas bo lahko presenetil.<\/p>\n\n\n\n<p>Oseba, ki izvaja intervju in se pogaja s kandidatom, mora biti strokovno usposobljena, pozitivno naravnana in imeti dobro energijo. Postopek selekcije naj bo \u010dim kraj\u0161i \u2013 za skraj\u0161evanje procesa je potrebno v intervjuje isto\u010dasno vklju\u010diti tako kadrovika kot strokovnega vodjo\/sodelavca iz oddelka, kjer bo kandidat zaposlen.<\/p>\n\n\n\n<p><strong>\u0160e zadnja, zelo pomembna zadeva pri kadrovanju: dobro planiranje in pravo\u010dasno reagiranje.<\/strong><\/p>\n\n\n\n<p>Vedno posku\u0161ajte pravo\u010dasno predvideti potrebe po bodo\u010dem kadru in za\u010dnite s postopkom iskanja in selekcije dovolj hitro za uspe\u0161no realizacijo. V nadaljevanju podajamo nekaj realnih primerov, ki se vam lahko zgodijo.<\/p>\n\n\n\n<p><strong>Upokojitev klju\u010dnega kadra<\/strong><\/p>\n\n\n\n<p>Vkolikor veste, da se bo sodelavec \u010dez eno leto upokojil, ne \u010dakajte z iskanjem novega do njegovega odhoda. V tem primeru je potrebno za\u010deti z iskanjem vsaj eno leto prej, da lahko delavec v odhodu u\u010dinkovito in pravo\u010dasno preda svoje delo ter na ustrezen na\u010din uvede novega sodelavca.<\/p>\n\n\n\n<p><strong>Odpoved<\/strong><\/p>\n\n\n\n<p>\u010ce delavec da odpoved, je potrebno najprej izvesti \u00bbizhodni intervju\u00ab, da izveste kaj so razlogi za njegov odhod, kaj bi spremenil ipd. Takoj ko prejmete to informacijo, je potrebno za\u010deti z aktivnim iskanjem novega sodelavca \u2013 zavedati se je potrebno, da iskanje v povpre\u010dju traja ve\u010d kot en mesec in da so lahko odpovedni roki tudi do dva meseca, kar pomeni, da pred obdobjem treh mesecev ni realno pri\u010dakovati, da bo nov sodelavec nastopil z delom.<\/p>\n\n\n\n<p><strong>Potreba zaradi rasti, pove\u010danja naro\u010dil, obsega dela<\/strong><\/p>\n\n\n\n<p>Podjetje mora znati na\u010drtovati in planirati potrebe po kadrih glede na rast poslovanja in \u0161iritev podjetja. Temu primerno je potrebno pravo\u010dasno za\u010deti z iskanjem novega sodelavca. \u010ce je klima v podjetju dobra in imate zadovoljne sodelavce, se lahko obrnete nanje, da vam priporo\u010dijo kak\u0161nega njihovega znanca, prijatelja. Za dobro priporo\u010dilo jih lahko tudi nagradite.<\/p>\n\n\n\n<p>Kot uvodoma zapisano, lahko da bodo razmere na trgu dela \u017ee do konca leta vsaj za dolo\u010dene profile popolnoma druga\u010dne. Tega pa vseeno ni pri\u010dakovati za sektor IT-ja, tehni\u010dnega kadra ali vzdr\u017eevalce in podobne poklice. Zgornje nasvete boste za deficitarne poklice lahko uporabili tudi v \u010dasu potencialne krize.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Trenutno stanje na trgu del je (zaenkrat \u0161e) zelo podobno, kot je bilo pred letom 2007, kar pomeni, da je povpra\u0161evanje po delavcih zelo visoko, ponudbe na trgu dela pa ni. Zelo malo je aktivnih iskalcev, zato je prijav na oglase zelo malo ali pa jih sploh ni. To je posebej vidno pri deficitarnih poklicih, [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":292,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[7],"tags":[],"class_list":["post-100","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-nasveti-rekruterjev"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\r\n<title>Trenutno razmerje delavec \u2013 delodajalec - Rekruter<\/title>\r\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\r\n<link rel=\"canonical\" href=\"https:\/\/rekruter.si\/?p=100\" \/>\r\n<meta property=\"og:locale\" content=\"sl_SI\" \/>\r\n<meta property=\"og:type\" content=\"article\" \/>\r\n<meta property=\"og:title\" content=\"Trenutno razmerje delavec \u2013 delodajalec - Rekruter\" \/>\r\n<meta property=\"og:description\" content=\"Trenutno stanje na trgu del je (zaenkrat \u0161e) zelo podobno, kot je bilo pred letom 2007, kar pomeni, da je povpra\u0161evanje po delavcih zelo visoko, ponudbe na trgu dela pa ni. 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Zelo malo je aktivnih iskalcev, zato je prijav na oglase zelo malo ali pa jih sploh ni. 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