V Skill HF-D9.7-004 sector-specific 11 umiejętności
Employer branding and recruitment
Finds and engages candidates through vacancy texts, channels and networks and guides them through the procedure up to an offer.
W jaki sposób serwis hrmforce to mierzy
- Metoda oceny
- Work sample test · rho 0.33 (SD 0.09)
- hrmforce narzędzie
- Work sample test, Competency Check
- Kompetencje (50-ramowe)
- Networking
- Możliwość szkolenia
- high
- Prognoza popytu na lata 2026–2030
- stable
The candidate performs a representative work sample under standardised conditions.
Kotwice behawioralne
| Poziom | Zachowanie na tym poziomie |
|---|---|
| N1 Guided | Posts a vacancy in the standard text format and tracks candidate responses in the system. works under supervision and follows instruction · routine, one variable at a time · own task |
| N3 Proficient | Independently determines channel and target group approach for a hard to fill vacancy and approaches candidates actively. sets own approach and seeks input proactively · several variables, some ambiguity · own team or process |
| N5 Leading | Determines the organisation's labour market strategy, steers recruitment results and positions the employer brand in the sector. sets the standard and the policy · strategic, under high uncertainty · organisation, value chain or profession |
N2 i N4 celowo nie zostały przypisane do konkretnych punktów odniesienia. Oceniający umieszczają je pomiędzy punktami odniesienia, zgodnie z konwencją O*NET.
Podstawowe umiejętności
Umiejętności te dziedziczą ścieżkę oceny oraz punkty odniesienia behawioralne tej konstrukcji.
| T | Umiejętności | Definicja | Prognoza popytu na lata 2026–2030 |
|---|---|---|---|
| V | Writing a job advertisement Job advertisement | Writes a vacancy with tasks, requirements, employment conditions and an appealing tone that fits the target group. | declining |
| V | Setting up recruitment communication Recruitment marketing | Determines message, target group and channels for recruitment communication and aligns these with marketing and the department. | stable |
| V | Developing employer branding Employer branding | Develops the employer brand into a promise, employee stories and visual material for the labour market. | stable |
| T | Sourcing candidates on LinkedIn LinkedIn Recruiter · Sourcing | Finds passive candidates with search strings and filters on LinkedIn and approaches them with a personal message. | stable |
| V | Screening resumes for suitability Resume screening | Compares resume and motivation with the agreed requirements and records a substantiated screening choice per candidate. | declining |
| V | Conducting a structured selection interview Structured interview | Conducts a selection interview with fixed questions per competency, probing on behaviour and scoring on a rating scale. | stable |
| T | Using an applicant tracking system Applicant tracking system | Manages vacancies, candidates and statuses in a recruitment system such as Carerix, OTYS or Recruitee. | declining |
| V | Carrying out a reference check Reference check | Asks previous employers with the candidate consent how someone performed and records the answers. | stable |
| V | Conducting an offer conversation Offer negotiation | Discusses salary, contract type and additional conditions with the candidate and records the offer in writing. | stable |
| V | Running a social media recruitment campaign Social recruiting | Sets up an advertising campaign for vacancies through channels such as Meta or Instagram and manages cost per applicant. | stable |
| V | Analysing the recruitment funnel Recruitment analytics | Measures flow per step in the hiring funnel, calculates time to hire and names where candidates drop out. | rising |