理想中的TA，應該不止為了錢？

錄用與公司價值觀相一致的員工，將有助於提高生產率，促進團隊和諧，並延長新員工的工作年限，有利於新員工融入團隊，產生更高的工作滿意度。

Employers who recognise the importance of aligned values between candidate and company will go a long way to achieving greater productivity, team harmony and length of service from their new hires while the employee is likely to feel a greater measure of engagement and job satisfaction.

所以，招聘經理要想找到合適的人才，就不能只考察應聘者的技術技能或業務能力。雖然資質、技能和過往表現是重要的考量因素，但招聘經理還應通過篩選，找到最符合團隊和企業價值觀的人選。

This is why hiring managers often need to start looking beyond technical qualifications in order to find the best talent for a role. While the right qualifications, skills and track record are important and should be given due consideration, hiring managers should also be screening to find the candidate who best aligns with the values of the team and organisation they"re seeking to join.

為了確保能夠招到合適的人選，企業可先通過以下步驟，了解公司與員工的契合點：

Employers wishing to make the right hires can make a positive start by taking steps to understand what makes their organisation and people tick. This can be achieved by:

1

評估和確立員工價值主張(EVP)，也就是公司能夠提供什麼，如何讓公司成為應聘者心目中理想的僱主。

Assessing and outlining your employee value proposition (EVP), what your organisation can offer and how you are perceived as a prospective employer by external candidates.

2

觀察員工的工作表現，並從外部角度評估企業內的工作模式。

Observing employees at work and assessing the work patterns within the business from an external perspective.

3

調查當前工作環境（空間、燈光、裝潢等）對員工及工作的影響，並作出相應調整。

Investigating the impact that the immediate working environment (space, light, decor, etc.) has on employees and on work practices and making any relevant changes.

4

以客觀、非評判性的討論方式，詢問員工對當前的工作安排有何滿意/不滿之處。

Questioning staff — in an objective, non-judgemental forum — on their working arrangements and what they like/dislike about their working arrangements.

5

與其他同類公司的工作環境和商業前景進行對比。

Comparing the working environment and outlook of the business to that of other similar companies.

找到最佳人選

Finding the best fit

雖然了解公司構成有助於改善公司的現有環境，明確適合公司的員工類型，但也需要關注應聘者的個人特點，以確保他們適合你的企業。

While understanding the make-up of your organisation can help you improve the company』s existing environment and provide you with insights into the types of professionals you should or should not hire, you will also need to focus on the individual characteristics of your candidates to ensure they』re right for your business.

要從潛在候選人中挑出最佳人選，最安全的方法是在面試過程中提出一系列行為和動機問題。提問時，應結合公司的具體價值觀和工作慣例，而且應該要求候選人給出過往經驗的具體例子，以表明他們是如何體現這些價值觀的。

The safest way to assess potential candidates for the right fit is to conduct a series of behavioural and motivational questions as part of the interview process. These questions should be developed with your particular company values and working practices in mind and should require candidates giving examples of specific past experiences that demonstrate how they have embodied those values.

通過這些回答，你能更好地了解候選人的日常行為方式、與同事的溝通方式以及抗壓能力。可提出的問題包括：「請說說你曾經在工作中經歷過的衝突，你是如何解決此類衝突的？」或者「你的職業目標是什麼？為了實現這個目標，你已經/打算採取哪些行動？」

These responses will give you much better insight into how a potential employee would conduct themselves day-to-day, interact with colleagues and respond to pressure. Potential questions to ask could include: "Tell me about a time when you experienced conflict at work and how you resolved it?", or "What are one of your career goals and what steps have you taken/are taking to achieve it?".

雖然構思合適的面試問題可能會在招聘流程中耗費更多時間，但當你招到與職位及公司十分契合的人選時，就會發現這都是值得的。

While developing the right questions may take up more time in the hiring process process, the results will likely pay off when you hire the one candidate who will fit well into both the role and the company.

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