{"id":4012,"date":"2026-10-28T21:37:29","date_gmt":"2026-10-28T19:37:29","guid":{"rendered":"https:\/\/amberaxis.lt\/?p=4012"},"modified":"2026-10-28T21:43:08","modified_gmt":"2026-10-28T19:43:08","slug":"recruitment-process-employer-brand","status":"publish","type":"post","link":"https:\/\/amberaxis.lt\/lt\/recruitment-process-employer-brand\/","title":{"rendered":"Atrankos procesas \u2013 j\u016bs\u0173 darbdavio \u012fvaizdis: kontrolinis s\u0105ra\u0161as vadovams"},"content":{"rendered":"<p class=\"aa-byline\"><em>Autor\u0117 Simona Kerpi\u0161kien\u0117, \u012fk\u016br\u0117ja, personalo valdymas<\/em><\/p>\n<p>Kandidatas gali atmesti j\u016bs\u0173 \u012fmon\u0119 dar prie\u0161 jums pateikiant jam pasi\u016blym\u0105. Nerealus atlyginimo intervalas, miglotas pareigyb\u0117s apra\u0161ymas, kelios savait\u0117s be gr\u012f\u017etamojo ry\u0161io ar per daug reikalaujanti atrankos u\u017eduotis \u2013 visa tai gali paveikti, kaip \u017emogus mato j\u016bs\u0173 versl\u0105.<\/p>\n<p>Kiekvienas s\u0105lytis atrankos metu formuoja kandidato \u012fsp\u016bd\u012f apie j\u016bs\u0173 \u012fmon\u0119. Nuo \u0161io \u012fsp\u016bd\u017eio gali priklausyti, ar jis priims pasi\u016blym\u0105, ar ateityje kandidatuos dar kart\u0105 ir ar rekomenduos j\u016bs\u0173 \u012fmon\u0119 savo pa\u017e\u012fstamiems.<\/p>\n<h2>Atrankos kontrolinis s\u0105ra\u0161as vadovams<\/h2>\n<p>Prie\u0161 kit\u0105 atrank\u0105 per\u017ei\u016br\u0117kite \u0161iuos \u0161e\u0161is punktus:<\/p>\n<ul>\n<li><strong>Atsakingai rinkit\u0117s atrankos partner\u012f.<\/strong> \u012esitikinkite, kad jis gali tinkamai atstovauti j\u016bs\u0173 \u012fmonei ir profesionaliai bendrauti su kandidatais.<\/li>\n<li><strong>Apra\u0161ykite pareigyb\u0119 konkre\u010diai.<\/strong> Paai\u0161kinkite, kokios bus atsakomyb\u0117s ir l\u016bkes\u010diai ir koki\u0173 \u012fg\u016bd\u017ei\u0173 reikia \u0161ioms pareigoms.<\/li>\n<li><strong>Nustatykite real\u0173 atlyginimo interval\u0105.<\/strong> Remkit\u0117s rinkos atlyginimais ir tikr\u0105ja pareig\u0173 apimtimi.<\/li>\n<li><strong>Gerbkite kandidat\u0173 laik\u0105.<\/strong> U\u017eduotys turi b\u016bti susijusios su darbu \u2013 venkite nereikaling\u0173 test\u0173 ir paai\u0161kinkite kiekvien\u0105 atrankos etap\u0105.<\/li>\n<li><strong>Bendraukite ir teikite gr\u012f\u017etam\u0105j\u012f ry\u0161\u012f.<\/strong> Informuokite kandidatus apie eig\u0105, net kai sprendimas u\u017etrunka ilgiau nei tik\u0117tasi.<\/li>\n<li><strong>Kiekvienas s\u0105lytis svarbus.<\/strong> Su kandidatais elkit\u0117s pagarbiai, taip pat ir su tais, kuri\u0173 nusprend\u0117te nepriimti.<\/li>\n<\/ul>\n<p>\u0160ie \u017eingsniai pad\u0117s sukurti atrankos proces\u0105, kuris gerai atspindi j\u016bs\u0173 \u012fmon\u0119 \u2013 net tada, kai kandidatas darbo negauna. \u0160tai kaip juos pritaikyti praktikoje.<\/p>\n<h2>Pirm\u0105j\u012f \u012fsp\u016bd\u012f formuoja tai, k\u0105 kandidatai randa internete<\/h2>\n<p>Prie\u0161 teikdami parai\u0161k\u0105, kandidatai gali ie\u0161koti informacijos apie j\u016bs\u0173 \u012fmon\u0119 paie\u0161kos sistemose, darbuotoj\u0173 atsiliepimuose, profesiniuose tinkluose ir dirbtinio intelekto \u012frankiuose. \u0160ie \u0161altiniai formuoja j\u0173 l\u016bkes\u010dius dar prie\u0161 jiems pakalbant su kuo nors i\u0161 j\u016bs\u0173 komandos.<\/p>\n<p>2026 m. \u201eBuilt In\u201c apklausoje 91 % apklaust\u0173 talent\u0173 paie\u0161kos ir personalo vadov\u0173 teig\u0117, kad dirbtinio intelekto \u012frankiai daro \u012ftak\u0105 tam, kaip kandidatai atranda ir vertina darbdavius. Ta\u010diau tik 33 % buvo tikri, kad dirbtinio intelekto pateikiami rezultatai tiksliai atspindi j\u0173 darbdavio \u012fvaizd\u012f. Apklausoje dalyvavo 162 vadovai, 93 % j\u0173 \u2013 i\u0161 \u0160iaur\u0117s Amerikos.<\/p>\n<p>Negalite visi\u0161kai kontroliuoti, k\u0105 apie j\u016bs\u0173 \u012fmon\u0119 sako dirbtinio intelekto \u012frankiai, ta\u010diau galite per\u017ei\u016br\u0117ti informacij\u0105, kuri\u0105 kandidatai grei\u010diausiai ras. Paie\u0161kokite savo \u012fmon\u0117s taip, kaip ie\u0161kot\u0173 darbo ie\u0161kantis \u017emogus. Patikrinkite, ar j\u016bs\u0173 svetain\u0117, darbo skelbimai ir vie\u0161a informacija apie \u012fmon\u0119 sukuria ai\u0161k\u0173 ir nuosekl\u0173 darbo vietos vaizd\u0105.<\/p>\n<p>J\u016bs\u0173 matomumas internete formuoja l\u016bkes\u010dius. Atrankos procesas \u2013 tai galimyb\u0117 parodyti kandidatams, koks i\u0161 tikr\u0173j\u0173 gal\u0117t\u0173 b\u016bti darbas j\u016bs\u0173 \u012fmon\u0117je.<\/p>\n<h2>Keturi b\u016bdai pagerinti kandidato patirt\u012f<\/h2>\n<p>Kandidatai j\u016bs\u0173 atrankos proces\u0105 vertina pagal konkre\u010di\u0105 patirt\u012f \u2013 nuo pirmojo pokalbio iki galutinio sprendimo. \u0160ios keturios praktikos pad\u0117s, kad kiekvienas etapas b\u016bt\u0173 prasmingas.<\/p>\n<h3>1. Pirmiausia pristatykite galimyb\u0119, tik tada vertinkite kandidat\u0105<\/h3>\n<p>Pirmasis pokalbis vyksta abiem kryptimis. Kandidatai sprend\u017eia, ar nori pas jus dirbti, tod\u0117l prie\u0161 gilindamiesi \u012f j\u0173 gyvenimo apra\u0161ym\u0105 ai\u0161kiai pristatykite pareigas, komand\u0105, vadov\u0105 ir darbo aplink\u0105. Atvirai kalb\u0117kite ne tik apie galimybes, bet ir apie i\u0161\u0161\u016bkius. Kandidatas, kuris supranta, k\u0105 apima darbas, gali priimti labiau pagr\u012fst\u0105 sprendim\u0105.<\/p>\n<h3>2. Kiekviena u\u017eduotis turi b\u016bti verta kandidato laiko<\/h3>\n<p>U\u017eduotys ir testai padeda \u012fvertinti konkre\u010dius \u012fg\u016bd\u017eius, ta\u010diau jie taip pat reikalauja, kad kandidatai skirt\u0173 laiko pareigoms, kuri\u0173 galb\u016bt negaus. Prie\u0161 skirdami u\u017eduot\u012f, paklauskite sav\u0119s, k\u0105 ji i\u0161 tikr\u0173j\u0173 parodys ir ar tos pa\u010dios informacijos negal\u0117t\u0173 suteikti strukt\u016bruotas pokalbis ar ankstesni\u0173 darb\u0173 aptarimas. Jei u\u017eduotis tik \u201eb\u016bt\u0173 gerai tur\u0117ti\u201c, jos atsisakykite. U\u017e didesn\u0117s apimties u\u017eduotis apsvarstykite galimyb\u0119 kandidatui sumok\u0117ti.<\/p>\n<h3>3. Informuokite kandidatus, net kai naujien\u0173 n\u0117ra<\/h3>\n<p>Sprendimas d\u0117l \u012fdarbinimo gali u\u017etrukti, ypa\u010d kai savo nuomon\u0119 turi pareik\u0161ti keli \u017emon\u0117s. Pasakykite kandidatams, kada jie gali tik\u0117tis \u017eini\u0173, ir prane\u0161kite, jei \u0161is terminas pasikei\u010dia. Net trumpa \u017einut\u0117, kad sprendimas dar nepriimtas, yra geriau nei palikti \u017emog\u0173 sp\u0117lioti, ar apie j\u012f nepamir\u0161o.<\/p>\n<h3>4. Atsisakykite kandidat\u0173 taip pat r\u016bpestingai, kaip juos pritraukiate<\/h3>\n<p>Ne kiekvienas kandidatas tiks pareigoms, ta\u010diau kiekvienas nusipelno pagarbaus atsakymo. 2025 m. \u017eurnale <em>Journal of Management &amp; Organization<\/em> paskelbtame tyrime nagrin\u0117ta, kaip atsisakymo laikas veikia kandidat\u0173 teisingumo suvokim\u0105 ir j\u0173 reakcijas \u012f atrankos proces\u0105.<\/p>\n<p>Neb\u016btina kiekvienam neatrinktam kandidatui teikti i\u0161samaus gr\u012f\u017etamojo ry\u0161io. Jei \u012fmanoma, trumpai paai\u0161kinkite prie\u017east\u012f, ai\u0161kiai prane\u0161kite sprendim\u0105 ir pad\u0117kokite u\u017e skirt\u0105 laik\u0105. Darbo negav\u0119s kandidatas vis tiek gali rekomenduoti j\u016bs\u0173 \u012fmon\u0119 ar kandidatuoti dar kart\u0105, jei po \u0161ios patirties jausis gerbiamas.<\/p>\n<h2>Kaip gali pad\u0117ti Amber Axis<\/h2>\n<p>I\u0161orinis atrankos partneris da\u017enai tampa pagrindiniu kontaktu tarp j\u016bs\u0173 \u012fmon\u0117s ir b\u016bsim\u0173 darbuotoj\u0173. Tai, kaip \u0161is partneris pristato pareigas, valdo l\u016bkes\u010dius ir bendrauja su kandidatais, lemia, kok\u012f \u012fsp\u016bd\u012f \u017emon\u0117ms palieka j\u016bs\u0173 \u012fmon\u0117.<\/p>\n<p>Mes, Amber Axis, atstovaujame darbdaviams vis\u0173 <a href=\"\/lt\/business-services\/recruitment-services\/\">atrankos projekt\u0173<\/a> metu ir patariame klientams d\u0117l j\u0173 \u012fdarbinimo praktikos, kai matome, k\u0105 galima pagerinti. Padedame darbdaviams ai\u0161kiai pristatyti galimybes ir u\u017etikrinti profesionali\u0105 kandidato patirt\u012f viso proceso metu.<\/p>\n<p><strong>Planuojate nauj\u0105 atrank\u0105?<\/strong> <a href=\"\/lt\/contact\/\">Susisiekite su Amber Axis<\/a> ir aptarkime j\u016bs\u0173 atrankos poreikius bei tai, kaip galime pad\u0117ti rasti tinkam\u0105 \u017emog\u0173, deramai atstovaudami j\u016bs\u0173 \u012fmonei.<\/p>\n<h2>\u0160altiniai<\/h2>\n<ul>\n<li>Barattucci, M., Russo, A., Grobelny, J., Santisi, G., &amp; Ramaci, T. (2025). Candidates\u2019 reactions to job application rejections at different phases of the recruitment process: The impact of employability and communication delays on perceived fairness and recruitment selection outcomes. <em>Journal of Management &amp; Organization, 31<\/em>(5), 2341\u20132359. <a href=\"https:\/\/doi.org\/10.1017\/jmo.2025.11\" rel=\"noopener\" target=\"_blank\">https:\/\/doi.org\/10.1017\/jmo.2025.11<\/a><\/li>\n<li>Built In. (2026). <em>2026 State of Employer Reputation and Visibility.<\/em> <a href=\"https:\/\/employers.builtin.com\/2026-state-of-employer-reputation-and-visibility\/\" rel=\"noopener\" target=\"_blank\">https:\/\/employers.builtin.com\/2026-state-of-employer-reputation-and-visibility\/<\/a><\/li>\n<li>Google. (2025, May 20). <em>AI in Search: Going beyond information to intelligence.<\/em> <a href=\"https:\/\/blog.google\/products-and-platforms\/products\/search\/google-search-ai-mode-update\/\" rel=\"noopener\" target=\"_blank\">https:\/\/blog.google\/products-and-platforms\/products\/search\/google-search-ai-mode-update\/<\/a><\/li>\n<\/ul>","protected":false},"excerpt":{"rendered":"<p>\u0160e\u0161i\u0173 punkt\u0173 kontrolinis s\u0105ra\u0161as vadovams: kaip pareigyb\u0117s apra\u0161ymas, atlyginimo intervalas, u\u017eduotys, gr\u012f\u017etamasis ry\u0161ys ir atsisakymai formuoja kandidat\u0173 po\u017ei\u016br\u012f \u012f j\u016bs\u0173 \u012fmon\u0119.<\/p>","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center 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