Talent Acquisition - HRBP Influencing Skills 人才获取 – HRBP影响力建设

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Effective business partnering is about building relationships and developing credibility and capability across a business.

有效的商业伙伴关系是有关于在企业中建立关系，发展公信力和能力。

Whilst the HR Business Partner (HRBP) position has existed since the 1990s, the essential skills required have continuously evolved. The negative effects of workforce attrition, combined with the unique challenges of effective external and internal recruitment, have to be balanced against the strong demands made by top talent and how best to motivate, retain and fully leverage these premium resources.

虽然人力资源业务伙伴（HRBP）的地位自20世纪90年代以来一直存在，但所要求的基本技能却在不断地发展。例如劳动力流失的负面影响，为了保证有效的外内部招聘而面临的独特挑战，企业对顶级人才存在着的强烈需求以及如何更好地激励、保留和充分利用这些优质资源等，HRBP们不得不为上述问题寻找相对平衡的解决方案。

Enhancing personal capabilities 增强个人能力

To effectively address these issues, HRBPs need greater agility in their skillsets than ever before. Outside of skills for specific demands of the role, there are some general areas that will enhance capability:

为了有效地解决这些问题，HRBPs比以往任何时候都更需要灵活的技能。除了满足HRBP角色特定需求的技能外，还有一些需要提高能力的领域：

• Being Conversational - treating interviews as conversations, rather than a set of questions, and asking questions in a friendly, conversational tone; so candidates are more likely to be comfortable answering and disclosing fuller information

  
  

• 善于交谈 - 将面试视为对话，而不是一系列问题，并以友好、对话的口吻提问；因此，应聘者更容易轻松地回答和披露更全面的信息

• Knowing the business - being knowledgeable about the business of your company, the market they are in, customers and competitors, networking, attending trade shows, reading industry publications

• 了解业务 - 了解公司业务、所在市场、客户和竞争对手、网络信息、参加贸易展览、阅读行业出版物

• At ease with superiors - being comfortable dealing with high-level management and not being bothered by job titles or hierarchy

  
  

• 与上级相处融洽 - 与高层管理人员相处融洽，不受职位或等级的困扰

• Keeping up with technology - being conversant in mobile technology to be able to get your message across - knowing which technology can most effectively reach the specific demographic, or skill set, in your search

  
  

• 跟上技术发展的步伐 - 精通移动技术，能够充分获得你想要的信息 - 知道哪种技术能够最有效地帮助你搜索的特定人群或所需的技能

Towards an integrated hiring process 建立一个完整的招聘流程

The most effective way to get the best people is to ensure that the employee hiring process is transparent and seamless. Being clear about the company’s values helps external applicants build an idea of what a corporate culture is like, and the key characteristics being looked for.

获得最佳人才的最有效方法是确保员工招聘过程透明、无缝。明确公司的价值观有助于外部应聘者建立一个企业文化的概念，以及有助于应聘者寻找有关公司的关键特征。

98% of Fortune 500 companies use an Applicant Tracking System (ATS) to improve candidate tracking and communication e.g. auto-generated offer letters; as well as enabling storage and categorisation of resumes of previous applicants for easy future sourcing.

98%的《财富》500强企业使用求职者跟踪系统（ATS）来改进求职者的跟踪和沟通，例如自动生成的邀请函；以及对以前求职者的简历进行存储和分类，以便于将来的联系。

Evaluating job descriptions with internal stakeholders can further develop and improve them. JDs are a marketing tool, and should be used as such to attract top talent.

与内部利益相关者一起评估工作描述以进一步发展和改进相关内容。JDs是一种营销工具，应该以此来吸引顶尖人才。

Additionally, standardising interviews; so that all candidates are asked the same interview questions based on the position that they are being considered for, can produce consistent decisions based on a checklist of requirements for the role vs. a guide, based on responses, of where each candidate falls.

此外，通过标准化面试所有候选人都会根据他们所考虑的职位被问到相同的面试问题，这样面试官和内部利益相关者们就可以根据职位各项要求和基于每个候选人提供的回答结果做出一致决定。

Optimising the candidate experience 优化候选人（应聘人）体验            

“If you have a good experience, you tell 2 people. If you have a bad experience, you tell 10 people”

“如果你有很好的体验，你会告诉两个人。如果你有坏的体验，你会告诉10个人“

Great candidate experiences have benefits both in maximising acquisition success, as well as enhancing brand reputation in the marketplace:

很好的候选人体验能够让招聘成功率最大化，同时有助于提高品牌声誉：

• Decreasing the amount of time spent in the application process

• 减少在申请过程中花费的时间

• Ensuring the company website is user friendly

• 确保公司网站的用户体验良好

• Writing a clear, engaging job description

• 写一份清晰、引人入胜的工作描述

• Sharing salary data for positions with candidates

• 与候选人分享职位的薪资数据

• Making interview scheduling simpler – a short 1 or 2 step process

• 简化面试安排 - 一个简单的1或2步流程

• Keeping all candidates updated as the process progresses - 73% of candidates report they never receive any communication after submitting applications

• 向所有候选人更新相关招聘的进展 - 73%的候选人报告他们在提交申请后从未收到任何通信

• Always providing feedback to candidates – and also not forgetting to collect feedback about their own performance, for continuous improvement

• 始终向应聘者提供反馈，同时也不要忘记收集关于其对于公司自身（面试官、应聘流程、公司形象等）表现的反馈，以持续改进

  
  

64% of candidates who have had a positive experience will increase their engagement with a company; whether they were initially successful or not.

无论他们最初是否成功，64%的应聘者会更加重视给予其积极应聘体验的公司的约定。

Building professional credibility and relationships with internal customers建立专业公信力和与内部客户的良好关系

A key issue facing HRBPs is that of building better relationships with the internal teams they work alongside on a daily basis. Because of their frequently being viewed as ‘outsiders’, questions of professional credibility, can arise. However, this can be rectified by the deeper acquisition of industry knowledge, if not expertise.

HRBPs面临的一个关键问题是如何与他们日常工作接触的内部团队建立更好的关系。由于他们经常被视为“局外人”，职业公信力问题可能会出现。然而，这可以通过更深入地获取行业知识（如果不是专业知识）来纠正。

Technical competence, organisational and industry knowledge can be augmented by a range of practical activities:

技术能力、组织和行业知识可以通过一系列实践活动来增强：

• regularly reading industry-related journals, annual reports, or websites

  
  

• 定期阅读行业相关期刊、年度报告或网站

• actively seeking opportunities to  broaden technical expertise e.g. attending seminars and tradeshows

  
  

• 积极寻求扩大技术专长的机会，例如参加研讨会和贸易展会

• assignments working on special projects alongside senior executives; leading to a better understanding of the competitive landscape, organisational history, business strategies and internal politics

  
  

• 与高级管理人员一起执行特殊项目；有助于更好地了解竞争环境、组织历史、商业战略和内部政治

• determining how their own job contributes to the overall mission of the organisation

  
  

• 确定他们自己的工作对组织整体使命的贡献

• becoming an expert through formal training and qualifications

  
  

• 通过正式培训和资格认证成为专家

  
  

Furthermore, relationships can be cemented by taking time to listen to what colleagues have to say, and finding out their views on such matters as: organisational issues,motivational factors, personal values, the required competences for different tasks and career aspirations.

此外，通过花时间倾听同事的意见，并找出他们对以下问题的看法，可以巩固人际关系：组织问题、激励因素、个人价值观、不同任务所需的能力和职业抱负。

Persuasion and influencing skills 说服和影响技巧

Being able to persuade and influence across a wide range of stakeholders is an essential part of the HRBP role; however it is not always appreciated that, whereas the former is the art of convincing others to take a particular course of action, the latter comes largely from the actual personality and presence of the individual seeking to influence. 能够说服和影响范围广泛的利益相关者是人力资源管理部门功能的一个重要部分；然而，人们并不总是理解上述的含义，前者是说服他人采取特定行动的艺术，后者所表示的影响力源自个人的实际个性和存在。

Moreover, influence itself can be separated into two levels. Compliance is when another party does what is asked from them with varying degrees of willingness, and without full conviction. Conversion, in contrast, is when an individual’s actual belief system has been completely realigned. 此外，影响力本身可以分为两个层次。服从是指另一方在不完全确信某一方要求的情况下，以不同程度的意愿履行某一方要求。相反，归附（转化）是指个人的实际信仰体系被完全重新调整。

There are a number of techniques available to effect persuasion and a broad, four-step process for both persuasion and influence: 有许多方法可用于说服，说服和影响的过程包括四个步骤：

• Position – getting in the right position to persuade and influence 立场 - 站在正确的位置进行说服和影响

• Objections – gathering any objections early 异议 - 尽早收集异议

• What is in it for them? – relating the value to them of doing what you are going to suggest 对他们有什么好处？- 将做你将要建议的事情的价值与他们联系起来

• Timing – making requests when the time is right 时间安排 - 在合适的时候提出请求

  
  

It is also important to understand the appropriate corrective actions for when offers are rejected by candidates e.g. better package elsewhere, poor candidate experience, company reputation. Additionally, common objections such as: rewards (or lack of them), fear of change, trust, external input (e.g. their partner) and timing require tailored responses. 当应聘者拒绝被录用时，了解自我的改进措施（应聘者反馈，拒绝原因）也是很重要的，例如，在其他地方提供更好的待遇、应聘者糟糕的应聘体验、本公司声誉差等。此外，常见的反对意见，如：奖励（或缺乏奖励）、对变化的恐惧、信任、外部投入（例如他们的合作伙伴）和时机，都需要有针对性的回应。

Assertiveness and managing expectations 自信和管理期望            

Assertive behaviour, whilst considering the rights, needs and wants of others, may not be appropriate in all workplaces. Some organisational and national cultures may prefer people to be passive and may view assertive behaviour as rude or even offensive. 在考虑他人的权利、需要和愿望的同时，自信的行为可能并不适合所有的工作场所。一些组织文化和民族文化可能更喜欢人们消极，可能认为自信的行为是粗鲁的，甚至是冒犯性的。

Nonetheless, there are well documented benefits to being assertive, including: becoming more self-confident, being a better problem solver and being less anxious and stressed. Whilst many people are not naturally highly outgoing and confident in front of others, a number of techniques, including the ‘L-A-D-D-E-R’ process, are available to boost assertiveness. 尽管如此，自信仍然能够带来很多好处，包括：让你更加相信自己，成为更好的问题解决者，减少焦虑和压力。虽然许多人在别人面前天生就不是很外向和自信，但有许多技巧可以改善这一点，包括“L-A-D-D-E-R”模型，可以帮助你增强自信。

A common area in Asian cultures where assertiveness can assist is the situation of having to say ‘no’ to someone who might be a senior colleague. The key here is to find a win-win solution; with the tactic of ‘saying ‘yes’ to the person, but ‘no’ to the task’ being an effective approach. 在亚洲文化中，自信能起到帮助作用的一个常见领域可能是对资深同事的人说“不”。这里的关键是找到一个双赢的解决方案 – 对人表示说“是”（表示赞同），但对任务说“不是”（表示应有的反对）是一种有效的方法。

UPCOMING WORKSHOPS: 即将到来的研讨会

Talent Acquisition & HRBP Influencing Skills

29th November 2019, Shanghai –  Half Day Workshop

2019年11月29日 – 上海半天研讨会

20th December 2019, Shanghai – Full Day Workshop

2019年12月20日 – 上海全天研讨会

10th January 2020, Suzhou – Full Day Workshop

2020年1月10日 – 苏州全天研讨会

(即将发布 | Release soon)

At BM Consulting (Shanghai) we offer: ’Talent Acquisition - HRBP Influencing Skills’ as part of ‘Human Resources Skills’ - either as two seperate 3 hour workshops, or as a one day training. We have over four decades of combined real world experience – we are 100% business. 在拓堡跨文化咨询（上海）公司BM Consulting，我们提供：“人才获取- HRBP影响技能”作为“人力资源技能建设专题”的一部分，可以是两个独立的3小时培训研讨会，也可以是一天 – 6小时的培训。我们有超过40年的综合真实世界经验，100%聚焦商务领域的研究。

Please feel free to contact us for more information on this, or our other market tested training products:

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【拓堡跨文化洞察专栏】

1.【洞察】员工激励 Employee Motivation – much more than just happy staff

2. The Keys to Customer Service #1 – Initiative | 客户服务的关键点一：主动性

3. 90%的企业必须意识到：卓越的客户服务已成为真正的竞争优势

4. 英文寒暄 - 中国商务人士必须学会的一门沟通艺术

5. Small Talk in English-An art Chinese business people must learn

6. Customer Service in English – essential for Chinese business

7.【洞察】领导变革Leading Change – to lead it, you first have to live it

8. Building Personal Credibility as a Leader 树立领导者的个人公信力

9. Building Rapport in Sales 建立融洽的销售关系

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