{"id":16865,"date":"2013-08-19T22:00:00","date_gmt":"2013-08-19T22:00:00","guid":{"rendered":"https:\/\/cms.mojedelo.com\/karierni-nasveti\/uncategorized\/4-koraki-do-ucinkovitega-zaposlitvenega-intervjuja\/"},"modified":"2025-02-14T08:36:47","modified_gmt":"2025-02-14T08:36:47","slug":"4-koraki-do-ucinkovitega-zaposlitvenega-intervjuja","status":"publish","type":"post","link":"https:\/\/cms.mojedelo.com\/uncategorized\/4-koraki-do-ucinkovitega-zaposlitvenega-intervjuja\/","title":{"rendered":"4 koraki do u\u010dinkovitega zaposlitvenega intervjuja"},"content":{"rendered":"

Iskanje idealne osebe, ki bo zapolnila odprto prosto delovno mesto v va\u0161em podjetju, ne temelji zgolj na \u0161tevilu in\/ali kvaliteti prijavljenih kandidatov. Veliko odgovornosti nosi tudi kadrovik sam. V kolikor \u017eeli zares dobro spoznati in oceniti posameznega kandidata, mora postaviti prava vpra\u0161anja in pravilno interpretirati odgovore.<\/b> <\/div>\n
<\/div>\n
V nadaljevanju smo pripravili nekaj nasvetov, ki jih je dobro imeti v mislih, ko se boste naslednji\u010d sre\u010dali s selekcijskim postopkom.<\/div>\n
<\/div>\n
1.\t<\/span>Profesionalno, a vseeno spro\u0161\u010deno<\/b><\/div>\n
Vsekakor morate ostati profesionalni \u010dez celoten selekcijski proces. Vendar to ne pomeni, da morate okrog sebe sezidati neprebojni zid. Do kandidatov pristopite bolj spro\u0161\u010deno, na prijateljski na\u010din. Iz kandidata boste izvabili najbolj\u0161e le v primeru, \u010de se bo po\u010dutil udobno. Tako boste dobili precej bolj jasno sliko o sogovorniku na drugi strani mize. Odprite pogovor z ne\u010dim bolj neformalnim (\u010de res nimate nobene dobre ideje, potem se \u0161e vedno lahko zate\u010dete k vremenu). Mote\u010de faktorje omejite na minimum \u2013 opozorite sodelavce naj med intervjujem ne vstopajo in ugasnite\/uti\u0161ajte mobilni telefon. Uporabite sejno sobo, saj v njej po vsej verjetnosti ne bo zvonil niti stacionarni telefon. Vi vodite intervju, zato poskrbite, da bo ostal v dogovorjenem \u010dasovnem okvirju.<\/div>\n

<\/b><\/div>\n
2.\t<\/span>Postavljajte odprta vpra\u0161anja<\/b><\/div>\n
Ne omejujte kandidatov s svojimi vpra\u0161anji. Dajte jim svobodo, saj boste tako dobili \u0161ir\u0161i vpogled, ki je lahko odlo\u010dilnega pomena pri izbiri. Na ta na\u010din boste hitreje ugotovili ali se bo kandidat dobro vklopil v obstoje\u010di tim in \u0161ir\u0161e v celotno kulturo podjetja. Verjetno no\u010dete zaposliti kandidata, ki ima sicer izjemna znanja in izku\u0161nje, vendar predstavlja veliko tveganje, da bo sesul ekipo, ki ste jo tako skrbno gradili zadnja leta. Za\u010dnete lahko z \u017eeleznim kadrovskim repertoarjem: \u00bbPovejte mi kaj ve\u010d o sebi\u00ab in \u00bbKaj vas je pritegnilo, da ste se prijavili za pozicijo v na\u0161em podjetju?\u00ab.<\/div>\n
<\/div>\n
3.\t<\/span>Pustite kandidatu dovolj \u010dasa za njegova vpra\u0161anja<\/b><\/div>\n
To je zelo pomemben del zaposlitvenega intervjuja, zato mu namenite dovolj \u010dasa. Velikokrat se zgodi, da kandidati nimajo vpra\u0161anj. To je navadno posledica \u00bbkr\u010da\u00ab v katerem se kandidati znajdejo tekom intervjuja. \u010ce boste intervju peljali v spro\u0161\u010denem tonu (glej to\u010dko 1), potem boste ta kr\u010d razbili in na koncu lahko pri\u010dakujete celo vrsto vpra\u0161anj na mestu. To je prilo\u017enost za kadrovika, da sebe in podjetje predstavi v najbolj\u0161i lu\u010di. \u0160e ve\u010d \u2013 v\u010dasih je \u010dloveka la\u017eje oceniti po njegovih vpra\u0161anjih, kot pa po njegovih odgovorih. <\/div>\n
<\/div>\n
Iz vpra\u0161anj je tudi la\u017eje razbrati motive, ki kandidata \u017eenejo v menjavo zaposlitve. Je za\u010del z vpra\u0161anji o pla\u010di in bonitetah? Ali je ve\u010d pozornosti namenil samemu delovnemu mestu, bodo\u010dim sodelavcem, odprtim projektom? <\/div>\n
<\/div>\n
4.\t<\/span>Predstavite naslednje korake v selekcijskem postopku<\/b><\/div>\n
Intervju zaklju\u010dite z zahvalo za izkazan interes ter za \u010das, ki vam ga je kandidat namenil. Na hitro predstavite sosledje dogodkov v selekcijskem postopku. Izogibajte se obljubam, za katere ne veste ali jih boste lahko izpolnili ali ne. Po mo\u017enosti po\u0161ljite vsakemu kandidatu tudi kratko pisno zahvalo po elektronski po\u0161ti, vsekakor pa vse obvestite o izbiri \/ neizbiri. Tega ne boste storili samo zaradi zakonskih zahtev, ampak boste kandidatu izkazali hvale\u017enost in podjetje predstavili kot dobrega delodajalca.<\/div>\n
<\/div>\n
Veliko uspeha pri izvedbi naslednjega zaposlitvenega intervjuja vam \u017eeli ekipa zaposlitvenega portala MojeDelo.com<\/div><\/p>\n","protected":false},"excerpt":{"rendered":"

Iskanje idealne osebe, ki bo zapolnila odprto prosto delovno mesto v va\u0161em podjetju, ne temelji zgolj na \u0161tevilu in\/ali kvaliteti prijavljenih kandidatov. Veliko odgovornosti nosi tudi kadrovik sam. V kolikor \u017eeli zares dobro spoznati in oceniti posameznega kandidata, mora postaviti prava vpra\u0161anja in pravilno interpretirati odgovore.<\/b><\/p>\n","protected":false},"author":1,"featured_media":13749,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-16865","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"acf":[],"yoast_head":"4 koraki do u\u010dinkovitega zaposlitvenega intervjuja - Moje Delo<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/cms.mojedelo.com\/uncategorized\/4-koraki-do-ucinkovitega-zaposlitvenega-intervjuja\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"4 koraki do u\u010dinkovitega zaposlitvenega intervjuja - Moje Delo\" \/>\n<meta property=\"og:description\" content=\"Iskanje idealne osebe, ki bo zapolnila odprto prosto delovno mesto v va\u0161em podjetju, ne temelji zgolj na \u0161tevilu in\/ali kvaliteti prijavljenih kandidatov. 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