{"id":114119,"date":"2023-01-02T13:57:23","date_gmt":"2023-01-02T12:57:23","guid":{"rendered":"https:\/\/atena.sk\/blog\/cum-sa-alegeti-candidatul-potrivit-pentru-postul-respectiv\/"},"modified":"2023-08-02T11:51:39","modified_gmt":"2023-08-02T09:51:39","slug":"cum-sa-alegeti-candidatul-potrivit-pentru-postul-respectiv","status":"publish","type":"post","link":"https:\/\/atena.sk\/blog\/ro\/cum-sa-alegeti-candidatul-potrivit-pentru-postul-respectiv\/","title":{"rendered":"Cum s\u0103 alege\u021bi candidatul potrivit pentru postul respectiv?"},"content":{"rendered":"\n

Ca orice altceva \u00een aceast\u0103 lume, recrutarea evolueaz\u0103. Dac\u0103 ne \u00eentoarcem cu 30 de ani \u00een urm\u0103, procesul de g\u0103sire a celui mai bun candidat ar fi fost acela de a c\u0103uta o persoan\u0103 cu o educa\u021bie relevant\u0103 \u0219i cu note bune pe care le-a ob\u021binut la \u0219coal\u0103. \u00cen zilele noastre, alegerea celui mai potrivit candidat este mult mai important\u0103. Exist\u0103 o serie de al\u021bi indicatori<\/strong> care ar trebui lua\u021bi \u00een considerare. \u00cen plus, factori precum experien\u021ba \u0219i referin\u021bele pot fi mai importante dec\u00e2t educa\u021bia \u0219i notele.<\/p>\n\n\n\n

De unde s\u0103 \u00eencepem?<\/h2>\n\n

Dac\u0103 ave\u021bi un teanc de 200 sau 300 de CV-uri pe birou pentru un singur post, este neproductiv s\u0103 le intervieva\u021bi pe toate. Primul pas pe care trebuie s\u0103 \u00eel face\u021bi este selec\u021bia<\/strong>.<\/p>\n\n

Selec\u021bia \u00eenseamn\u0103 examinarea rapid\u0103 a CV-urilor fiec\u0103rui candidat \u0219i apoi \u00eemp\u0103r\u021birea persoanelor \u00een dou\u0103 grupuri – cele potrivite \u0219i cele nepotrivite<\/strong>. Scopul s\u0103u este de a selecta doar candida\u021bii pe care dori\u021bi s\u0103 \u00eei contacta\u021bi. Acest lucru se face prin stabilirea unor factori de calificare<\/strong>. S\u0103 spunem c\u0103 ave\u021bi nevoie de o persoan\u0103 vorbitoare de limba englez\u0103, cu experien\u021b\u0103 direct\u0103 de lucru cu oamenii \u0219i cu permis de conducere. Trebuie doar s\u0103 opta\u021bi pentru persoanele care \u00eendeplinesc aceste cerin\u021be.<\/p>\n\n

De exemplu, dac\u0103 locul de munc\u0103 este \u00een Austria \u0219i este necesar\u0103 comunicarea, nu are rost s\u0103 interviev\u0103m persoane care nu vorbesc germana. Dac\u0103 ave\u021bi prea multe CV-uri la finalul listei scurte, ad\u0103uga\u021bi pur \u0219i simplu mai multe criterii p\u00e2n\u0103 c\u00e2nd ajunge\u021bi la un num\u0103r rezonabil de candida\u021bi. <\/p>\n\n

Primul contact<\/h2>\n\n

Odat\u0103 ce ave\u021bi c\u00e2\u021biva candida\u021bi care – se pare – corespund calit\u0103\u021bilor necesare pentru postul respectiv, este timpul s\u0103 face\u021bi primul contact. Scopul dvs. este de a decide dac\u0103 dori\u021bi s\u0103 intervieva\u021bi candidatul \u0219i dac\u0103 dori\u021bi s\u0103 ocupa\u021bi postul vacant.<\/p>\n\n

Ceea ce pute\u021bi face este s\u0103 v\u0103 economisi\u021bi timpul dumneavoastr\u0103 sau pe cel al candidatului, oferind informa\u021bii suplimentare \u0219i pun\u00e2nd \u00eentreb\u0103ri suplimentare. G\u00e2ndi\u021bi-v\u0103 la activit\u0103\u021bile care provoac\u0103 cea mai mare fluctua\u021bie a angaja\u021bilor \u0219i la cele mai dificile sarcini \u00een timpul serviciului. Asigura\u021bi-v\u0103 c\u0103 le men\u021biona\u021bi pe am\u00e2ndou\u0103<\/strong>. Dac\u0103 nu sunt dispu\u0219i s\u0103 fac\u0103 munca sau cred c\u0103 nu sunt capabili s\u0103 \u00eendeplineasc\u0103 sarcinile, nu are rost s\u0103 continue. Mul\u021bumi\u021bi-le pentru timpul acordat \u0219i concentra\u021bi-v\u0103 pe g\u0103sirea unor candida\u021bi mai potrivi\u021bi. <\/p>\n\n

Interviul – ultimul punct al procesului <\/h2>\n\n

Acesta este ultimul pas \u00eenainte de a ob\u021bine un loc de munc\u0103. Ave\u021bi deja informa\u021bii generale despre solicitan\u021bi. Este timpul s\u0103 le cunoa\u0219tem \u00een detaliu. Pe l\u00e2ng\u0103 faptul c\u0103 pune\u021bi \u00eentreb\u0103ri, oferi\u021bi informa\u021bii<\/strong>. Asigura\u021bi-v\u0103 c\u0103 explica\u021bi \u00een detaliu munca pe care o va face candidatul, deoarece nu are rost s\u0103 angaja\u021bi pe cineva care nu dore\u0219te s\u0103 fac\u0103 treaba. Ob\u021bine\u021bi c\u00e2t mai multe informa\u021bii despre experien\u021ba anterioar\u0103 a candida\u021bilor, dac\u0103 exist\u0103. \u00cen acest fel, v\u0103 pute\u021bi face o idee dac\u0103 sunt potrivite pentru dumneavoastr\u0103. <\/p>\n\n

Este \u00een regul\u0103 s\u0103 faci gre\u0219eli<\/h2>\n\n

Nu uita\u021bi c\u0103 to\u021bi candida\u021bii sunt oameni. Exact ca tine. Este perfect normal<\/strong> s\u0103 faci o gre\u0219eal\u0103 – nimeni nu este perfect. Un candidat poate fi foarte bun la interviuri, dar nu \u0219i un bun lucr\u0103tor. Este posibil ca noului angajat s\u0103 nu-i plac\u0103 locul de munc\u0103 \u0219i s\u0103 demisioneze dup\u0103 o s\u0103pt\u0103m\u00e2n\u0103. Nu ar trebui s\u0103 aborda\u021bi un nou coleg ca \u0219i cum ar fi ultima persoan\u0103 pe care a\u021bi angajat-o pentru postul respectiv. Wayne Gretzky a spus odat\u0103: „Ratezi 100% din arunc\u0103rile pe care nu le faci. „<\/em> \u00cen acest caz, este adev\u0103rat. Dac\u0103 nu \u00eencerci, \u00ee\u021bi garantezi e\u0219ecul. De aceea este bine s\u0103 le dai oamenilor o \u0219ans\u0103 – s-ar putea s\u0103 fii surprins de rezultate. Dar chiar dac\u0103 nu reu\u0219i\u021bi, pute\u021bi \u00eencerca din nou. <\/p>\n\n

Investi\u021bi \u00een formare<\/h2>\n\n

Un angajat bun este un angajat bine preg\u0103tit. S-ar putea s\u0103 nu dori\u021bi s\u0103 pierde\u021bi resurse \u0219i timp cu o persoan\u0103 care ar putea pleca. Cu toate acestea, preocuparea dumneavoastr\u0103 ar trebui s\u0103 fie ce se va \u00eent\u00e2mpla dac\u0103 lucr\u0103torul nu este bine instruit \u0219i nu r\u0103m\u00e2ne. Cheltuirea de timp \u0219i resurse pentru formare este pur \u0219i simplu un risc pe care trebuie<\/strong> s\u0103 vi-l asuma\u021bi. Cu toate acestea, dac\u0103 recruta\u021bi frecvent, pute\u021bi crea materiale de formare, cum ar fi videoclipuri sau prezent\u0103ri, pentru a face procesul c\u00e2t mai u\u0219or posibil. <\/p>\n\n

Iar dac\u0103 sim\u021bi\u021bi c\u0103 nu sunte\u021bi \u00een stare s\u0103 v\u0103 descurca\u021bi, pute\u021bi l\u0103sa totul \u00een seama profesioni\u0219tilor. De 14 ani, noi, cei de la Atena<\/a>, ajut\u0103m companiile \u0219i oamenii s\u0103 g\u0103seasc\u0103 persoana potrivit\u0103 pentru cerin\u021bele lor. Datorit\u0103 bazei noastre de date extinse, avem o mul\u021bime de persoane aflate \u00een c\u0103utarea unui loc de munc\u0103 din care s\u0103 alegem. \u0218i, datorit\u0103 experien\u021bei noastre, putem afla \u00eentr-un timp foarte scurt care este cel mai bun candidat pentru postul respectiv. Chiar dac\u0103 ceva nu func\u021bioneaz\u0103, indiferent de motiv, suntem gata s\u0103 g\u0103sim o alternativ\u0103. Lucra\u021bi cu profesioni\u0219ti<\/a>, succesul nu este un accident. <\/p>\n","protected":false},"excerpt":{"rendered":"

\u00cen centrul fiec\u0103rei companii se afl\u0103 angaja\u021bii s\u0103i. De aceea este at\u00e2t de important s\u0103 g\u0103sim oamenii potrivi\u021bi pentru aceast\u0103 sarcin\u0103. Iat\u0103 un scurt ghid despre cum s\u0103 g\u0103si\u021bi candidatul potrivit.<\/p>\n","protected":false},"author":20,"featured_media":113987,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[137,138],"tags":[],"acf":{"facebookpost":"Dac\u0103 vrei s\u0103 pictezi ceva, ?\ufe0f ai nevoie de o pensul\u0103 ?\ufe0f - nu o po\u021bi face cu un ciocan. \u274c? La fel se \u00eent\u00e2mpl\u0103 \u0219i cu recrutarea. Trebuie s\u0103 face\u021bi leg\u0103tura \u00eentre persoana potrivit\u0103 \u0219i locul de munc\u0103 potrivit. Poate p\u0103rea incredibil de dificil la \u00eenceput, dar nu trebuie s\u0103 fie a\u0219a dac\u0103 \u0219tii ce s\u0103 faci. ","popis_socialneho_obrazku":""},"yoast_head":"\nCum s\u0103 alege\u021bi candidatul potrivit pentru postul respectiv? - Atena blog<\/title>\n<meta name=\"description\" content=\"Ave\u021bi nevoie s\u0103 angaja\u021bi pe cineva, dar nu \u0219ti\u021bi cum s\u0103 \u00eencepe\u021bi \u0219i ce s\u0103 face\u021bi? Nu este prea greu dac\u0103 \u0219tii ce faci.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/atena.sk\/blog\/ro\/cum-sa-alegeti-candidatul-potrivit-pentru-postul-respectiv\/\" \/>\n<meta property=\"og:locale\" content=\"ro_RO\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Cum s\u0103 alege\u021bi candidatul potrivit pentru postul respectiv? - Atena blog\" \/>\n<meta property=\"og:description\" content=\"G\u0103sirea candidatului potrivit pentru postul respectiv poate fi o adev\u0103rat\u0103 provocare. 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