{"id":10132,"date":"2021-11-08T11:00:38","date_gmt":"2021-11-08T08:00:38","guid":{"rendered":"https:\/\/www.kariyer.net\/ik-blog\/?p=10132"},"modified":"2024-08-12T11:59:19","modified_gmt":"2024-08-12T08:59:19","slug":"secme-yerlestirmede-dikkat-edilmesi-gereken-10-temel-unsur","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/secme-yerlestirmede-dikkat-edilmesi-gereken-10-temel-unsur\/","title":{"rendered":"Se\u00e7me yerle\u015ftirmede dikkat edilmesi gereken 10 temel unsur"},"content":{"rendered":"<p><strong>Firmalar\u0131 rekabette bir ad\u0131m \u00f6nde tutan temel kaynaklardan birisi de yetenekli, motive ve f\u0131rsatlar\u0131 de\u011ferlendirebilen insanlarla \u00e7al\u0131\u015fma f\u0131rsat\u0131n\u0131 yakalamakt\u0131r. Se\u00e7me\/yerle\u015ftirme s\u00fcrecinde adaylarda araman\u0131z gerekenleri ve \u015firket olarak sizde bulunmas\u0131 gereken \u00f6zellikleri yaz\u0131m\u0131zda s\u0131ralad\u0131k.<\/strong><\/p>\n<p>Kurumlar; yetenekleri, davran\u0131\u015flar\u0131 ve motivasyonlar\u0131yla \u00fcst\u00fcn performans sergileyen yetkin sat\u0131\u015f\u00e7\u0131lara, pazarlamac\u0131lara, \u00fcreticilere, lojistik\u00e7ilere, finans\u00e7\u0131lara vb. sahip olduklar\u0131nda m\u00fc\u015fterileri bu durumu an\u0131nda fark eder ve bu kurumlar\u0131 tercih eder. Peki, bu yetenekleri kurumumuza \u00e7ekmek i\u00e7in nelere dikkat etmemiz gerekiyor? Bu konuda yap\u0131lan ara\u015ft\u0131rmalarda 4 ana fakt\u00f6r \u00f6ne \u00e7\u0131kar\u0131yor:<\/p>\n<ol>\n<li>Kurum k\u00fclt\u00fcr\u00fc<\/li>\n<li>Haklar paketi (\u00dccret, ek gelirler, sigorta, ara\u00e7lar vb.)<\/li>\n<li>E\u011fitim ve geli\u015fim f\u0131rsatlar\u0131<\/li>\n<li>Kariyer olanaklar\u0131<\/li>\n<\/ol>\n<p>\u0130\u015f g\u00fcc\u00fc piyasas\u0131ndaki yetenekler, i\u015f tercihlerini yaparlarken \u00f6zde bu 4 etkenin olu\u015fturdu\u011fu tek bir imaj\u0131 dikkate al\u0131yorlar ki o da <strong>\u201c\u0130\u015fveren Markas\u0131\u201d<\/strong> kavram\u0131. \u00a0\u0130ster 10 ki\u015filik bir i\u015fletme olun isterseniz yeni kurulmu\u015f bir start-up olun isterseniz de hen\u00fcz b\u00fcy\u00fcmeye devam eden bir KOB\u0130 olun bu durum de\u011fi\u015fmiyor. Her bir madde, i\u015f arayan yeteneklerin sizi de\u011ferlendirirken dikkat edece\u011fi \u00f6nemde. G\u00f6rece k\u00fc\u00e7\u00fck bir firmaysan\u0131z ve hen\u00fcz geli\u015fme safhas\u0131ndaysan\u0131z, daha \u00e7ok kurum k\u00fclt\u00fcr\u00fc ve e\u011fitim\/geli\u015fim f\u0131rsatlar\u0131n\u0131 \u00f6ne \u00e7\u0131karabilirken, daha b\u00fcy\u00fck firmaya evrildi\u011finizde ise sunaca\u011f\u0131n\u0131z haklar paketi ve kariyer olanaklar\u0131yla da elinizi g\u00fc\u00e7lendirme \u015fans\u0131n\u0131z var.<\/p>\n<p>G\u00fcn\u00fcm\u00fcz i\u015f g\u00fcc\u00fc b\u00fcy\u00fck oranda Y ve Z ku\u015fa\u011f\u0131ndan, dijital d\u00fcnyaya g\u00f6z\u00fcn\u00fc a\u00e7m\u0131\u015f gen\u00e7 yeteneklerden olu\u015fuyor. Bu ku\u015faklar \u00f6zellikle kurum k\u00fclt\u00fcr\u00fcn\u00fc ve e\u011fitim geli\u015fim f\u0131rsatlar\u0131n\u0131 ge\u00e7mi\u015f ku\u015faklara g\u00f6re \u00e7ok daha fazla \u00f6nemsiyor. Yatay bir organizasyonu hiyerar\u015fiye, a\u00e7\u0131k ofisleri kapal\u0131 ve eri\u015filmez ofislere, esnek \u00e7al\u0131\u015fma saatlerini klasik mesai saatlerine, sosyal medya imaj\u0131n\u0131 ger\u00e7ek ya\u015fam imaj\u0131na tercih eden bu ku\u015faklar; arkaik, ge\u00e7mi\u015fte kalm\u0131\u015f, otokratik kurum k\u00fclt\u00fcrlerini b\u00fcy\u00fck oranda reddediyorlar. 2000\u2019lerden kalma web sayfas\u0131 olan, sosyal a\u011flarda\/mecralarda videolar\u0131 g\u00f6rselleri d\u00f6nmeyen, i\u00e7erisinde \u00e7al\u0131\u015fanlar\u0131n referans g\u00f6stermedi\u011fi kapal\u0131 kutular\u0131 art\u0131k tercih etmiyorlar ve t\u0131pk\u0131 bir \u00fcr\u00fcn al\u0131rken yorumlar\u0131 okuduklar\u0131 gibi i\u015fletmenizi dijital d\u00fcnyada ara\u015ft\u0131rmadan da m\u00fclakata gelmiyorlar. Bu anlamda insan kaynaklar\u0131na \u00f6ncelikle kurum k\u00fclt\u00fcr\u00fcn\u00fc ve e\u011fitim geli\u015fim f\u0131rsatlar\u0131n\u0131 kurumda in\u015fa etme\/geli\u015ftirme g\u00f6revi d\u00fc\u015f\u00fcyor.<\/p>\n<p>Peki, kurumsal k\u00fclt\u00fcr\u00fc \u00e7ekici olan bir i\u015fletmenin se\u00e7me yerle\u015ftirmede dikkat etmesi gereken 10 temel unsur nedir diye bakmak gerekirse \u015fu maddeleri s\u0131ralayabiliriz:<\/p>\n<h2><strong>Aday\u0131 nas\u0131l de\u011ferlendiriyorsunuz?<\/strong><\/h2>\n<ol>\n<li>Arad\u0131\u011f\u0131n\u0131z adayda beklentide oldu\u011funuz kriterleri se\u00e7me yerle\u015ftirme s\u00fcrecince objektif olarak de\u011ferlendirebilece\u011finiz bir karar-destek matrisiniz var m\u0131? Yoksa herkesin akl\u0131nda kald\u0131\u011f\u0131 kadar\u0131yla, puanlamadan, y\u00f6neticinin\/s\u00f6z\u00fc ge\u00e7enin dedi\u011fi olur \u015feklinde mi de\u011ferlendirme sisteminiz var?<\/li>\n<li>Adaya uygulad\u0131\u011f\u0131n\u0131z temel bilgi testi ve ki\u015filik envanteri testleri, hatta ilerleyen a\u015famalarda \u00f6\u011frenme profili, IQ, EQ, beceri, davran\u0131\u015f testleri var m\u0131? (Yoksa sadece m\u00fclakat esnas\u0131ndaki izleniminize dayal\u0131 m\u0131 adaylar\u0131 de\u011ferlendiriyorsunuz?)<\/li>\n<li>Derinlemesine detaylar\u0131 \u00f6\u011frenmek ve ger\u00e7ekten aday\u0131n becerilerini anlamak \u00fczere haz\u0131rlad\u0131\u011f\u0131n\u0131z analitik ve yetkinlik bazl\u0131 sorular\u0131n\u0131z var m\u0131? (Yoksa sorular\u0131 y\u00fczeysel seviyede b\u0131rak\u0131p aday\u0131n beyan\u0131na m\u0131 g\u00fcveniyorsunuz?)<\/li>\n<li>M\u00fclakata aday\u0131n girece\u011fi departmandan k\u0131demli, birikimli, sekt\u00f6r\u00fc ve uzmanl\u0131k alan\u0131n\u0131 derinlemesine tan\u0131yan y\u00f6neticileri veya \u00e7al\u0131\u015fanlar\u0131 katarak m\u00fclakat\u0131n derinle\u015fmesini sa\u011fl\u0131yor musunuz? (Yoksa teknik derinliklere girmeden mi m\u00fclakat\u0131 tamaml\u0131yorsunuz?)<\/li>\n<li>Adaylara m\u00fclakat sonras\u0131nda bir \u00f6dev vererek geri d\u00f6n\u00fc\u015f s\u00fcrelerini, yan\u0131tlar\u0131n\u0131n niteli\u011fini ve konuya olan ilgilerini \u00f6l\u00e7\u00fcyor musunuz? Aday\u0131n \u00e7al\u0131\u015ft\u0131\u011f\u0131 i\u015f yerlerindeki referanslar\u0131n\u0131 arayarak bilgi al\u0131yor musunuz, adaydan bir niyet mektubu talep ediyor musunuz? (Yoksa m\u00fclakat bilgileriyle yetinmeyi mi tercih ediyorsunuz?)<\/li>\n<\/ol>\n<h2><strong>Kurumunuzu yeterince ve do\u011fru tan\u0131tabiliyor musunuz?<\/strong><\/h2>\n<ol>\n<li>Kurumunuzu, ge\u00e7mi\u015finizi, vizyonunuzu, imza att\u0131\u011f\u0131n\u0131z \u00f6nemli i\u015fleri\/projeleri, de\u011ferlerinizi vb. anlatt\u0131\u011f\u0131n\u0131z, \u00a0aday\u0131 etkileyebilecek ve m\u00fclakat \u00e7\u0131k\u0131\u015f\u0131nda yan\u0131nda g\u00f6t\u00fcr\u00fcp g\u00fcvendi\u011fi ki\u015filerden fikir al\u0131rken g\u00f6sterebilece\u011fi bir \u015firket tan\u0131t\u0131m katalo\u011funuz var m\u0131? (Yoksa s\u00f6zl\u00fc bir anlat\u0131mla m\u0131 yetiniyorsunuz?)<\/li>\n<li>Adaya ilk 3 ay\u0131nda, ilk y\u0131l\u0131nda ve geli\u015fim s\u00fcreci boyunca verece\u011finiz e\u011fitimlerin ve geli\u015fim f\u0131rsatlar\u0131n\u0131n takvime yay\u0131lm\u0131\u015f bir listesi var m\u0131? (Yoksa sadece vaat seviyesinde mi?)<\/li>\n<li>Kurumunuzda hem i\u00e7 dengeleri bozmayan hem de piyasadaki ko\u015fullara ayak uydurmay\u0131 beceren, herkese yetece\u011fi ve performans\u0131 ile do\u011fru orant\u0131l\u0131 imkanlar sunan bir \u00fccret y\u00f6netimi sistemi var m\u0131? (Yoksa ki\u015fiye g\u00f6re \u00fccret uygulamas\u0131 m\u0131 var?)<\/li>\n<li>Aday\u0131n kurumunuzda ge\u00e7irece\u011fi 5-10 y\u0131l s\u00fcre i\u00e7in bir kariyer haritas\u0131 var m\u0131? (Yoksa yolda bakar\u0131z, g\u00fcn\u00fc gelince ayarlar\u0131z seviyesinde mi?)<\/li>\n<li>\u0130\u015fletmenizde y\u00fcksek performans g\u00f6steren ile g\u00f6stermeyeni ay\u0131rt edebilen, hak edene hak etti\u011fini teslim eden bir performans y\u00f6netimi sisteminiz var m\u0131? (Yoksa bu kararlar duygusal m\u0131 veriliyor?)<\/li>\n<\/ol>\n<p>Yukar\u0131da yazd\u0131klar\u0131m hem literat\u00fcr hem de tecr\u00fcbe ile harmanlanm\u0131\u015f, ama en \u00f6nemlisi y\u00fczlerce defa denenerek faydas\u0131 g\u00f6r\u00fclm\u00fc\u015f \u00f6nerilerdir. Sizlerin de denemesini ve <strong><a href=\"https:\/\/www.kariyer.net\/ik-blog\/ne-kadar-yetenek-avcisisiniz\/\" target=\"_blank\" rel=\"noopener\">yetenekleri avlama<\/a><\/strong> konusunda bir ad\u0131m \u00f6nde olman\u0131z\u0131 sa\u011flamas\u0131n\u0131 dilerim.<\/p>\n<div class=\"td-post-content\">\n<p><strong>Konuk Yazar:<\/strong> Alk\u0131m Erd\u00f6nmez\/Y\u00f6netim Dan\u0131\u015fman\u0131<\/p>\n<\/div>\n<!-- templates\/buttons-placeholder.php -->\n<div class=\"da-reactions-outer TpostID10132\">\n\t    <div class=\"da-reactions-data da-reactions-container-async center\"\n         data-type=\"post\"\n         data-id=\"10132\"\n         id=\"da-reactions-slot-post-10132\">\n        <div class=\"da-reactions-static\">\n\t\t\t<img src=\"https:\/\/www.kariyer.net\/ik-blog\/wp-content\/plugins\/da-reactions\/assets\/dist\/loading.svg\" alt=\"Loading spinner\" width=\"48\" height=\"48\" style=\"width:48px\" \/>\n        <\/div>\n    <\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Firmalar\u0131 rekabette bir ad\u0131m \u00f6nde tutan temel kaynaklardan birisi de yetenekli, motive ve f\u0131rsatlar\u0131 de\u011ferlendirebilen insanlarla \u00e7al\u0131\u015fma f\u0131rsat\u0131n\u0131 yakalamakt\u0131r. Se\u00e7me\/yerle\u015ftirme s\u00fcrecinde adaylarda araman\u0131z gerekenleri ve \u015firket olarak sizde bulunmas\u0131 gereken \u00f6zellikleri yaz\u0131m\u0131zda s\u0131ralad\u0131k. Kurumlar; yetenekleri, davran\u0131\u015flar\u0131 ve motivasyonlar\u0131yla \u00fcst\u00fcn performans sergileyen yetkin sat\u0131\u015f\u00e7\u0131lara, pazarlamac\u0131lara, \u00fcreticilere, lojistik\u00e7ilere, finans\u00e7\u0131lara vb. sahip olduklar\u0131nda m\u00fc\u015fterileri bu durumu an\u0131nda fark [&hellip;]<\/p>\n<!-- templates\/buttons-placeholder.php -->\n<div class=\"da-reactions-outer TpostID10132\">\n\t    <div class=\"da-reactions-data da-reactions-container-async center\"\n         data-type=\"post\"\n         data-id=\"10132\"\n         id=\"da-reactions-slot-post-10132\">\n        <div class=\"da-reactions-static\">\n\t\t\t<img src=\"https:\/\/www.kariyer.net\/ik-blog\/wp-content\/plugins\/da-reactions\/assets\/dist\/loading.svg\" alt=\"Loading spinner\" width=\"48\" height=\"48\" style=\"width:48px\" \/>\n        <\/div>\n    <\/div>\n<\/div>\n","protected":false},"author":8,"featured_media":10136,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":"","_elementor_edit_mode":"","_elementor_template_type":"","_elementor_data":"","_elementor_page_settings":null,"_elementor_conditions":[]},"categories":[26,2],"tags":[679,544,758],"class_list":{"0":"post-10132","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-insan-kaynaklari","8":"category-ise-alim-tavsiyeleri","9":"tag-alkim-erdonmez","10":"tag-etkili-secme-ve-yerlestirme","11":"tag-secme-yerlestirme-sureci"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.4 (Yoast SEO v26.8) - 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