{"id":4151,"date":"2016-03-11T14:36:08","date_gmt":"2016-03-11T12:36:08","guid":{"rendered":"http:\/\/www.kariyer.net\/ik-blog\/?p=4151"},"modified":"2017-06-12T16:54:05","modified_gmt":"2017-06-12T13:54:05","slug":"ise-alimda-yeni-trend-pozisyon-odakli-mulakat","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/ik-blog\/ise-alimda-yeni-trend-pozisyon-odakli-mulakat\/","title":{"rendered":"\u0130\u015fe al\u0131mda yeni trend: Pozisyon odakl\u0131 m\u00fclakat"},"content":{"rendered":"

\u0130nsan Kaynaklar\u0131 uzman\u0131 \u015firketin hedefleri ve vizyonu a\u00e7\u0131s\u0131ndan do\u011fru aday\u0131 bulmak i\u00e7in belli kriterleri izliyor. Fakat sorulan sorular\u0131n \u00e7o\u011fu art\u0131k adaylar\u0131n bekledi\u011fi t\u00fcrde ve cevaplar\u0131 tahmin edilebilen sorular. Glassdoor ara\u015ft\u0131rmas\u0131na g\u00f6re sorular\u0131n \u00e7e\u015fitlendirilmesi ve klasik yap\u0131n\u0131n d\u0131\u015f\u0131na \u00e7\u0131kma zaman\u0131 geldi. Art\u0131k g\u00fcndemde s\u00f6z konusu pozisyona odakl\u0131 i\u015f g\u00f6r\u00fc\u015fmeleri var.<\/strong><\/p>\n

\"3\"<\/p>\n

\u0130\u015f g\u00f6r\u00fc\u015fmelerinde do\u011fru al\u0131mlar yapabilmek i\u00e7in \u0130nsan Kaynaklar\u0131 uzman\u0131n\u0131n sordu\u011fu sorular \u00e7ok \u00f6nemli. Uzun y\u0131llard\u0131r kullan\u0131lan pek \u00e7ok soru ise bug\u00fcn art\u0131k tarihe kar\u0131\u015fmaya ba\u015flad\u0131. Glassdoor adl\u0131 i\u015f arama sitesine g\u00f6re adaylar art\u0131k s\u00fcrpriz sorulara haz\u0131rl\u0131kl\u0131 ve bu belirleyici bir fakt\u00f6r olmaktan \u00e7\u0131k\u0131yor. Aday\u0131n mezun oldu\u011fu okullar, i\u015f tecr\u00fcbesi ya da girdi\u011fi s\u0131navlar da s\u00f6z konusu pozisyona uygun oldu\u011funun g\u00f6stergesi de\u011fil. \u0130\u015f g\u00f6r\u00fc\u015fmesi<\/a><\/strong><\/span> kurallar\u0131 de\u011fi\u015fiyor ve do\u011fru i\u015fe al\u0131m i\u00e7in de\u011fi\u015fimi yakalamak \u015fart.<\/p>\n

\u0130\u015fte do\u011fru i\u015fe al\u0131m i\u00e7in g\u00fcndemdeki yeni kurallar:<\/p>\n

Klasik soru kal\u0131plar\u0131n\u0131n d\u0131\u015f\u0131na \u00e7\u0131kmak<\/strong><\/h2>\n

\u0130\u015f g\u00f6r\u00fc\u015fmesi elbette baz\u0131 klasik sorularla ba\u015fl\u0131yor. \u0130nsan Kaynaklar\u0131<\/a><\/strong><\/span> uzman\u0131n\u0131n aday\u0131n e\u011fitimini, yeteneklerini ya da planlar\u0131n\u0131 \u00f6\u011frenmesi \u00f6nemli. Ama maalesef bu sorular\u0131n yan\u0131tlanmas\u0131 do\u011fru aday\u0131 se\u00e7mek i\u00e7in yeterli de\u011fil. Ara\u015ft\u0131rmalara g\u00f6re \u201cKendini be\u015f y\u0131l sonra nerede g\u00f6r\u00fcyorsun?\u201d, \u201cNeden bu i\u015f i\u00e7in en iyi aday sensin?\u201d, \u201cG\u00fc\u00e7l\u00fc ve zay\u0131f y\u00f6nlerin nelerdir?\u201d, \u201cHayalindeki i\u015f nedir?\u201d gibi sorular maalesef efektif de\u011fil.<\/p>\n

Ge\u00e7mi\u015fe tak\u0131l\u0131p kalmamak<\/strong><\/h2>\n

Ge\u00e7mi\u015fe y\u00f6nelik\u00a0i\u015f g\u00f6r\u00fc\u015fmesi sorular\u0131n\u0131n<\/a> i\u015flevsel olmad\u0131\u011f\u0131 d\u00fc\u015f\u00fcn\u00fcl\u00fcyor. Adaya ge\u00e7mi\u015fte ne t\u00fcr sorunlarla kar\u015f\u0131la\u015ft\u0131\u011f\u0131, bunlar\u0131 nas\u0131l \u00e7\u00f6zd\u00fc\u011f\u00fc, nas\u0131l deneyimler edindi\u011fini sormak onun do\u011fru aday olup olmad\u0131\u011f\u0131na asl\u0131nda \u0131\u015f\u0131k tutmuyor. Uzmanlara g\u00f6re aday\u0131n \u00e7\u00f6zd\u00fc\u011f\u00fc sorun ge\u00e7mi\u015fe ve dolay\u0131s\u0131yla farkl\u0131 ko\u015fullara ait. \u00d6nemli olan g\u00fcn\u00fcm\u00fcz ko\u015fullar\u0131na ve yeni pozisyona uygun sorular\u0131n cevaplanmas\u0131.<\/p>\n

\"1\"<\/p>\n

Sorun \u00e7\u00f6z\u00fcm\u00fcne odaklanmak<\/strong><\/h2>\n

E\u011fer i\u015fe al\u0131nacak ki\u015fi bir a\u015f\u00e7\u0131 olsayd\u0131 ondan yemek yapmas\u0131 istenirdi. \u0130\u015f g\u00f6r\u00fc\u015fmelerinde de bu t\u00fcr ger\u00e7ek sorun \u00e7\u00f6z\u00fcmlerine odaklanmak gerekiyor. S\u00f6z konusu pozisyonda s\u0131k ya\u015fanan sorunu tespit edip bununla ilgili soru sormak \u00e7ok daha anlaml\u0131. Bu \u015fekilde aday\u0131n benzer \u00f6zelliklere sahip di\u011fer adaylar<\/a><\/strong><\/span> aras\u0131ndan fark edilmesi daha kolay. Bunun i\u00e7in adaya i\u015fe ba\u015flad\u0131\u011f\u0131 s\u00fcre\u00e7ten itibaren nas\u0131l bir yol izleyece\u011fi ve mevcut sorunu hangi yollarla \u00e7\u00f6zmesi gerekti\u011fine dair detayl\u0131 sorular sorulabilir.<\/p>\n

Gelece\u011fe nas\u0131l bak\u0131yor?<\/strong><\/h2>\n

\u0130\u015f g\u00f6r\u00fc\u015fmesinde aday\u0131n ger\u00e7ekten alana ne kadar hakim oldu\u011funu ve ne kadar detayl\u0131 bilgiye sahip oldu\u011funu anlamak i\u00e7in mutlaka gelece\u011fe y\u00f6nelik fikirlerini ve \u00f6ng\u00f6r\u00fclerini \u00f6\u011frenmek gerekiyor. \u0130\u015fin ve sekt\u00f6r\u00fcn gelece\u011fi hakk\u0131nda neler d\u00fc\u015f\u00fcnd\u00fc\u011f\u00fc, nas\u0131l sorunlar ya da geli\u015fmelerin s\u00f6z konusu olaca\u011f\u0131n\u0131 umdu\u011funu sormak \u00e7ok \u00f6nemli.<\/p>\n

\"ghdgfs\"<\/p>\n

\u00d6\u011frenme, uyum ve inovasyon becerisi<\/strong><\/h2>\n

E\u011fer s\u00f6z konusu pozisyon bu \u00fc\u00e7 fakt\u00f6r\u00fc kaps\u0131yorsa detayl\u0131 sorular sorularak aday hakk\u0131nda \u00f6nemli bilgiler elde edilebilir. Aday\u0131n \u00f6\u011frenme s\u00fcrecine nas\u0131l bakt\u0131\u011f\u0131 ve hangi yolla \u00f6\u011frenmeyi efektif buldu\u011fu, uyum noktas\u0131nda neler bekledi\u011fi ve ne t\u00fcr sorunlarla kar\u015f\u0131la\u015ft\u0131\u011f\u0131, inovasyon s\u00fcre\u00e7lerine nas\u0131l bakt\u0131\u011f\u0131 ve g\u00fcndeminde neler oldu\u011fu sorulabilir.<\/p>\n

De\u011ferlendirmeyi de\u011ferlendir<\/strong><\/h2>\n

\u0130\u015f g\u00f6r\u00fc\u015fmesi s\u00fcresi adaydan adaya de\u011fi\u015febilir. Ama mutlaka aday\u0131n i\u015fi kabul etme s\u00fcrecine dair bir soru sormak da \u00e7ok \u00f6nemli. \u00d6rne\u011fin, \u201cSizin i\u00e7in bir i\u015f teklifini de\u011ferlendirmenin kriterleri nelerdir?\u201d gibi bir soru aday\u0131n<\/a><\/strong><\/span> beklentilerini do\u011frudan \u00f6\u011frenmek i\u00e7in son derece basit ve etkili.<\/p>\n

Tekrardan ka\u00e7\u0131nmak<\/strong><\/h2>\n

\u0130nsan Kaynaklar\u0131 uzmanlar\u0131n\u0131n zaten CV\u2019de yazan bilgileri g\u00f6r\u00fc\u015fmede adaya tekrar sormas\u0131 ve deneyimlerini tekrar dinlemesi zaman kayb\u0131. Bunun yerine yukar\u0131da bahsedilen farkl\u0131 sorular ve yarat\u0131c\u0131 tespitlerle g\u00f6r\u00fc\u015fmenin her iki taraf i\u00e7in de daha faydal\u0131 ge\u00e7mesini sa\u011flamak m\u00fcmk\u00fcn.<\/p>\n

\u0130\u015fe al\u0131m ve i\u015fe girme rehberi (The Essential Guide for Hiring and Getting Hired<\/a><\/strong>) kitab\u0131n\u0131n Yazar\u0131 ve Adler Grup CEO\u2019su Lou Adler\u2019e g\u00f6re i\u015f g\u00f6r\u00fc\u015fmesi sorular\u0131n\u0131 dikkatle se\u00e7mek, s\u00fcrekli geli\u015ftirmek, kli\u015felerden uzak durmak ve pozisyona odaklanmak her iki taraf i\u00e7in de i\u015f g\u00f6r\u00fc\u015fmesinin ba\u015far\u0131l\u0131 ge\u00e7me olas\u0131l\u0131\u011f\u0131n\u0131 y\u00fckseltiyor. Adler, “Hemen hemen t\u00fcm i\u015f g\u00f6r\u00fc\u015fmelerinde karar\u0131n ilk 15 saniyede verildi\u011fi istatisti\u011fi bile de\u011fi\u015fimi \u00e7a\u011f\u0131r\u0131yor. \u0130K uzmanlar\u0131 g\u00f6r\u00fc\u015fmenin en az yar\u0131s\u0131n\u0131 tamamlamadan karar almamal\u0131” diyor.<\/em><\/p>\n\n

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\u0130nsan Kaynaklar\u0131 uzman\u0131 \u015firketin hedefleri ve vizyonu a\u00e7\u0131s\u0131ndan do\u011fru aday\u0131 bulmak i\u00e7in belli kriterleri izliyor. Fakat sorulan sorular\u0131n \u00e7o\u011fu art\u0131k adaylar\u0131n bekledi\u011fi t\u00fcrde ve cevaplar\u0131 tahmin edilebilen sorular. Glassdoor ara\u015ft\u0131rmas\u0131na g\u00f6re sorular\u0131n \u00e7e\u015fitlendirilmesi ve klasik yap\u0131n\u0131n d\u0131\u015f\u0131na \u00e7\u0131kma zaman\u0131 geldi. Art\u0131k g\u00fcndemde s\u00f6z konusu pozisyona odakl\u0131 i\u015f g\u00f6r\u00fc\u015fmeleri var. \u0130\u015f g\u00f6r\u00fc\u015fmelerinde do\u011fru al\u0131mlar yapabilmek i\u00e7in […]<\/p>\n\n

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