{"id":2636,"date":"2007-11-06T02:00:00","date_gmt":"2007-11-06T00:00:00","guid":{"rendered":"http:\/\/92.45.35.169\/is-gorusmesi\/"},"modified":"2024-07-03T17:30:30","modified_gmt":"2024-07-03T14:30:30","slug":"is-gorusmesi","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/kariyer-rehberi\/is-gorusmesi\/","title":{"rendered":"\u0130\u015f G\u00f6r\u00fc\u015fmesi"},"content":{"rendered":"

\"isgrusmesi\"<\/a>\u0130\u015f g\u00f6r\u00fc\u015fmesi, i\u015f hayat\u0131m\u0131z\u0131 belirleyen bir \u00f6zellik ta\u015f\u0131r. \u00c7al\u0131\u015fanlar, i\u015f hayat\u0131nda kimi zaman i\u015f g\u00f6r\u00fc\u015fmesine kat\u0131lan bir aday, kimi zaman ise i\u015fg\u00f6r\u00fc\u015fmesi yapan bir y\u00f6netici olabilirler. Ama aday\u0131n m\u00fclakata haz\u0131rl\u0131kl\u0131olmas\u0131n\u0131n yan\u0131 s\u0131ra, i\u015f g\u00f6r\u00fc\u015fmesinin sa\u011fl\u0131kl\u0131 olarak geli\u015fmesini sa\u011flayan di\u011fer bir unsur bulunmaktad\u0131r; \u0130\u015f g\u00f6r\u00fc\u015fmesini yapan ki\u015fi veya ki\u015filerinbilin\u00e7li davran\u0131\u015flar\u0131 ve bu konuda e\u011fitimli olmalar\u0131 adaylar\u0131nperformanslar\u0131n\u0131 olumlu y\u00f6nde etkilemektedir. Aksi taktirde, bu konuda e\u011fitim almam\u0131\u015f y\u00f6neticiler taraf\u0131ndan m\u00fclakata al\u0131nan aday\u0131n kendini tam anlam\u0131 ile kar\u015f\u0131 tarafa tan\u0131tabilmesi m\u00fcmk\u00fcn olmamaktad\u0131r.<\/p>\n

Personel se\u00e7iminde \u00f6nemli bir y\u00f6ntem olarak kullan\u0131lan m\u00fclakat tekniklerinin, kurallara uyulmad\u0131\u011f\u0131 takdirde etkili bir y\u00f6ntem olmad\u0131\u011f\u0131 bilimsel olarak kan\u0131tlanabilmektedir. M\u00fclakat tekniklerine a\u015fina olan adaylar tecr\u00fcbeleri ile, plans\u0131z m\u00fclakat uygulayan m\u00fclakat\u00e7\u0131lar\u0131 rahatl\u0131kla ikna edebilmekte ve se\u00e7ilme \u015fanslar\u0131n\u0131 art\u0131rabilmektedirler. Buna kar\u015f\u0131n e\u011fitimsiz ve deneyimsiz m\u00fclakat\u00e7\u0131, i\u015f i\u00e7in en uygun aday\u0131 de\u011ferlendirme \u015fans\u0131n\u0131 elden ka\u00e7\u0131rabilmektedir.<\/p>\n

\u0130\u015fe ba\u015fvuran bir\u00e7ok aday genellikle m\u00fclakatlar\u0131; i\u015f tecr\u00fcbesi, e\u011fitim gibi \u00f6zelliklerin tart\u0131\u015f\u0131ld\u0131\u011f\u0131 bir s\u00fcre\u00e7 olarak g\u00f6rmektedirler. Buna kar\u015f\u0131n, m\u00fclakatlarda bu konulardan \u00e7ok daha ileri gidilerek ki\u015finin ileti\u015fim becerileri ve ki\u015fili\u011fi de anla\u015f\u0131lmaya \u00e7al\u0131\u015f\u0131l\u0131r. Bu sebeple ki\u015finin ge\u00e7mi\u015fine ait \u00e7e\u015fitli bilgiler, m\u00fclakata \u00e7a\u011fr\u0131lmas\u0131nda \u00f6nemli bir rol oynasa da, daha sonraki s\u00fcre\u00e7te bu bilgiler \u00f6nemini yitirmektedir.<\/p>\n

M\u00fclakatlar\u0131n, objektif bir y\u00f6ntem olmamas\u0131n\u0131n nedenleri aras\u0131nda se\u00e7me i\u015flemini yapanlar\u0131n bu konuda yeterli e\u011fitimi almam\u0131\u015f olmas\u0131 ve bu y\u00f6nteme firmalar taraf\u0131ndan gereken \u00f6nemin verilmemesini g\u00f6sterebiliriz.Bunun yan\u0131 s\u0131ra m\u00fclakat deneyimin yetersiz olmas\u0131, se\u00e7im yapmay\u0131 zorla\u015ft\u0131r\u0131r.<\/p>\n

Her y\u00f6netici muhakkak i\u015f hayat\u0131n\u0131n bir d\u00f6neminde veya yo\u011fun olarak (\u00f6zellikle \u0130nsan kaynaklar\u0131 departman\u0131n\u0131n veya uzman\u0131n\u0131n olmamas\u0131 durumunda) m\u00fclakat yapmak zorundad\u0131r.\u00c7\u00fcnk\u00fc i\u015fe alma karar\u0131n\u0131n verilmesi, y\u00f6neticinin yerine getirmesi gereken en \u00f6nemli unsurlar\u0131ndan biridir. Buna kar\u015f\u0131n maalesef, \u00e7ok az y\u00f6neticimiz bu konuda kendini yeti\u015ftirmeye \u00f6zen g\u00f6stermektedir. Ayr\u0131ca, i\u015f g\u00f6r\u00fc\u015fmesinde objektifli\u011fi sa\u011flaman\u0131n tek yolu, i\u015f g\u00f6r\u00fc\u015fmesini yapan ki\u015finin e\u011fitilmesidir.<\/p>\n

Bu y\u00fczden, i\u015f teklifinin, m\u00fclakat sonras\u0131nda “en uygun g\u00f6r\u00fcnen” ancak ger\u00e7ekte uygun olmayan adaya yap\u0131lmas\u0131, adaylar\u0131n i\u015f ve davran\u0131\u015fsal performans\u0131na y\u00f6nelik daha detayl\u0131 bilgi toplanamamas\u0131 y\u00fcz\u00fcndendir.<\/p>\n

\u0130\u015f g\u00f6r\u00fc\u015fmesi y\u00f6ntemleri,personel se\u00e7imi prosed\u00fcr\u00fcn\u00fcn ba\u015flang\u0131c\u0131nda ve sonunda etkin olarak kullan\u0131lmal\u0131d\u0131r. D\u00fcnyada ve \u00fclkemizde olduk\u00e7a yayg\u0131n olarak kullan\u0131lan geleneksel m\u00fclakat y\u00f6ntemi (sohbet tipi m\u00fclakatlar) m\u00fclakat \u00f6ncesi herhangi bir haz\u0131rl\u0131\u011f\u0131 gerektirmez. M\u00fclakat\u0131 yapan ki\u015finin haz\u0131rl\u0131ks\u0131z olmas\u0131,m\u00fclakat\u0131n devaml\u0131l\u0131\u011f\u0131n\u0131 ve adaylar\u0131n tecr\u00fcbelerini tam olarak de\u011ferlendirememesi nedeniyle, aday\u0131n do\u011fru bilgileri aktarmas\u0131n\u0131 engeller.Personel se\u00e7imini etkin bir bi\u00e7imde ger\u00e7ekle\u015ftirmek isteyen profesyoneller bu t\u00fcr bir m\u00fclakat y\u00f6nteminden kesinlikle ka\u00e7\u0131nmaktad\u0131rlar. M\u00fclakat\u0131 ger\u00e7ekle\u015ftirenlerin benzer profesyonel ve davran\u0131\u015fsal \u00f6zellikleri ta\u015f\u0131mad\u0131\u011f\u0131n\u0131 g\u00f6z \u00f6n\u00fcne al\u0131rsak, planlanmam\u0131\u015f m\u00fclakat tekni\u011finin ayn\u0131 aday \u00fczerinde farkl\u0131 ki\u015filer taraf\u0131ndan uygulanmas\u0131n\u0131n, aday hakk\u0131nda birbirinden tamamen farkl\u0131 sonu\u00e7lara ula\u015f\u0131lmas\u0131na, dolay\u0131s\u0131yla sa\u011fl\u0131kl\u0131 bir i\u015fe alma karar\u0131n\u0131n verilmemesine neden olaca\u011f\u0131n\u0131 tespit ederiz.<\/p>\n

\u0130\u015f g\u00f6r\u00fc\u015fmelerinin amac\u0131, pozisyonun gerektirdi\u011fi nitelikler ile ilgili en detayl\u0131 ve do\u011fru bilgiye ula\u015fmakt\u0131r. Geleneksel m\u00fclakat tekniklerinde kapal\u0131 ve adaylar\u0131 y\u00f6nlendirici sadece evet-hay\u0131r cevab\u0131n\u0131n verilmesini sa\u011flayan soru tiplerine olduk\u00e7a fazla yer verilmekte ve adaydan ziyade m\u00fclakat\u00e7\u0131n\u0131n kendisini anlatmas\u0131na neden olmaktad\u0131r.<\/p>\n

Aksi olarak, planlanm\u0131\u015f ve yap\u0131land\u0131r\u0131lm\u0131\u015f i\u015f g\u00f6r\u00fc\u015fmesi y\u00f6nteminde ise, i\u015f g\u00f6r\u00fc\u015fmesini ger\u00e7ekle\u015ftiren ki\u015fi; aday\u0131n profesyonel i\u015f hayat\u0131na ve davran\u0131\u015fsal \u00f6zelliklerine y\u00f6nelik sorularla detayl\u0131 yan\u0131tlar almak i\u00e7in aday\u0131 y\u00f6nlendirir. Planl\u0131 ve yap\u0131land\u0131r\u0131lm\u0131\u015f i\u015f g\u00f6r\u00fc\u015fmesi y\u00f6ntemlerinde<\/p>\n

Durumsal, Davran\u0131\u015fsal veya Multi-model) ise, g\u00f6r\u00fc\u015fme s\u0131ras\u0131nda adaylara benzer tipteki sorular y\u00f6neltilir. B\u00fct\u00fcn adaylardan benzer bilgiler toplan\u0131r ve bunlar belirli bir format dahilinde de\u011ferlendirilir.<\/p>\n

B\u00f6ylece i\u015f g\u00f6r\u00fc\u015fmesini yapan ki\u015finin herhangi bir bilgiyi ihmal etmesi ve yanl\u0131\u015f de\u011ferlendirmesi engellenir. Planl\u0131 i\u015f g\u00f6r\u00fc\u015fmesinin ba\u015far\u0131s\u0131, aday\u0131n i\u015f performans\u0131na ve davran\u0131\u015fsal \u00f6zelliklerine y\u00f6neldi\u011fi oranda artmaktad\u0131r.<\/p>\n

M\u00dcLAKAT\u00c7I T\u00dcRLER\u0130… <\/strong><\/p>\n

DENEY\u0130ML\u0130 M\u00dcLAKAT\u00c7I<\/strong><\/p>\n

\u0130\u015f g\u00f6r\u00fc\u015fmesi y\u00f6ntemlerinin e\u011fitimini alm\u0131\u015f olan bu ki\u015filer, asl\u0131nda sizin i\u015f g\u00f6r\u00fc\u015fmesi s\u0131ras\u0131nda b\u00fct\u00fcn performans\u0131n\u0131z\u0131 ortaya koyman\u0131z i\u00e7in yol g\u00f6sterirler. \u0130\u015f g\u00f6r\u00fc\u015fmesi \u00f6ncesi kesinlikle haz\u0131rl\u0131k yaparlar. \u00d6zge\u00e7mi\u015finizi en ince detay\u0131na kadar inceleyip \u00f6zel hayat\u0131n\u0131z ve profesyonel i\u015f performans\u0131n\u0131z ile ilgili herhangi bir ayr\u0131nt\u0131y\u0131 atlamamaya \u00f6zen g\u00f6sterirler. Profesyonel m\u00fclakat\u00e7\u0131lar, planl\u0131 veya davran\u0131\u015fsal m\u00fclakat tekniklerine tam anlam\u0131 ile hakim olduklar\u0131 i\u00e7in, i\u015f performans\u0131n\u0131z\u0131 tam anlam\u0131 ile de\u011ferlendirebilecek kapasitededirler. Ald\u0131klar\u0131 e\u011fitim ve i\u015f tecr\u00fcbeleri ile size g\u00fcven verirler. K\u0131saca i\u015f g\u00f6r\u00fc\u015fmesi i\u00e7in yapt\u0131\u011f\u0131n\u0131z haz\u0131rl\u0131klar, bu t\u00fcr bir profesyonel i\u00e7indir. E\u011fer haz\u0131rl\u0131kl\u0131 de\u011filseniz e\u011fitimli m\u00fclakat\u00e7\u0131lar, sizi tam anlam\u0131 ile k\u00f6\u015feye s\u0131k\u0131\u015ft\u0131rabilirler. \u00dclkemizde, i\u015f g\u00f6r\u00fc\u015fmesi y\u00f6ntemleri e\u011fitiminin arzu edilen seviyeye ula\u015fmamas\u0131 nedeniyle, bu t\u00fcr yakla\u015f\u0131m i\u00e7inde olan profesyoneller ancak, firmalar\u0131n insan kaynaklar\u0131 departmanlar\u0131nda veya bu i\u015fi profesyonel olarak yapan insan kaynaklar\u0131 dan\u0131\u015fmanl\u0131\u011f\u0131 firmalar\u0131nda rastlayabilirsiniz.<\/p>\n

E\u011e\u0130T\u0130MS\u0130Z VEYA DENEY\u0130MS\u0130Z M\u00dcLAKAT\u00c7I <\/strong><\/p>\n

E\u011fer i\u015f ba\u015fvurunuz bu s\u0131n\u0131fa giren bir m\u00fclakat\u00e7\u0131 taraf\u0131nda de\u011ferlendirilirse ve bu t\u00fcr bir m\u00fclakat\u00e7\u0131 taraf\u0131ndan m\u00fclakata al\u0131n\u0131rsan\u0131z, sizin i\u00e7in ger\u00e7ekten k\u00f6t\u00fc bir tecr\u00fcbe olacakt\u0131r. Ama maalesef \u00fclkemizde \u00e7o\u011funlukla adaylar\u0131n kar\u015f\u0131la\u015ft\u0131klar\u0131 m\u00fclakat\u00e7\u0131 tipi budur. M\u00fclakat\u0131 yapan ki\u015fi \u00e7ok tecr\u00fcbeli bir y\u00f6netici olabilir, fakat edindi\u011fi tecr\u00fcbeler bu y\u00f6neticinin iyi bir m\u00fclakat\u00e7\u0131 oldu\u011funu asla g\u00f6stermez, \u00e7\u00fcnk\u00fc, bir aday\u0131n i\u015f performans\u0131n\u0131n de\u011ferlendirilmesi, \u00e7o\u011fu y\u00f6neticinin ileri s\u00fcrd\u00fc\u011f\u00fc gibi sadece i\u00e7g\u00fcd\u00fclere dayan\u0131larak ortaya \u00e7\u0131kar\u0131lamaz. Baz\u0131 y\u00f6neticiler, personel se\u00e7me konusunda tecr\u00fcbelerine \u00e7ok g\u00fcvenerek sonuca ula\u015fmaya \u00e7al\u0131\u015f\u0131rlar. \u0130stihdam karar\u0131 verirken yanl\u0131\u015f sonu\u00e7lara ula\u015fan y\u00f6neticiler bu t\u00fcr y\u00f6ntemlere inanmaktad\u0131rlar. \u00dclkemizde, y\u00f6neticiler aras\u0131nda yayg\u0131n olan bir inanca g\u00f6re, m\u00fclakata al\u0131nan bir aday hakk\u0131nda profesyonel karar ilk 4 veya 5 dakikada verilmektedir. Bu tip bir yakla\u015f\u0131ma sahip olan e\u011fitimsiz m\u00fclakat\u00e7\u0131n\u0131n ba\u015far\u0131l\u0131 bir de\u011ferlendirme yapmas\u0131na imkan yoktur.<\/p>\n

Bu s\u0131n\u0131fa giren m\u00fclakat\u00e7\u0131lar daha m\u00fclakat\u0131n ilk a\u015famas\u0131nda size bu konuda ne kadar yetersiz ve e\u011fitimsiz olduklar\u0131n\u0131n i\u015faretlerini verirler. \u00d6rne\u011fin, da\u011f\u0131n\u0131k bir masa ve uzun aray\u0131\u015flardan sonra bir ka\u011f\u0131t y\u0131\u011f\u0131n\u0131 aras\u0131ndan \u00f6zge\u00e7mi\u015finizin bulunabilmesi veya m\u00fclakata ge\u00e7 gelinmesi baz\u0131 \u00f6rnekler olabilir. M\u00fclakat \u00f6ncesi herhangi bir haz\u0131rl\u0131k yapmad\u0131\u011f\u0131 i\u00e7in, \u00f6zge\u00e7mi\u015finizde yer alan b\u00fct\u00fcn detaylar\u0131 bir kerede sizin s\u00f6ylemenizi veya \u00fczerinden tekrar ge\u00e7menizi rahatl\u0131kla talep edebilir. \u00c7ok s\u0131k olarak da, i\u015f g\u00f6r\u00fc\u015fmesinin daha ilk a\u015famas\u0131nda ” L\u00fctfen bana kendinizden bahsedin ” diyerek i\u015fi iyice basit bir seviyeye indirebilme ba\u015far\u0131s\u0131n\u0131 g\u00f6sterir. Adaydan m\u00fcmk\u00fcn oldu\u011fu kadar bilgi toplama fonksiyonunu tamam\u0131yla terk ederek; kendi i\u015f hayat\u0131ndan, firmas\u0131ndaki problemlerden veya daha da k\u00f6t\u00fcs\u00fc \u00f6zel hayat\u0131ndan detaylar vererek sonuca ula\u015fmaya \u00e7al\u0131\u015f\u0131r. Sohbet tipi m\u00fclakat en yo\u011fun olarak kulland\u0131\u011f\u0131 y\u00f6ntemdir. Bu y\u00f6ntemde, sorular\u0131n sorulmas\u0131 ile ilgili herhangi bir s\u0131ra veya standart olmad\u0131\u011f\u0131 i\u00e7in ayn\u0131 sorular\u0131 defalarca sormakta \u0131srarc\u0131d\u0131r. Daha da k\u00f6t\u00fcs\u00fc, m\u00fclakat, olduk\u00e7a s\u0131k olarak gelen telefonlarla kesilir veya ofise giren \u00e7\u0131kan di\u011fer personel bu fonksiyonu \u00fcstlenirler. Bunun yan\u0131 s\u0131ra, pozisyonun \u00f6zellikle negatif y\u00f6nlerini ortaya \u00e7\u0131karmaya \u00e7al\u0131\u015f\u0131r ve bu konuda olduk\u00e7a \u0131srarl\u0131 davran\u0131r. Sadece \ufffdevet\ufffd veya \ufffdhay\u0131r\ufffd cevab\u0131 verebilece\u011finiz sorular\u0131 size y\u00f6nelterek gereksiz yere zaman kayb\u0131na neden olur. Ve asla sizinle g\u00f6z temas\u0131 sa\u011flamaz.<\/p>\n

Yukar\u0131da belirtilen \u00f6rnekler, e\u011fitimsiz bir m\u00fclakat\u00e7\u0131y\u0131 nas\u0131l tan\u0131yaca\u011f\u0131n\u0131z\u0131 ve bu konuya nas\u0131l bir yakla\u015f\u0131m i\u00e7erisinde olduklar\u0131 konusunda size baz\u0131 ipu\u00e7lar\u0131 verecektir.<\/p>\n

Bu t\u00fcr bir yakla\u015f\u0131m i\u00e7erisinde bulunan m\u00fclakat\u00e7\u0131lara kar\u015f\u0131 davran\u0131\u015flar\u0131n\u0131z ise profesyonel olmal\u0131 ve kesinlikle negatif bir tutum tak\u0131nmamal\u0131s\u0131n\u0131z. Aksine sakinli\u011finizi koruyarak, m\u00fclakat\u0131n seyrini kendi lehinize \u00e7evirme imkan\u0131 yaratabilirsiniz. \u00dclkemizde bu t\u00fcrdeki m\u00fclakatlara kat\u0131lmak zorunda kalmak ka\u00e7\u0131n\u0131lmazd\u0131r; fakat daima pozitif olmal\u0131, bu durumun sadece yeterli i\u015f g\u00f6r\u00fc\u015fmesi e\u011fitimi almama nedeniyle ortaya \u00e7\u0131kt\u0131\u011f\u0131n\u0131 unutmamal\u0131 ve haz\u0131rl\u0131kl\u0131 olmal\u0131s\u0131n\u0131z. Ayr\u0131ca, \u00fclkemizde bir\u00e7ok i\u015fverenin aran\u0131lan adaylarda ne gibi \u00f6zellikler olmas\u0131 gerekti\u011fine ili\u015fkin kararlar\u0131n\u0131 m\u00fclakata ald\u0131klar\u0131 adaylar\u0131n ki\u015filik \u00f6zelliklerine uygun hale getirmeye \u00e7al\u0131\u015ft\u0131klar\u0131 ak\u0131ldan \u00e7\u0131kar\u0131lmamal\u0131d\u0131r. Dolay\u0131s\u0131yla, ne t\u00fcr bir m\u00fclakat\u00e7\u0131 tipi ile kar\u015f\u0131 kar\u015f\u0131ya gelirseniz gelin, b\u00fct\u00fcn performans\u0131n\u0131z\u0131 ortaya koymaya \u00e7al\u0131\u015fmal\u0131s\u0131n\u0131z. Ba\u015far\u0131l\u0131 olsan\u0131z da veya olmasan\u0131z da her i\u015f g\u00f6r\u00fc\u015fmesinin size bir tecr\u00fcbe sa\u011flayaca\u011f\u0131n\u0131 unutmay\u0131n.<\/p>\n

\u0130\u015f g\u00f6r\u00fc\u015fmesi s\u0131ras\u0131nda, etkili bir ileti\u015fim kurma yetene\u011fi sergileyen adaylar, ba\u015fvurduklar\u0131 pozisyonda ba\u015far\u0131l\u0131 olabilmek i\u00e7in gerekli olan bilgi ve becerilere sahip olduklar\u0131n\u0131 g\u00f6stererek, m\u00fclakatlar\u0131 ba\u015far\u0131 ile tamamlayabilirler.<\/p>\n\n

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\u0130\u015f g\u00f6r\u00fc\u015fmesi, i\u015f hayat\u0131m\u0131z\u0131 belirleyen bir \u00f6zellik ta\u015f\u0131r. \u00c7al\u0131\u015fanlar, i\u015f hayat\u0131nda kimi zaman i\u015f g\u00f6r\u00fc\u015fmesine kat\u0131lan bir aday, kimi zaman ise i\u015fg\u00f6r\u00fc\u015fmesi yapan bir y\u00f6netici olabilirler. Ama aday\u0131n m\u00fclakata haz\u0131rl\u0131kl\u0131olmas\u0131n\u0131n yan\u0131 s\u0131ra, i\u015f g\u00f6r\u00fc\u015fmesinin sa\u011fl\u0131kl\u0131 olarak geli\u015fmesini sa\u011flayan di\u011fer bir unsur bulunmaktad\u0131r; \u0130\u015f g\u00f6r\u00fc\u015fmesini yapan ki\u015fi veya ki\u015filerinbilin\u00e7li davran\u0131\u015flar\u0131 ve bu konuda e\u011fitimli olmalar\u0131 adaylar\u0131nperformanslar\u0131n\u0131 […]<\/p>\n\n

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