{"id":2691,"date":"2007-11-08T02:00:00","date_gmt":"2007-11-08T00:00:00","guid":{"rendered":"http:\/\/92.45.35.169\/dogru-kisiyi-mi-ise-aliyorum\/"},"modified":"2024-07-03T17:30:27","modified_gmt":"2024-07-03T14:30:27","slug":"dogru-kisiyi-mi-ise-aliyorum","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/kariyer-rehberi\/dogru-kisiyi-mi-ise-aliyorum\/","title":{"rendered":"Do\u011fru ki\u015fiyi mi i\u015fe al\u0131yorum?"},"content":{"rendered":"
\n
\"dogruis\"<\/a><\/div>\n
Yanl\u0131\u015f se\u00e7im ile i\u015f ba\u015f\u0131na getirilen \u00e7al\u0131\u015fanlar\u0131n firmalara y\u00fckl\u00fcce para, zaman ve piyasa pay\u0131 kaybettirdikleri, firmalar\u0131n ba\u015far\u0131 grafiklerinin d\u00fc\u015ft\u00fc\u011f\u00fc ve en \u00f6nemlisi firman\u0131n piyasadaki prestijinin \u00e7al\u0131\u015fanlar\u0131n kalitesinin d\u00fc\u015fmesiyle azald\u0131\u011f\u0131 g\u00f6zlemlenmi\u015ftir. Firmalar i\u00e7in ise \u00e7o\u011fu zaman bunun anlam\u0131 sahip oldu\u011fu m\u00fc\u015fterilerini kaybetmektir. \u0130\u015fe al\u0131mda yap\u0131lan hatalar geneldir ve yukar\u0131da da de\u011findi\u011fim gibi her firma i\u00e7in ge\u00e7erlidir. Bunlardan en s\u0131k yap\u0131lanlar\u0131, bu makalenin konusunu olu\u015fturmaktad\u0131r. <\/span><\/div>\n
\u0130lk izlenim her zaman do\u011fru karar alman\u0131z\u0131 sa\u011flamayabilir.<\/span><\/em><\/div>\n
\u00c7o\u011fu i\u015fverenin adaylarla kar\u015f\u0131la\u015ft\u0131ktan sonraki ilk be\u015f dakika i\u00e7inde onlarla ilgili olu\u015fturduklar\u0131 ilk izlenimi t\u00fcm m\u00fclakat esnas\u0131nda koruduklar\u0131 ve ilk izlenime \u00e7ok fazla \u00f6nem verdikleri bir ger\u00e7ektir. \u0130lk izlenim, \u00e7o\u011fu zaman aday ile ilgili do\u011fru kararlar\u0131n al\u0131nmas\u0131nda \u00f6nemli bir etken olsa bile, kimi zaman i\u015fvereni yan\u0131lt\u0131c\u0131 da olabilir. Do\u011fru olan, tarafs\u0131z konumunu bozmadan her i\u015fverenin adaylara t\u00fcm m\u00fclakat boyunca \u015fans vermeleridir. Aday hakk\u0131nda olu\u015fan ilk izlenimin i\u015fe al\u0131mdaki en \u00f6nemli fakt\u00f6r olmamas\u0131na \u00f6zen g\u00f6stermek do\u011fru olacakt\u0131r. Ne de olsa ilk izlenim olarak adland\u0131r\u0131lan g\u00f6r\u00fc\u015f asl\u0131nda aday hakk\u0131nda kazan\u0131lan \u00f6nyarg\u0131d\u0131r. Ki\u015filik testleri, k\u0131sa liste sonras\u0131 m\u00fclakatlar ve di\u011fer fakt\u00f6rlerin bir sentezinin yap\u0131lmas\u0131 i\u015fe al\u0131m karar\u0131n\u0131n en sa\u011fl\u0131kl\u0131 \u015fekilde verilmesini sa\u011flayacakt\u0131r.<\/span><\/div>\n
Adaylar\u0131n becerilerinin yeterince \u00f6l\u00e7\u00fclememesi<\/span><\/em><\/div>\n
\u0130\u015fe al\u0131mda adaylar\u0131n ki\u015fisel niteliklerinin ve becerilerinin \u00f6l\u00e7\u00fclmesi olduk\u00e7a \u00f6nemlidir. Her pozisyon i\u00e7in belli ba\u015fl\u0131 gerekli nitelikler vard\u0131r ve bu nitelikler pozisyonun i\u015f tan\u0131m\u0131nda ayr\u0131nt\u0131l\u0131 olarak belirtilmelidir. Belirtilen niteliklerin i\u015fe ba\u015fvuran adaylarda olup olmad\u0131\u011f\u0131 birtak\u0131m testler ve etkili m\u00fclakat teknikleriyle \u00f6l\u00e7\u00fclmeli ve iyice incelenmelidir. \u0130\u015fe talip olan adaylar\u0131n niteliklerinin e\u015fit \u015fartlarda ve en do\u011fru \u015fekilde \u00f6l\u00e7\u00fclmesi, i\u015fe al\u0131m s\u00fcrecindeki en \u00f6nemli noktay\u0131 olu\u015fturur; \u00e7\u00fcnk\u00fc t\u00fcm bu i\u015flemlerin gerekti\u011fi gibi yap\u0131lmad\u0131\u011f\u0131 durumda firma sadece yanl\u0131\u015f ki\u015fiyi istihdam etmi\u015f olmaz, t\u00fcm i\u015fe al\u0131m s\u00fcreci boyunca harcad\u0131\u011f\u0131 kaynak kullan\u0131m\u0131n\u0131 tekrarlamas\u0131 gerekir. Bu da firma i\u00e7in ekstra maliyet ve zaman kayb\u0131n\u0131n olu\u015fmas\u0131 anlam\u0131na gelir.<\/span><\/div>\n
Adaylar\u0131n profesyonel i\u015f deneyimlerinin yeterli ara\u015ft\u0131r\u0131l\u0131p, incelenmemesi<\/span><\/em><\/div>\n
Adaylar\u0131n m\u00fclakata \u00e7a\u011f\u0131r\u0131lmalar\u0131nda profesyonel i\u015f deneyimleri b\u00fcy\u00fck \u00f6l\u00e7\u00fcde rol oynamaktad\u0131r. \u00c7o\u011fu yeni mezunun da en b\u00fcy\u00fck s\u0131k\u0131nt\u0131s\u0131n\u0131n nedeni olan, i\u015f tecr\u00fcbesine sahip olamamak, g\u00fcn\u00fcm\u00fczde risk almak istemeyen i\u015fverenlerin adaylar\u0131n istihdam\u0131nda en \u00e7ok dikkat ettikleri ve \u00f6nem verdikleri nokta haline gelmi\u015ftir. Fakat \u00e7o\u011fu zaman adaylar\u0131n \u00f6zge\u00e7mi\u015flerinde abart\u0131l\u0131 ifadeler ve yanl\u0131\u015f bilgilere de rastlanmaktad\u0131r. \u00d6zellikle \u00f6zge\u00e7mi\u015flerindeki b\u00fcy\u00fck bo\u015fluklar ve i\u015fsizlik y\u0131llar\u0131 farkedilmesin diye bir\u00e7ok aday\u0131n kendilerini “dan\u0131\u015fman” olarak tan\u0131tt\u0131klar\u0131 \u00e7ok s\u0131k rastlanan bir durumdur. \u00d6zge\u00e7mi\u015finde bu veya bu tip ibareler olan adaylar\u0131n i\u015f ge\u00e7mi\u015fleri \u00e7ok daha ayr\u0131nt\u0131l\u0131 incelenmeli ve e\u011fer dan\u0131\u015fmanl\u0131k yapt\u0131klar\u0131n\u0131 \u00f6ne s\u00fcr\u00fcyorlarsa hangi firmalar i\u00e7in hangi konularda dan\u0131\u015fmanl\u0131k hizmeti verdikleri sorgulanmal\u0131d\u0131r.<\/span><\/div>\n
Referanslar\u0131n yeterli ara\u015ft\u0131r\u0131l\u0131p, incelenmemesi<\/span><\/em><\/div>\n
Kimi zaman birka\u00e7 aday aras\u0131nda karar vermekte zorlanan y\u00f6neticiler i\u00e7in, adaylara referans olan ki\u015filer olduk\u00e7a \u00f6nemli olabilir. Hatta kimi zaman istihdam karar\u0131n\u0131 bile etkileyebilen referanslar, bu denli \u00f6nemli olmalar\u0131na ra\u011fmen, \u00e7o\u011fu zaman firmalar taraf\u0131ndan yeterli incelemeye tabi tutulmazlar. Adaylara referans olan ki\u015filerin \u00e7al\u0131\u015ft\u0131klar\u0131 firman\u0131n, unvanlar\u0131n\u0131n, g\u00f6rev ve yetkilerinin, referans oldu\u011fu aday ile ili\u015fkilerinin derinlemesine incelenmesi, i\u015fe al\u0131m sonras\u0131nda herhangi bir sorunun olu\u015fmas\u0131n\u0131 \u00f6nleyecektir.<\/span><\/div>\n
\u00c7evreden tavsiye yoluyla m\u00fclakata al\u0131nan adaylar<\/span><\/em><\/div>\n
Kimi y\u00f6neticiler \u00e7evrelerini kullanarak firmalar\u0131nda olu\u015fan bo\u015f pozisyonlar\u0131 doldurma e\u011filimindedir.Referans yoluyla i\u015fe al\u0131nan bireylerin, her zaman i\u00e7in i\u015flerinde ba\u015far\u0131l\u0131 olacaklar\u0131 ve y\u00f6neticilerin kendilerinden beklediklerini ger\u00e7ekle\u015ftirecekleri kesin de\u011fildir. \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <\/span>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <\/span>\u00c7evrenizden ya da ailenizden bir ki\u015finin referans oldu\u011fu bu ki\u015fi, insan olarak \u00e7ok kaliteli olabilir; fakat her zaman i\u00e7in iyi bir \u00e7al\u0131\u015fan olmayabilir ya da referans olan ki\u015fi ile beraber \u00e7al\u0131\u015f\u0131rken o sekt\u00f6rde ba\u015far\u0131 kaydetmi\u015f; ama sizin sekt\u00f6r\u00fcn\u00fcze son derece yabanc\u0131 olabilir. T\u00fcm bu fakt\u00f6rleri g\u00f6z \u00f6n\u00fcnde bulundurup, istihdam karar\u0131n\u0131z\u0131 ona g\u00f6re vermelisiniz.<\/span><\/div>\n
Bo\u015f pozisyonun acil doldurulma mecburiyeti<\/span><\/em><\/div>\n
Kimi zaman i\u015ften birdenbire ayr\u0131lan bir \u00e7al\u0131\u015fan, firmada \u00e7ok h\u0131zl\u0131 bir istihdam s\u00fcrecinin ba\u015flat\u0131lmas\u0131na neden olabilir. Bu tip durumlarda istihdam\u0131n h\u0131zl\u0131 yap\u0131lmas\u0131 yanl\u0131\u015f aday\u0131n i\u015fe al\u0131nmas\u0131 ile sonu\u00e7lanabilir. Belli bir d\u00fczen ve program i\u00e7inde ilerleyen i\u015flerin aksamamas\u0131 ve durmamas\u0131 i\u00e7in \u00e7ok acil olarak g\u00f6reve al\u0131nan yeni \u00e7al\u0131\u015fanlar i\u00e7in belli bir e\u011fitim verilmedi\u011fi ve yeterli de\u011ferlendirme yap\u0131lmad\u0131\u011f\u0131 zamanlarda, bu \u00e7al\u0131\u015fanlar\u0131n \u015firket kar\u0131na ve prestijine uzun vadede b\u00fcy\u00fck zararlar verebilecekleri \u00e7ok a\u00e7\u0131kt\u0131r. Bu nedenle her zaman i\u00e7in alternatifler d\u00fc\u015f\u00fcnmeli ve h\u0131zl\u0131 i\u015fe al\u0131mlardan m\u00fcmk\u00fcn oldu\u011funca ka\u00e7\u0131n\u0131lmal\u0131d\u0131r. \u0130\u015fyerinde i\u015flerin bu s\u00fcre i\u00e7inde aksamas\u0131n\u0131 engellemek i\u00e7in kimi \u00e7al\u0131\u015fanlara ek sorumluluklar verilebilir. Bu yola gidilmesi, yanl\u0131\u015f i\u015fe al\u0131m sonucunda i\u015flerin s\u00fcrekli aksamas\u0131ndan ve hatta belli bir s\u00fcre bu \u00e7al\u0131\u015fan\u0131n da i\u015ften \u00e7\u0131kar\u0131lmas\u0131n\u0131n yarataca\u011f\u0131 sorunlardan daha b\u00fcy\u00fck olamaz. <\/span><\/div>\n
H\u0131zl\u0131 i\u015fe al\u0131m yap\u0131lmas\u0131 gereken durumlarda istihdam edece\u011finiz personele 2-3 ayl\u0131k bir deneme s\u00fcresi verebilirsiniz. Bu \u015fekilde hem onun ne denli verimli \u00e7al\u0131\u015faca\u011f\u0131n\u0131 g\u00f6rm\u00fc\u015f, hem de d\u00f6nemsel \u00e7al\u0131\u015fan istihdam edererek, k\u0131sa vadede sorununuzu \u00e7\u00f6zm\u00fc\u015f olursunuz. Memnun kald\u0131\u011f\u0131n\u0131z taktirde \u00e7al\u0131\u015fan\u0131n\u0131za kadro teklif etmek size kalm\u0131\u015ft\u0131r. <\/span><\/div>\n
\u015eirket i\u00e7i terfi yoluyla bo\u015f pozisyonun doldurulmas\u0131<\/span><\/em><\/div>\n
Bir firma i\u00e7inde gerek istifa gerek i\u015ften \u00e7\u0131kartmalar nedeniyle bo\u015f kalan pozisyonun, firma i\u00e7indeki bir \u00e7al\u0131\u015fan\u0131n terfi ettirilmesi ya da g\u00f6revinin de\u011fi\u015ftirilmesi yoluyla doldurulmas\u0131 g\u00fcn\u00fcm\u00fczde \u00e7o\u011fu y\u00f6netici taraf\u0131ndan tercih edilen bir y\u00f6ntemdir. Bunun en \u00f6nemli nedeni, yeni al\u0131nan personelin ya\u015fayaca\u011f\u0131 al\u0131\u015fma d\u00f6nemini ortadan kald\u0131rmak ve zaten firma k\u00fclt\u00fcr\u00fcn\u00fc ve firmada i\u015flerin nas\u0131l y\u00fcr\u00fct\u00fcld\u00fc\u011f\u00fcn\u00fc bilen birinin o pozisyona aktar\u0131lmas\u0131yla i\u015flerin aksamamas\u0131n\u0131 sa\u011flamakt\u0131r. Fakat bazen de i\u015fyerindeki hi\u00e7bir eleman bo\u015f kalan pozisyon i\u00e7in do\u011fru ki\u015fi de\u011fildir ve bu noktada y\u00f6neticilerin \u0131srarl\u0131 olmadan, i\u015fe al\u0131m prosed\u00fcr\u00fcn\u00fc ba\u015flatmalar\u0131 gerekir. <\/span><\/div>\n
Yanl\u0131\u015f ki\u015fiyi i\u015fe ald\u0131\u011f\u0131n\u0131z\u0131 farketmemek \/ ge\u00e7 farketmek<\/span><\/em><\/div>\n
\u00c7o\u011fu firma i\u015fe yeni ald\u0131\u011f\u0131 elemanlar\u0131n\u0131 \u00fc\u00e7 ayl\u0131k deneme s\u00fcresine tabi tutar. Bu s\u00fcre i\u00e7inde i\u015fe al\u0131nan ki\u015finin ba\u015far\u0131s\u0131, firma k\u00fclt\u00fcr\u00fcne uyumu ve performans\u0131 incelenir. Bu d\u00f6nem sonunda \u00e7al\u0131\u015fanlar\u0131n kapasitesi ve i\u015fe uygunlu\u011fu konusunda kesin sonu\u00e7 elde edilmi\u015f olur. Bu noktada kimi i\u015fveren, \u00e7al\u0131\u015fanlar\u0131 i\u015ften \u00e7\u0131karmak yerine pozisyonunu de\u011fi\u015ftirme yoluna giderken, kimi i\u015fveren \u00fc\u00e7 ay sonunda bu ki\u015filerin i\u015flerine son vermeyi se\u00e7er. Bu k\u0131smen firma k\u00fclt\u00fcr\u00fcne, k\u0131smen de i\u015fe al\u0131nan ki\u015finin yetenek ve niteliklerine daha uygun bir departmana ge\u00e7irildi\u011finde ba\u015far\u0131l\u0131 olabilece\u011fine dair y\u00f6neticilerde olu\u015fan inan\u00e7tan kaynaklanmaktad\u0131r. Di\u011fer se\u00e7enek olan \u00e7al\u0131\u015fan\u0131n i\u015fine son verilmesi ise firma \u00e7\u0131karlar\u0131n\u0131n korunmas\u0131 i\u00e7in gerekliyse yap\u0131lmas\u0131 mecburi olan bir harekettir. Kimi firma i\u015ften \u00e7\u0131kard\u0131\u011f\u0131 \u00e7al\u0131\u015fanlar\u0131na yeniden yerle\u015ftirme dan\u0131\u015fmanl\u0131\u011f\u0131 (outplacement) hizmeti vermektedir. Bu hizmetin t\u00fcm firmalar taraf\u0131ndan uygulanmaya ba\u015flanmas\u0131 adaylar a\u00e7\u0131s\u0131ndan gerek i\u015f bulmak gerek i\u015ften \u00e7\u0131kar\u0131lma stresinin azalt\u0131lmas\u0131 nedeniyle olduk\u00e7a faydal\u0131 sonu\u00e7lar verecektir. <\/span><\/div>\n<\/div>\n\n
\n\t
\n
\n\t\t\t\"Loading\n <\/div>\n <\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

Yanl\u0131\u015f se\u00e7im ile i\u015f ba\u015f\u0131na getirilen \u00e7al\u0131\u015fanlar\u0131n firmalara y\u00fckl\u00fcce para, zaman ve piyasa pay\u0131 kaybettirdikleri, firmalar\u0131n ba\u015far\u0131 grafiklerinin d\u00fc\u015ft\u00fc\u011f\u00fc ve en \u00f6nemlisi firman\u0131n piyasadaki prestijinin \u00e7al\u0131\u015fanlar\u0131n kalitesinin d\u00fc\u015fmesiyle azald\u0131\u011f\u0131 g\u00f6zlemlenmi\u015ftir. Firmalar i\u00e7in ise \u00e7o\u011fu zaman bunun anlam\u0131 sahip oldu\u011fu m\u00fc\u015fterilerini kaybetmektir. \u0130\u015fe al\u0131mda yap\u0131lan hatalar geneldir ve yukar\u0131da da de\u011findi\u011fim gibi her firma i\u00e7in ge\u00e7erlidir. […]<\/p>\n\n

\n\t
\n
\n\t\t\t\"Loading\n <\/div>\n <\/div>\n<\/div>\n","protected":false},"author":8,"featured_media":0,"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":[2211,45],"tags":[],"class_list":{"0":"post-2691","1":"post","2":"type-post","3":"status-publish","4":"format-standard","6":"category-kariyer-gelisimi","7":"category-mulakat-taktikleri"},"yoast_head":"\nDo\u011fru ki\u015fiyi mi i\u015fe al\u0131yorum? | Kariyer Rehberi<\/title>\n<meta name=\"description\" content=\"Yanl\u0131\u015f se\u00e7im ile i\u015f ba\u015f\u0131na getirilen \u00e7al\u0131\u015fanlar\u0131n firmalara y\u00fckl\u00fcce para, zaman ve piyasa pay\u0131 kaybettirdikleri, firmalar\u0131n ba\u015far\u0131 grafiklerinin d\u00fc\u015ft\u00fc\u011f\u00fc\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.kariyer.net\/kariyer-rehberi\/dogru-kisiyi-mi-ise-aliyorum\/\" \/>\n<meta property=\"og:locale\" content=\"tr_TR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Do\u011fru ki\u015fiyi mi i\u015fe al\u0131yorum?\" \/>\n<meta property=\"og:description\" content=\"Yanl\u0131\u015f se\u00e7im ile i\u015f ba\u015f\u0131na getirilen \u00e7al\u0131\u015fanlar\u0131n firmalara y\u00fckl\u00fcce para, zaman ve piyasa pay\u0131 kaybettirdikleri, firmalar\u0131n ba\u015far\u0131 grafiklerinin d\u00fc\u015ft\u00fc\u011f\u00fc\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.kariyer.net\/kariyer-rehberi\/dogru-kisiyi-mi-ise-aliyorum\/\" \/>\n<meta property=\"og:site_name\" content=\"Kariyer Rehberi\" \/>\n<meta property=\"article:published_time\" content=\"2007-11-08T00:00:00+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2024-07-03T14:30:27+00:00\" \/>\n<meta property=\"og:image\" content=\"http:\/\/www.kariyer.net\/kariyer-rehberi\/wp-content\/uploads\/2007\/11\/dogruis.jpg\" \/>\n<meta name=\"author\" content=\"Kariyer.net\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Yazan:\" \/>\n\t<meta name=\"twitter:data1\" content=\"Kariyer.net\" \/>\n\t<meta name=\"twitter:label2\" content=\"Tahmini okuma s\u00fcresi\" \/>\n\t<meta name=\"twitter:data2\" content=\"7 dakika\" \/>\n<!-- \/ Yoast SEO Premium plugin. -->","yoast_head_json":{"title":"Do\u011fru ki\u015fiyi mi i\u015fe al\u0131yorum? | Kariyer Rehberi","description":"Yanl\u0131\u015f se\u00e7im ile i\u015f ba\u015f\u0131na getirilen \u00e7al\u0131\u015fanlar\u0131n firmalara y\u00fckl\u00fcce para, zaman ve piyasa pay\u0131 kaybettirdikleri, firmalar\u0131n ba\u015far\u0131 grafiklerinin d\u00fc\u015ft\u00fc\u011f\u00fc","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.kariyer.net\/kariyer-rehberi\/dogru-kisiyi-mi-ise-aliyorum\/","og_locale":"tr_TR","og_type":"article","og_title":"Do\u011fru ki\u015fiyi mi i\u015fe al\u0131yorum?","og_description":"Yanl\u0131\u015f se\u00e7im ile i\u015f ba\u015f\u0131na getirilen \u00e7al\u0131\u015fanlar\u0131n firmalara y\u00fckl\u00fcce para, zaman ve piyasa pay\u0131 kaybettirdikleri, firmalar\u0131n ba\u015far\u0131 grafiklerinin d\u00fc\u015ft\u00fc\u011f\u00fc","og_url":"https:\/\/www.kariyer.net\/kariyer-rehberi\/dogru-kisiyi-mi-ise-aliyorum\/","og_site_name":"Kariyer Rehberi","article_published_time":"2007-11-08T00:00:00+00:00","article_modified_time":"2024-07-03T14:30:27+00:00","og_image":[{"url":"http:\/\/www.kariyer.net\/kariyer-rehberi\/wp-content\/uploads\/2007\/11\/dogruis.jpg","type":"","width":"","height":""}],"author":"Kariyer.net","twitter_card":"summary_large_image","twitter_misc":{"Yazan:":"Kariyer.net","Tahmini okuma s\u00fcresi":"7 dakika"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/dogru-kisiyi-mi-ise-aliyorum\/#article","isPartOf":{"@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/dogru-kisiyi-mi-ise-aliyorum\/"},"author":{"name":"Kariyer.net","@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/#\/schema\/person\/eb36201afd42c03bc83b82060447b2c9"},"headline":"Do\u011fru ki\u015fiyi mi i\u015fe al\u0131yorum?","datePublished":"2007-11-08T00:00:00+00:00","dateModified":"2024-07-03T14:30:27+00:00","mainEntityOfPage":{"@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/dogru-kisiyi-mi-ise-aliyorum\/"},"wordCount":1431,"commentCount":0,"publisher":{"@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/#organization"},"image":{"@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/dogru-kisiyi-mi-ise-aliyorum\/#primaryimage"},"thumbnailUrl":"http:\/\/www.kariyer.net\/kariyer-rehberi\/wp-content\/uploads\/2007\/11\/dogruis.jpg","articleSection":["Kariyer Geli\u015fimi","M\u00fclakat Taktikleri"],"inLanguage":"tr","potentialAction":[{"@type":"CommentAction","name":"Comment","target":["https:\/\/www.kariyer.net\/kariyer-rehberi\/dogru-kisiyi-mi-ise-aliyorum\/#respond"]}]},{"@type":"WebPage","@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/dogru-kisiyi-mi-ise-aliyorum\/","url":"https:\/\/www.kariyer.net\/kariyer-rehberi\/dogru-kisiyi-mi-ise-aliyorum\/","name":"Do\u011fru ki\u015fiyi mi i\u015fe al\u0131yorum? | Kariyer Rehberi","isPartOf":{"@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/#website"},"primaryImageOfPage":{"@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/dogru-kisiyi-mi-ise-aliyorum\/#primaryimage"},"image":{"@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/dogru-kisiyi-mi-ise-aliyorum\/#primaryimage"},"thumbnailUrl":"http:\/\/www.kariyer.net\/kariyer-rehberi\/wp-content\/uploads\/2007\/11\/dogruis.jpg","datePublished":"2007-11-08T00:00:00+00:00","dateModified":"2024-07-03T14:30:27+00:00","description":"Yanl\u0131\u015f se\u00e7im ile i\u015f ba\u015f\u0131na getirilen \u00e7al\u0131\u015fanlar\u0131n firmalara y\u00fckl\u00fcce para, zaman ve piyasa pay\u0131 kaybettirdikleri, firmalar\u0131n ba\u015far\u0131 grafiklerinin d\u00fc\u015ft\u00fc\u011f\u00fc","breadcrumb":{"@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/dogru-kisiyi-mi-ise-aliyorum\/#breadcrumb"},"inLanguage":"tr","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.kariyer.net\/kariyer-rehberi\/dogru-kisiyi-mi-ise-aliyorum\/"]}]},{"@type":"ImageObject","inLanguage":"tr","@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/dogru-kisiyi-mi-ise-aliyorum\/#primaryimage","url":"https:\/\/www.kariyer.net\/kariyer-rehberi\/wp-content\/uploads\/2007\/11\/dogruis.jpg","contentUrl":"https:\/\/www.kariyer.net\/kariyer-rehberi\/wp-content\/uploads\/2007\/11\/dogruis.jpg","width":170,"height":157},{"@type":"BreadcrumbList","@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/dogru-kisiyi-mi-ise-aliyorum\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Anasayfa","item":"https:\/\/www.kariyer.net\/kariyer-rehberi\/"},{"@type":"ListItem","position":2,"name":"Do\u011fru ki\u015fiyi mi i\u015fe al\u0131yorum?"}]},{"@type":"WebSite","@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/#website","url":"https:\/\/www.kariyer.net\/kariyer-rehberi\/","name":"Kariyer Rehberi","description":"\u0130\u015f D\u00fcnyas\u0131yla \u0130lgili Bilmek \u0130stedi\u011finiz Her \u015eey","publisher":{"@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.kariyer.net\/kariyer-rehberi\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"tr"},{"@type":"Organization","@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/#organization","name":"Kariyer.net","url":"https:\/\/www.kariyer.net\/kariyer-rehberi\/","logo":{"@type":"ImageObject","inLanguage":"tr","@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/#\/schema\/logo\/image\/","url":"https:\/\/www.kariyer.net\/kariyer-rehberi-new\/wp-content\/uploads\/2023\/01\/og-image11.jpg","contentUrl":"https:\/\/www.kariyer.net\/kariyer-rehberi-new\/wp-content\/uploads\/2023\/01\/og-image11.jpg","width":800,"height":800,"caption":"Kariyer.net"},"image":{"@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/#\/schema\/logo\/image\/"}},{"@type":"Person","@id":"https:\/\/www.kariyer.net\/kariyer-rehberi\/#\/schema\/person\/eb36201afd42c03bc83b82060447b2c9","name":"Kariyer.net","image":{"@type":"ImageObject","inLanguage":"tr","@id":"https:\/\/secure.gravatar.com\/avatar\/ddce3ac68cb52fb2ae004bcee334e49ccc6361fefd68c5f6f4d2a86630c28b2e?s=96&d=mm&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/ddce3ac68cb52fb2ae004bcee334e49ccc6361fefd68c5f6f4d2a86630c28b2e?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/ddce3ac68cb52fb2ae004bcee334e49ccc6361fefd68c5f6f4d2a86630c28b2e?s=96&d=mm&r=g","caption":"Kariyer.net"},"url":"https:\/\/www.kariyer.net\/kariyer-rehberi\/author\/kariyer-net\/"}]}},"_links":{"self":[{"href":"https:\/\/www.kariyer.net\/kariyer-rehberi\/wp-json\/wp\/v2\/posts\/2691","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.kariyer.net\/kariyer-rehberi\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.kariyer.net\/kariyer-rehberi\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.kariyer.net\/kariyer-rehberi\/wp-json\/wp\/v2\/users\/8"}],"replies":[{"embeddable":true,"href":"https:\/\/www.kariyer.net\/kariyer-rehberi\/wp-json\/wp\/v2\/comments?post=2691"}],"version-history":[{"count":1,"href":"https:\/\/www.kariyer.net\/kariyer-rehberi\/wp-json\/wp\/v2\/posts\/2691\/revisions"}],"predecessor-version":[{"id":20211,"href":"https:\/\/www.kariyer.net\/kariyer-rehberi\/wp-json\/wp\/v2\/posts\/2691\/revisions\/20211"}],"wp:attachment":[{"href":"https:\/\/www.kariyer.net\/kariyer-rehberi\/wp-json\/wp\/v2\/media?parent=2691"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.kariyer.net\/kariyer-rehberi\/wp-json\/wp\/v2\/categories?post=2691"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.kariyer.net\/kariyer-rehberi\/wp-json\/wp\/v2\/tags?post=2691"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}