{"id":2699,"date":"2007-11-08T02:00:00","date_gmt":"2007-11-08T00:00:00","guid":{"rendered":"http:\/\/92.45.35.169\/zincirin-zayif-halkasi\/"},"modified":"2024-07-03T17:30:28","modified_gmt":"2024-07-03T14:30:28","slug":"zincirin-zayif-halkasi","status":"publish","type":"post","link":"https:\/\/www.kariyer.net\/kariyer-rehberi\/zincirin-zayif-halkasi\/","title":{"rendered":"Zincirin zay\u0131f halkas\u0131"},"content":{"rendered":"
<\/p>\n
\"\"Personel se\u00e7imi firmalar a\u00e7\u0131s\u0131ndan son derece \u00f6nemli bir s\u00fcre\u00e7tir. Her aday\u0131n \u00f6zge\u00e7mi\u015finin ve referanslar\u0131n\u0131n m\u00fclakat \u00f6ncesinde incelenmesi ve m\u00fclakatta firmaya en k\u0131sa s\u00fcrede en fazla kazan\u00e7 sa\u011flayacak aday\u0131n i\u015fe al\u0131nmas\u0131 gerekmektedir. Adaylar kimi zaman deneyimsiz ya da e\u011fitimsiz m\u00fclakat\u00e7\u0131lardan \u015fikayet etseler de, \u00e7o\u011fu zaman onlar\u0131n da hatalar\u0131 olmaktad\u0131r. Bu hatalar\u0131n baz\u0131lar\u0131 m\u00fclakat stresinden kaynaklanmakta ve i\u015fverenler taraf\u0131ndan bir noktaya kadar g\u00f6z ard\u0131 edilebilmektedir. <\/span><\/div>\n
Ama baz\u0131lar\u0131 aday\u0131n ki\u015fili\u011fini yans\u0131tmakta olup, g\u00f6zden ka\u00e7\u0131r\u0131lmalar\u0131 durumunda aday\u0131n firmaya uyumunun ger\u00e7ekle\u015fememesine ve hatta firman\u0131n ba\u015far\u0131 grafi\u011finin d\u00fc\u015fmesine neden olabilir.<\/span><\/div>\n
Bu noktada g\u00f6rev, istihdam\u0131 ger\u00e7ekle\u015ftiren i\u015fverenlere d\u00fc\u015fmektedir. A\u015fa\u011f\u0131da adaylar\u0131n ki\u015filiklerinin ve firmaya uygunluklar\u0131n\u0131n s\u0131nanmas\u0131nda kabul g\u00f6rm\u00fc\u015f genel \u00f6l\u00e7\u00fctler yer almaktad\u0131r. \u0130lginize sunuyorum..<\/span><\/div>\n
Ciddiyet ve sayg\u0131<\/span><\/strong><\/div>\n
Adaylar\u0131n m\u00fclakata mazeretleri ne olursa olsun ge\u00e7 kalmamalar\u0131 gerekmektedir. B\u00fcy\u00fck \u015fehirlerde ya\u015fanabilecek olas\u0131 trafik yo\u011funlu\u011funu ve benzeri b\u00fct\u00fcn konular\u0131 \u00f6nceden d\u00fc\u015f\u00fcn\u00fcp, ona g\u00f6re bulunduklar\u0131 yerden \u00e7\u0131k\u0131\u015f saati belirlemeleri, her aday\u0131n kendi sorumlulu\u011fundad\u0131r. M\u00fclakata ge\u00e7 kalmak ya da hi\u00e7 gelmemek aday\u0131n ciddiyetsizli\u011finin en b\u00fcy\u00fck g\u00f6stergelerinden biridir.<\/span><\/div>\n
M\u00fclakatta sayg\u0131s\u0131z davran\u0131\u015flar sergileyen ve gere\u011finden fazla rahat davranan adaylarda, i\u015fe al\u0131m sonras\u0131nda otoriteye kar\u015f\u0131 gelme e\u011filimi g\u00f6zlemlenebilir. \u00c7al\u0131\u015fanlar\u0131n firma k\u00fclt\u00fcr\u00fcne ve y\u00f6neticilerine sayg\u0131 g\u00f6stermesi olduk\u00e7a \u00f6nemli oldu\u011fundan, m\u00fclakatta sak\u0131z \u00e7i\u011fnemek, sigara i\u00e7mek, m\u00fclakata uygun k\u0131l\u0131k k\u0131yafet ile gelmemek ve bunlara benzer di\u011fer davran\u0131\u015flar, adaylar\u0131n firmadaki \u00fcstlerine kar\u015f\u0131 yeterince sayg\u0131l\u0131 ve ciddi davranamayabileceklerinin bir g\u00f6stergesi olarak kabul edilebilir. <\/span><\/div>\n
D\u00fcr\u00fcst olmak <\/span><\/strong><\/div>\n
D\u00fcr\u00fcstl\u00fck ve g\u00fcvenilirlik bir i\u015fverenin \u00e7al\u0131\u015fan\u0131ndan bekledi\u011fi en \u00f6nemli \u00f6zelliktir. Gerekti\u011finde \u015firketin en \u00f6nemli bilgi kaynaklar\u0131na giri\u015f \u015fifrelerinin verilece\u011fi \u00e7al\u0131\u015fanlar\u0131n, \u015firketlerine ba\u011fl\u0131l\u0131klar\u0131n\u0131n ve d\u00fcr\u00fcstl\u00fcklerinin \u00f6l\u00e7\u00fclmesine daha m\u00fclakat a\u015famas\u0131ndan dikkat etmekse, i\u015fe al\u0131m m\u00fclakat\u0131n\u0131 yapan i\u015fverenlerin sorumlulu\u011fudur. Aday\u0131n \u00f6zge\u00e7mi\u015finde kariyeriyle veya e\u011fitim ge\u00e7mi\u015fiyle ilgili bilgi saklamas\u0131 ya da m\u00fclakatta \u00f6zge\u00e7mi\u015fiyle \u00e7eli\u015fen bilgiler aktarmas\u0131 ho\u015f olmayan bir durumdur. Bu tip davran\u0131\u015flarda bulunan adaylar\u0131n \u00f6zge\u00e7mi\u015fleri ve ba\u015fvurular\u0131 daha dikkatli incelenmelidir. <\/span><\/div>\n
Hobilerinde \/ yeteneklerinde bah\u00e7e i\u015flerinden su sporlar\u0131na kadar uzanan geni\u015f bir yelpazenin oldu\u011fu adaylar\u0131n b\u00fct\u00fcn bu yetenekleri ve hobileri konusunda samimi olduklar\u0131na inanmak g\u00fc\u00e7t\u00fcr. B\u00fct\u00fcn bu hobilere ve yeteneklere ayn\u0131 anda sahip olabilen bir ki\u015finin, d\u00fcr\u00fcst davrand\u0131\u011f\u0131na \u00e7o\u011fu zaman i\u015fverenler inanmamakla birlikte, bu durum o aday hakk\u0131nda i\u015fverenlerde bir \u00f6nyarg\u0131n\u0131n da olu\u015fmas\u0131na neden olmaktad\u0131r.<\/span><\/div>\n
Aday\u0131n ba\u015fvurdu\u011fu pozisyon ve i\u015f tan\u0131m\u0131 hakk\u0131nda bilgisi yoksa…<\/span><\/strong><\/div>\n
Adaylar\u0131n m\u00fclakata girecekleri firma hakk\u0131nda ayr\u0131nt\u0131l\u0131 bir ara\u015ft\u0131rma yapmalar\u0131 ve m\u00fclakat esnas\u0131nda firma hakk\u0131nda belli bir bilgi birikimine sahip olmalar\u0131 her zaman ba\u015fvurduklar\u0131 firmay\u0131 ve pozisyonu ciddiye ald\u0131klar\u0131n\u0131n g\u00f6stergesidir.    <\/span>         <\/span>Hevesin ve isteklili\u011fin en b\u00fcy\u00fck i\u015faretlerinden biri olan bu durum, m\u00fclakatta adaylara olumlu puan kazand\u0131rmaktad\u0131r. \u00d6zellikle firman\u0131n misyonu, vizyonu, projeleri ve insan kaynaklar\u0131 uygulamalar\u0131 ile ilgili bilgi sahibi olan aday, firma k\u00fclt\u00fcr\u00fcne daha \u00e7abuk al\u0131\u015facakt\u0131r. Firmaya uyum s\u00fcrecinin k\u0131salmas\u0131 da aday\u0131n bir an \u00f6nce verimli \u00e7al\u0131\u015fmaya ba\u015flamas\u0131 anlam\u0131na gelmektedir. Bu nedenle m\u00fclakatlarda adaylara firman\u0131z hakk\u0131nda sorular sormak ve verdikleri yan\u0131tlar\u0131 de\u011ferlendirmek, bo\u015f pozisyona ve firman\u0131za olan ilgilerini \u00f6l\u00e7menizde olduk\u00e7a etkili olan bir y\u00f6ntemdir.<\/span><\/div>\n
Aday kariyer hedefi ile ilgili sorulara tutarl\u0131 yan\u0131t vermiyor ve kariyer hedefi ba\u015fvurdu\u011fu firma ve pozisyona y\u00f6nelik geli\u015fmiyorsa…<\/span><\/strong><\/div>\n
Aday\u0131n kariyer hedefi konusunda ne denli ciddi oldu\u011funu tespit etmek i\u00e7in sorulan en temel sorulardan biri de kariyer hedefinin ne oldu\u011fu ve be\u015f y\u0131l i\u00e7inde kendini hangi pozisyonda hangi sorumluluklar\u0131 \u00fcstlenmi\u015fken g\u00f6rd\u00fc\u011f\u00fcd\u00fcr. Bu soruya aday\u0131n verece\u011fi yan\u0131t\u0131n ger\u00e7ek\u00e7ilikten uzak olmas\u0131 ve ba\u015fvurdu\u011fu pozisyonu ve firmay\u0131 i\u00e7ermemesi olumlu bir durum de\u011fildir. \u0130\u015fveren, aday\u0131 uzun d\u00f6nemli bir eleman olarak almay\u0131 hedeflemi\u015fse, bu i\u015fe al\u0131m\u0131 ger\u00e7ekle\u015ftirecek firma i\u00e7in bir problem olu\u015fturabilir. \u00d6zellikle daha \u00e7ok yeni mezunlarda g\u00f6r\u00fclen bir \u00f6zellik olarak, aday ba\u015fvurdu\u011fu pozisyonu gelip ge\u00e7ici olarak g\u00f6rebilir ve kendi hayallerini ger\u00e7ekle\u015ftirmek i\u00e7in firmadan bir s\u00fcre sonra birden bire ayr\u0131labilir. Bu nedenle kariyer hedeflerini ve gelece\u011fe y\u00f6nelik planlar\u0131n\u0131 belirlemi\u015f adaylar\u0131n se\u00e7ilmesi her zaman i\u00e7in firman\u0131n yarar\u0131na olacakt\u0131r. <\/span><\/div>\n
Bunlar\u0131n d\u0131\u015f\u0131nda;<\/span><\/div>\n
    \n
  1. Aday son y\u0131llarda s\u00fcrekli firma de\u011fi\u015ftirmi\u015f ve her bir firmada bir-iki aydan fazla kalmam\u0131\u015fsa,<\/li>\n
  2. Aday\u0131n e\u011fitim ge\u00e7mi\u015finde yer alan \u00fcniversitenin ad\u0131 hi\u00e7 duyulmam\u0131\u015fsa,<\/li>\n
  3. \u00dccret, izin veya di\u011fer maddi olanaklar hakk\u0131nda ilk m\u00fclakatta sorular soruyorsa,<\/li>\n
  4. M\u00fclakat s\u0131ras\u0131nda sizinle g\u00f6z temas\u0131 kurmaktan ka\u00e7\u0131n\u0131yorsa,<\/li>\n<\/ol>\n
    aday hakk\u0131nda karar verirken biraz daha dikkatli d\u00fc\u015f\u00fcn\u00fclmesi yararl\u0131 olacakt\u0131r. <\/p>\n

    Firmada i\u015flerin y\u00fcr\u00fcmesi ve belli bir ba\u015far\u0131 standard\u0131n\u0131n yakalan\u0131p, bu standard\u0131n zaman i\u00e7inde istikrarl\u0131 bir art\u0131\u015f ivmesi yakalamas\u0131nda en \u00f6nemli nokta, o firmadaki insan g\u00fcc\u00fcd\u00fcr. Bir firman\u0131n sahip oldu\u011fu en b\u00fcy\u00fck de\u011fer, firmas\u0131na ba\u011fl\u0131 ve sorumluluklar\u0131n\u0131n bilincinde olan \u00e7al\u0131\u015fanlard\u0131r. Bu nedenle hem kendi departman\u0131n\u0131z hem de firman\u0131z i\u00e7in ger\u00e7ekle\u015ftirece\u011finiz en ba\u015far\u0131l\u0131 proje, do\u011fru personel se\u00e7imidir.<\/span><\/div>\n

     <\/div>\n

    <\/span><\/span><\/div>\n\n

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    Personel se\u00e7imi firmalar a\u00e7\u0131s\u0131ndan son derece \u00f6nemli bir s\u00fcre\u00e7tir. Her aday\u0131n \u00f6zge\u00e7mi\u015finin ve referanslar\u0131n\u0131n m\u00fclakat \u00f6ncesinde incelenmesi ve m\u00fclakatta firmaya en k\u0131sa s\u00fcrede en fazla kazan\u00e7 sa\u011flayacak aday\u0131n i\u015fe al\u0131nmas\u0131 gerekmektedir. Adaylar kimi zaman deneyimsiz ya da e\u011fitimsiz m\u00fclakat\u00e7\u0131lardan \u015fikayet etseler de, \u00e7o\u011fu zaman onlar\u0131n da hatalar\u0131 olmaktad\u0131r. Bu hatalar\u0131n baz\u0131lar\u0131 m\u00fclakat stresinden kaynaklanmakta ve […]<\/p>\n\n

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