{"id":8215,"date":"2016-04-20T11:38:36","date_gmt":"2016-04-20T09:38:36","guid":{"rendered":"http:\/\/www.balance.rs\/bcs\/?p=8215"},"modified":"2016-04-20T11:38:36","modified_gmt":"2016-04-20T09:38:36","slug":"kako-raditi-selekciju-zaposlenih","status":"publish","type":"post","link":"https:\/\/www.balance.rs\/en\/kako-raditi-selekciju-zaposlenih\/","title":{"rendered":"Kako raditi selekciju zaposlenih?"},"content":{"rendered":"<p>Svi se sla\u017eemo da bismo \u017eeleli \u0161to bolje kandidate, sa \u0161to manje muke oko selekcije i \u0161to boljom\u00a0predikcijom budu\u0107eg pona\u0161anja na radnom mestu.<\/p>\n<p><!--more--><\/p>\n<p><span style=\"color: #000000;\"><strong>Metode selekcije i procene kandidata<\/strong><\/span><\/p>\n<p>1. <strong>Opis posla i analiza radnog mesta<\/strong> \u2013 dobar opis posla je ve\u0107 pola posla. Znamo kakva nam je\u00a0osoba potrebna za konkretno radno mesto!<\/p>\n<p>2. <strong>Dobro napravljen oglas!<\/strong> Selekcija po\u010dinje ve\u0107 pri kreiranju oglasa. Cilj oglasa je da privu\u010de \u0161to\u00a0ADEKVATNIJE I KVALITETNIJE kandidate, a ne \u0161to vi\u0161e njih!<\/p>\n<p>3.<strong> Intervju baziran na kompetencama \/ bihejvioralni intervju<\/strong> (Competence based \/ Behavioral\u00a0interview), sa akcentom na prethodno iskustvo (npr. \u201copi\u0161ite mi konkretnu situaciju u kojoj ste\u00a0pokazali svoju ve\u0161tinu vo\u0111enja tima\u201d), po STAR principu (Situation, Task, Action, Result).<\/p>\n<p>4. <strong>Radni zadaci<\/strong> \u2013 Va\u017eno je da situacija odgovara realnoj situaciju na konkretnom radnom mestu.\u00a0Primeri zadataka: da ogovore na e-mail, prona\u0111u najpovoljniju avio kartu, prekucaju tekst, odr\u017ee\u00a0prezentaciju i sl.<\/p>\n<p>5.<strong> Studija slu\u010daja<\/strong> \u2013 zgodno je kada nam je potrebno da imamo uvid u konkretna znanja i iskustva\u00a0kandidata. Mo\u017ee biti i grupna kada nam je va\u017eno da poredimo kandidate, kao i da vidimo njihovo\u00a0pona\u0161anje u grupi, koje uloge u timu preuzimaju i sl.<\/p>\n<p>6. <strong>Testovi li\u010dnosti i sposobnosti (inteligencije)<\/strong> \u2013 tokom selekcije poma\u017eu nam da steknemo uvid o\u00a0kandidatu iz jo\u0161 nekih uglova. Zadaju ih i tuma\u010de samo psiholozi.<\/p>\n<p>7.<strong> Testovi znanja<\/strong> \u2013 npr. rad u excel-u, engleski jezik, specifi\u010dno znanje potrebno za konkretno\u00a0radno mesto i sl.<\/p>\n<p>8. <strong>Provera referenci<\/strong> \u2013 proveriti kod prethodnih poslodavaca stavke iz CV-ija kandidata. Ne treba\u00a0zvati trenutnog poslodavca, ukoliko je kandidat negde zaposlen.<\/p>\n<p>9. <strong>Internet<\/strong> \u2013 Facebook, LinkedIn i ostale socijalne mre\u017ee su postale pravi izvor podataka o\u00a0potencijalnim kandidatima.<\/p>\n<p><span style=\"color: #000000;\"><strong>Koji je najadekvatniji na\u010din?<\/strong><\/span><\/p>\n<p>Nema jednostavnog odgovora. Zavisi od radnog mesta, ko radi procenu i sl.<\/p>\n<p>Istra\u017eivanja ukazuju da je prilikom selekcije najbolje koristiti <strong>kombinaciju razli\u010ditih metoda.<\/strong><\/p>\n<p>Slede vrednosti koje imaju razli\u010dite metode izbora kandidata (potpuno ta\u010dno predvi\u0111anje bi imalo\u00a0vrednost 1):<\/p>\n<ul>\n<li>\u00a0Kombinacija razli\u010ditih metoda (0.68)<\/li>\n<li>\u00a0Radni zadaci (0.54)<\/li>\n<li>\u00a0Testovi sposobnosti (0.54)<\/li>\n<li>\u00a0Struktuirani intervju (0.44)<\/li>\n<li>\u00a0Testovi li\u010dnosti (0.38)<\/li>\n<li>\u00a0Nestruktuirani intervju (0.33)<\/li>\n<li>\u00a0Reference tj. preporuke koje kandidat ima (0.13)<\/li>\n<\/ul>\n<p>(preuzeto sa sajta Infostud.com, izvor: Anderson, N. &amp;amp; Cunningham-Snell, N. &amp;#39;Personnel Selection&amp;#39; in\u00a0Work and Organisational Psychology, Chmiel, N. (Ed), Blackwell Publishers Ltd, 2000.)<\/p>\n<p><span style=\"color: #000000;\"><strong>3 x 3 ili koliko puta se treba videti sa kandidatom pre odluke?<\/strong><\/span><\/p>\n<p>Predlog je tri puta, tri osobe u komisiji &#8211; osoba iz sektora ljudskih resursa, linijski menad\u017eer i\u00a0nadre\u0111eni\/neko sa puno iskustva. Na ovaj na\u010din se pove\u0107ava objektivnost pri dono\u0161enju odluke o\u00a0kandidatu tokom selekcije.<\/p>\n<p><span style=\"color: #000000;\"><strong>Stomak!<\/strong><\/span><\/p>\n<p>Nikako ne treba zanemariti ose\u0107aj koji imamo u stomaku pri razgovoru sa kandidatom. Mo\u017eda nije\u00a0najrelevantniji kriterijum, ali ga treba uzeti u obzir!<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Svi se sla\u017eemo da bismo \u017eeleli \u0161to bolje kandidate, sa \u0161to manje muke oko selekcije i \u0161to boljom\u00a0predikcijom budu\u0107eg pona\u0161anja na radnom mestu.<\/p>\n","protected":false},"author":2,"featured_media":9386,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4],"tags":[],"class_list":["post-8215","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ljudski-resursi","entry","has-media"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Kako raditi selekciju zaposlenih? - Balance Consulting<\/title>\n<meta name=\"description\" content=\"Svi se sla\u017eemo da bismo \u017eeleli \u0161to bolje kandidate, sa \u0161to manje muke oko selekcije i \u0161to boljom predikcijom budu\u0107eg pona\u0161anja na radnom mestu.\" \/>\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.balance.rs\/kako-raditi-selekciju-zaposlenih\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Kako raditi selekciju zaposlenih? 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