{"id":35044,"date":"2019-10-31T22:01:58","date_gmt":"2019-10-31T19:01:58","guid":{"rendered":"https:\/\/prohoster.info\/blog\/chto-testiruyut-sobesedovaniya-i-testovye-zadaniya\/"},"modified":"2019-10-31T22:01:58","modified_gmt":"2019-10-31T19:01:58","slug":"chto-testiruyut-sobesedovaniya-i-testovye-zadaniya","status":"publish","type":"post","link":"https:\/\/prohoster.info\/ro\/blog\/news\/chto-testiruyut-sobesedovaniya-i-testovye-zadaniya","title":{"rendered":"Ce testeaz\u0103 interviurile \u0219i sarcinile de evaluare","gt_translate_keys":[{"key":"rendered","format":"text"}]},"content":{"rendered":"

\u00cen articolul anterior habr.com\/ro\/post\/450810<\/a><\/noindex> Am analizat 7 metode rapide de evaluare a competen\u021belor speciali\u0219tilor IT, pe care le po\u021bi aplica \u00eenainte de a organiza un interviu tehnic mare, complex \u0219i consumator de timp. Acolo am discutat esen\u021ba acestor metode \u0219i experien\u021ba mea cu privire la aplicarea lor, precum \u0219i motivele pentru care \u00eemi plac sau nu \u00eemi plac.
\n\u00cen acest articol vreau s\u0103 vorbesc despre conceptul modern de luare a deciziilor de c\u0103tre om, cum se leag\u0103 acesta de verificarea abilit\u0103\u021bilor de munc\u0103 \u0219i ce anume testez\u0103 de fapt metodele de evaluare a competen\u021belor, cum ar fi interviurile \u0219i testele practice.
\n<\/a><\/noindex><\/p>\n

Pu\u021bin\u0103 teorie<\/h3>\n

\nDe secole, oamenii de \u0219tiin\u021b\u0103 au fost preocupa\u021bi de \u00eentrebarea \u2013 cum \u0219i de ce iau oamenii anumite decizii? De-a lungul timpului, acest lucru a fost explicat \u00een mod diferit \u2013 timp de mii de ani a predominat credin\u021ba \u00een soart\u0103 \u0219i voin\u021ba zeilor, apoi a fost popular\u0103 p\u0103rerea c\u0103 omul este o fiin\u021b\u0103 ra\u021bional\u0103 care, \u00een principal, ac\u021bioneaz\u0103 \u00een mod ra\u021bional \u0219i calculat. Revolu\u021bia \u0219tiin\u021bific\u0103 a dus la numeroase cercet\u0103ri asupra reac\u021biilor comportamentale ale \u201eomului ra\u021bional\u201d \u00een a doua jum\u0103tate a secolului 20. \u00cen prezent, cea mai modern\u0103 \u0219i recunoscut\u0103 \u00een cercurile \u0219tiin\u021bifice este modelul hibrid de comportament uman, despre care psihologul Daniel Kahneman a scris foarte bine \u00een articolele sale \u0219tiin\u021bifice \u0219i c\u0103r\u021bile populare. Daniel a primit Premiul Nobel pentru economie deoarece lucr\u0103rile sale au contestat multe teorii economice bazate pe modele de ra\u021bionalitate \u00een luarea deciziilor. Daniel Kahneman a demonstrat conving\u0103tor c\u0103 comportamentul uman \u00een majoritatea situa\u021biilor este condi\u021bionat de reac\u021bii comportamentale automate, formate pe baza experien\u021bei de via\u021b\u0103.
\nConform concep\u021biei lui Daniel Kahneman, comportamentul uman este guvernat de dou\u0103 sisteme de luare a deciziilor interac\u021bionante. Sistemul 1 - rapid \u0219i automat - asigur\u0103 securitatea organismului \u0219i nu necesit\u0103 un efort considerabil pentru a forma o decizie. Precizia deciziilor acestui sistem depinde de experien\u021b\u0103 \u0219i antrenament, iar viteza - de caracteristicile sistemului nervos al individului. Sistemul 2 - lent - necesit\u0103 efort \u0219i concentrare. Acesta ne ofer\u0103 ra\u021bionamente complexe, concluzii logice \u0219i prognoze bine fundamentate. Viteza de luare a deciziilor \u00een acest sistem este de zeci \u0219i sute de ori mai mic\u0103 dec\u00e2t viteza Sistemului 1. Anume \u00een timpul activ\u0103rii Sistemului 2 \u00ee\u0219i manifest\u0103 \u00eentregul poten\u021bial inteligen\u021ba uman\u0103. Totu\u0219i, \u00een timpul func\u021bion\u0103rii acestui sistem se consum\u0103 intens resurse - at\u00e2t fizice (energie), c\u00e2t \u0219i aten\u021bie, care este o derivat\u0103 a multor resurse. Prin urmare, cea mai mare parte a deciziilor este luat\u0103 de Sistemul 1.
\nCred c\u0103 fiecare dintre voi a observat c\u0103 nu poate g\u00e2ndi intens \u0219i rezolva probleme complexe pentru mai mult de o anumit\u0103 perioad\u0103 de timp consecutiv. Fiecare om are un interval diferit. Unii pot g\u00e2ndi intens doar o jum\u0103tate de or\u0103 pe zi, \u00een timp ce al\u021bii pot rezolva cele mai dificile sarcini timp de 3 ore la r\u00e2nd. Aceast\u0103 abilitate poate fi dezvoltat\u0103, totu\u0219i, se ob\u021bine cu un efort foarte mare \u0219i cu munc\u0103 asupra propriei persoane \u0219i, oricum, resursa de aten\u021bie va fi Limitat\u0103.
\nAmbele sisteme func\u021bioneaz\u0103 \u00eempreun\u0103. Informa\u021biile primite de la organele de sim\u021b sunt mai \u00eent\u00e2i procesate de Sistemul 1, care recunoa\u0219te situa\u021biile periculoase \u0219i reac\u021bioneaz\u0103 instantaneu \u00een cazul unei amenin\u021b\u0103ri. De asemenea, Sistemul 1 recunoa\u0219te situa\u021biile necunoscute \u0219i fie decide s\u0103 le ignore, fie activeaz\u0103 Sistemul 2. <\/p>\n

V\u0103 rog s\u0103 \u00eenmul\u021bi\u021bi 65 cu 15 \u0219i s\u0103 observa\u021bi \u00een sine c\u00e2te timp v-au luat aceste calcule.\n<\/p><\/blockquote>\n

\nCum func\u021bioneaz\u0103? Ai observat vreodat\u0103 cum joac\u0103 \u0219ah profesioni\u0219tii \u2013 cu ce rapiditate fac mut\u0103ri la \u00eenceputul unei partide? Pentru o persoan\u0103 care joac\u0103 rar \u0219ah, pare imposibil s\u0103 ia decizii at\u00e2t de complexe at\u00e2t de repede. Cu toate acestea, tu po\u021bi corecta automat gre\u0219elile novice atunci c\u00e2nd efectuezi o revizuire a codului. Sistemul t\u0103u 1 poate recunoa\u0219te gre\u0219elile tipice ale programatorilor \u00eencep\u0103tori \u0219i le corecteaz\u0103 automat, exact a\u0219a cum un juc\u0103tor profesionist de \u0219ah analizeaz\u0103 situa\u021bia de pe tabl\u0103 \u0219i \u0219tie cum s\u0103 joace, practic f\u0103r\u0103 a-\u0219i solicita con\u0219tient Sistemul 2. <\/p>\n

Te rog, multiplic\u0103 din nou 65 cu 15 \u0219i g\u00e2nde\u0219te-\u021bi c\u00e2t timp \u021bi-au luat aceste calcule.\n<\/p><\/blockquote>\n

\nNumeroase experimente au ar\u0103tat c\u0103, \u00een situa\u021biile familiari, aproape \u00eentotdeauna deciziile sunt luate de Sistemul automat 1 \u0219i acest lucru este perfect ra\u021bional din perspectiva supravie\u021buirii organismului \u0219i a consumului de energie. \u00cen acest sens, ac\u021bion\u0103m destul de ra\u021bional \u0219i optim, dar nu \u00een sensul g\u00e2ndirii \u0219i al optimalit\u0103\u021bii propriilor decizii, ci \u00een sensul echilibrului \u00eentre rezultat \u0219i costurile resurselor organismului nostru. Atunci c\u00e2nd conduci o ma\u0219in\u0103 \u00een ora\u0219 pe drumul spre munc\u0103, traiectoria ta \u00een curbe \u0219i num\u0103rul de accelera\u021bii \u0219i fr\u00e2ne pot s\u0103 nu fie optime, dar din perspectiva sarcinii de a te transporta de acas\u0103 la munc\u0103 \u2013 este destul de bine. Dac\u0103 e\u0219ti \u00eens\u0103 un pilot de curse \u0219i conduci o ma\u0219in\u0103 de curse pe un circuit de competi\u021bie, deciziile tale legate de traiectorie, accelera\u021bii \u0219i fr\u00e2ne vor fi mult mai calculate.
\n\u00cen situa\u021bii necunoscute, care ne intereseaz\u0103 sau pe care nu le putem evita, suntem nevoi\u021bi s\u0103 ac\u021bion\u0103m \u00een mod con\u0219tient, implic\u00e2nd aten\u021bia \u0219i Sistemul 2. Dup\u0103 c\u00e2teva repeti\u021bii ale unor situa\u021bii foarte asem\u0103n\u0103toare, rezultatul muncii Sistemului 2 se salveaz\u0103 \u00een memorie sub form\u0103 de semne \u0219i reac\u021bii \u0219i apoi nu va mai trebui s\u0103 depui eforturi \u0219i timp pentru deduc\u021bii logice \u2013 Sistemul 1 va fi deja antrenat pentru aceast\u0103 sarcin\u0103 \u0219i data viitoare va oferi automat o solu\u021bie. Unele reac\u021bii automate se pierd \u00een timp dac\u0103 nu sunt utilizate periodic. Abilit\u0103\u021bile pe care nu le antren\u0103m \u2013 se pierd.<\/p>\n

V\u0103 rug\u0103m s\u0103 \u00eenmul\u021bi\u021bi din nou 65 cu 15. A\u021bi observat progresul fa\u021b\u0103 de \u00eencercarea anterioar\u0103 de a rezolva aceast\u0103 sarcin\u0103?\n<\/p><\/blockquote>\n

Cum se leag\u0103 toate acestea de activitatea profesional\u0103 \u0219i de evaluarea competen\u021belor?<\/h3>\n

\nNumeroase experimente au ar\u0103tat c\u0103, \u00een primele zile la un nou loc de munc\u0103, o persoan\u0103 s\u0103n\u0103toas\u0103 din punct de vedere psihic se adapteaz\u0103 \u0219i \u00eencearc\u0103 s\u0103 accepte regulile, condi\u021biile \u0219i procesele de lucru ale noului s\u0103u loc de munc\u0103. Cu toate acestea, dup\u0103 un timp, fiecare dintre noi se relaxeaz\u0103 \u0219i \u00eencepe s\u0103 lucreze a\u0219a cum \u0219tie. Eforturile \u0219i s\u00e2rguin\u021ba cedeaz\u0103 locul reac\u021biilor automatizate \u0219i \u0219abloanelor \u00eenr\u0103d\u0103cinate \u00een Sistemul 1. \u00cen plus, chiar \u0219i \u00een timpul perioadei de prob\u0103, \u00een situa\u021bii stresante, c\u00e2nd este nevoie de o solu\u021bie rapid\u0103, reac\u021bion\u0103m prin intermediul Sistemului 1 automat \u0219i nu \u00eentotdeauna a\u0219a cum ne-au \u00eenv\u0103\u021bat la acest nou loc de munc\u0103.
\n\u00cen general, se poate spune c\u0103 valoarea noastr\u0103 principal\u0103 ca angajat este determinat\u0103 \u00een mare m\u0103sur\u0103 de experien\u021ba noastr\u0103 \u2013 adic\u0103 de antrenamentul Sistemului 1 \u00een resolvarea anumitor sarcini necesare angajatorului. De aceea, angajatorii doresc adesea un angajat nu at\u00e2t de inteligent, ci cu experien\u021b\u0103 \u00een domeniul respectiv. Experien\u021ba este apreciat\u0103 mai mult dec\u00e2t inteligen\u021ba. Acest lucru se explic\u0103 prin calcule elementare. Dac\u0103 exist\u0103 suficient timp, orice angajat care are o inteligen\u021b\u0103 adecvat\u0103 poate \u00een\u021belege subiectul \u0219i poate rezolva sarcinile atribuite. Cu toate acestea, el va trebui s\u0103 \u00ee\u0219i aloce timp pentru \u00eenv\u0103\u021bare \u0219i dob\u00e2ndirea de experien\u021b\u0103, \u0219i abia apoi va putea rezolva eficient sarcinile. Sistemul s\u0103u 2 va trebui s\u0103 rezolve multe sarcini de antrenament, \u00eenainte ca Sistemul 1 s\u0103 poat\u0103 rezolva rapid \u0219i eficient sarcinile reale. Acest lucru necesit\u0103 timp, pe care angajatorul adesea nu este dispus s\u0103-l pl\u0103teasc\u0103 la o rat\u0103 \u00eenalt\u0103 de profesionist. Un alt angajat, care a rezolvat deja sarcini similare, va realiza munca mult mai repede, deoarece majoritatea solu\u021biilor vor fi furnizate de Sistemul s\u0103u 1, antrenat s\u0103 rezolve sarcini \u00een domeniul respectiv. Un angajat experimentat va oferi solu\u021bii de calitate nu doar mai repede, ci \u0219i cu mai pu\u021bin efort. Asta \u00eenseamn\u0103 c\u0103 resursele sale neutilizate de aten\u021bie pot fi direc\u021bionate c\u0103tre solu\u021bionarea de noi sarcini complexe \u0219i ob\u021binerea de noi experien\u021be.
\nCe s\u0103 alegem \u2013 experien\u021ba sau inteligen\u021ba \u2013 angajatorul decide \u00een fiecare caz \u00een mod individual. Acolo unde este necesar\u0103 o reac\u021bie rapid\u0103 la o sarcin\u0103 tipic\u0103 \u0219i o solu\u021bie rapid\u0103 \u2013 de obicei se alege experien\u021ba. Dac\u0103 este necesar s\u0103 rezolv\u0103m multe sarcini diverse, dar timpul de solu\u021bionare este totu\u0219i foarte apreciat \u2013 atunci se alege o persoan\u0103 experimentat\u0103 \u0219i inteligent\u0103. Dac\u0103 timpul nu este foarte critic, atunci se poate da preferin\u021b\u0103 unui intelectual f\u0103r\u0103 experien\u021b\u0103. A\u0219a cum \u00een\u021belege\u021bi \u2013 \u00een lumea real\u0103, locurile de munc\u0103 unde timpul nu este critic sunt pu\u021bine.<\/p>\n

V\u0103 rog, v\u0103 rug\u0103m s\u0103 \u00eenmul\u021bi\u021bi din nou 65 cu 15 \u0219i s\u0103 v\u0103 nota\u021bi c\u00e2te timp v-au luat aceste calculuri. A\u021bi observat \u00een ce mod a\u021bi ob\u021binut rezultatul?<\/p><\/blockquote>\n

Modalit\u0103\u021bi de verificare a competen\u021belor din perspectiva test\u0103rii \u201eSistemelor 1\u201d \u0219i \u201eSistemelor 2\u201d<\/h3>\n

\nExperien\u021ba \u2013 adic\u0103 antrenamentul Sistemului 1 \u2013 este adesea un criteriu important, poate chiar decisiv, \u00een alegerea unui nou angajat de c\u0103tre angajator. Cum putem evalua experien\u021ba unui candidat cel mai eficient \u0219i precis? S\u0103 ne uit\u0103m la modalit\u0103\u021bile populare de evaluare a competen\u021belor din perspectiva a ceea ce evalueaz\u0103.<\/p>\n

Interviuri<\/h4>\n

\nAcest format implic\u0103 o conversa\u021bie \u00eentre candidat \u0219i evaluator. \u00cen principal, \u00eentreb\u0103rile sunt adresate de evaluator, dar candidatul are ocazia de a citi semnalele nonverbale, de a pune \u00eentreb\u0103ri de clarificare \u0219i, cum se spune, de a-\u0219i schimba r\u0103spunsul \u201e\u00een mers\u201d. Acesta este examenul oral cunoscut nou\u0103 tuturor. De obicei, interviul se desf\u0103\u0219oar\u0103 dup\u0103 un plan tipic \u0219i multe \u00eentreb\u0103ri sunt, de asemenea, tipice, ceea ce \u00eenseamn\u0103 c\u0103 se poate preg\u0103ti pentru ele. Adic\u0103 s\u0103-\u0219i antreneze Sistemul 1 pentru a trece cu succes interviurile.
\nSuccesul evalu\u0103rii unui candidat depinde de abilit\u0103\u021bile de comunicare ale ambelor p\u0103r\u021bi. Un candidat care este suficient de experimentat \u00een a trece interviuri poate l\u0103sa o impresie bun\u0103. Cu toate acestea, acest rezultat nu se ob\u021bine datorit\u0103 experien\u021bei de munc\u0103, ci datorit\u0103 experien\u021bei de comunicare \u0219i de trecere a interviurilor. Un candidat preg\u0103tit, care r\u0103spunde bine la \u00eentreb\u0103rile tipice, influen\u021beaz\u0103 evaluatorul, care devine mai loial fa\u021b\u0103 de candidat.
\nAceast\u0103 metod\u0103 testeaz\u0103 \u00een principal Sistemul 1 al candidatului, de\u0219i adesea nu reprezint\u0103 experien\u021ba necesar\u0103 \u00een munc\u0103. Este bun\u0103 pentru evaluarea speciali\u0219tilor care vor trebui s\u0103 comunice mult \u00een \u00eendatoririle lor \u0219i s\u0103 se adapteze rapid, dar, \u00een opinia mea, este ineficient\u0103 pentru evaluarea abilit\u0103\u021bilor tehnice. Precizia evalu\u0103rii poate fi \u00eembun\u0103t\u0103\u021bit\u0103 prin \u00eentreb\u0103ri \u0219i scenarii de interviu neconven\u021bionale, precum \u0219i prin implicarea mai multor speciali\u0219ti evaluatori \u00een interviu, ceea ce face ca acest proces s\u0103 fie mai costisitor.<\/p>\n

Teste de evaluare<\/h4>\n

\nCandidatul prime\u0219te o sarcin\u0103 pe care o rezolv\u0103 individual \u0219i apoi demonstreaz\u0103 rezultatul solu\u021biei. Practic \u2013 este un \u201eexamen scris\u201d obi\u0219nuit. Candidatul are suficient timp, posibilitatea de a pune \u00eentreb\u0103ri clarificatoare, precum \u0219i de a c\u0103uta informa\u021bii pe internet, chiar \u0219i de a solicita ajutorul prietenilor. Dac\u0103 sarcina este complex\u0103 \u0219i timpul alocat este suficient, aceast\u0103 metod\u0103 testeaz\u0103 mai degrab\u0103 Sistemul 2 dec\u00e2t Sistemul 1, adic\u0103 inteligen\u021ba, nu experien\u021ba. Dac\u0103 \u00eens\u0103 se reduce timpul pentru finalizarea sarcinii, exist\u0103 o probabilitate mare ca candida\u021bii s\u0103 renun\u021be la realizarea unei sarcini de testare complexe. Totodat\u0103, dac\u0103 se simplific\u0103 sarcina, se ofer\u0103 mai multe sarcini \u0219i se scurteaz\u0103 timpul \u2013 aceast\u0103 metod\u0103 devine un instrument de lucru destul de eficient, familiar din perioada \u0219colar\u0103. Aceasta testeaz\u0103 bine Sistemul 1. Totu\u0219i, dezavantajul s\u0103u este c\u0103 verificarea rezultatelor necesit\u0103 eforturi semnificative din partea evaluatorilor, deoarece fiecare solu\u021bie poate fi unic\u0103 \u0219i cei care verific\u0103 trebuie s\u0103 \u00een\u021beleag\u0103 esen\u021ba solu\u021biei.<\/p>\n

Live Doing<\/h4>\n

\nCandidatul prime\u0219te o sarcin\u0103 simpl\u0103, pe care o rezolv\u0103 sub supravegherea unui specialist evaluator. Aceast\u0103 metod\u0103 este adesea utilizat\u0103 \u00een timpul interviurilor \u2013 c\u00e2nd evaluatorii discut\u0103 ini\u021bial, iar apoi propun sarcini de rezolvat. Pentru candida\u021bi-introverti\u021bi, care nu au sus\u021binut un interviu de mult timp, aceast\u0103 metod\u0103 poate fi adesea inconfortabil\u0103 din punct de vedere psihologic, iar rezultatele ob\u021binute nu sunt foarte bune. \u00cen opinia mea, aceast\u0103 metod\u0103 ar trebui oferit\u0103 candida\u021bilor ca o alternativ\u0103 la sarcini de testare. Adic\u0103 fie 3-4 ore de lucru independent, fie 1-1,5 ore de interviu \u0219i rezolvare de sarcini online. \u00cen cazul \u00een care candidatul este preg\u0103tit, aceast\u0103 metod\u0103 permite testarea abilit\u0103\u021bilor de baz\u0103 ale Sistemului 1 pe sarcini tipice, care fac parte din sarcini de munc\u0103 mai complexe. Adic\u0103, sarcinile de testare ar trebui s\u0103 fie elemente din sarcini de munc\u0103 reale. Nu ar trebui s\u0103 se ofere sarcini abstracte, care nu vor ap\u0103rea niciodat\u0103 \u00een activitatea viitorului angajat. <\/p>\n

Teste cu variante de r\u0103spuns<\/h4>\n

\nDup\u0103 cum probabil \u0219ti\u021bi, examenele finale din \u0219colile ruse\u0219ti au acum forma de teste (GIA \u0219i EGE). Acest lucru a provocat la momentul respectiv discu\u021bii aprinse. Cet\u0103\u021benii au evaluat \u00een general negativ aceast\u0103 decizie a Ministerului Educa\u021biei. Personal, consider c\u0103, dac\u0103 nu lu\u0103m \u00een considerare noile oportunit\u0103\u021bi de corup\u021bie, \u00eenlocuirea examenelor scrise cu teste este o solu\u021bie bun\u0103. Verificarea rezultatelor testelor nu necesit\u0103 mult timp \u0219i aten\u021bie, este u\u0219or de automatizat. \u00cen acela\u0219i timp, se minimizeaz\u0103 subiectivitatea evalu\u0103rii cuno\u0219tin\u021belor. Testele permit, \u00een 1-2 ore, o evaluare calitativ\u0103 a cuno\u0219tin\u021belor \u0219i experien\u021bei acumulate pe parcursul mai multor ani de studiu sau munc\u0103. Un \u0219ofer \u00eencep\u0103tor \u00eenva\u021b\u0103 regulile de circula\u021bie timp de c\u00e2teva luni, iar la examen trebuie s\u0103 r\u0103spund\u0103 la 20 de \u00eentreb\u0103ri \u00een 20 de minute. Practica de zeci de ani a aplic\u0103rii acestui tip de examen arat\u0103 c\u0103 este suficient, dac\u0103 \u00eentreb\u0103rile testului sunt formulate corect \u0219i sunt destul de numeroase.
\n\u00cen lumea modern\u0103, majoritatea deciziilor oamenilor se reduc la alegerea uneia dintre op\u021biunile existente, care se potrive\u0219te cel mai bine situa\u021biei. Cu greu ve\u021bi avea nevoie de un specialist care s\u0103 inventeze din nou bicicleta. \u00cens\u0103, ve\u021bi avea nevoie de un expert care cunoa\u0219te bine avantajele \u0219i dezavantajele diferitelor tipuri de biciclete \u0219i mijloace de transport similare, ajut\u00e2ndu-v\u0103 s\u0103 alege\u021bi rapid modelul potrivit \u0219i s\u0103-l adapta\u021bi pentru a rezolva sarcinile dumneavoastr\u0103. De obicei, trebuie s\u0103 rezolva\u021bi probleme logistice rapid \u0219i nu ave\u021bi timp s\u0103 inventa\u021bi o biciclet\u0103 inovatoare. Uneori (foarte rar) apar situa\u021bii c\u00e2nd ave\u021bi totu\u0219i nevoie de o biciclet\u0103 nou\u0103, care nu exist\u0103 \u00eenc\u0103 \u0219i care trebuie creat\u0103. Totu\u0219i, \u0219i \u00een acest caz, o persoan\u0103 care cunoa\u0219te bine construc\u021biile bicicletelor va fi mai util\u0103 dec\u00e2t un inventator universal.
\nUn alt exemplu. Dac\u0103 un programator poate implementa mai multe algoritmi de sortare \u2013 cu siguran\u021b\u0103 este un profesionist, dar \u00een via\u021ba real\u0103 va fi mult mai util s\u0103 cunoasc\u0103 metodele de baz\u0103 ale bibliotecii standard a limbajului \u2013 acolo cu siguran\u021b\u0103 exist\u0103 deja mai multe variante de sortare, este suficient s\u0103 apela\u021bi func\u021bia dorit\u0103. <\/p>\n

Concluzie<\/h3>\n

\nEste important ca, \u00een alegerea modului de evaluare a competen\u021belor, s\u0103 activa\u021bi Sistemul 2 \u0219i s\u0103 alege\u021bi o metod\u0103 potrivit\u0103 \u00een mod con\u0219tient, \u0219i nu din tradi\u021bie \u2013 \"pentru c\u0103 a\u0219a am f\u0103cut mereu\". Atunci c\u00e2nd alege\u021bi metoda de evaluare a competen\u021belor, v\u0103 sf\u0103tuiesc s\u0103 determina\u021bi mai \u00eent\u00e2i ce va fi mai important pentru dumneavoastr\u0103 ca angajator \u00een activitatea zilnic\u0103 a angajatului. Va fi aceasta capacitatea de a rezolva rapid un anumit set de sarcini tipice, sau va trebui s\u0103 rezolve sarcini complexe, originale, atipice.
\n\u00cen cele mai multe cazuri, ca prim test pentru candida\u021bi, teste temporizate sunt o alegere excelent\u0103. V\u0103 recomand teste scurte, care pot fi finalizate \u00een maximum 15-20 de minute. \u00cen acest timp, se pot adresa 30-40 de \u00eentreb\u0103ri \u0219i se pot verifica \u00een detaliu cuno\u0219tin\u021bele candida\u021bilor. Dup\u0103 aceea, se poate desf\u0103\u0219ura un interviu \u00een care s\u0103 discut\u0103m gre\u0219elile f\u0103cute de candida\u021bi. Testul poate servi, de asemenea, ca un ghid pentru interviu, \u00een care pute\u021bi clarifica motivul pentru care candidatul a r\u0103spuns la \u00eentreb\u0103rile testului \u00een acel mod \u0219i cum ar r\u0103spunde dac\u0103 \u00eentrebarea ar fi fost formulat\u0103 diferit.
\nDac\u0103 pentru dumneavoastr\u0103 este important modul \u00een care viitorul angajat lucreaz\u0103 independent la sarcini ample \u0219i izolate, ar fi potrivit s\u0103 \u00eencepe\u021bi cu un interviu \u0219i apoi s\u0103 propune\u021bi un test de lucru. Trebuie s\u0103 \u021bine\u021bi cont c\u0103 doar 20-25% dintre candida\u021bi accept\u0103 s\u0103 completeze teste de lucru \u00eenainte de interviu, iar \u00een acest caz reduce\u021bi semnificativ fluxul de selec\u021bie.
\n\u00cen urm\u0103torul meu articol, voi detalia mai bine particularit\u0103\u021bile cre\u0103rii testelor pentru evaluarea competen\u021belor candida\u021bilor.
\n
Sursa: habr.com<\/a><\/p>","protected":false,"gt_translate_keys":[{"key":"rendered","format":"html"}]},"excerpt":{"rendered":"

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