{"id":56332,"date":"2020-02-10T00:00:00","date_gmt":"2020-02-09T21:00:00","guid":{"rendered":"https:\/\/prohoster.info\/blog\/blog_prohoster\/pochemu-tak-vazhno-soobshhat-soiskatelyu-chto-poshlo-ne-tak-na-sobesedovanii-i-kak-eto-sdelat-pravilno"},"modified":"2020-02-18T14:04:35","modified_gmt":"2020-02-18T11:04:35","slug":"pochemu-tak-vazhno-soobshhat-soiskatelyu-chto-poshlo-ne-tak-na-sobesedovanii-i-kak-eto-sdelat-pravilno","status":"publish","type":"post","link":"https:\/\/prohoster.info\/sq\/blog\/novosti-interneta\/pochemu-tak-vazhno-soobshhat-soiskatelyu-chto-poshlo-ne-tak-na-sobesedovanii-i-kak-eto-sdelat-pravilno","title":{"rendered":"Pse \u00ebsht\u00eb kaq e r\u00ebnd\u00ebsishme t\u00eb informoni kandidaten se \u00e7far\u00eb shkoi keq gjat\u00eb intervist\u00ebs (dhe si ta b\u00ebni at\u00eb si\u00e7 duhet)","gt_translate_keys":[{"key":"rendered","format":"text"}]},"content":{"rendered":"

Nj\u00eb nga gj\u00ebrat m\u00eb frustruese n\u00eb intervistat teknike \u00ebsht\u00eb se ato jan\u00eb nj\u00eb kut\u00eb e zez\u00eb. Kandidat\u00ebt informohen vet\u00ebm n\u00ebse kaluan n\u00eb faz\u00ebn tjet\u00ebr, pa asnj\u00eb detaj se p\u00ebrse ndodhi kjo.<\/p>\n

Mungesa e feedback-ut ose feedback-ut konstruktiv nuk \u00ebsht\u00eb vet\u00ebm frustruese p\u00ebr kandidat\u00ebt. Kjo \u00ebsht\u00eb e d\u00ebmshme edhe p\u00ebr biznesin. Ne zhvilluam nj\u00eb studim mbi tem\u00ebn e feedback-ut dhe doli se shum\u00eb kandidat\u00eb vazhdimisht e n\u00ebnvler\u00ebsojn\u00eb ose e teprojn\u00eb nivelin e aft\u00ebsive t\u00eb tyre gjat\u00eb intervistave. Nj\u00eb shembull i till\u00eb:<\/p>\n

\"Pse
\n<\/a><\/noindex>
\nSi\u00e7 tregoi statistika, ka nj\u00eb lidhje t\u00eb dukshme midis niveli t\u00eb siguris\u00eb q\u00eb nj\u00eb person ka p\u00ebr suksesin e intervist\u00ebs dhe d\u00ebshir\u00ebs p\u00ebr t\u00eb vazhduar t\u00eb punoj\u00eb me ju. Me fjal\u00eb t\u00eb tjera, n\u00eb \u00e7do cik\u00ebl interviste, nj\u00eb pjes\u00eb e kandidat\u00ebve humbasin interesin p\u00ebr t\u00eb punuar n\u00eb kompanin\u00eb tuaj thjesht sepse besojn\u00eb se nuk e b\u00ebn\u00eb mir\u00eb, edhe n\u00ebse n\u00eb t\u00eb v\u00ebrtet\u00eb gjith\u00e7ka shkoi mrekullisht. Kjo luan nj\u00eb loj\u00eb t\u00eb eg\u00ebr: n\u00ebse nj\u00eb person \u00ebsht\u00eb nervoz dhe dyshon se nuk e p\u00ebrmbushi detyr\u00ebn, ai \u00ebsht\u00eb i prirur t\u00eb vet\u00ebkritikohet dhe p\u00ebr t\u00eb dal\u00eb nga kjo gjendje e pak\u00ebndshme fillon t\u00eb racionizoj\u00eb dhe t\u00eb bind\u00eb veten se as nuk kishte d\u00ebshir\u00eb t\u00eb ve\u00e7ant\u00eb p\u00ebr t\u00eb u futur atje.<\/i>.<\/p>\n

T\u00eb flasim praktikisht, feedback-u n\u00eb koh\u00eb me kandidat\u00ebt e suksessh\u00ebm mund t\u00eb b\u00ebj\u00eb mrekulli, duke rritur ndjesh\u00ebm numrin e vendeve t\u00eb pun\u00ebs t\u00eb mbyllura.<\/b><\/p>\n

Gjithashtu, p\u00ebrve\u00e7 rritjes s\u00eb mund\u00ebsis\u00eb p\u00ebr t\u00eb marr\u00eb kandidat\u00eb t\u00eb suksessh\u00ebm n\u00eb ekipin tuaj tani, feedback-u ka r\u00ebnd\u00ebsi t\u00eb madhe n\u00eb marr\u00ebdh\u00ebniet me kandidat\u00ebt, t\u00eb cil\u00ebt nuk jeni gati t'i pun\u00ebsoni n\u00eb k\u00ebt\u00eb moment, por ndoshta p\u00ebr gjasht\u00eb muaj ky punonj\u00ebs do t\u00eb mbush\u00eb nj\u00eb pozit\u00eb t\u00eb ndihmuar. Rezultatet e intervistave teknike jan\u00eb jasht\u00ebzakonisht t\u00eb paqarta. Sipas t\u00eb dh\u00ebnave tona, vet\u00ebm rreth 25% e atyre q\u00eb duan t\u00eb pun\u00ebsohen kalojn\u00eb vazhdimisht t\u00eb gjitha fazat nga intervista n\u00eb intervist\u00eb. Pse \u00ebsht\u00eb kjo e r\u00ebnd\u00ebsishme? Sepse n\u00ebse rezultatet jan\u00eb t\u00eb paqarta, ka nj\u00eb mund\u00ebsi t\u00eb madhe q\u00eb kandidati, i cili nuk u pranuar sot nga ju, t\u00eb b\u00ebhet nj\u00eb p\u00ebrforcim i \u00e7muar p\u00ebr ekipin m\u00eb von\u00eb, dhe prandaj tashm\u00eb \u00ebsht\u00eb n\u00eb interesin tuaj t\u00eb krijoni marr\u00ebdh\u00ebnie t\u00eb mira me t\u00eb, t\u00eb formoni portretin e tij profesional dhe n\u00eb rekrutimin e ardhsh\u00ebm t\u00eb evitoni shum\u00eb v\u00ebshtir\u00ebsi.<\/p>\n

Mendoj se ky postim n\u00eb Twitter e reflekton shk\u00eblqyesh\u00ebm ndjenjat e mia mbi k\u00ebt\u00eb \u00e7\u00ebshtje.<\/p>\n

\"Pse
\nEkipet e shk\u00eblqyera e trajtojn\u00eb refuzimin e kandidat\u00ebve me t\u00eb nj\u00ebjt\u00ebn v\u00ebmendje si miratimin. \u00cbsht\u00eb e \u00e7mendur t\u00eb shoh\u00ebsh si njer\u00ebzit bien n\u00eb gabime fatale, ve\u00e7an\u00ebrisht n\u00eb lidhje me talente t\u00eb rinj. Pse? Sepse nuk keni asnj\u00eb ide se si do t\u00eb rriten k\u00ebta t\u00eb rinj brenda 18 muajve. P\u00ebr t\u00eb kuptuar, sapo keni ulur Michael Jordan-in n\u00eb pankin\u00eb n\u00eb shkoll\u00ebn e mesme.
\n<\/i><\/p>\n

Prandaj, pavar\u00ebsisht p\u00ebrfitimeve t\u00eb dukshme t\u00eb feedback-ut t\u00eb detajuar pas intervist\u00ebs, pse shumica e kompanive preferojn\u00eb t\u00eb vonojn\u00eb p\u00ebr k\u00ebt\u00eb ose t\u00eb mos e japin fare? P\u00ebr t\u00eb kuptuar pse t\u00eb gjith\u00eb ata q\u00eb ndonj\u00ebher\u00eb kan\u00eb m\u00ebsuar si intervistues rekomandojn\u00eb me ngulm q\u00eb t\u00eb mos jepet feedback, un\u00eb realizova nj\u00eb sondazh midis themeluesve t\u00eb kompanive, menaxher\u00ebve t\u00eb HR, rekrutuesve dhe avokat\u00ebve p\u00ebr \u00e7\u00ebshtje t\u00eb pun\u00ebs (si dhe b\u00ebra disa pyetje n\u00eb lidhje me k\u00ebt\u00eb tem\u00eb n\u00eb Twitter).<\/p>\n

Si\u00e7 duket, n\u00eb radh\u00eb t\u00eb par\u00eb feedback-u \u00ebsht\u00eb n\u00ebnvler\u00ebsuar sepse shum\u00eb kompani kan\u00eb frik\u00eb nga padit\u00eb gjyq\u00ebsore n\u00eb k\u00ebt\u00eb kontekst\u2026 Dhe sepse punonj\u00ebsit q\u00eb zhvillojn\u00eb intervistat kan\u00eb frik\u00eb nga nj\u00eb reagim agresiv mbrojt\u00ebs nga kandidat\u00ebt e mundsh\u00ebm. Nd sometimes feedback-u neglizhohet sepse kompanit\u00eb thjesht e konsiderojn\u00eb k\u00ebt\u00eb si di\u00e7ka t\u00eb par\u00ebnd\u00ebsishme.<\/p>\n

E v\u00ebrteta e hidhur \u00ebsht\u00eb se praktika e pun\u00ebsimit nuk i p\u00ebrgjigjet realiteteve moderne t\u00eb tregut. Ato qasje rekrutimi q\u00eb sot perceptohen si t\u00eb mir\u00ebqena u shfaq\u00ebn n\u00eb nj\u00eb bot\u00eb me nj\u00eb tepric\u00eb kandidat\u00ebsh dhe nj\u00eb munges\u00eb t\u00eb dukshme vendesh pune. Kjo prek t\u00eb gjitha aspektet e procesit, duke filluar nga koh\u00ebzgjatja e paprecedent e realizimit t\u00eb detyrave t\u00eb provimeve nga kandidat\u00ebt dhe duke p\u00ebrfunduar me p\u00ebrshkrime t\u00eb pap\u00ebrshtatshme t\u00eb detyrave t\u00eb vendeve t\u00eb pun\u00ebs. Natyrisht, feedback-u pas intervist\u00ebs nuk \u00ebsht\u00eb p\u00ebrjashtim. Si\u00e7 shpjegon<\/a><\/noindex> Gail Laakmann McDowell, autore e librit 'Cracking the Coding Interview' n\u00eb Quora:<\/p>\n

Kompanit\u00eb nuk po p\u00ebrpiqen t\u00eb krijojn\u00eb procesin m\u00eb t\u00eb p\u00ebrsosur p\u00ebr ju. Ato po p\u00ebrpiqen t\u00eb pun\u00ebsojn\u00eb \u2014 idealisht me efikasitet, m\u00eb lir\u00eb dhe efektivisht. Kjo ka t\u00eb b\u00ebj\u00eb me q\u00ebllimet e tyre, jo me tuajat. Ndoshta kur t\u00eb jet\u00eb e leht\u00eb ato do t'ju ndihmojn\u00eb edhe ju, por n\u00eb t\u00eb v\u00ebrtet\u00eb ky proces \u00ebsht\u00eb p\u00ebr ta... Kompanit\u00eb nuk besojn\u00eb se u ndihmon t'u japin kandidat\u00ebve feedback. Thjesht, ato shohin vet\u00ebm disavantazhe.<\/p>\n

P\u00ebrkthimi: \u201cKompani nuk p\u00ebrpiqen t\u00eb organizojn\u00eb procesin m\u00eb t\u00eb thjesht\u00eb p\u00ebr ju. Ato p\u00ebrpiqen t\u00eb pun\u00ebsojn\u00eb punonj\u00ebs \u2014 sa m\u00eb efektivisht, lir\u00eb dhe me rezultat. Fjal\u00ebt jan\u00eb p\u00ebr q\u00ebllimet dhe leht\u00ebsin\u00eb e tyre, jo p\u00ebr tuajat. Ndoshta, n\u00ebse p\u00ebr ta nuk do t\u00eb kishte asnj\u00eb kosto, ata do t'ju ndihmonin edhe juve, por n\u00eb t\u00eb v\u00ebrtet\u00eb gjith\u00eb ky proces \u00ebsht\u00eb p\u00ebr ta vet\u00eb\u2026 Kompanit\u00eb nuk besojn\u00eb se feedback-u do t'i ndihmoj\u00eb ndonj\u00ebher\u00eb.\u201d\n<\/p><\/blockquote>\n

Sidoqoft\u00eb, nj\u00ebher\u00eb un\u00eb veprova nj\u00ebsoj. Ja letra e refuzimit, e shkruar nga un\u00eb gjat\u00eb koh\u00ebs kur punoja si drejtuese e rekrutimit teknik n\u00eb TrialPay. T\u00eb shoh\u00ebsh k\u00ebt\u00eb m\u00eb sjell d\u00ebshir\u00ebn p\u00ebr t\u00eb u kthyer n\u00eb t\u00eb kaluar\u00ebn dhe p\u00ebr t'u paralajm\u00ebruar vet\u00eb p\u00ebr gabimet e s\u00eb ardhmes.<\/p>\n

\"Pse
\nP\u00ebrsh\u00ebndetje. Faleminderit shum\u00eb p\u00ebr koh\u00ebn q\u00eb i kushtuat mund\u00ebsis\u00eb p\u00ebr t\u00eb bashk\u00ebpunuar me TrialPay. Fatkeq\u00ebsisht, tani nuk kemi nj\u00eb pozit\u00eb q\u00eb i p\u00ebrgjigjet aft\u00ebsive tuaja aktuale. Ne do ta mbajm\u00eb kandidatur\u00ebn tuaj n\u00eb mend dhe do t'ju kontaktojm\u00eb n\u00ebse ndonj\u00eb gj\u00eb e p\u00ebrshtatshme del. Edhe nj\u00eb her\u00eb faleminderit q\u00eb na dedikuat koh\u00ebn tuaj dhe ju urojm\u00eb t\u00eb mirat m\u00eb t\u00eb mira n\u00eb p\u00ebrpjekjet tuaja t\u00eb ardhshme.
\n<\/i><\/p>\n

Sip\u00ebr mendimit tim, nj\u00eb refuzim i shkruar i till\u00eb (\u00e7ka, padyshim, \u00ebsht\u00eb m\u00eb mir\u00eb sesa t\u00eb hesht\u00ebsh p\u00ebr t\u00eb l\u00ebn\u00eb nj\u00eb person n\u00eb pasiguri) justifikohet vet\u00ebm n\u00ebse keni nj\u00eb rrjedh\u00eb t\u00eb pafund kandidat\u00ebsh t\u00eb nj\u00ebhersh\u00ebm. Dhe kjo nuk \u00ebsht\u00eb e p\u00ebrshtatshme n\u00eb bot\u00ebn moderne, ku kandidat\u00ebt kan\u00eb nj\u00eblloj fuqie ndikimi si kompanit\u00eb. Por megjithat\u00eb, p\u00ebr shkak se HR n\u00eb kompani ka detyrimin kryesor p\u00ebr t\u00eb ulur rreziqet dhe shpenzimet (dhe jo p\u00ebr t\u00eb rritur fitimin, ku nj\u00eb nga objektivat \u00ebsht\u00eb p\u00ebrmir\u00ebsimi i cil\u00ebsis\u00eb s\u00eb sh\u00ebrbimeve), dhe gjithashtu sepse shpesh specialist\u00ebt teknik\u00eb kan\u00eb nj\u00eb mori detyrash t\u00eb tjera p\u00ebrve\u00e7 detyrave t\u00eb tyre kryesore, ne vazhdojm\u00eb t\u00eb ecim p\u00ebrpara n\u00eb pilota automatik\u00eb, duke ruajtur zakonet e vjetra dhe t\u00eb d\u00ebmshme si kjo.<\/b><\/p>\n

N\u00eb k\u00ebt\u00eb klim\u00eb rekrutimi, kompanit\u00eb duhet t\u00eb zhvendosen drejt nj\u00eb qasjeje t\u00eb re, q\u00eb u ofron kandidat\u00ebve nj\u00eb p\u00ebrvoj\u00eb t\u00eb re, m\u00eb t\u00eb mir\u00eb n\u00eb intervista. A \u00ebsht\u00eb frika nga procedurat gjyq\u00ebsore dhe shqet\u00ebsimi i shoq\u00ebruar kaq i justifikuar, sa q\u00eb kompanit\u00eb t\u00eb heqin dor\u00eb nga feedback-u? A ka kuptim optimizimi i shpenzimeve n\u00eb k\u00ebt\u00eb m\u00ebnyr\u00eb, nga frika dhe ndikimi i disa rasteve t\u00eb d\u00ebshtuara n\u00eb kushte t\u00eb forta t\u00eb munges\u00ebs s\u00eb specializuarve teknik\u00eb? Le t\u00eb shqyrtojm\u00eb k\u00ebt\u00eb.<\/p>\n

A ka ndonj\u00eb kuptim n\u00eb frik\u00ebn nga mund\u00ebsit\u00eb e procedurave gjyq\u00ebsore?<\/h2>\n

\nDuke analizuar k\u00ebt\u00eb \u00e7\u00ebshtje dhe duke d\u00ebshiruar t\u00eb di sa shpesh feedback-u konstruktiv i kompanive p\u00ebr kandidat\u00ebt e refuzuar (dmth, jo \u2018ne nuk t\u00eb pranova p\u00ebr pun\u00eb sepse je fem\u00ebr\u2019) \u00e7oi n\u00eb procedura gjyq\u00ebsore, bisedova me disa avokat\u00eb t\u00eb \u00e7\u00ebshtjeve pun\u00ebsimi dhe k\u00ebrkova informacion n\u00eb Lexis Nexis.<\/p>\n

E dini \u00e7far\u00eb? ASNJ\u00cb GJ\u00cb! K\u00cbSI RASTESH NUK KA PASKA QEN\u00cb N\u00cb ASNJ\u00cb HER\u00cb. ASNJ\u00cbHER\u00cb.<\/h3>\n

\nSi\u00e7 theksuan disa kontakte t\u00eb mia juridike, shum\u00eb raste zgjidhen jasht\u00eb gjyqit dhe \u00ebsht\u00eb m\u00eb e v\u00ebshtir\u00eb t\u00eb merret statistika p\u00ebr to. Megjithat\u00eb, n\u00eb k\u00ebt\u00eb treg, krijimi i nj\u00eb impresioni t\u00eb keq p\u00ebr kompanin\u00eb para kandidat\u00ebve p\u00ebr hir t\u00eb siguris\u00eb nga di\u00e7ka q\u00eb \u00ebsht\u00eb shum\u00eb e pak\u00ebt duket, n\u00eb m\u00eb t\u00eb mirin e rasteve, iracional, dhe n\u00eb m\u00eb t\u00eb keqin \u2014 shkat\u00ebrrues.<\/p>\n

Po p\u00ebr reagimin e kandidat\u00ebve?<\/h2>\n

\nN\u00eb nj\u00eb moment, ndaluam t\u00eb shkruaj let\u00ebr refuzimesh banal\u00eb, si ajo e p\u00ebrmendur m\u00eb sip\u00ebr, por ende respektoja rregullat e pun\u00ebdh\u00ebn\u00ebsit tim n\u00eb lidhje me feedback-un e shkruar. Po ashtu, si nj\u00eb eksperiment, provova t\u00eb jepja kandidat\u00ebve feedback verbal n\u00eb telefon.<\/p>\n

Sidoqoft\u00eb, un\u00eb kisha nj\u00eb rol t\u00eb pazakont\u00eb, hibrid n\u00eb TrialPay. Megjith\u00ebse pozita 'shefe e departamentit t\u00eb rekrutimit teknik' p\u00ebrfshinte detyra t\u00eb zakonshme p\u00ebr k\u00ebt\u00eb fush\u00eb, un\u00eb kisha edhe nj\u00eb detyr\u00eb t\u00eb pazakont\u00eb. Duke pasur parasysh q\u00eb deri at\u00ebher\u00eb isha zhvillues software, p\u00ebr t\u00eb ulur ngarkes\u00ebn p\u00ebr ekipin ton\u00eb t\u00eb programeve q\u00eb e kishte kaluar disi, un\u00eb isha pozita e par\u00eb e mbrojtjes gjat\u00eb intervistave teknike dhe vet\u00ebm vitin e kaluar kam kryer rreth pes\u00ebqind t\u00eb tilla.<\/p>\n

Pas shum\u00eb intervistash t\u00eb p\u00ebrs\u00ebritura, \u00e7do dit\u00eb, fillova t\u00eb ndihesha shum\u00eb m\u00eb pak e turpshme p\u00ebr t\u00eb p\u00ebrfunduar n\u00eb m\u00ebnyr\u00eb t\u00eb parakohshme, n\u00ebse m\u00eb dukej se kualifikimi i kandidatit nuk arrinte nivelin e nevojsh\u00ebm. Mendoni se p\u00ebrfundimi i intervist\u00ebs p\u00ebrpara kohe \u00e7onte n\u00eb zhg\u00ebnjim nga ana e kandidatit?<\/p>\n

\"Pse
\nNga p\u00ebrvoja ime, shpesh her\u00eb ofrimi i feedback-ut pas intervist\u00ebs perceptohej si nj\u00eb ftes\u00eb p\u00ebr diskutim ose, edhe m\u00eb keq, p\u00ebr nj\u00eb polemik\u00eb. T\u00eb gjith\u00eb thon\u00eb se duan t\u00eb marrin feedback pas intervist\u00ebs, por n\u00eb t\u00eb v\u00ebrtet\u00eb kjo nuk \u00ebsht\u00eb ashtu.<\/i><\/p>\n

Sipas v\u00ebzhgimeve t\u00eb mia, mosflitja dhe d\u00ebshira p\u00ebr t\u00eb shpjeguar kandidatit se \u00e7far\u00eb konkretisht e \u00e7oi n\u00eb refuzim, \u00ebsht\u00eb shum\u00eb m\u00eb frustruese p\u00ebr ta dhe e drejton ata kund\u00ebr jush sesa nj\u00eb shpjegim mbi at\u00eb q\u00eb shkoi keq. Sigurisht, disa kandidat\u00eb marrin nj\u00eb pozicion mbrojt\u00ebs (dhe n\u00eb at\u00eb rast \u00ebsht\u00eb m\u00eb mir\u00eb t\u00eb p\u00ebrfundohet biseda me mir\u00ebsjellje), por t\u00eb tjer\u00eb jan\u00eb t\u00eb gatsh\u00ebm t\u00eb d\u00ebgjojn\u00eb konstruktiv<\/b> feedback dhe n\u00eb k\u00ebto raste \u00ebsht\u00eb e nevojshme t\u00eb jepet qart\u00eb t\u00eb kuptohet se \u00e7far\u00eb shkoi keq, t\u00eb rekomandohen libra, t\u00eb vihet n\u00eb dukje dob\u00ebsit\u00eb e kandidatit dhe ku mund t'i p\u00ebrmir\u00ebsojn\u00eb ato, p\u00ebr shembull n\u00eb LeetCode \u2014 dhe shum\u00eb do t\u00eb jen\u00eb vet\u00ebm fal\u00ebnderues. P\u00ebrvoja ime personale n\u00eb ofrimin e feedback-ut t\u00eb detajuar ka qen\u00eb thjesht e mrekullueshme. M\u00eb p\u00eblqente t\u00eb d\u00ebrgoja libra kandidat\u00ebve dhe me shum\u00eb prej tyre kam krijuar marr\u00ebdh\u00ebnie t\u00eb forta, disa prej tyre p\u00ebrfundimisht u b\u00ebn\u00eb p\u00ebrdoruesit e par\u00eb t\u00eb interviewing.io disa vjet m\u00eb von\u00eb.<\/p>\n

N\u00eb \u00e7do rast, m\u00ebnyra m\u00eb e mir\u00eb p\u00ebr t\u00eb shmangur reagimet negative nga kandidat\u00ebt \u00ebsht\u00eb feedback-u konstruktiv. K\u00ebtu do t\u00eb flasim m\u00eb tej.<\/p>\n

Pra, n\u00ebse feedback-u shk reallyon nuk ka rreziqe serioze, por vet\u00ebm p\u00ebrfitime, si ta b\u00ebjm\u00eb k\u00ebt\u00eb si\u00e7 duhet?<\/h2>\n

\nLansimi i interviewing.io ishte kulminacioni i eksperimenteve t\u00eb mia gjat\u00eb pun\u00ebs n\u00eb TrialPay. Un\u00eb e kuptova qart\u00eb q\u00eb feedback-u sjell reagime pozitive nga kandidat\u00ebt dhe n\u00eb realitetin e k\u00ebtij tregu, kjo do t\u00eb thot\u00eb se \u00ebsht\u00eb e dobishme edhe p\u00ebr kompanit\u00eb. Megjithat\u00eb, na duhej t\u00eb luftonim me shqet\u00ebsime t\u00eb shumta nga kompanit\u00eb e mundshme (t\u00eb cilat ishin mjaft irracionale) se shumica e kandidat\u00ebve vijn\u00eb n\u00eb intervista me nj\u00eb regjistrues dhe nj\u00eb avokat n\u00eb p\u00ebrgatitje t\u00eb shpejt\u00eb.<\/p>\n

P\u00ebr t\u00eb qen\u00eb e qart\u00eb, portali interviewing.io \u00ebsht\u00eb nj\u00eb treg pune. Para se t\u00eb kalojn\u00eb n\u00eb kontakt t\u00eb drejtp\u00ebrdrejt\u00eb me pun\u00ebdh\u00ebn\u00ebsit, profesionist\u00ebt mund t\u00eb provojn\u00eb t\u00eb kalojn\u00eb nj\u00eb intervist\u00eb n\u00eb m\u00ebnyr\u00eb anonime dhe, n\u00eb rast suksesit, t\u00eb zhbllokojn\u00eb portalin ton\u00eb t\u00eb pun\u00ebs, ku ata mund t\u00eb porosisin intervista reale me kompani si Microsoft, Twitter, Coinbase, Twitch dhe shum\u00eb t\u00eb tjera. Shpesh pas dit\u00ebs s\u00eb nes\u00ebrme.<\/p>\n

Avantazhi kryesor \u00ebsht\u00eb se si intervistat provuese ashtu edhe ato reale me pun\u00ebdh\u00ebn\u00ebsit zhvillohen brenda ekosistemit t\u00eb interviewing.io dhe tani do t\u00eb shpjegoj pse kjo \u00ebsht\u00eb e r\u00ebnd\u00ebsishme.<\/p>\n

Para se t\u00eb fillonim pun\u00ebn e plot\u00eb, ne kaluam disa koh\u00eb n\u00eb rregullimin e platform\u00ebs son\u00eb dhe n\u00eb kryerjen e t\u00eb gjitha testeve t\u00eb nevojshme.<\/p>\n

P\u00ebr intervistat provuese, format tona t\u00eb feedback-ut dukeshin k\u00ebshtu:
\n\"Pse
\nForma e feedback-ut q\u00eb plot\u00ebson intervistuesi.<\/i><\/p>\n

Pas \u00e7do interviste provuese, intervistuesit plot\u00ebsojn\u00eb form\u00ebn e m\u00ebsip\u00ebrme. Kandidat\u00ebt plot\u00ebsojn\u00eb nj\u00eb form\u00eb t\u00eb ngjashme duke e vler\u00ebsuar intervistuesin e tyre. Kur t\u00eb dy pal\u00ebt plot\u00ebsojn\u00eb format e tyre, ato mund t\u00eb shohin p\u00ebrgjigjet nj\u00ebra-tjetr\u00ebs.<\/p>\n

K\u00eb p\u00ebr intereson \u2014 rekomandoj t\u00eb shikoni shembujt tan\u00eb t\u00eb feedback-ut provues dhe real<\/a><\/noindex>. Ja nj\u00eb screenshot:<\/p>\n

\"Pse
\n
\nDuke t\u00ebrhequr pun\u00ebdh\u00ebn\u00ebsit, ne u ofruam atyre nj\u00eb format t\u00eb till\u00eb feedback-u pas intervist\u00ebs dhe i k\u00ebrkuam q\u00eb t\u00eb linin komente p\u00ebr kandidat\u00ebt, p\u00ebr t'i ndihmuar ata t\u00eb p\u00ebrmir\u00ebsohen dhe p\u00ebr t\u00eb minimizuar p\u00ebrvojat e pak\u00ebndshme nga intervistat e d\u00ebshtuara.<\/p>\n

Me habi dhe g\u00ebzim, pun\u00ebdh\u00ebn\u00ebsit linin pa problem komentet e tyre. Fal\u00eb k\u00ebsaj, n\u00eb platform\u00ebn ton\u00eb profesionist\u00ebt shihnin n\u00ebse kishin kaluar ose jo dhe pse ndodhi sakt\u00ebsisht ashtu, e m\u00eb e r\u00ebnd\u00ebsishmja \u2014 merrnin feedback me t\u00eb v\u00ebrtet\u00eb disa minuta pas p\u00ebrfundimit t\u00eb intervist\u00ebs, duke shmangur ankthin e zakonsh\u00ebm t\u00eb pritjes dhe vet\u00eb-nd\u00ebshkimit pas intervist\u00ebs. Si\u00e7 kam shkruar, kjo rrit mund\u00ebsin\u00eb e pranimit t\u00eb ofert\u00ebs nga kandidat\u00ebt e talentuar.<\/b><\/p>\n

\"Pse
\nNj\u00eb intervist\u00eb reale, e suksesshme me nj\u00eb kompani n\u00eb interviewing.io<\/i><\/p>\n

Tani, n\u00ebse k\u00ebrkuesi d\u00ebshtoi n\u00eb intervist\u00eb, ai e shihte shkakun dhe mbi \u00e7far\u00eb duhej t\u00eb punonte. Mund t\u00eb jet\u00eb hera e par\u00eb n\u00eb historin\u00eb e intervistave.<\/p>\n

\"Pse
\nNj\u00eb intervist\u00eb reale, e d\u00ebshtuara me nj\u00eb kompani n\u00eb interviewing.io <\/i><\/p>\n

Anonimiteti leht\u00ebson feedback-un<\/h2>\n

\nN\u00eb interviewing.io, intervistat jan\u00eb anonime: pun\u00ebdh\u00ebn\u00ebsi nuk di asgj\u00eb p\u00ebr kandidatin deri n\u00eb dhe gjat\u00eb intervist\u00ebs (madje mund t\u00eb aktivizoni funksionin p\u00ebr maskimin e z\u00ebrit n\u00eb koh\u00eb reale<\/a><\/noindex>). Identiteti i k\u00ebrkuesit zbullohet vet\u00ebm pas nj\u00eb interviste t\u00eb suksesshme dhe pas ofrimit t\u00eb feedback-ut nga pun\u00ebdh\u00ebn\u00ebsi.<\/p>\n

Ne jemi t\u00eb vendosur p\u00ebr r\u00ebnd\u00ebsin\u00eb e anonimitetit, pasi rreth 40% e kandidat\u00ebve m\u00eb t\u00eb mir\u00eb n\u00eb platform\u00ebn ton\u00eb nuk jan\u00eb burra t\u00eb bardh\u00eb heteroseksual\u00eb nga Evropa Per\u00ebndimore, dhe kjo \u00e7on n\u00eb paragjykim. Fal\u00eb anonimitetit, mund\u00ebsia p\u00ebr t\u00eb diskriminuar nj\u00eb person sipas mosh\u00ebs, gjinis\u00eb ose origjin\u00ebs \u00ebsht\u00eb praktikisht inekzistente. Ne jemi t\u00eb p\u00ebrkushtuar p\u00ebr t\u00eb ofruar maksimumin e konstruktivitetit n\u00eb opinionin e kthyer, dometh\u00ebn\u00eb informacioni i vet\u00ebm q\u00eb k\u00ebrkohet nga pun\u00ebdh\u00ebn\u00ebsi \u00ebsht\u00eb sa mir\u00eb kandidati e p\u00ebrmbush detyr\u00ebn e tij n\u00eb intervist\u00eb. P\u00ebrve\u00e7 faktit se anonimiteti i jep specialistit nj\u00eb shans t\u00eb ndersh\u00ebm p\u00ebr nj\u00eb mund\u00ebsi t\u00eb shk\u00eblqyer pune, ai gjithashtu siguron pun\u00ebdh\u00ebn\u00ebsin - t\u00eb nd\u00ebrtoj\u00eb nj\u00eb rast diskriminimi p\u00ebr shkak t\u00eb feedback-ut \u00ebsht\u00eb shum\u00eb m\u00eb e komplikuar n\u00ebse identiteti i kandidatit nuk i \u00ebsht\u00eb njohur pun\u00ebdh\u00ebn\u00ebsit.<\/p>\n

Gjithashtu, duke v\u00ebzhguar procesin e intervistave, ne kemi par\u00eb p\u00ebrs\u00ebri dhe p\u00ebrs\u00ebri se anonimiteti e b\u00ebn nj\u00eb person m\u00eb t\u00eb sinqert\u00eb, t\u00eb lirsh\u00ebm dhe miq\u00ebsor, duke rritur cil\u00ebsin\u00eb e intervistave si p\u00ebr kandidat\u00ebt ashtu edhe p\u00ebr pun\u00ebdh\u00ebn\u00ebsit.<\/p>\n

Implementimi i praktik\u00ebs s\u00eb feedback-ut pas intervistave n\u00eb kompanin\u00eb tuaj<\/h2>\n

\nMadje edhe n\u00ebse nuk e p\u00ebrdorni sh\u00ebrbimin ton\u00eb, duke u bazuar n\u00eb faktet e paraqitura m\u00eb sip\u00ebr, ju rekomandoj ngroht\u00ebsisht p\u00ebrdorimin e k\u00ebsaj teknike dhe ofroni feedback konstruktiv me email p\u00ebr \u00e7do kandidat, pavar\u00ebsisht n\u00ebse ka kaluar intervist\u00ebn apo jo.<\/p>\n

Ja disa k\u00ebshilla se si t\u00eb jepni feedback konstruktiv:<\/p>\n

    \n
  1. Flisni qart\u00eb me kandidatin q\u00eb p\u00ebrgjigja \u00ebsht\u00eb \"jo\" n\u00ebse ai nuk e ka kaluar intervist\u00ebn. Pasiguria, ve\u00e7an\u00ebrisht n\u00eb nj\u00eb situat\u00eb stresuese, shkakton ndjenja jasht\u00ebzakonisht negative. P\u00ebr shembull: Faleminderit p\u00ebr p\u00ebrgjigjen tuaj n\u00eb p\u00ebrshkrimin ton\u00eb t\u00eb pun\u00ebs. Fatkeq\u00ebsisht, nuk keni kaluar intervist\u00ebn.<\/i><\/li>\n
  2. Pas k\u00ebsaj, pasi keni sqaruar se kandidati ka d\u00ebshtuar n\u00eb intervist\u00ebn, thoni ndonj\u00eb gj\u00eb inkurajuese. Theksoni di\u00e7ka q\u00eb ju p\u00eblqeu n\u00eb procesin e intervist\u00ebs - p\u00ebrgjigjen q\u00eb u dha, apo si e analizoi specialisti problemin - dhe ndani k\u00ebt\u00eb me kandidatin. Ai do t\u00eb jet\u00eb shum\u00eb m\u00eb i hapur ndaj fjal\u00ebve tuaja t\u00eb ardhshme kur ndjen se jeni n\u00eb an\u00ebn e tij. P\u00ebr shembull: Edhe pse k\u00ebt\u00eb her\u00eb nuk doli asgj\u00eb, ju e b\u00ebt\u00eb v\u00ebrtet mir\u00eb {a, b dhe c} dhe besoj se n\u00eb t\u00eb ardhmen do t\u00eb filloni ta b\u00ebni k\u00ebt\u00eb edhe m\u00eb mir\u00eb. Ja disa pika q\u00eb duhet t\u00eb punoni.<\/i><\/li>\n
  3. Kur theksoni gabimet, flisni konkretisht dhe konstruktivisht. Mos i thoni kandidatit se ai gjitha b\u00ebri keq dhe se duhet t\u00eb mendonte p\u00ebr nj\u00eb profesion tjet\u00ebr. Theksoni pika t\u00eb ve\u00e7anta mbi t\u00eb cilat personi do t\u00eb mund t\u00eb punoj\u00eb. P\u00ebr shembull: \"lexoni p\u00ebr O-n\u00eb e madhe. Kjo duket e frikshme, por \u00ebsht\u00eb nj\u00eb gj\u00eb e thjesht\u00eb dhe shpesh pyetet n\u00eb intervista si kjo\". Mos thoni: \"je budalla dhe p\u00ebrvoja jote \u00ebsht\u00eb budallall\u00ebk dhe do t\u00eb ishte turp p\u00ebr ty\". <\/li>\n
  4. Rekomandoni materiale p\u00ebr t\u00eb studiuar. A \u00ebsht\u00eb ndonj\u00eb lib\u00ebr q\u00eb kandidati duhet ta lexoj\u00eb? N\u00ebse specialisti \u00ebsht\u00eb me potencial, por ka munges\u00eb njohurish, nga ana juaj do t\u00eb ishte m\u00eb e men\u00e7ur t'i d\u00ebrgoni atij k\u00ebt\u00eb lib\u00ebr.<\/li>\n
  5. N\u00ebse e shihni se kandidati po zhvillohet vazhdimisht dhe shihni potencialin e tij (ve\u00e7an\u00ebrisht n\u00ebse ai do t\u00eb shfryt\u00ebzoj\u00eb rekomandimet dhe k\u00ebshillat tuaja!), ofroni t\u00eb lidheni p\u00ebrs\u00ebri pas disa muajsh. K\u00ebshtu, do t\u00eb ndihmoni n\u00eb nd\u00ebrtimin e marr\u00ebdh\u00ebnieve t\u00eb mira me njer\u00ebz, t\u00eb cil\u00ebt, edhe n\u00ebse nuk do t\u00eb b\u00ebhen punonj\u00ebs tuaj n\u00eb t\u00eb ardhmen, do t\u00eb flasin pozitivisht p\u00ebr ju. Dhe n\u00ebse niveli i tyre profesional nj\u00eb dit\u00eb arrin standardet e k\u00ebrkuara - ju do t\u00eb b\u00ebheni pun\u00ebdh\u00ebn\u00ebsi i preferuar p\u00ebr ta.<\/li>\n<\/ol>\n

    \"Pse
    \n<\/a><\/noindex><\/p>\n

    Ndjekni zhvilluesin ton\u00eb n\u00eb Instagram<\/h3>\n

    \n\"Pse<\/a><\/noindex><\/p>\n

    Vet\u00ebm p\u00ebrdoruesit e regjistruar mund t\u00eb marrin pjes\u00eb n\u00eb anket\u00eb. Hyni<\/a><\/noindex>, ju lutemi.<\/p>\n

    A jepni feedback t\u00eb detajuar pas intervist\u00ebs?<\/h2>\n