{"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\/news\/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'i komunikosh kandidatit se \u00e7far\u00eb shkoi keq n\u00eb intervist\u00ebn e pun\u00ebs (dhe si ta b\u00ebsh k\u00ebt\u00eb si\u00e7 duhet)","gt_translate_keys":[{"key":"rendered","format":"text"}]},"content":{"rendered":"

Nj\u00eb nga gj\u00ebrat m\u00eb t\u00eb k\u00ebqija n\u00eb intervistat teknike \u00ebsht\u00eb se ato jan\u00eb nj\u00eb kut i zi. Kandidat\u00ebve u thuhet vet\u00ebm n\u00ebse kan\u00eb kaluar n\u00eb faz\u00ebn tjet\u00ebr pa ndonj\u00eb detaj se p\u00ebrse ndodhi k\u00ebshtu.<\/p>\n

Mungesa e reagimit ose e reagimit konstruktiv jo vet\u00ebm q\u00eb e frustron kandidat\u00ebt. Kjo \u00ebsht\u00eb e d\u00ebmshme edhe p\u00ebr biznesin. Ne realizuam nj\u00eb studim mbi reagimin 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. M\u00eb se shpeshti \u00ebsht\u00eb k\u00ebshtu:<\/p>\n

\"Pse
\n<\/a><\/noindex>
\nSi\u00e7 e tregojn\u00eb statistikat, ka nj\u00eb var\u00ebsi thelb\u00ebsore midis asaj se sa i sigurt\u00eb ndjehet nj\u00eb person p\u00ebr suksesin e intervist\u00ebs dhe d\u00ebshir\u00ebs s\u00eb tij 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 pun\u00eb n\u00eb kompanin\u00eb tuaj vet\u00ebm sepse besojn\u00eb se nuk kan\u00eb performuar mir\u00eb, edhe n\u00ebse n\u00eb t\u00eb v\u00ebrtet\u00eb gjith\u00e7ka ka shkuar shk\u00eblqyesh\u00ebm. Kjo luan nj\u00eb shaka t\u00eb keqe: n\u00ebse personi nervozohet dhe dyshon se nuk e ka b\u00ebr\u00eb detyr\u00ebn, ai priret t\u00eb vet\u00ebkrijoj\u00eb dhe p\u00ebr t\u00eb dal\u00eb nga kjo gjendje e pak\u00ebndshme fillon t\u00eb arsyetoj\u00eb dhe t\u00eb bindet se nuk kishte ndonj\u00eb d\u00ebshir\u00eb p\u00ebr t'u pun\u00ebsuar atje<\/i>.<\/p>\n

Duke folur praktikisht, reagimi 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 mbushura.<\/b><\/p>\n

Gjithashtu, p\u00ebrve\u00e7 rritjes s\u00eb mund\u00ebsis\u00eb p\u00ebr t\u00eb pasur kandidat\u00eb t\u00eb suksessh\u00ebm n\u00eb ekipin tuaj tani, reagimi \u00ebsht\u00eb vendimtar p\u00ebr marr\u00ebdh\u00ebniet me kandidat\u00ebt q\u00eb nuk jeni t\u00eb gatsh\u00ebm t'i pranoni tani, por ndoshta pas gjasht\u00eb muajsh ky punonj\u00ebs do t\u00eb mbush\u00eb nj\u00eb vend t\u00eb hapur urgjent. Rezultatet e intervistave teknike jan\u00eb shum\u00eb 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, t\u00eb cilin nuk e pranoni sot, t\u00eb jet\u00eb nj\u00eb shtes\u00eb e vlefshme p\u00ebr ekipin m\u00eb von\u00eb dhe prandaj tani \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 pun\u00ebsimin e ardhsh\u00ebm t\u00eb evitoni shum\u00eb v\u00ebshtir\u00ebsi.<\/p>\n

E mendoj se ky tweet pasqyron shk\u00eblqyesh\u00ebm ndjenjat e mia n\u00eb lidhje me k\u00ebt\u00eb.<\/p>\n

\"Pse
\nEkipet e m\u00ebdha i japin kostot e refuzimit t\u00eb kandidat\u00ebve v\u00ebmendje t\u00eb nj\u00ebjt\u00eb si dhe miratimeve. \u00cbsht\u00eb e \u00e7uditshme t\u00eb shoh\u00ebsh si njer\u00ebzit b\u00ebjn\u00eb gabime fatale, sidomos kur b\u00ebhet fjal\u00eb p\u00ebr talente t\u00eb rinj. Pse? Nuk ke iden\u00eb se si do t\u00eb evoluojn\u00eb k\u00ebta djem p\u00ebr 18 muaj. P\u00ebr ta b\u00ebr\u00eb t\u00eb kuptueshme, sapo e ke ulur Michael Jordan n\u00eb bank\u00ebn e rezervave n\u00eb shkoll\u00ebn e mesme.
\n<\/i><\/p>\n

Pra, pavar\u00ebsisht p\u00ebrfitimeve t\u00eb dukshme t\u00eb feedback-ut t\u00eb detajuar pas intervistave, pse shumica e kompanive preferojn\u00eb t\u00eb t\u00ebrhiqen nga ai ose t\u00eb mos ofrojn\u00eb fare? P\u00ebr t\u00eb kuptuar pse t\u00eb gjith\u00eb ata q\u00eb kan\u00eb m\u00ebsuar p\u00ebr t\u2019u intervistuar k\u00ebshillohen t\u00eb mos japin feedback, un\u00eb b\u00ebra nj\u00eb anket\u00eb midis themeluesve t\u00eb kompanive, menaxher\u00ebve t\u00eb burimeve njer\u00ebzore, rekrutuesve dhe avokat\u00ebve t\u00eb pun\u00ebs (si dhe b\u00ebra disa pyetje mbi 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 devalvuar sepse shum\u00eb kompani kan\u00eb frik\u00eb nga padit\u00eb p\u00ebr k\u00ebt\u00eb arsye... Dhe sepse punonj\u00ebsit q\u00eb zhvillojn\u00eb intervistat kan\u00eb frik\u00eb nga nj\u00eb reagim agresiv mbrojt\u00ebs nga kandidat\u00ebt potencial\u00eb. Her\u00eb pas here feedback-u neglizhohet p\u00ebr shkak se kompanit\u00eb thjesht e konsiderojn\u00eb at\u00eb t\u00eb par\u00ebnd\u00ebsish\u00ebm dhe jo t\u00eb r\u00ebnd\u00ebsish\u00ebm.<\/p>\n

E v\u00ebrteta e hidhur \u00ebsht\u00eb se praktika e pun\u00ebsimit nuk korrespondon me realitetet e tregut modern. Qasjet e rekrutimit q\u00eb sot perceptohen si normale kan\u00eb lindur n\u00eb nj\u00eb bot\u00eb me nj\u00eb num\u00ebr t\u00eb tep\u00ebrt kandidat\u00ebsh dhe nj\u00eb munges\u00eb t\u00eb ndjeshme vendeve t\u00eb pun\u00ebs. Kjo prek t\u00eb gjitha aspektet e procesit, duke filluar nga realizimi i tep\u00ebrt dhe i gjat\u00eb i detyrave teste nga kandidat\u00ebt, deri te p\u00ebrshkrimet e pun\u00ebs s\u00eb shkruara keq. Sigurisht, feedback-u pas intervistave nuk \u00ebsht\u00eb nj\u00eb p\u00ebrjashtim. Si shpjegon<\/a><\/noindex> Gail Laakmann McDowell, autorja 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 ty. Ato po p\u00ebrpiqen t\u00eb pun\u00ebsojn\u00eb \u2014 idealisht n\u00eb m\u00ebnyr\u00eb efikase, me kosto m\u00eb t\u00eb ul\u00ebt dhe efektivisht. Kjo ka t\u00eb b\u00ebj\u00eb me objektivat e tyre, jo me t\u00eb tuat. Ndoshta kur t\u00eb jet\u00eb e leht\u00eb do t\u00eb t\u00eb ndihmojn\u00eb edhe ty, por n\u00eb t\u00eb v\u00ebrtet\u00eb ky proces i gjith\u00eb \u00ebsht\u00eb p\u00ebr ta... Kompanit\u00eb nuk besojn\u00eb se i ndihmon t'u japin feedback kandidat\u00ebve. N\u00eb fakt, ato shohin vet\u00ebm disavantazhe.<\/p>\n

P\u00ebrkthimi: \u201cKompani nuk p\u00ebrpiqen t\u00eb organizojn\u00eb nj\u00eb proces t\u00eb p\u00ebrshtatsh\u00ebm p\u00ebr ju. Ata p\u00ebrpiqen t\u00eb pun\u00ebsojn\u00eb punonj\u00ebs - sa m\u00eb efikasht, me kosto t\u00eb ul\u00ebt dhe t\u00eb suksessh\u00ebm. \u00c7\u00ebshtja \u00ebsht\u00eb p\u00ebr q\u00ebllimet e tyre dhe komoditetin, jo p\u00ebr ju. Ndoshta, n\u00ebse kjo nuk do t\u00eb kushtonte asgj\u00eb p\u00ebr ta, ata do t'ju ndihmonin, por n\u00eb t\u00eb v\u00ebrtet\u00eb gjith\u00eb ky proces \u00ebsht\u00eb p\u00ebr ta... Kompanit\u00eb nuk besojn\u00eb se feedback-u do t\u00eb ndihmoj\u00eb n\u00eb ndonj\u00eb m\u00ebnyr\u00eb.\u201d\n<\/p><\/blockquote>\n

P\u00ebr t\u00eb th\u00ebn\u00eb t\u00eb drejt\u00ebn, dikur kam vepruar nj\u00ebsoj. K\u00ebtu \u00ebsht\u00eb nj\u00eb let\u00ebr refuzimi, shkruar nga un\u00eb gjat\u00eb koh\u00ebs kur punoja si drejtoresh\u00eb e rekrutimit teknik n\u00eb TrialPay. Duke e par\u00eb at\u00eb, d\u00ebshiroj t\u00eb kthehem n\u00eb t\u00eb kaluar\u00ebn dhe t'i jap vetes nj\u00eb paralajm\u00ebrim p\u00ebr gabimet e ardhshme.<\/p>\n

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

N\u00eb mendimin tim, nj\u00eb refuzim i till\u00eb me shkrim (cila padyshim \u00ebsht\u00eb m\u00eb e mir\u00eb se t\u00eb hesht\u00ebsh plot\u00ebsisht dhe ta l\u00ebsh personin n\u00eb dyshim) justifikohet vet\u00ebm n\u00ebse keni nj\u00eb fluks t\u00eb pakufizuar kandidat\u00ebsh t\u00eb rastit. Dhe nuk \u00ebsht\u00eb aspak i p\u00ebrshtatsh\u00ebm n\u00eb bot\u00ebn moderne, ku kandidat\u00ebt kan\u00eb po aq forc\u00eb ndikimi sa kompanit\u00eb. Megjithat\u00eb, duke pasur parasysh se HR n\u00eb kompani ka detyr\u00ebn kryesore t\u00eb reduktimit t\u00eb rreziqeve dhe shpenzimeve (dhe jo rritjes s\u00eb p\u00ebrfitimeve, ku detyra \u00ebsht\u00eb, p\u00ebr shembull, t\u00eb p\u00ebrmir\u00ebsoj\u00eb cil\u00ebsin\u00eb e sh\u00ebrbimeve), dhe gjithashtu p\u00ebr faktin se shpesh specialist\u00ebt teknik\u00eb kan\u00eb nj\u00eb mori detyrash t\u00eb tjera p\u00ebrve\u00e7 atyre t\u00eb detyr\u00ebs s\u00eb tyre, ne vazhdojm\u00eb t\u00eb ecim p\u00ebrpara n\u00eb autopilot, duke i p\u00ebrs\u00ebritur zakonet e vjetra dhe t\u00eb d\u00ebmshme, si ky.<\/b><\/p>\n

N\u00eb nj\u00eb klim\u00eb t\u00eb till\u00eb pun\u00ebsimi, kompanit\u00eb duhet t\u00eb l\u00ebvizin drejt nj\u00eb qasjeje t\u00eb re, duke u ofruar kandidat\u00ebve nj\u00eb p\u00ebrvoj\u00eb t\u00eb re dhe m\u00eb t\u00eb mir\u00eb n\u00eb intervista. A \u00ebsht\u00eb e arsyeshme t\u00eb friksohemi nga proceset gjyq\u00ebsore dhe discomfort-i q\u00eb i shoq\u00ebron, p\u00ebr t\u00eb shmangur feedback-un? 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 ashpra t\u00eb munges\u00ebs s\u00eb specialist\u00ebve teknik\u00eb t\u00eb kualifikuar? Le ta zbulojm\u00eb.<\/p>\n

Ka ndonj\u00eb kuptim n\u00eb frik\u00ebn nga potencialet p\u00ebrplasje ligjore?<\/h2>\n

\nDuke analizuar k\u00ebt\u00eb pyetje dhe d\u00ebshiruar t\u00eb di sa shpesh komentet konstruktive t\u00eb kompanis\u00eb pas intervistave (dmth. jo \"ne nuk t\u00eb pranuam p\u00ebr shkak se je grua\") p\u00ebr kandidatin e refuzuar \u00e7ojn\u00eb n\u00eb nj\u00eb p\u00ebrplasje ligjore, bisedova me disa avokat\u00eb t\u00eb ligjeve t\u00eb pun\u00ebs dhe k\u00ebrkova informacion n\u00eb Lexis Nexis.<\/p>\n

E dini \u00e7far\u00eb? ASNJ\u00cb GJ\u00cb! NUK KA PASUR ASNJ\u00cb RAST T\u00cb TILLA. ASNJ\u00cbHER\u00cb.<\/h3>\n

\nSi\u00e7 theksuan disa nga kontaktet e mia ligjore, shum\u00eb raste zgjidhen jasht\u00eb gjykatave dhe statistikat p\u00ebr to jan\u00eb shum\u00eb m\u00eb t\u00eb v\u00ebshtira p\u00ebr t'u marr\u00eb. Megjithat\u00eb, n\u00eb k\u00ebt\u00eb treg, krijimi i nj\u00eb p\u00ebrshtypjeje t\u00eb keqe p\u00ebr kompanin\u00eb para kandidatit vet\u00ebm p\u00ebr t\u00eb siguruar veten nga di\u00e7ka q\u00eb \u00ebsht\u00eb shum\u00eb e paarsyeshme duket, n\u00eb m\u00eb t\u00eb mir\u00ebn e rastit, irracional, dhe n\u00eb m\u00eb t\u00eb keqen - shkat\u00ebrruese.<\/p>\n

Por si \u00ebsht\u00eb reagimi i kandidat\u00ebve?<\/h2>\n

\nN\u00eb nj\u00eb moment, ndalova s\u00eb shkruari letra refuzimi banale, t\u00eb tilla si ajo e p\u00ebrmendur m\u00eb sip\u00ebr, por ende ndiqja rregullat e pun\u00ebdh\u00ebn\u00ebsit tim n\u00eb lidhje me komentet e shkruara. Gjithashtu, si nj\u00eb eksperiment, provova t\u00eb jap kandidat\u00ebve komente gojore p\u00ebr telefon.<\/p>\n

N\u00eb t\u00eb v\u00ebrtet\u00eb, kam pasur nj\u00eb rol t\u00eb pazakont\u00eb, hibrid n\u00eb TrialPay. Edhe pse pozita \"shef i departamentit t\u00eb rekrutimit teknik\" n\u00ebnkuptonte detyra t\u00eb zakonshme p\u00ebr k\u00ebt\u00eb fush\u00eb, m\u00eb duhet t\u00eb kryej nj\u00eb detyr\u00eb tjet\u00ebr jo standard. Duke qen\u00eb se un\u00eb isha nj\u00eb zhvillues programesh m\u00eb par\u00eb, p\u00ebr t\u00eb reduktuar ngarkes\u00ebn n\u00eb ekipin ton\u00eb t\u00eb programuesve, kam mbajtur pozita si mbrojt\u00ebs i par\u00eb n\u00eb intervistat teknike dhe vet\u00ebm vitin e kaluar kam kryer rreth pes\u00ebqind prej tyre.<\/p>\n

Pas intervistave t\u00eb shumta, \u00e7do dit\u00eb, fillova t\u00eb ndihmohem m\u00eb pak nga ndjenja e turpit p\u00ebr t'i p\u00ebrfunduar ato m\u00eb her\u00ebt, n\u00ebse ishte e qart\u00eb p\u00ebr mua se kvalifikimi i kandidatit nuk arriheshin n\u00eb nivelin e nevojsh\u00ebm. Mendoni se p\u00ebrfundimi i intervist\u00ebs m\u00eb her\u00ebt \u00e7onte n\u00eb zhg\u00ebnjim nga ana e kandidatit?<\/p>\n

\"Pse
\nNga p\u00ebrvoja ime, shpeshher\u00eb krijimi i nj\u00eb feedback-u pas intervist\u00ebs perceptohej si nj\u00eb ftes\u00eb p\u00ebr diskutim ose, akoma m\u00eb keq, p\u00ebr debat. T\u00eb gjith\u00eb thon\u00eb se duan t\u00eb marrin feedback pas intervist\u00ebs, por n\u00eb t\u00eb v\u00ebrtet\u00eb nuk \u00ebsht\u00eb k\u00ebshtu.<\/i><\/p>\n

Sipas v\u00ebzhgimeve t\u00eb mia, pik\u00ebrisht heshtja dhe mosdashja p\u00ebr t\u00eb shpjeguar kandidatit se \u00e7far\u00eb konkretisht e \u00e7oi n\u00eb refuzim, i zhg\u00ebnjen shum\u00eb m\u00eb tep\u00ebr ata se sa shpjegimi i asaj q\u00eb shkoi keq. Patjet\u00ebr, disa kandidat\u00eb marrin nj\u00eb pozit\u00eb mbrojt\u00ebse (dhe at\u00ebher\u00eb \u00ebsht\u00eb m\u00eb mir\u00eb t\u00eb p\u00ebrfundoni bised\u00ebn me mir\u00ebsjellje), por t\u00eb tjer\u00eb do t\u00eb d\u00ebgjojn\u00eb me gatishm\u00ebri. konstruktiv\u00eb<\/b> p\u00ebr feedback dhe n\u00eb k\u00ebto raste \u00ebsht\u00eb e nevojshme t\u00eb jepni qart\u00eb t\u00eb kuptoni se \u00e7far\u00eb shkoi keq, t\u00eb rekomandoni libra, t\u00eb tregoni pikat e dob\u00ebta t\u00eb kandidatit dhe se si t'i rrisin ato, p\u00ebr shembull n\u00eb LeetCode \u2013 dhe shum\u00eb do t\u00eb ishin vet\u00ebm mir\u00ebnjoh\u00ebs. Eksperienca ime personale n\u00eb ofrimin e feedback-ut t\u00eb detajuar ka qen\u00eb thjesht e mrekullueshme. M\u00eb ka p\u00eblqyer t\u00eb d\u00ebrgoj 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\u00ebrdorues t\u00eb 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\u00eb \u00ebsht\u00eb feedback-u konstruktiv. K\u00ebt\u00eb do ta diskutojm\u00eb m\u00eb tutje.<\/p>\n

Prandaj, n\u00ebse feedback-u n\u00eb t\u00eb v\u00ebrtet\u00eb nuk p\u00ebrb\u00ebn rreziqe serioze, por vet\u00ebm p\u00ebrfitim, si ta b\u00ebjm\u00eb k\u00ebt\u00eb si\u00e7 duhet?<\/h2>\n

\nLansimi i interviewing.io ishte kulmi i eksperimenteve t\u00eb mia gjat\u00eb pun\u00ebs n\u00eb TrialPay. E kuptova qart\u00eb se feedback-u shkakton reagime pozitive nga kandidat\u00eb, 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 p\u00ebrballemi me frik\u00ebn e potencialeve kompanive-kliente (mjaft irracionale), sikur shumica e kandidat\u00ebve t\u00eb vijn\u00eb n\u00eb intervist\u00eb me nj\u00eb regjistrues dhe avokat n\u00ebp\u00ebr thirrje t\u00eb shpejt\u00eb.<\/p>\n

Q\u00eb t\u00eb kuptohet konteksti, portali interviewing.io \u00ebsht\u00eb nj\u00eb treg pune. Para se t\u00eb kalojn\u00eb n\u00eb kontakt direkt me pun\u00ebdh\u00ebn\u00ebsit, profesionist\u00ebt mund t\u00eb p\u00ebrpiqen t\u00eb kalojn\u00eb nj\u00eb intervist\u00eb n\u00eb m\u00ebnyr\u00eb anonime dhe, n\u00eb rast suksesi, t\u00eb zhbllokojn\u00eb portalin ton\u00eb t\u00eb pun\u00ebs, ku ata, duke anashkaluar procedurat e zakonshme (paraqitja e aplikacioneve online, biseda me rekrutuesit ose \"menaxher\u00ebt e talenteve\", gjetja e miqve q\u00eb mund t'i drejtojn\u00eb ata) dhe t\u00eb rezervojn\u00eb intervista reale me kompani si Microsoft, Twitter, Coinbase, Twitch dhe shum\u00eb t\u00eb tjera. Shpesh menj\u00ebher\u00eb t\u00eb nes\u00ebrmen.<\/p>\n

Avantazhi kryesor \u00ebsht\u00eb q\u00eb intervistat provuese dhe ato reale me pun\u00ebdh\u00ebn\u00ebsit zhvillohen brenda ekosistem\u00ebs interviewing.io, dhe tani do t\u00eb shpjegoj se pse kjo \u00ebsht\u00eb e r\u00ebnd\u00ebsishme.<\/p>\n

Para se t\u00eb fillonim pun\u00ebn e plot\u00eb, kaluam nj\u00eb koh\u00eb p\u00ebr t\u00eb rregulluar platform\u00ebn ton\u00eb dhe p\u00ebr t\u00eb kryer t\u00eb gjitha testet e nevojshme.<\/p>\n

P\u00ebr intervistat provuese, format tona t\u00eb feedback-ut duken 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 vler\u00ebsuar intervistuesin e tyre. Kur t\u00eb dyja pal\u00ebt plot\u00ebsojn\u00eb format e tyre, ato mund t\u00eb shohin p\u00ebrgjigjet e nj\u00ebra-tjetr\u00ebs.<\/p>\n

K\u00ebtu mund t\u00eb shihni shembuj 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 k\u00ebt\u00eb format feedback-u pas intervistave dhe 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 k\u00ebqija nga intervistat e d\u00ebshtuara.<\/p>\n

Me habi dhe g\u00ebzim, pun\u00ebdh\u00ebn\u00ebsit lan\u00eb leht\u00ebsisht komentet e tyre. Fal\u00eb k\u00ebsaj, n\u00eb platform\u00ebn ton\u00eb specialist\u00ebt shihnin n\u00ebse e kaluan intervist\u00ebn apo jo dhe p\u00ebrse ndodhi kjo, dhe m\u00eb e r\u00ebnd\u00ebsishmja \u2013 mor\u00ebn feedback pak minuta pas p\u00ebrfundimit t\u00eb intervist\u00ebs, duke shmangur ankthin e zakonsh\u00ebm t\u00eb pritjes dhe procesin e vet\u00ebdijes pas intervist\u00ebs. Ashtu si\u00e7 kam shkruar m\u00eb par\u00eb, kjo rrit mund\u00ebsin\u00eb q\u00eb kandidat\u00ebt e talentuar t\u00eb pranojn\u00eb ofertat.<\/b><\/p>\n

\"Pse
\nNj\u00eb intervist\u00eb e v\u00ebrtet\u00eb dhe e suksesshme me nj\u00eb kompani n\u00eb interviewing.io<\/i><\/p>\n

Tani, n\u00ebse kandidati d\u00ebshtoi n\u00eb intervist\u00eb, ai\/ajo mund t\u00eb shihte shkakun dhe n\u00eb \u00e7far\u00eb duhet t\u00eb punonte. Ndoshta, p\u00ebr her\u00eb t\u00eb par\u00eb n\u00eb historin\u00eb e intervistave.<\/p>\n

\"Pse
\nNj\u00eb intervist\u00eb e v\u00ebrtet\u00eb dhe e d\u00ebshtuar me nj\u00eb kompani n\u00eb interviewing.io <\/i><\/p>\n

Anonimati e 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 para dhe gjat\u00eb intervist\u00ebs (madje mund t\u00eb aktivizoj\u00eb funksionin e maskimit t\u00eb z\u00ebrit n\u00eb koh\u00eb reale<\/a><\/noindex>). Identiteti i kandidatit zbulohet vet\u00ebm pas nj\u00eb interviste t\u00eb suksesshme dhe pas dh\u00ebnies s\u00eb feedback-ut nga pun\u00ebdh\u00ebn\u00ebsi.<\/p>\n

Ne insistojm\u00eb p\u00ebr r\u00ebnd\u00ebsin\u00eb e anonimitetit, pasi rreth 40% e kandidat\u00ebve m\u00eb t\u00eb mir\u00eb nga platforma jon\u00eb nuk jan\u00eb burra t\u00eb bardh\u00eb heteroseksual\u00eb nga Evropa Per\u00ebndimore, dhe kjo \u00e7on n\u00eb paragjykime. Fal\u00eb anonimitetit n\u00eb intervista, mund\u00ebsia p\u00ebr t\u00eb diskriminuar nj\u00eb person sipas mosh\u00ebs, gjinis\u00eb ose origjin\u00ebs \u00ebsht\u00eb praktikat e askush. Ne synojm\u00eb maksimalizimin e konstruktivitetit n\u00eb feedback, dometh\u00ebn\u00eb informacioni i vet\u00ebm q\u00eb k\u00ebrkohet nga pun\u00ebdh\u00ebn\u00ebsi \u00ebsht\u00eb sa mir\u00eb e p\u00ebrballon kandidati detyrat e tij n\u00eb intervist\u00eb. P\u00ebrve\u00e7 q\u00eb anonimiteti i jep specialistit nj\u00eb mund\u00ebsi t\u00eb ndershme p\u00ebr nj\u00eb pun\u00eb t\u00eb shk\u00eblqyer, ai gjithashtu mbrojn\u00eb pun\u00ebdh\u00ebn\u00ebsin \u2014 nd\u00ebrtimi i nj\u00eb rasti p\u00ebr diskriminim n\u00eb baz\u00eb t\u00eb feedback-ut \u00ebsht\u00eb shum\u00eb m\u00eb i v\u00ebshtir\u00eb n\u00ebse identiteti i kandidat\u00ebve nuk njihet nga pun\u00ebdh\u00ebn\u00ebsi.<\/p>\n

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

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

\nEdhe n\u00ebse nuk e p\u00ebrdorni sh\u00ebrbimin ton\u00eb, duke u bazuar n\u00eb faktet e m\u00ebsip\u00ebrme, ju rekomandoj ngjash\u00ebm t\u00eb p\u00ebrdorni k\u00ebt\u00eb teknik\u00eb dhe t\u00eb jepni feedback konstruktiv p\u00ebr \u00e7do kandidat n\u00ebp\u00ebrmjet email-it, pavar\u00ebsisht n\u00ebse ai kaloi 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 se p\u00ebrgjigjja \"jo\" \u00ebsht\u00eb n\u00ebse kandidati nuk kaloi intervist\u00ebn. Pasiguria, ve\u00e7an\u00ebrisht n\u00eb nj\u00eb situat\u00eb stresuese, shkakton ndjenja jasht\u00ebzakonisht negative. P\u00ebr shembull: Faleminderit p\u00ebr aplikimin n\u00eb konkursin ton\u00eb. N\u00eb fatkeq\u00ebsisht, ju nuk kaluat intervist\u00ebn.<\/i><\/li>\n
  2. Pas shk\u00ebputjes s\u00eb mesazhit p\u00ebr d\u00ebshtimin e intervist\u00ebs, thoni di\u00e7ka inkurajuese. Nxirrni di\u00e7ka q\u00eb ju p\u00eblqeu n\u00eb procesin e intervist\u00ebs \u2014 p\u00ebrgjigjja q\u00eb u dha, ose m\u00ebnyra se si specialisti analizoi problemin \u2014 dhe ndajeni k\u00ebt\u00eb me kandidatin. Ai do t\u00eb b\u00ebhet shum\u00eb m\u00eb i gatsh\u00ebm p\u00ebr fjal\u00ebt tuaja t\u00eb tjera, kur t\u00eb ndiej\u00eb se ju jeni n\u00eb an\u00ebn e tij. P\u00ebr shembull: Megjith\u00ebse k\u00ebt\u00eb her\u00eb nuk doli asgj\u00eb, v\u00ebrtet e b\u00ebt\u00eb mir\u00eb {a, b dhe c} dhe un\u00eb 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 do t\u00eb duhej t\u00eb punoni.<\/i><\/li>\n
  3. Kur t\u00eb tregoni p\u00ebr gabimet, flisni konkretisht dhe ndihmuesh\u00ebm. Nuk ka nevoj\u00eb t\u2019i thoni kandidatit se e b\u00ebri gjith\u00e7ka keq dhe se do t\u00eb duhej t\u00eb mendoj\u00eb p\u00ebr nj\u00eb profesion tjet\u00ebr. Caktoni pika konkrete mbi t\u00eb cilat personi mund t\u00eb punoj\u00eb. P\u00ebr shembull: \"Lexoni p\u00ebr 'O' t\u00eb madhe. Kjo duket e frikshme, por \u00ebsht\u00eb nj\u00eb gj\u00eb e thjesht\u00eb dhe shpesh p\u00ebrmendet n\u00eb intervista, si kjo.\" Mos thoni \"je budalla dhe p\u00ebrvoja jote \u00ebsht\u00eb budalla dhe do t\u00eb ishte turp t\u00eb shqet\u00ebsohesh.\" <\/li>\n
  4. Rekomandoni materiale p\u00ebr studim. Ka nj\u00eb lib\u00ebr q\u00eb kandidati duhet ta lexoj\u00eb? N\u00ebse specialisti \u00ebsht\u00eb me perspektiv\u00eb, por ka munges\u00eb njohurish, nga ana juaj do t\u00eb ishte m\u00eb e men\u00e7ur ta d\u00ebrgoni at\u00eb lib\u00ebr.<\/li>\n
  5. N\u00ebse shihni q\u00eb aplikanti po p\u00ebrparon vazhdimisht dhe shihni potencial tek ai (p\u00ebrve\u00e7 n\u00ebse ai shfryt\u00ebzon rekomandimet dhe k\u00ebshillat tuaja!), ofroni q\u00eb t\u00eb lidheni s\u00ebrish me ju pas disa muajsh. K\u00ebshtu do t\u00eb nd\u00ebrtoni marr\u00ebdh\u00ebnie t\u00eb mira me njer\u00ebz, q\u00eb, edhe n\u00ebse nuk do t\u00eb b\u00ebhen ndonj\u00ebher\u00eb punonj\u00ebsit tuaj, patjet\u00ebr do t\u00eb flasin pozitivisht p\u00ebr ju. Dhe n\u00ebse niveli i tyre profesional nj\u00eb dit\u00eb arrin standardet e k\u00ebrkuara \u2014 ju do t\u00eb b\u00ebheni pun\u00ebdh\u00ebn\u00ebsi prioritar p\u00ebr ta.<\/li>\n<\/ol>\n

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

    Ndjeki 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 lutem.<\/p>\n

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