{"id":4031,"date":"2018-08-06T16:46:09","date_gmt":"2018-08-06T14:46:09","guid":{"rendered":"https:\/\/www.organisator.ch\/?p=4031"},"modified":"2018-08-06T16:46:09","modified_gmt":"2018-08-06T14:46:09","slug":"personalauswahl-auch-die-persoenlichkeit-und-motivation-muessen-stimmen","status":"publish","type":"post","link":"https:\/\/www.organisator.ch\/it\/human-resources\/hrm\/2018-08-06\/personalauswahl-auch-die-persoenlichkeit-und-motivation-muessen-stimmen\/","title":{"rendered":"Selezione del personale: Anche la personalit\u00e0 e la motivazione devono essere giuste"},"content":{"rendered":"<figure id=\"attachment_4035\" aria-describedby=\"caption-attachment-4035\" style=\"width: 640px\" class=\"wp-caption alignnone\"><img loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-4035\" src=\"https:\/\/www.organisator.ch\/wp-content\/uploads\/2018\/08\/Personalauswahl-Auch-die-Persoenlichkeit-und-Motivation-muessen-stimmen_Organisator.jpg\" alt=\"\" width=\"640\" height=\"346\" srcset=\"https:\/\/www.organisator.ch\/wp-content\/uploads\/2018\/08\/Personalauswahl-Auch-die-Persoenlichkeit-und-Motivation-muessen-stimmen_Organisator.jpg 640w, https:\/\/www.organisator.ch\/wp-content\/uploads\/2018\/08\/Personalauswahl-Auch-die-Persoenlichkeit-und-Motivation-muessen-stimmen_Organisator-16x9.jpg 16w, https:\/\/www.organisator.ch\/wp-content\/uploads\/2018\/08\/Personalauswahl-Auch-die-Persoenlichkeit-und-Motivation-muessen-stimmen_Organisator-324x175.jpg 324w, https:\/\/www.organisator.ch\/wp-content\/uploads\/2018\/08\/Personalauswahl-Auch-die-Persoenlichkeit-und-Motivation-muessen-stimmen_Organisator-300x162.jpg 300w\" sizes=\"auto, (max-width: 640px) 100vw, 640px\" \/><figcaption id=\"caption-attachment-4035\" class=\"wp-caption-text\">La personalit\u00e0 e la motivazione dovrebbero essere oggetto di maggiore attenzione nella selezione del personale. (Immagine: Fotolia.com)<\/figcaption><\/figure>\n<p>\"Accidenti, il nuovo addetto alle vendite non riesce a entrare in contatto con i clienti chiave\". \"Merda, il nuovo responsabile IT sta facendo arrabbiare i capi reparto\". Sono queste le lamentele che spesso si sentono rivolgere i responsabili delle risorse umane delle aziende qualche tempo dopo aver occupato una posizione vacante nella loro organizzazione. Non \u00e8 raro che l'ex \"candidato dei sogni\" non si riveli poi quello giusto. Ecco perch\u00e9 si separano di nuovo dopo qualche settimana o mese.<\/p>\n<h2><strong>Attenzione anche alla personalit\u00e0<\/strong><\/h2>\n<p>Ma perch\u00e9 i \"candidati da sogno\" si rivelano cos\u00ec spesso dei flop? Uno dei motivi principali \u00e8 che la selezione del personale spesso si concentra principalmente sulle qualifiche professionali dei candidati. Questo perch\u00e9 \u00e8 relativamente facile valutarli sulla base delle loro referenze (lavorative) e delle sfide che hanno affrontato finora. Non \u00e8 il caso di fattori quali:<\/p>\n<ul>\n<li>Cosa motiva il candidato, cosa lo spinge?<\/li>\n<li>\u00c8 in sintonia con i clienti, i dipendenti o i fornitori dell'azienda?<\/li>\n<li>Ha la resistenza necessaria per condurre al successo anche progetti difficili?<\/li>\n<\/ul>\n<p>La determinazione di questo aspetto richiede tempo ed energia. Ma lo sforzo vale la pena se si pensa ai costi e ai problemi conseguenti a un'errata selezione.<\/p>\n<h2>Creare un profilo dettagliato dei requisiti<\/h2>\n<p>Pertanto, nella fase di preparazione di un processo di selezione del personale, \u00e8 necessario determinare esattamente le competenze e le caratteristiche personali che la \"nuova persona\" deve possedere, ad esempio intervistando il precedente titolare del posto di lavoro o i suoi colleghi. In questo modo, \u00e8 possibile identificare le sfide tipiche della posizione pubblicizzata e che il futuro titolare del posto di lavoro dovr\u00e0 affrontare. Un esempio: la sua situazione lavorativa \u00e8 solitamente caratterizzata da un'elevata pressione temporale e da una scarsa capacit\u00e0 di pianificazione. Allora un requisito pu\u00f2 essere: \"Il futuro titolare del posto di lavoro lavora in modo orientato agli obiettivi e concentrato anche in un ambiente di lavoro frenetico\". In questo modo \u00e8 anche pi\u00f9 facile formulare gli annunci di lavoro in modo da attirare esattamente i candidati giusti.<\/p>\n<p>Di solito \u00e8 utile consultare uno strumento di analisi della personalit\u00e0 come l'Analisi della Struttura Motivazionale MSA per determinare le competenze e le caratteristiche personali di cui il nuovo arrivato ha bisogno. Altrimenti si dimenticano rapidamente dimensioni importanti per il successo professionale. Sulla base dei 18 motivi di base esaminati nell'MSA, \u00e8 possibile determinare, ad esempio: Su una scala da 1 a 10, quanto dovrebbero essere accentuati nel nuovo dipendente l'orientamento al team, il pragmatismo, la fiducia in se stesso o la disponibilit\u00e0 ad assumersi dei rischi?<\/p>\n<h2><strong>I colloqui di lavoro sono una vendita<\/strong><\/h2>\n<p>Dovreste ricavare una linea guida per il colloquio dal profilo scritto dei requisiti e utilizzarla in tutti i colloqui di selezione. In questo modo \u00e8 possibile confrontare bene i profili dei candidati alla fine, perch\u00e9 tutti i candidati hanno risposto alle stesse domande fondamentali.<\/p>\n<p>Ma fate attenzione quando valutate le risposte, perch\u00e9 i colloqui di lavoro sono in definitiva delle vendite. In esso, l'azienda cerca di presentarsi nella luce pi\u00f9 positiva possibile, al fine di profilarsi come un datore di lavoro attraente. Lo stesso vale per i candidati: anche loro danno risposte abbellite. Ad esempio, nessun candidato dir\u00e0 in una domanda o in un colloquio di lavoro:<\/p>\n<ul>\n<li>\"Se c'\u00e8 resistenza, getto subito la spugna\". Oppure:<\/li>\n<li>\"Reagisco ai feedback critici come una mimosa\". Oppure:<\/li>\n<li>\"Il denaro \u00e8 la cosa che mi motiva di pi\u00f9.<\/li>\n<\/ul>\n<p>Questo \u00e8 un altro motivo per cui \u00e8 consigliabile, almeno quando si devono occupare posizioni chiave in un'azienda, utilizzare un test di personalit\u00e0 come l'MSA per determinare: I risultati dell'analisi corrispondono all'impressione che abbiamo avuto del candidato durante il colloquio o dobbiamo chiedere nuovamente informazioni su alcuni punti?<\/p>\n<h2><strong>Non \u00e8 possibile cambiare la personalit\u00e0<\/strong><\/h2>\n<p>Questo \u00e8 importante anche perch\u00e9 la pratica si vede: Se necessario, di solito \u00e8 possibile impartire le conoscenze tecniche mancanti ai nuovi dipendenti attraverso corsi di formazione. La situazione \u00e8 diversa per quanto riguarda la personalit\u00e0 e la struttura motivazionale. Le aziende non possono cambiarle, ed \u00e8 per questo che un adattamento insufficiente in quest'area porta quasi inevitabilmente alla decisione: Ci stiamo separando di nuovo.<\/p>\n<p><em><strong>All'autore:<\/strong> Michael Schwartz dirige l'Institute for Integral Living and Working Practice (ilea), a Esslingen vicino a Stoccarda (<a href=\"http:\/\/www.ilea-institut.de\">www.ilea-institut.de<\/a>), che forma consulenti motivazionali MSA, tra gli altri. Il laureato in fisica ha lavorato come dirigente e project manager nell'industria (del software) prima di diventare consulente.<\/em><\/p>","protected":false},"excerpt":{"rendered":"<p>\u201eVerflucht, der neue Vertriebsmitarbeiter findet keinen Draht zu den Schl\u00fcsselkunden.\u201c \u201eMist, der neue IT-Leiter eckt bei den Fachbereichsleitern an.\u201c Solche Klagen h\u00f6rt man von den Personalverantwortlichen in Unternehmen oft einige Zeit, nachdem sie eine vakante Position in ihrer Organisation neu besetzt haben. Denn nicht selten entpuppt sich in der allt\u00e4glichen Zusammenarbeit der ehemalige \u201eTraumkandidat\u201c doch [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":4035,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_yoast_wpseo_focuskw":"Pers\u00f6nlichkeit","_yoast_wpseo_metadesc":"Beim Besetzen vakanter Stellen achten die Unternehmen meist st\u00e4rker auf die fachliche Qualifikation der Bewerber als auf deren Pers\u00f6nlichkeit und Motivation.","articlekey":"","footnotes":""},"categories":[26],"tags":[254,335,379,407],"class_list":["post-4031","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hrm","tag-hrm","tag-management-und-unternehmensfuehrung","tag-personalauswahl","tag-recruiting"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Personalauswahl: Auch die Pers\u00f6nlichkeit und Motivation m\u00fcssen stimmen - 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