Professionalism has become increasingly important in today's business world, where competition is constantly increasing. Nowadays, companies choose the personnel they will employ with great care. Or they are looking for different ways to increase the work efficiency of existing staff. For new hires, classical interview methods with pre-prepared questions or forms prepared by the HR department can be preferred. Those who are called for an interview are candidates who are thought to be suitable for the job description. Their suitability for the job is decided by looking at the candidate's CV. Unfortunately, all of this alone is not enough to select the right candidates.
We have all hired people who did not meet our expectations from time to time. These people definitely had sufficient experience, positive qualifications, good references, and our interviews were positive. However; All of them could not fulfill their duties adequately in some way. In fact, they abandoned you at such a point that; let alone the cost of recruitment; Worse, they caused a loss of productivity and a decrease in the motivation of your team.
In order to be successful in the business environment, you need to know which candidates are more suitable for the job, which employees to promote, how your employees are motivated and what their strengths and limitations are. It is important. More importantly; It is to achieve the desired success and achieve high efficiency in the institution by comparing the abilities and behaviors of individuals. This is a fundamental goal that every organization wants to achieve. Achieving this goal is possible with the science of psychology, which is closely interested in human behavior.
This is where Industrial Psychology comes into play. The term industrial psychology is briefly defined as 'The sub-branch of psychology that examines people in business life'. Various psychometric measurements are used in this field.
For many psychometric measurements applied today, we all have the four main behavioral profiles, to a greater or lesser extent, and we use these behavioral patterns from time to time and as we deem necessary. The main goal is to determine the dominant behavioral patterns that determine the person's temperament. We (psychologists working in this field) interpret people according to these patterns. We use scientific measurements that analyze and predict how he might react in which situations.
Managers can analyze the person's profile, their suitability for the task, their strengths and limitations, how they are motivated, their basic fears, how they work under pressure, how they behave in times of crisis, without technical terms. We provide reports and graphs showing their behavior and communication styles.
We create a Task Analysis to determine what characteristics the candidate suitable for the required department should have. By matching the characteristics of the individuals with the characteristics required by the task, we reveal the 'compatibility' between the task and the individual and enable you to assign appropriate tasks to people. .
We can also obtain answers to the following questions through general ability tests:
- Can this person think quickly and make instant decisions?
- Can this person adapt to change? ?
- Can he cope with the mental challenges of the task?
- Can this person be successful in his job?
- Can this person solve problems easily?
- To what extent can we improve this person by providing training?
We can apply the inventories and tests described here to new personnel, as well as to our existing personnel, so that you can communicate with them more accurately and help increase their motivation. In this way, you can eliminate frequent personnel changes and minimize recruitment errors by assigning the right tasks to the right people.
Let's not forget that knowing important and useful tips in a workplace is a very necessary point for personnel and performance management.
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