PETAR PRODANOV, HR-CONSULTANT: RIGHT ANALYSIS FOR TOP RESULTS


HR-Consultant approaches with immense responsibility the care of clients' human resources

Petar Prodanov HRConsultant-1.jpg

The company selects candidates for available positions with attention and professional approach, and effectively supports its corporate clients in their efforts to have motivated and engaged teams. Petar Prodanov, manager of HR-Consultant, tells more. 

Which are the core qualities that you pay attention to when psychologically profiling job candidates? 

The most important thing is whether the candidate's work profile fits the particular position. A candidate with a sales profile who is motivated by communication with people will hardly become a good placement in a position that does not offer such an opportunity, in industrial production, for example. To a degree this is the psychological part of our work - to prepare the right analysis, to understand if the candidate really seeks a long-term place. Another important factor we consider is the frequency of changing jobs - doing it too often is a big red flag. 

Last, but not least, we consider the candidates’ location, work time, personal engagements and capability for holding a long-term job. We interpret all the facts connected to the candidate as signals that show whether they will fit well in a certain job. The interviewer’s responsibility is huge and to a significant extent defines whether the candidate will integrate well in the company. This is why we send to our corporate clients for an interview a small, but PROPER selection of candidates with whom they can establish a successful long-term work connection. 

Lack of team spirit and motivation is among the most common reasons for teams' underperformance. How can you help in such cases? 

The core motivating factors for any employee are material and non-material ones. Employers usually prefer workers who are not strongly motivated by material benefits. After all, it is neither beneficial, nor realistic to motivate employees solely with material benefits - they have their limitations and workers quickly take them for granted.
We help our clients by preparing team and individual HR analyses of employees to find the right motivating factor for each of them. Some are motivated by taking a different position in the company, others - by the feeling that their work and contribution are valued, yet others - when some personal problem is being removed or something else. Our practice has shown that an employee is more eager to share what bothers them with someone who is not a part of the company than to their employer. As we know, when a problem is not shared it gets bigger. This is why it is important to react quickly when motivation problems arise. 

Organising team buildings is another tool that we use in problems with team spirit and motivation. Here we aim at designing activities that teach people to work together, to trust and depend on one another, and to unite them. 

Usually, team building is the time when people from different departments in the company for the first time are together, work towards a shared goal and realise the cooperation between the different departments in the company. If the team building is organised properly, the effect is lasting and inspires in employees a feeling of unity and belonging to the company, increases their loyalty and brings many other benefits for the organisation.

hrconsultant1bg@gmail.com

www.hrconsultant1bg.com

Петър Проданов: Правилен анализ за високи резултати

HR-Consultant подхожда с огромна отговорност към грижата за човешките ресурси на клиентите си. Компанията подбира кандидати за свободните позиции с внимание и професионален подход, и ефективно подкрепя корпоративните си клиенти в задачата им да имат мотивирани и ангажирани екипи. Мениджърът на HR-Consultant Петър Проданов разказва повече.

Кои са основните качества, за които следите, когато изготвяте психологически профил на кандидатите за работа?

От водещо значение за нас е дали работният профил на кандидата пасва на конкретната позиция. Един кандидат с търговски профил, откриващ мотивация в комуникацията с хора, няма да е добро попълнение за позиция, която го лишава от тази възможност, например в производството. Тук е до някаква степен и психологическата част на работата ни – да направим правилния анализ, да разберем дали кандидатът реално търси своето място в дългосрочен план. От водещо значение е и честотата, с която той сменя работното си място – прекалено честите промени са естествен "червен флаг".

Не на последно място взимаме предвид локацията, работното време, личните ангажименти и възможността за дългосрочна заетост. Всички факти, свързани с кандидата, тълкуваме като сигнали, показващи дали той е подходящо попълнение за дадена позиция. Отговорността на интервюиращия е голяма и до голяма степен определя дали кандидатът ще се впише пълноценно в дадена фирма. Затова ние изпращаме до фирмите, с които си партнираме, само няколко, но ПРАВИЛНИ кандидати, с които те работят успешно в дългосрочен план.

Липсата на екипност и мотивация е сред най-често срещаните причини за неудовлетворителното представяне на един екип. Как можете да помогнете в такива случаи?

Основните мотиватори за всеки работник са материални и нематериални. Работодателите обикновено предпочитат служители, за които материалните облаги не са водещи. Все пак нито е полезно, нито реалистично служителите да бъдат мотивирани единствено финансово – това има своите лимити, а и работниците бързо го приемат за даденост.

Ние помагаме на своите клиенти като правим екипни и индивидуални HR анализи на служителите, за да открием правилния мотиватор. При някои той може да е различна позиция във фирмата, чувството, че трудът и приносът им се ценят, отстраняване на лично притеснение или друго.

Практиката ни е показала, че един служител е много по-склонен да изрази свое притеснение пред външно лице, отколкото пред своя работодател. Както знаем, несподеленият проблем е разрастващ се проблем. Затова е важно при проблеми с мотивацията да се реагира бързо.

Организацията на тийм билдинги е друг инструмент, който използваме при проблеми с екипността и мотивацията. Тук целим да създадем занятия, учещи хората да работят заедно, да зависят един от друг и да ги сплотим.

Обикновено по време на тийм билдинг хора от различни отдели за първи път прекарват време заедно, работят заедно за дадена цел и осъзнават взаимодействието между различните отдели в компанията. Ако тийм билдингът е организиран правилно ефектът е дълготраен и води до сплотеност, чувство на принадлежност във фирмата, повече лоялност и много други ползи за организацията.

hrconsultant1bg@gmail.com

www.hrconsultant1bg.com

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