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V magistrski nalogi predstavljamo rezultate raziskave, s katero smo preverjali uporabo različnih metod za selekcijo kadrov v Sloveniji in ugotavljali strukturo selekcijskih intervjujev. Analizirali smo podatke 1180 organizacij različnih velikosti, ki opravljajo različne dejavnosti. Ugotovili smo, da je pogostost uporabe različnih selekcijskih metod pri nas podobna kot v tujini ne glede na velikost podjetja, sektor in kadrovsko pomoč pri izbiri se delodajalci najpogosteje poslužujejo intervjujev ter življenjepisa, velika podjetja pa si pogosto pomagajo tudi s kadrovskim vprašalnikom. Velika podjetja za potrebe selekcije pogosteje uporabljajo še razne praktične in psihološke preizkuse, glede razlik med različnimi sektorji pa najbolj izstopa javni sektor, kjer se pri zaposlovanju v manjši meri opirajo na poznanstva in poskusno delovno dobo, več pa je preverjanja kriminalne preteklosti kandidatov. Ugotovili smo, da pri selekcijskih intervjujih delodajalci najpogosteje sprašujejo o preteklih izkušnjah kandidata in poznavanju dela, na razgovor pa se povečini dobro pripravijo, čeprav vprašanja niso vedno osnovana na analizi delovnega mesta. Raziskava služi kot dobro izhodišče za nadaljnje raziskovanje uporabljenih selekcijskih metod v Sloveniji, delodajalci lahko pridobijo vpogled v trenutno stanje in po potrebi prilagodijo svoje postopke, iskalci zaposlitve pa na podlagi izsledkov predvidevajo, kakšni preizkusi jih čakajo na poti do nove službe in se nanje bolje pripravijo. We present the results of our study that examined the use of different methods of personnel selection in Slovenia and investigated the structure of conducted selection interviews. Data from 1180 organizations of various sizes and from various industry sectors was analyzed. We found out that the frequency of different selection methods use in Slovenia is similar to that in foreign countries. Regardless of company size, sector, and HR assistance in the selection process, employers most commonly rely on interviews and resumes, large companies often use application forms as well. Compared to smaller organizations, larger ones use practical and psychological tests more often. As for differences between sectors, the public sector stands out the most, as it relies less on personal connections and probationary periods during the hiring process, but places more emphasis on checking candidates' criminal backgrounds. We found that in selection interviews, employers most commonly inquire about candidates' past experiences and job-related knowledge. Overall, interviewers usually prepare questions in advance, although they are not always based on job analysis. The research presents a good basis for further exploration of selection methods use in Slovenia. Employers can gain insights into the current situation and adjust their procedures if needed, while job seekers can anticipate the types of tests they may encounter on their path to a new job and prepare accordingly. |
