{"id":52857,"date":"2026-05-14T08:35:52","date_gmt":"2026-05-14T06:35:52","guid":{"rendered":"https:\/\/kutsekoda.ee\/?p=52857"},"modified":"2026-05-14T08:39:36","modified_gmt":"2026-05-14T06:39:36","slug":"oskuspohine-varbamine-aitab-jouda-laiema-talendibaasini","status":"publish","type":"post","link":"https:\/\/kutsekoda.ee\/ru\/oskuspohine-varbamine-aitab-jouda-laiema-talendibaasini\/","title":{"rendered":"Oskusp\u00f5hine v\u00e4rbamine aitab j\u00f5uda laiema talendibaasini"},"content":{"rendered":"\n

T\u00f6\u00f6\u00fclesannete ja sobiva kandidaadi kirjeldamine l\u00e4bi oskuste aitab nii t\u00f6\u00f6andjal endal kui ka t\u00f6\u00f6le p\u00fcrgijal paremini m\u00f5ista, keda otsitakse. Nii v\u00f5ivad s\u00f5elale j\u00e4\u00e4da ka tugevad tegijad, kes traditsioonilises valikuprotsessis CV-voorust kaugemale ei j\u00f5uaks.<\/strong><\/p>\n\n\n\n\n\n\n\n

Oskusp\u00f5hine v\u00e4rbamine pole mitte niiv\u00f5rd meetod, kui m\u00f5tteviis, r\u00e4\u00e4kis Eesti Personalijuhtimise \u00dchingu PARE juhatuse aseesimees Maria K\u00fctt<\/strong> Oskuste Akadeemia<\/a> veebiseminaril. Oskusp\u00f5hisel v\u00e4rbamisel seatakse esiplaanile see, mida kandidaat p\u00e4riselt oskab, mitte see, kus ta on varem t\u00f6\u00f6tanud v\u00f5i mis hariduse on omandanud.<\/p>\n\n\n\n

M\u00f5tteviisi muutuse on tinginud asjaolu, et nii \u00f5ppimise kui ka t\u00f6\u00f6tamise v\u00f5imalused on mitmekesistunud: hulk oskusi omandatakse mitteformaalse \u00f5ppimise k\u00e4igus ning praktilisi t\u00f6iseid kogemusi saadakse t\u00f6\u00f6ampsude ja eripalgeliste projektide kaudu, sh piiri\u00fcleselt. V\u00f5\u00f5ramaistest tunnistustest v\u00f5ib olla raske aru saada ning veelgi keerulisem on hinnata, kui vananenud v\u00f5ib k\u00e4esolevaks hetkeks olla kunagi l\u00e4bitud \u00f5ppekava sisu.<\/p>\n\n\n\n

Nii ongi rahvusvaheliselt \u00fcha laiemalt levimas suundumus, et t\u00f6\u00f6le kandideerijal palutakse demonstreerida, mida ta tegelikult oskab.<\/p>\n\n\n\n

Alustada tuleb kaugemalt<\/strong><\/h2>\n\n\n\n

Oskusp\u00f5hine v\u00e4rbamine algab t\u00f6\u00f6kuulutuse keelest. \u201eKui kuulutus on \u00fcles ehitatud n\u00f5uetele, mida on mugav k\u00fcsida, aga mis ei pruugi t\u00f6\u00f6s edu ennustada, kandub valede n\u00e4itajate hindamine kogu valikuprotsessi edasi,\u201c \u00fctles K\u00fctt.<\/p>\n\n\n\n

Esmalt tuleks t\u00f6\u00f6andjal s\u00f5nastada, milliseid on need t\u00f6\u00f6\u00fclesanded, mida otsitav inimene t\u00e4itma hakkab, ning millised oskused peavad tal h\u00e4sti hakkama saamiseks olema. Kaardistatud oskustest tuleks v\u00e4lja valida 4\u20136 kriitilise t\u00e4htsusega oskust, mis nimetatakse \u00e4ra ka t\u00f6\u00f6kuulutuses.<\/p>\n\n\n\n

N\u00e4iteks personalijuhi otsimise kuulutustes seisab sageli, et sobival kandidaadil on 5-aastane t\u00f6\u00f6kogemus ja magistrikraad. Mida see oskuste keelde t\u00f5lgituna t\u00e4hendab? T\u00f6\u00f6kogemuse n\u00f5ude taga on eeldus, kandidaadil on personalistrateegia loomise oskus ja selle ellu viimise kogemus. Magistrikraadi n\u00f5ue peidab aga ootust, et inimesel on v\u00f5imekus viia alustatu l\u00f5puni, ta valdab nii kvalitatiivseid kui ka kvantitatiivseid uurimismeetodeid ning  tal on anal\u00fc\u00fctilise m\u00f5tlemise ja argumenteerimise oskus, sest ta on pidanud kaitsma oma magistrit\u00f6\u00f6d komisjoni ees.<\/p>\n\n\n\n

Oskuste s\u00f5nastamine v\u00f5ib olla arvatust keerukam, eriti pehmete oskuste puhul, t\u00f5des K\u00fctt. Tema soovitus on otsida abi Oskuste Kompassist<\/a>, kus definitsioon on antud ligi 4700 oskusele ja n\u00e4idatud \u00e4ra ka see, kuidas on oskused seotud ametitega. <\/p>\n\n\n\n

Selged hindamiskriteeriumid<\/strong><\/h2>\n\n\n\n

Kui oskused on s\u00f5nastatud, saab m\u00f5elda, kuidas neid t\u00f5endada ja hinnata.<\/p>\n\n\n\n

M\u00f5ned meetodid sobivad m\u00f5ne oskuse puhul paremini kui teised, s\u00f5nas K\u00fctt. Juhtum v\u00f5i simulatsioon on hea meetodid siis, kui t\u00e4idetaval ametikohal on vaja juhtimis- ja prioriseerimise oskust. T\u00f6\u00f6proovid sobivad h\u00e4sti tehniliste oskuste t\u00f5endamiseks. K\u00fctt toonitas, et t\u00f6\u00f6proov ei ole sama mis proovit\u00f6\u00f6 \u2013 t\u00f6\u00f6proov on \u00fclesanne, mille kandidaat lahendab v\u00e4rbamisprotsessis kohapeal.  N\u00e4iteks laot\u00f6\u00f6le kandideerijal palutakse lahendada arvutus\u00fclesanne v\u00f5i assistendikandidaadil koostada vastus kliendikirjale.<\/p>\n\n\n\n

Selleks, et sooritust hinnata, peab kindlasti olema eelnevalt loodud hindamisskaala: n\u00e4iteks kokku lepitud, kui kiiresti tuleb arvutus\u00fclesanne lahendada, et saada maksimumpunktid v\u00f5i milliseid komponente peab sisaldama kiri kliendile, et see oleks ideaalne.<\/p>\n\n\n\n

Mitu meetodit koos annavad parema tulemuse<\/strong><\/h2>\n\n\n\n

K\u00fcti soovitus on usaldusv\u00e4\u00e4rsema tulemuse saamiseks meetodeid kombineerida. N\u00e4iteks tippjuhtide v\u00e4rbamisel on ta ise kasutanud struktureeritud intervjuud koos taustauuringuga.<\/p>\n\n\n\n

Struktureeritud intervjuu ehk STAR meetod  aitab aru saada, kuidas on inimene oma senises t\u00f6ises ajaloos olukordi lahendanud. Selleks palutakse kandidaadil tuua n\u00e4iteid olukordadest (S \u2013 situation<\/em>), kus tal oli vaja saavutada muutus (T \u2013 task<\/em>) ning selgitada, mida ta tegi (A \u2013 action<\/em>) ja mida saavutas (R \u2013 result<\/em>). K\u00f5ige olulisem on oskuste kontekstis r\u00e4\u00e4kida just sellest, mida konkreetne inimene ise tegi, mitte tema meeskond.<\/p>\n\n\n\n

Intervjuule j\u00e4rgneb taustauuring, millega selgitatakse v\u00e4lja, kas kandidaadi kirjeldatud s\u00fcndmused t\u00f5epoolest leidsid aset ja kuidas teised samas olukorras olnud inimesed kandidaadi tegevust tajusid.<\/p>\n\n\n\n

K\u00fctt toonitas, et Curriculum Vitae<\/em> ei kao kuhugi \u2013 see j\u00e4\u00e4b ikka esmaseks kandidaatide hindamise vahendiks, eriti olukordades, kus kandideerijaid on palju. K\u00fcll aga nihkub CV t\u00e4htsus tagaplaanile ning esile kerkib k\u00fcsimus sellest, kuidas on inimese oskused tegelikult koosk\u00f5las sellega, mida antud t\u00f6\u00f6rollis tarvis l\u00e4heb.<\/p>\n\n\n\n

Mida t\u00f6\u00f6andja oskusp\u00f5hisest v\u00e4rbamisest v\u00f5idab?<\/strong><\/h2>\n\n\n\n

Oskusp\u00f5hine v\u00e4rbamine aitab t\u00f6\u00f6andja vaates laiendada kandidaatide baasi: uksed v\u00f5ivad avaneda ka neile, kellel vajalikud teadmised ja oskused on olemas, ent kes on omandanud need n\u00e4iteks huvitegevuse k\u00e4igus.<\/p>\n\n\n\n

Oskusp\u00f5hine v\u00e4rbamine v\u00f5imaldab kandidaadi sobivust paremini hinnata, kuna l\u00e4htutakse sellest, mida inimene oskab, mitte \u00fcksnes sellest, mida ta enda kohta \u00fctleb v\u00f5i mis mulje j\u00e4tab.  Kandidaatide soorituse hindamine \u00fchtse skaala alusel muudab v\u00e4rbamisprotsessi l\u00e4bipaistvamaks ning v\u00f5imaldab anda sisulist tagasisidet.<\/p>\n\n\n\n

Oskusp\u00f5hisel v\u00e4rbamisel on ka omad n\u00f5rgad kohad. Pehmete oskuste (suhtlemisoskus, enesejuhtimise oskus jms), m\u00f5\u00f5tmine v\u00f5ib osutuda keerukaks. Hea t\u00f6\u00f6proovi v\u00f5i anal\u00fc\u00fcsimiseks antava juhtumi loomine on ajamahukas. Hindamisskaala kasutamiseks peab v\u00e4rbajate vahel olema kriteeriumite osas \u00fcksmeel.<\/p>\n\n\n\n

K\u00fcti hinnangul puudub praegu organisatsioonides veel julgus puhtalt oskusp\u00f5hiseid t\u00f6\u00f6kuulutusi koostada, kuna kardetakse, et inimesed t\u00f5lgendavad oma oskusi valesti ning tulemuseks on sobimatute kandidaatide tulv. Nii tundubki lihtsam r\u00e4\u00e4kida j\u00e4tkuvalt varasemast t\u00f6\u00f6kogemusest ja omandatud haridusest.<\/p>\n\n\n\n

Kui on plaan liikuda oskusp\u00f5hise v\u00e4rbamise suunas, pole K\u00fcti s\u00f5nul tarvis teha kohe t\u00e4ielikku kannap\u00f6\u00f6ret, vaid muutusi v\u00f5iks proovida v\u00e4ikeste sammude kaupa.<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

Artikkel ilmus Personaliuudistes<\/a> 5. mail 2026<\/em><\/p>\n\n\n\n

Loe lisaks:<\/strong><\/p>\n\n\n\n

Vaata Oskuste Akadeemiat j\u00e4rele: oskusp\u00f5hine v\u00e4rbamine \u2013 kuidas see k\u00e4ib?<\/a><\/p>\n\n\n\n

\u00dcldoskuste arendamine on professionaalse t\u00f6\u00f6elu osa<\/a><\/p>\n\n\n\n

Oskuste Akadeemia<\/a><\/p>\n\n\n\n

\"\"<\/a><\/figure>\n","protected":false},"excerpt":{"rendered":"

T\u00f6\u00f6\u00fclesannete ja sobiva kandidaadi kirjeldamine l\u00e4bi oskuste aitab nii t\u00f6\u00f6andjal endal kui ka t\u00f6\u00f6le p\u00fcrgijal paremini m\u00f5ista, keda otsitakse. Nii v\u00f5ivad s\u00f5elale j\u00e4\u00e4da ka tugevad tegijad, kes traditsioonilises valikuprotsessis CV-voorust… \u041f\u043e\u0434\u0440\u043e\u0431\u043d\u0435\u0435 »Oskusp\u00f5hine v\u00e4rbamine aitab j\u00f5uda laiema talendibaasini<\/span><\/a><\/p>\n","protected":false},"author":14,"featured_media":52858,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"","neve_meta_content_width":0,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","_themeisle_gutenberg_block_has_review":false,"_FSMCFIC_featured_image_caption":"","_FSMCFIC_featured_image_nocaption":"","_FSMCFIC_featured_image_hide":"","footnotes":""},"categories":[1168,1041],"tags":[],"class_list":["post-52857","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-oskuste-susteem","category-uus"],"yoast_head":"\nOskusp\u00f5hine v\u00e4rbamine aitab j\u00f5uda laiema talendibaasini - Kutsekoda<\/title>\n<meta name=\"description\" content=\"T\u00f6\u00f6\u00fclesannete ja sobiva kandidaadi kirjeldamine l\u00e4bi oskuste aitab nii t\u00f6\u00f6andjal endal kui ka t\u00f6\u00f6le p\u00fcrgijal paremini m\u00f5ista, keda otsitakse. 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