Executive Search – a recruitment strategy in the world of leadership

Executive Search, or headhunting, is much more than recruitment – it’s a mission to attract leaders who are not looking for a job, but represent inaccessible potential hidden deep within market structures. This service is not about publishing ads – it’s about locating and taking an active interest in exceptional professionals with an offer that can change the direction of their career and the future of the client company.

This process is particularly important when filling key leadership, management and expert positions, where a wrong decision can cost millions. As the Deloitte (2023) report shows, the wrong choice of leader can reduce the productivity of a department by up to 30%, while the right decision can increase the efficiency of the entire organization.

What does the Executive Search process look like?

Although the approach varies depending on the industry and the client’s needs, six key stages of the headhunting process can be identified:

  1. Definition of the profile of the ideal candidate – a detailed understanding of the competencies, experience and personality traits the client expects.
  2. Developing a search strategy – identifying target companies, potential channels and tools for reaching candidates.
  3. Research and pre-selection – creating a list of potential candidates based on market analysis and available sources.
  4. Establishing contact with candidates – subtly and professionally exploring readiness for a job change.
  5. Assessment of candidates – in-depth interviews, competency tests, psychometric or reference tests.
  6. Presentation of the shortlist to the client – recommendation of candidates with the highest potential for final interviews.

Where are we looking for leaders?

Sourcing talent using the Executive Search method requires going beyond standard advertisements. Headhunters use:

Why invest in Executive Search?

According to a report by Korn Ferry (2022), as many as 65% of companies using headhunters reported an increase in management efficiency within 12 months of hiring. Here are the main benefits of working with a professional executive search agency:

What is the difference between headhunting and poaching?

Although both methods are based on actively reaching out to a candidate, they have different goals and ethics. Headhunting involves finding the best possible candidate based on a defined profile – without a specific indication by the client. Poaching, on the other hand, is acting at the behest of a client who wants to “acquire” a particular employee, often from a competitor. It is a form of aggressive recruitment strategy that requires special sensitivity and knowledge of the market.

Executive Search today is not a luxury, but a necessity for companies that want to effectively compete for the best people in a talent shortage environment. It is a tailor-made service, combining analytics, empathy, industry knowledge and strategic thinking. By choosing a proven partner, organizations gain not only an employee, but also a new advantage.

Origin:

  1. Association of Executive Search and Leadership Consultants (AESC), Global Executive Talent Outlook 2023, https://www.aesc.org/insights/thought-leadership/global-executive-talent-outlook-2023
  2. Deloitte, Global Human Capital Trends 2023, pp. 42-43, https://www2.deloitte.com/insights/us/en/focus/human-capital-trends/2023.html
  3. Korn Ferry, The Real World of Executive Search: 2022 Global Study, https://www.kornferry.com/insights/this-week-in-leadership/executive-search-2022

Each year, companies face a seasonal increase in demand for employees, resulting from both periodic seasonal work and an increased number of vacations of the permanent workforce, turnover or absenteeism due to an increase in illness. Sudden staff shortages can significantly hamper companies’ operations, especially when they do not have adequate personnel resources. This problem intensifies as the requirements for competence and specialization of the employees to be replaced increase.

How to deal with staff shortages?

Staff shortages are not unique – they are part of the reality of many companies small and large. What is important, however, is how we respond to them. When faced with a seasonal increase in staffing needs, companies typically have three options for action: seeking temporary workers on their own, rotating replacements within the existing team, or using employee outsourcing, which is working with a specialized employment agency.

Independent search for employees

This solution involves the internal HR department to the greatest extent, both in terms of time spent and effort put in. In this option, we have to rely on our own recruiters to act quickly and efficiently. However, regardless of their experience and skills, if recruiting in the standard way is not an easy task, then finding suitable candidates for a sudden replacement – willing to take temporary work, with specific qualifications and, in addition, available “on the spot” – is only a real challenge. It’s also worth noting that the rapid and sudden search for workers comes at a high cost to employers – directly, due to overtime, but also indirectly, such as delaying other ongoing projects.

Rotational internal replacements

In smaller companies, it is popular to move employees within the company. This is most evident in the case of absenteeism of front desk staff, which essentially cannot operate without service continuity. Unfortunately, this solution has its drawbacks, because a person, for example, from the sales department, transferred temporarily, uprooted from his work mode, is not prepared to take over new responsibilities. It usually performs less well than a fully qualified but absent employee, plus it costs the company more. There is also a noticeable decrease in the motivation of such an employee, especially when he is assigned to perform less prestigious tasks than in his own position, whether this is an objective or merely subjective assessment.

Outsourcing of employees

Searching for an employee with the right qualifications, available “immediately” and ready to work only as a replacement is not a simple task. For an experienced employment agency, however, this is the daily bread. Therefore, the optimal solution seems to be employee replacements – employee outsourcing- used by more and more companies.

Outsourcing of employees and seasonal replacements is now standard, especially among companies that want to maintain operational continuity and efficiency without committing additional internal resources. Ongoing cooperation allows us to precisely respond to the organization’s specific needs and develop candidate bases tailored to its individual requirements. As a result, the efficiency and quality of work increase, benefiting all parties to the cooperation.” – comments Anna Kurczewska-Formela, Executive Director of White Collar Outsourcing at LeasingTeam Professional.

Outsourcing enables companies to effectively manage seasonal staffing increases and absences due to vacations or multiple days of L4. A professional employment agency is able to offer replacement candidates in as little as 2-3 business days, and even faster with permanent, longer-term cooperation. As a result, the client will avoid losses from shifting in-house employees to positions that do not match their knowledge, experience and salary. In addition, the entire recruitment process, full management and billing of the outsourced employee lie with the outsourcing company, so there is no need to overextend internal HR or payroll departments, which would generate further costs.

It is worthwhile to work with the chosen agency on a long-term basis. This is because, over time, the agency’s professionals will become increasingly familiar with the specifics of working in a given organization, which will enable them to regularly expand their candidate base with people who meet the company’s requirements. The level of employee matching will then increase significantly, and the time for delivery will shorten. Employees, in turn, will become more proficient in their new duties and better acclimatized to the company. As a result, all three parties will benefit.

Find out how LeasingTeam Group successfully implemented a telephone inventory project on behalf of a client at 175 points of sale located throughout Poland.

What is permanent recruitment?

Permanent recruitment consists in providing the employer with employees who meet certain criteria. It is a complex process carried out by our agency from A to Z. As part of the permanent recruitment, the following activities are undertaken:

When conducting permanent recruitment for our clients, we use various methods, such as direct search, head hunting, scouting, networking or market talent mapping. Each time, we adjust the procedure to the nature of the position to be filled, as well as other requirements of the employer.

Why is it worth outsourcing permanent recruitment to professionals?

Permanent recruitment conducted by professionals makes sense especially where acquiring an employee with specific qualifications, experience or qualities is extremely important. Professional support definitely increases the chance of finding the right people to fill specific vacancies. Thanks to the use of internal contacts and proven recruitment techniques, the agency is able to quickly reach the right candidates. Comprehensive recruitment also allows for a thorough recognition of the employer’s needs, which leads to a much better match of employees’ competences. In short – professional permanent recruitment is simply more accurate!

What’s more, thanks to the speed and efficiency of the processes, cooperation with an agency such as Leasing Team also saves money. The cost of the service pays for itself very quickly, thanks to the possibility of acquiring an employee not only with perfectly matched skills and experience, but also with the right character traits. We acquire motivated, hard-working and loyal candidates, who usually find employment with our clients for a long time and become important elements of the organism that constitutes a given company.

Permanent recruitment with an agency – when is it most profitable?

There are many situations in which permanent recruitment entrusted to a professional agency is simply the most profitable. It is worth deciding on it, especially when:

Leasing Team will help you in each of these situations, organizing professional and, above all, effective recruitment for your company.

Permanent recruitment with Leasing Team – why us?

Leasing Team is an employment agency with extensive experience in acquiring candidates for various types of positions. In the field of permanent recruitment for middle and high-level positions and providing candidates with a narrow specialization, our company LeasingTeam Professional provides services. Our team has experience in recruiting for representatives of various sectors and businesses of all sizes. If you entrust us with finding highly qualified employees for your team, you will work with recruiters who know not only the current realities of the labor market, but also your industry.

We have a wide contact base of over 200 thousand. candidates and best practices for vetting them. We use our proprietary ASSET® method (Analysis » Strategy » Selection » Evaluation » Target) in every recruitment process. If necessary, we also use an assessment center process to verify competencies very thoroughly.

By working with Leasing Team, you not only give your company a chance to attract the best possible candidates for a given position, but also take care of its image. A professionally conducted recruitment process ensures a positive experience among all people involved. We conduct all activities in such a way as to provide our clients with maximum business benefits and support their activities. We shorten and improve the process of searching for employees, ensuring full satisfaction.

New technologies, allowing for more efficient data processing, have become the main ally of business in the implementation of the sustainable development strategy. Digital transformation has also revolutionized the way people manage human resources, and platforms for digitizing and automating HR processes are currently experiencing their period of prosperity. How do new technologies support sustainable human resource management?

Sustainability has long ceased to be just a trend and has become an important and integral part of business operations. This was due to, m.in, progressive climate change, greater awareness of corporate governance principles and the importance of employee rights, but also EU regulations that impose non-financial reporting obligations on companies. We are talking about the Corporate Sustainability Reporting Directive, published on 16 December 2022 in the Official Journal of the EU. The ESG reporting requirement (first for 2024) will apply to public interest entities that have so far had a non-financial reporting obligation under the NFRD, but in the coming years it will apply to other groups of enterprises. It is therefore not surprising that the business community is already reviewing its sustainability strategies and implementing solutions that allow for more effective and measurable activities. The HR industry is an extremely important part of this puzzle, and new technologies allow you to effectively combine business goals with care for people and the planet.

– All paths towards sustainable human resource management lead through technology. Companies should reinvent HR, the modern one, based on data, algorithms, and artificial intelligence – says Andżelika Majewska, Vice President of LeasingTeam Group. – Digital solutions bring measurable environmental benefits, but also significantly improve formalities between the employer and the employee. They allow you to optimize onboarding, HR and payroll processes and increase operational efficiency. This is crucial at a time when human labor is becoming more and more expensive, but also in short supply – adds Andżelika Majewska.

Digitization of HR processes

HRM systems have been improving communication between HR and employees for years. The basis of this type of software is a central database, which provides the company with a comprehensive insight into the personnel situation. It is used by both medium-sized enterprises and international corporations. Most HRMS offer modules that allow you to manage working time, salaries or holidays. Along with the development of technology, more advanced solutions are being implemented, facilitating not only the work of HR departments, but also streamlining formalities on the part of employees and bringing measurable environmental benefits. Unfortunately, as LeasingTeam experts note, in many companies HR processes are still based on paper, and HR departments have been neglected for years in the context of digitization. However, this is starting to change, because in an era of complex environmental challenges and growing environmental awareness, paperless is becoming a key element of ESG strategies.

Sustainable development in Polish companies

Numerous studies are conducted in Poland to look at the practices of companies in the area of sustainable development. The results indicate that entrepreneurs are beginning to translate global ESG (Environment, Social, Governance) ideas into specific operational activities. This proves the growing maturity of the business, which sees the potential for long-term benefits. One of the key motivations is also the change in the expectations of customers, who more and more often prioritize environmental and social values over purely economic factors when choosing products or services.

However, growing awareness does not mean that the process is without challenges. For many companies, it is still a financial and organizational burden. Despite this, companies are increasingly looking for solutions that will allow them to combine economic development with care for society and the environment. One area where there is a particularly high commitment is human resource management.

New technologies in the service of sustainable HR

Companies that want to act responsibly and effectively are beginning to notice the key role of digitization of HR processes. Cloud-based solutions, document workflow automation, as well as analytical tools help not only to reduce paper or energy consumption, but also to improve the functioning of the entire HR department. The implementation of modern digital platforms can bring measurable benefits – both environmental and financial.

Technological support for HR processes translates into greater transparency and transparency in areas related to employee competence management or professional development control. It also enables precise monitoring of ESG-related indicators, which makes it easier to report progress towards achieving sustainable development goals. This allows organizations to better manage their human capital and actively build a culture of commitment and shared responsibility.

ESG practices in Polish companies

If you want to take a look at the detailed ESG practices of Polish companies and learn about specific examples of implementations, it is worth reaching for comprehensive studies. One of them is the LeasingTeam Group report “Do companies in Poland care about sustainable development?”, which shows how companies deal with the implementation of the idea of sustainable development in practice. It contains not only research results, but also recommendations and tips for those organizations that are just starting their path in the ESG area.

Payroll outsourcing is an excellent solution especially for people who have difficulties in controlling company expenses and want to finally control the budget of their business. With the support of experienced and highly qualified specialists of LeasingTeam Group, running a business will become pure pleasure. But these are not the only advantages of HR and payroll services provided by experts! Find out more!

What exactly is payroll outsourcing?

HR and payroll services are part of the outsourcing offer, i.e. the transfer of functions or tasks of the company to other, external companies. The scope covers many important areas of the company that directly affect its functioning. These are HR and payroll services, where you can count on support in the field of:

As part of payroll outsourcing, you can also use the proprietary HTM system – TalentPoint, which is designed for employees. With its help, the team can, for example, sign contracts of mandate, as well as submit leave requests and check salary.

By constantly monitoring changes in regulations regarding HR, payroll, accounting and tax payment, as well as improving the qualifications of our employees, we can guarantee professional and complete payroll and HR services at the highest level. We will take the burden of responsibility off your shoulders and make running a business as enjoyable as it used to be from now on. With us, you will save time and money and gain a number of additional benefits.

Benefits of outsourcing payroll and HR services

No more wondering if everything is paid on time and if each employee has received their salary in the right amount. Thanks to HR and payroll services provided by external LeasingTeam experts, you will be able to focus on what is most important, i.e. developing your company. However, this is not the only advantage of outsourcing the maintenance of company records to an external company. In addition, payroll outsourcing will allow you to:

In addition, if you use our HR and payroll services, you can count on the support of specialists who can boast many years of experience and will certainly tell you what to do in a difficult situation.

Entrust HR and payroll services to trusted experts

Are you afraid to share data about your employees and your company with someone else? Are you afraid to trust an external company? Being careful in this regard is very reasonable! After all, improperly conducted HR and payroll services can have many serious consequences, not only financial. Delays in paying salaries or delaying the payment of important invoices are situations that can contribute to a decrease in employees’ trust in you and a decrease in the reputation of your company. However, even so, you can’t do everything on your own, even if you’re a specialist in this field.

To ensure that everything is completed on time and all information remains confidential, carefully verify experts who offer comprehensive HR and payroll services. Check the experience and opinions and choose a competent company that has been trusted by many companies throughout Poland for years. This is the best way to avoid the costly consequences of outsourcing HR and payroll services to someone unreliable. Doing so is also a guarantee of the safety of all people who work for you.

When is it worth opting for external HR and payroll services?

Payroll and HR services as part of outsourcing are an offer addressed primarily to small and medium-sized enterprises. Thanks to this solution, there is no need to create additional jobs in the company for people who would deal with HR and payroll services. This allows you to save money and allocate it to the development of the company.

Do you want to use payroll outsourcing? Contact us and we will not only answer your questions, but also tailor the offer to the nature of your business and needs. Flexibility and professionalism are the key values of LeasingTeam. Check us out!

Replacement work is a more common phenomenon in Poland than it might seem. In many companies, the number of jobs is rather constant, and they are occupied by employees who have been associated with the company for a long time. There are situations in which one of them cannot perform his duties for some time. In the short term, they can be taken over by other employees, but when the absence drags on for months or even years, you should use a permanent solution.

It is a replacement employee. This form of employment is provided for, among others, by the Labour Code, although in practice replacement work can take place on various terms. In addition to the employment contract, other forms of employment, including civil law contracts, are also possible. A very interesting solution is a replacement employee made available by a temporary employment agency as part of employee leasing. Contrary to appearances, the agency’s support does not only apply to seasonal work and lower-level positions. What should you know about replacement work?

Replacement work – a fairly common phenomenon

Replacement work is a form of employment that is very popular. Both among companies and those who are looking for a job. This work is carried out in order to replace an absent full-time employee. More importantly, it has a lot of advantages. It combines, among other things, flexibility, variety of tasks and the possibility of professional development, which is caused by relatively quick access to employment.

A replacement employee is useful in various situations. The most classic is, of course, maternity leave of a person employed under an employment contract, who, for obvious reasons, cannot perform their duties and a replacement is required.

However, there are more reasons why valued professionals that an employer wants to keep with them for a longer period of time are out of the company for a while. These include, among others, chronic diseases or convalescence after accidents. It happens that the family situation or life plans force the employee to temporarily resign from the full-time job. Some also suffer from burnout and need a longer break, which they use for travel and other forms of reset. Some employers, appreciating the merits of their employees, can help them in such a situation.

Replacement employee – possibility of employment on the basis of a replacement contract

A typical solution under which a replacement employee appears in a company is a replacement employment contract. This form of employment is provided for in the Labour Code and in practice does not differ much from other employment contracts. It is temporary, so it is signed for a definite period of time. A newly hired person does not have to take over all the responsibilities of the current employee, but their scope of duties should not be increased either. The employer incurs exactly the same costs under this contract as in the case of a standard employment contract. The obligations of both parties are also identical. A replacement contract may be terminated when, according to its contents, the employment relationship expires, i.e. terminates, or on the date of the return of the full-time employee. An important difference is that a replacement employee is not protected due to pregnancy, and during pregnancy the contract with the pregnant employee may be terminated on the aforementioned terms.

Replacement employee – other forms of employment acceptable

A replacement employee under an employment contract does not pose a particular risk from the employer’s point of view. On the other hand, the employer bears the costs on this account. If a replacement employee cannot perform the full range of duties of the replaced person for various reasons, for example due to lack of experience or insufficient qualifications, the situation is unfavorable for the employer. However, the issue of representation can be solved in a different way, for example through a civil law contract, most often a contract of mandate. Formally, it is not related to the absence of a full-time employee, but it is a tool to at least partially fill the gap left by the person employed so far.

An equally popular solution is employment under a contract for specific work. In the case of a contract for specific work, we are talking about a specific project or report that must be carried out by the contractor. Concluding a contract for specific work reduces costs and lasts until the performance of the work specified in the contract. No less popular form is freelancing. The replaced employee is often a freelancer who is an independent contractor who can deliver a specific project or provide a service as part of a b2b order or cooperation.

We cannot forget about a fixed-term employment contract. This is the most classic form of replacement employment, which is concluded only for the time of the employee’s absence and ends on the date of the return of the replaced employee. A fixed-term employment contract cannot last longer than 33 months. After this time, it automatically transforms into an employment contract for an indefinite period.

Replacement contract, is it worth it?

For an employer, replacing with a fixed-term contract involves many aspects that they must seriously consider before making a hiring decision. Here are some of the advantages:

Are there any disadvantages to a replacement contract? Of course, but there are far fewer of them than advantages. A substituted employee has more employment rights than a substitute employee. A new person may need time to adjust to the new workplace, which can be a little persistent. There may also be a need for training, which will be unavoidable in the case of more complex roles that a new hire will have to perform.

In some situations, replacement employment may mean higher costs – if the employee has high expectations as to the amount of remuneration. The risk of turnover is also a threat, which in the long run can have a negative impact on the team.

Replacement worker from a temporary employment agency

Currently, employers looking for a replacement are willing to decide on one more solution. It is to use the support of a temporary employment agency. Agencies are wrongly associated only with the recruitment of lower-level seasonal workers. The agency has a database of employees with various qualifications, so it can also provide valuable support in the case of replacement. In addition, such a solution has a number of benefits for the employer.

It is also worth noting that the employment agency plays a very important role in the process of hiring the replaced employee. It is the employer who reports the need for a temporary worker, and the employment agency tries to respond to this need by finding suitable people who will be able to meet the requirements of a temporary employer.

How to effectively introduce a replacement employee to the team?

Introducing a replacement employee to a new team is a key process in the entire project. Good onboarding has a positive effect on work efficiency and integration within the team. So how to prepare for the onboarding of a new employee? Here are some tips:

  1. Prepare all the necessary documentation and develop a detailed onboarding plan (implementation plan), along with details about responsibilities, goals, training schedule and meetings.
  2. Get to know the employee with the team and assign them a mentor who will support them and help them acclimatize to the new place.
  3. Explain your responsibilities and expectations in detail. Also, conduct all appropriate training that will allow the new employee to understand the procedures and processes taking place in the company.
  4. Communicate regularly with the new person to discuss progress and give them feedback on their work. Also, encourage new employees to ask questions frequently.
  5. Monitor your work progress, evaluate your effectiveness, but don’t forget about emotional support and proper motivation. First, set goals, and then check how the employee is progressing. Remember to keep in mind that a new employee can work under a lot of stress. Be open to their needs and support them in difficult moments.
  6. Effective introduction of a replacement employee to the team requires proper preparation, transparency in communication and regular assessment of progress. Therefore, there is no denying that a well-organized onboarding process will not only make it easier for the employee to adapt, but also have a positive impact on the atmosphere in the team and the efficiency of their work.

Reduced employment costs and employer convenience

Employee leasing, as the service is called, is very convenient from the point of view of an employer looking for a replacement employee. Firstly, recruitment is quick and efficient. It is run by specialists, which reduces the risk that it ended up with the employment of the wrong person. The agency has its own candidates, for whom temporary work is not a problem, so they have a sufficiently high motivation, even if they perform their duties as a substitute. The employer also reduces the costs associated with employment. HR and payroll services for a temporary employee and other formalities are the responsibility of the agency. At the same time, the expenses are tax-deductible for the employer. That is why employee leasing is a service that is definitely worth considering when looking for a suitable replacement for an employee who has been absent for a long time.

Competent, meticulous and always ready to help – this is how you can describe Talentina, the perfect assistant for your HR department. Thanks to it, you will gain instant access to expert knowledge in the field of HR and payroll, in accordance with the latest labor law regulations. Instead of wasting time researching on your own, all you have to do is ask her a question. Sounds interesting?

Powered by OpenAI, trained for HR

Talentina operates on the basis of advanced OpenAI artificial intelligence algorithms, which play an increasingly important role in the digital transformation of HR departments. As a result, it can:

– AI can analyze huge amounts of data, for example, to identify candidates who not only have the right qualifications, but also fit into the company’s organizational culture. However, artificial intelligence can also strengthen the competences of HR employees. Talentina has access to current regulations and answers questions in the field of HR and payroll – says Marek Deręgowski, Managing Director at TalentPoint.

Work smarter, not harder

Treat Talentina as a reliable colleague and reliable support in your daily work. Here’s what it can do for you:

No matter what you ask her – Talentina is always ready to support. He speaks the language of advisors, and at the same time is inhumanly effective.

Improved employee experience

Talentina is ready to solve problems and provide help at any time. Thanks to it, you can faster provide employees with accurate and personalized answers to the questions they direct to the HR department. You paste the question, copy the answer and you’re done. For you, it saves time and resources, and for other people employed in the company, it means a better employee experience.

Learn more about TalentPoint and Talentin

TalentPoint is a reliable tool for companies that want to optimize their HR and payroll processes. It will give you more time to grow your business, with the confidence that all aspects of HR are managed professionally and in accordance with regulations.

Visit our website and learn more about TalentPoint and Talentin. Contact us and our experts will show you how we can help your company achieve a new level of efficiency and innovation in HR and payroll management.

Many branches of the economy are characterized by seasonality. Revenues and the ability to achieve them are distributed very unevenly throughout the year. It is enough to mention tourism, the renovation industry or agriculture. This state of affairs means that in some months of the year companies need workforce, while in others business is stagnant and maintaining jobs is unprofitable.

In such industries operating in such industries for years, seasonal workers have played a huge role, hired when they are necessary. On the Polish market, these are more and more often employees from abroad and hired with the help of agencies in accordance with what the Temporary Work Act says. What exactly is seasonal work? What are the benefits? Why is it profitable for companies to employ people from abroad?

Assumptions of seasonal work

Seasonal work is most often considered to be an employment relationship lasting no longer than 9 months. Seasonal workers appear primarily in industries where the demand for labor is variable on an annual basis. Such industries include, among others:

In addition, seasonal workers are sometimes hired as replacements when, for some reason, such as maternity leave, a full-time position remains temporarily vacant. Cooperation with seasonal workers can take place on various terms.

Often it is a fixed-term employment contract – until the position is needed or the person previously occupying it returns to work. Usually, a seasonal worker receives the same financial and other terms of employment as the person he replaces. The only difference is that the contract is signed for a fixed period.

Temporary work can also take place on the basis of civil law contracts. This is often the case with short employment relationships, for example in gastronomy operating in popular tourist destinations, where demand exists for about 3 months, or in agriculture during the harvest. Another solution is to use the services of a temporary employment agency, which is able to immediately provide employees with appropriate competences.

Seasonal workers – benefits

Seasonal work brings great benefits to companies. The company saves a lot of money because it does not have to maintain unnecessary jobs all year round. This gives you a higher level of financial flexibility. Seasonal workers usually do not expect stable employment – they care about fair earnings and are able to accept civil law contracts.

Another benefit lies in the flexibility of employment – not in all industries it is possible to predict the demand for temporary workers well in advance – it can depend, for example, on the weather. Fortunately,temporary workers can be recruited at an express pace.

Recruitment of employees from abroad for seasonal work

The Polish labour market has undergone huge changes in recent years. The relatively low level of unemployment makes it somewhat more difficult to find suitable seasonal workers at present. A significant number of Poles can boast of stable full-time employment, which is why temporary employment relationships are not particularly attractive to them, as well as salaries. However, the gap created on the market is perfectly filled by the recruitment of employees from abroad – primarily from the east – Ukraine, Belarus, Armenia or Georgia, but also from Asia.

Seasonal workers from abroad play their role well for several reasons. Very often, coming to Polish is strictly for them to earn money. After completing their duties, they plan to return to the country. In this way, they are highly motivated to work and willing to work overtime if necessary. Salaries offered in Poland are attractive to them compared to local ones. Importantly, this group does not lack people with different qualifications and professional profiles. You can easily find blue-collar workers, warehouse workers, but also specialists. The only barrier to hiring foreign workers for seasonal work is bureaucracy. While there aren’t many legal hurdles, the paperwork of hiring a foreign worker can take up to a month.

Seasonal workers with the support of temporary employment agencies

That is why many companies employing seasonal workers use the help of a temporary employment agency. This solution has great advantages, which include:

Seasonal workers are indispensable in many industries. Companies also use them when they are on the verge of larger projects with limited own processing capacity. Thanks to temporary employment agencies, the solution is very flexible and works perfectly.

What is seasonal work?

Seasonal work is nothing more than a type of employment of temporary workers during specific seasons. Seasonal workers are employed for a short period of time, usually a few weeks or months. Their task is to provide assistance in the period of the greatest demand for work. In the case of seasonal work, the most common industries are:

Seasonal work and a contract – types of contracts and types of employment

Seasonal work can be performed on the basis of various contracts, and its choice depends mainly on the employer’s needs, the type of work performed and the provisions of the labor law. The vast majority of seasonal work takes place on the basis of fixed-term work, contracts of mandate, contracts for specific work, or temporary contracts.

So it all depends on the type of contract. However, it is good to know what each of these contracts is about. So it’s time to move on to their characteristics and answer the question: which employment contract is worth using?

Major industries offering seasonal work

Seasonal work is most popular in industries where the demand for additional hands to work increases at different times of the year. Therefore, finding seasonal work is not difficult, and very often industries hire a temporary employment agency to provide them with additional employees.

Which industries are looking for seasonal workers to perform work in a period of high demand? These include:

Seasonal work offers variety. Such work and seasonal contract is especially attractive for people looking for short-term work, i.e. young people, students and people who want to earn some extra money.

Seasonal work abroad – opportunities and requirements

Seasonal work abroad is mainly of interest to young people, students and people looking for additional income. Of course, this form of employment offers a higher salary than in Poland. In addition, it is a chance to gain work experience, the opportunity to learn about other cultures and learn the language during everyday conversations.

The most popular countries are : Germany, the Netherlands, Norway, Great Britain, Spain and Italy. The cross-section of the work performed is really large. From fruit harvesting, caring for the elderly, to work in horticulture, fishing, tourism, entertainment and agriculture.

However, hiring an employee from abroad is associated with a list of requirements that the employee must meet. These include legal employment, which involves having a passport, ID card, and in some countries – a work visa.

Before starting work, the employer should also provide a written contract. The contract will specify the period of employment, terms of employment, working hours and other important information.

It is also important to have health insurance. People travelling to EU countries can use the European Health Insurance Card. However, in some cases, it is advisable to purchase additional insurance in case of illness or accident.

We cannot fail to mention the knowledge of the language, which is really important. In many cases, it will be knowledge of the local language at a basic level.

The Polish government is considering introducing revolutionary changes in working hours aimed at improving the quality of life of employees and increasing work efficiency. Among the options considered are shortening the working week to four days or introducing a seven-hour working day. The Ministry of Labour and Social Policy has declared that it will introduce significant changes in this matter during the current term of office.

The proposals that are currently being considered also include extending annual leave to 35 days and introducing a 35-hour working week. The planned shortening would take place gradually – initially by reducing the working time by 2 hours, and then by 5 hours.

Without waiting for the government’s final decisions on shortening the working week, two local governments – Leszno and Włocławek – have already introduced such a change. In the Leszno City Hall, officials have been working 7 hours a day for several weeks, and the effects of the tests bring positive results. Those interested claim that they work shorter but more effectively. In Włocławek, on the other hand, working hours will be shortened from 1 September.

The Ministry of Family, Labour and Social Policy does not rule out either of the two scenarios – both the four-day working week and the seven-hour working day are the subject of intensive analyses and discussions. The question of the final choice remains open, but the ministry emphasizes that changes are inevitable.

Research shows that Poles are among the most overworked nations in Europe. The introduction of new regulations could not only improve the health and well-being of employees, but also bring economic benefits by increasing productivity and making better use of leisure time.

The Polish government is determined to take steps to improve working conditions and is open to social dialogue on this issue. More details on the planned changes will be presented in the coming months.

Additional Source: https://leasing.jellydev2.pl/blog/polacy-maja-pracowac-krocej-tylko-czy-to-sie-nam-oplaci