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.

Complicated procedures make it difficult to access candidates from outside Europe, although the direction of Asia, Africa and South America seems inevitable. Moreover, fears related to the employment of migrants are fueled among the public, which may further exacerbate the situation related to insufficient labor in the coming months. Especially in the perspective of seasonal work. Today, the lowest unemployment rate in the entire European Union – 2.6% according to Eurostat – affects the growing problems in filling staff shortages. How long will the labor market withstand this?

Recruiting Far Ahead

In response to current staff shortages, companies are starting to look for employees from further corners of the world. Candidates from Colombia, Mexico, Nepal, India and the Philippines are already being recruited to work in Poland. These people are primarily located in the operational sectors – production, logistics, catering and retail – which are most affected by staff shortages, according to analyses by the LeasingTeam Group, which deals with comprehensive HR solutions for companies.

In one of the companies where we onboarded employees from Colombia, only 2 out of 50 people resigned after a year. Retention is incomparable. The candidates are also very motivated – already at the training stage, we saw greater commitment than in the case of employees from Ukraine or Poland – says Daniel Sola, Director of the Department of Recruitment and Legalization of Foreigners at LeasingTeam Group.

It is also becoming increasingly clear that Ukrainian citizens – after several years of working in Poland – today have higher expectations of employers. It is not only about the rate, but also about the accommodation conditions, the type of tasks performed or development opportunities.

This is a natural process: people who have been associated with the Polish market for a longer period of time no longer want to do the work they initially took up temporarily ,” notes Daniel Sola.

What’s next for employees from Ukraine?

According to LeasingTeam Group’s estimates, based on a survey of over 500 employees, 52% of Ukrainians plan to stay in Poland, 26% are considering returning, and 22% are still hesitating. Their decisions depend, m.in on the conditions of legalization of stay and stability of employment.

As a result of long-term conflict and the accompanying uncertainty, social and professional ties are strengthened. It is very clear that some employees from Ukraine are thinking about returning, but at the same time more and more people want to anchor here for longer. For them, Poland is not only a place of work, but also a place of life. Among other things, how quickly and efficiently we offer them stable conditions will depend on whether they will stay – comments Daniel Sola.

Ukrainians currently account for 75% of all foreign employees employed by LeasingTeam Group. In this group, 80% work physically (blue collar) and 20% occupy office positions. According to ZUS data from the end of November 2024, 794 thousand Ukrainian citizens were insured in Poland – 456 thousand on full-time jobs and 300 thousand on civil law contracts .

Lower costs, longer procedures

Recruitment from South America is one of the biggest untapped advantages of the Polish labor market today. The costs of the recruitment process can be up to ten times lower than in the case of citizens from Ukraine. Candidates are motivated, but access to them is blocked by time-consuming and unpredictable procedures.

We observe significant formal restrictions in recruitment from more geographically distant countries. Procedures can be so long and complicated that it is difficult to consider them as a real tool for supplementing the staff – points out Justyna Gosk, Operational Director of LeasingTeam Group.

One of the biggest challenges remains the time-consuming nature of procedures and their unpredictability. The applicable statutory deadlines stipulate a maximum of 30 days for issuing a work permit – in practice, it is often 3-4 months. In the case of visas – even two years, and without a guarantee that they will be granted.

Migration is a necessity, but we cannot treat it as the only solution to staffing problems. Without a stable and predictable legal framework, it is difficult to talk about long-term planning. Entrepreneurs can cope with time and procedures, but they cannot cope with chaos – says Andżelika Majewska, Vice President of LeasingTeam Group.

According to the data of the Polish Economic Institute, by 2035 2.1 million people will leave the Polish labour market – this is 12.6% of current employment. The largest losses will affect industry, education and health care. In the private sector, on the other hand, production, logistics, catering and retail are among the industries most dependent on the work of Ukrainian citizens. Even a partial weakening of this resource can mean operational difficulties and increased costs for companies.

Global Recruiting Is Not a Plan B

Today, diversification of recruitment directions is not only a response to current staffing problems, but a way to build long-term operational resilience.

When one source stops working, the other allows you to maintain continuity. For our customers, it is often not a choice, but a necessity. It’s not just about replacing – it’s about reaching where existing solutions no longer work – emphasizes Daniel Sola.

Candidates from Colombia, Mexico and Nepal are increasingly filling staff gaps where Ukrainians no longer want to work, i.e. in the most demanding, physical production and logistics roles.

Labour migration from further directions – Asia or South America – is no longer an alternative, but is becoming a potential foundation for a new structure of the labour market. However, without ensuring consistent and predictable legal procedures, Poland may not be able to use this potential.

If we do not start treating global recruitment as a critical infrastructure for the labor market – other countries will. We need a system that will not only get people to work, but will do it fast enough for companies to operate before we feel the consequences of the demographic collapse and record low unemployment.

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.

The Occupational Barometer is an annual, one-year forecast created by experts from Provincial and District Labour Offices, coordinated by the Ministry of Family, Labour and Social Policy. Thanks to qualitative analyses and quantitative data, a comprehensive picture of the labour market is created, which helps to understand the current and future needs of employers. The latest information can be found in the official Occupational Barometer 2025 report. What conclusions can be drawn from this document for HR departments?

Deficit, sustainable and surplus occupations in 2025

The Occupation Barometer divides all the analysed professions into three categories:

According to the report, 23 occupations remain in deficit in 2025 (6 less than in the forecast for 2024). At the same time, due to the still low level of unemployment, no surplus occupations were indicated in national terms. Other occupations remain balanced, which means that – statistically – the number of job offers there is the closest to the number of candidates ready to take up employment.

Key findings from the Occupational Barometer 2025

According to the data presented in the publication, the greatest staff shortages on the labour market will be felt in sectors where it is already difficult to find qualified personnel. The most sought-after professions will include:

Doctors, bus and truck drivers, as well as general education and pre-school teachers were also mentioned among the shortage professions. The report also points to staff shortages in professions such as carers of the elderly and the disabled, nurses, midwives and accountants.

The lack of surplus occupations in 2025 means that almost everywhere the demand and supply of workers are either equalizing or the market is running a deficit. For companies planning to recruit, this sends a clear signal: sourcing the right candidates – especially in the categories mentioned above – can prove to be a demanding and time-consuming task.

Challenges and opportunities for HR departments

In order to effectively fill the staff gaps in shortage professions, HR departments should implement measures to help attract and retain employees today. A properly planned recruitment strategy requires not only anticipating the demand for new talent, but also taking care of employer branding and creating attractive career paths. Employees increasingly expect flexibility in the workplace and the possibility of continuous development, and it is these elements that will influence candidates’ decisions. The key will be:

1. Proactive recruitment and cooperation with educational institutions

Companies are increasingly reaching for internship programs and organizing workshops for students and graduates of trade schools. This allows them to identify the best talent early and prepare them for the specifics of the organization.

2. Development of competences within the organization

Well-organized training and retraining programs will help fill gaps in teams. It is particularly important to support employees in acquiring skills in the field of new technologies and soft skills, necessary in the modern labor market.

3. Effective HR Strategy

A properly planned recruitment strategy requires not only anticipating the demand for new talent, but also taking care of employer branding and creating attractive career paths. Employees increasingly expect flexibility in the workplace and the possibility of continuous development, and it is these elements that will influence candidates’ decisions .

Take advantage of the support of LeasingTeam Group experts

Are you wondering how best to implement the recommendations from the Occupational Barometer 2025 and effectively implement your recruitment plans? Contact LeasingTeam Group. We support HR departments in recruiting low- and senior-level employees, as well as advise and help in creating effective human resources management strategies. Feel free to contact us!

Check out the full report summarizing the results of the nationwide Occupational Barometer 2025 survey

A contract of mandate is one of several forms of employment available in Poland. It is a very popular document, but it should be remembered that it is regulated by the provisions of the Civil Code. What does the issue of employment under a contract of mandate look like in practice? Learn the most important information on this topic.

What is a contract of mandate?

A contract of mandate is one of the most commonly used forms of employment in Poland. Employment on a contract of mandate is particularly popular in the case of temporary, seasonal or casual work. Contracts of mandate are regulated by the provisions of the Civil Code. This is a significant difference, because employment contracts are subject to the Labor Code.

A contract of mandate is very flexible for both parties, i.e. for both the principal and the contractor. A contract of mandate specifies that one of the parties is obliged to perform certain activities for the other party, of course for a previously agreed fee.

The contract of mandate does not specify that the work must be performed personally by the contractor, which allows him to entrust the performance of the work to a third party. Of course, only if it is not prohibited by the nature of the contract or the relevant provisions contained therein. In the case of this contract, there is no specific place and time to perform tasks. An exception to this is a situation in which both parties agree otherwise. In the case of a contract of mandate, there is complete freedom and freedom. This form does not impose too many strict obligations on the contractor as an employment contract.

In this case, permanent recruitment and recruitment of IT staff, which is also often used during employment on a contract of mandate, are also different.

A contract of mandate can be performed both for a fee and free of charge. In the case of the first type, the remuneration is paid only after the completion of the order, and the recipient must inform the employer about the progress. The provisions of the Labour Code do not apply in this form of contract. However, the employer must ensure the safety of employees, and the activities performed are based on the arrangements contained in the document. A contract of mandate is also taxed in an appropriate way.

How to hire an employee under a contract of mandate?

In order to answer the question of how to hire an employee under a contract of mandate, it is necessary to analyze the basic elements of this document. The most important information is about the scope of obligations and the duration of such a contract. This form of employment means that the person performing the work is not completely subordinate to the employer. The entrepreneur should also not organize activities in detail. If there are conditions of subordination at a specific place and time, the contract of mandate must be converted into an employment contract. In the event of an inspection by the National Labour Inspectorate, there is a risk of penalties being imposed.

Step 1 – preparation and negotiation of contract terms

In the first step, it is important to determine the terms of cooperation. The conditions that must be set out in the contract of mandate are:

If we are talking about remuneration, the contract of mandate must include the minimum hourly rate, which from July 2024 is PLN 28.10 gross.

Step 2 – drawing up a contract of mandate

Once all the terms and conditions are set, it’s time to draft a written contract. Although the Civil Code does not require a written form for the validity of a contract of mandate, it is recommended to conclude such an agreement for evidentiary purposes. The contract should include the data of the principal (company name, NIP) and the contractor (name and surname, PESEL, address). The subject of the contract must also be specified, i.e. a description of the tasks that apply to the person accepting the order. If the order has a specific lead time, this should also be included in the contract. The same applies to remuneration. All this information is important for the proper performance of the order by the contractor.

Step 3 – reporting the contractor to ZUS

An employer employing on the basis of a contract of mandate is obliged to report the contractor to the Social Insurance Institution in a situation where the contractor is subject to social and health insurance. Such a notification must be made within 7 days from the start of the order.

In a contract of mandate, it is the employer who acts as a tax payer and is obliged to perform a specific legal action that results from it. This means that he is responsible and must ensure that social security contributions are paid, but also income tax (PIT). The amount of contributions is calculated on the basis of the contractor’s situation, i.e. whether he has other sources of income or is, for example, a student.

Very often, therecruitment of employees from the East is also based on such a document. It is a form of contract taxed in a slightly different way than in the case of an employment relationship, which is why it has been very popular for years. However, it is worth remembering that it can only be used in certain situations.

Contract of mandate and ZUS

Signing a contract of mandate is associated with the obligatory payment of social and health insurance contributions. The exception is a situation in which the contractor is exempt from this obligation because, for example, he or she is a student under 26 years of age. In the case of a contract of mandate, the employer is obliged to report the employee to the Social Insurance Institution, but also to pay pension, disability, accident and sickness insurance contributions for him. Importantly, these contributions are deducted from the contractor’s remuneration. Treating this type of employment separately allows for greater flexibility in terms of incurring costs.

A contract of mandate with your own employee is also possible, but in this case you need to remember to follow a few rules. First of all, the commissioned activities must not coincide with those performed by the person in connection with the employment relationship. It is also important to ensure that the deadlines for the performance of specific obligations are adapted to the legal requirements. It is worth knowing that even if you sign a contract of mandate with your own employee, you have to pay the mandatory health, disability, accident and pension rates.

Employer’s obligations under the contract of mandate

An employer who decides to hire an employee under a contract of mandate must complete several formalities. The most important thing is to report this fact to ZUS within 7 days of starting cooperation (the date is placed on the document). The employer must pay for all mandatory insurance. In general, voluntary sickness contributions can be omitted, but there are exceptions to this rule. This is the case, for example, when a person is already employed in the same company under an employment contract, but performs an order outside of their duties. In such a case, it is also subject to sickness insurance.

The entrepreneur must also take care of the advance payment of income tax. Currently, however, there are regulations in force according to which this issue does not apply to people under 26 years of age, on the first tax bracket. It is worth checking the requirements related to the taxation of contracts of mandate on an ongoing basis, because the law changes very dynamically.

The contract of mandate can also be terminated. For this reason, it is worth including information on how to discontinue cooperation in such a document. In this case, however, the provisions on the notice period or the time of its submission do not have to be applied. In the event of termination of cooperation, the employer must settle accounts with the contractor in accordance with the terms and conditions contained in the contract, but also in accordance with applicable law.

In addition, the principal should provide appropriate conditions for the execution of the order. If the arrangements so require, he must also take care of safety if the contractor performs the order in conditions requiring compliance with health and safety. The same applies to hygienic working conditions.

Contract of mandate and temporary work

A contract of mandate is very often used in the case of temporary work. Why? It is characterized by greater flexibility than an employment contract and this speaks in its favor. Unlike traditional employment, a contract of mandate does not impose strict norms regarding working hours or place, which allows you to adjust the time and manner in which the task will be completed.

Temporary work is employment only for a specific, usually short time. It can also be based on a contract of mandate. This type of document is applicable both in the case of permanent work that meets certain conditions, as well as employment only for a short period, for example in the summer season. LeasingTeam helps both in searching for candidates for temporary positions and in drafting contracts. This is a great convenience for employers, who are often looking for many employees, e.g. for seasonal tasks.

Rights and obligations of an employee under a contract of mandate

As we mentioned earlier, a contract of mandate offers a lot of flexibility, but on the other hand, it carries some restrictions in terms of employee rights. A contractor who undertakes to perform work is obliged to:

An employee employed under a contract of mandate also has certain rights that result from this form of cooperation, and these include:

Benefits of hiring on a contract of mandate

It is time to present the benefits of employment on a contract of mandate. We have already mentioned flexibility many times, but there are a few more advantages.

For entrepreneurs

Contracts of mandate are also not subject to the provisions of the Labor Code, which means less formalities for the principal. The situation is the opposite in the case of an employment contract.

Hiring an employee under a contract of mandate very often means lower costs incurred by the principal. These include, among others, lower costs related to social and health insurance.

The ability to quickly end cooperation is very important for both parties. In the case of termination of cooperation, the principal may do so with a shorter notice period than in the case of an employment contract.

A contract of mandate allows you to hire specialists for specific tasks within specific projects. There is no denying that this solution is beneficial for the employer.

For employees

In the case of employees, there are a bit more benefits and they include:

A contract of mandate is one of the popular forms of employment in Poland, especially used in the case of temporary, casual or seasonal work. It is subject to the provisions of the Civil Code, which distinguishes it from a traditional employment contract, which is regulated by the Labor Code. Its flexibility gives you the freedom to perform tasks, organize your time and place of work. In the process of temporary employment, various types of recruitment take place.

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.

The process of recruiting employees is often a challenge both due to the need to check the competences of candidates and the costs associated with it. Its course is greatly influenced not only by the specificity of the company and the position, but also by the type of recruitment process. In this article, you will learn what types of employee recruitment are different and what are the characteristics of each of them. We also provide tips that will help reduce the costs associated with hiring new people.

Internal and external types of employee recruitment

Employee recruitment is a key process of human resources management in a company. During the recruitment process, potential candidates for the so-called vacancies are acquired and selected. There are two main types of recruitment, and these include permanent internal recruitment and external recruitment.

One of the most popular divisions in the context of recruitment is the one concerning the source of acquiring candidates. If the search for the perfect person for a given position is done by using the human resources of a given company, i.e. promotions are given to people already employed, we are talking about internal recruitment. If the search is conducted outside the organization, e.g. through employee portals or social media such as LinkedIn, we speak of external recruitment.

Low costs of internal recruitment

Internal recruitment is associated with relatively low costs, due to the lack of need to look for a person on the labor market, and the use of current employee resources. What’s more, promoting a current employee is motivating for both them and other team members. Employees, seeing that their efforts bring results, are more willing to engage in their tasks, duties and the life of the company. The downside, however, is that usually after one person is promoted, a gap is created in their current position, which sooner or later will have to be filled by external recruitment. Moving employees between positions is therefore not a perfect method to fill staff shortages.

External recruitment, i.e. a wider room for manoeuvre

External recruitment is the process of hiring employees from outside the company. This solution offers a number of benefits and opportunities that you, as an owner, director, or HR professional, can take advantage of to make your business flourish and reach its full potential.

External recruitment is associated with relatively high costs. It is necessary to devote time and resources to searching for candidates and interviewing them. Publishing a job advertisement or using the services of external recruitment companies also involves costs. However, external recruitment is irreplaceable in a situation where you are looking for “new blood” to join the team, someone with new ideas or a specialist ready to take over existing projects.

What’s more, external recruitment allows you to reach many candidates, e.g. through social media. More choice means access to a larger pool of talent who can bring refreshment to the job and even bring new insights to the company’s processes.

External recruitment also introduces diversity, which is very much needed in the team. As a result, the level of creativity among employees increases, they make better decisions, which results in more effective solving of various problems.

External methods of recruiting employees also have a positive impact on building the brand image. Employer branding depicts a company as an attractive workplace where you can develop. This is how talented people are attracted.

The most popular methods of external employee recruitment

The types of employee recruitment and the division into internal and external definitely do not exhaust the topic of recruitment. The right specialists, as well as prospective talents, can be sought on the market in various ways. There are several most popular methods of external recruitment, which can be found most often in modern companies. Some of them require more activity and are more expensive, others are rather passive, but each has its advantages and disadvantages.

Recruitment through a job advertisement

Among external types of recruitment, this method is still the most popular solution. By posting a well-prepared job advertisement on a general or industry-related recruitment portal, you can quickly gain access to an unlimited database of potential candidates who are actively looking for a new job or want to change employers. Internet portals and social media are ideal places to look for employees.

Direct search

This type of recruitment works on completely different principles, because the search takes place among passive candidates, i.e. those who, at least theoretically, are not looking for a new job at the moment. The method is particularly popular in relation to candidates for the highest specialist positions, who have impressive achievements.

Recruitment through recommendations

Some companies use another type of external recruitment based on the recommendations of existing employees. Recruitment through recommendations is largely based on mutual trust, and candidates are usually highly motivated. Very often, the so-called bonuses for referrals are also used, which, of course, motivates employees to take an active part in the recruitment process.

Networking

Participation in conferences, job fairs or webinars is an ideal opportunity to establish contacts with potential candidates. Recruitment can be carried out in various ways, and although the first contact with a new person, during such occasions, will not be an official interview, you can really get a lot out of such a conversation.

Recruitment through the “career” tab

Many companies have a special “career” tab on their website. This type of recruitment combines active and passive methods. The subpage is a suitable place to publish current advertisements regarding ongoing recruitment, but often also allows potential candidates to leave their CV for future recruitment. Thanks to this solution, candidates can learn more about the company itself and submit an application for a selected job position directly on the website.

Participation in job fairs

Another type of external recruitment is the company’s participation in job fairs. Such activity is primarily an element of empoyer branding, i.e. creating a positive image of the company as an employer, which is to result in attracting attractive candidates in the future. Job fairs are also used to identify young talents at the end of their education. At the same time, job fairs can be used to search for candidates who will take part in the current recruitment processes.

Passive candidate databases

Many companies decide to create databases in which previously sent CVs are collected, which are then used in the recruitment and selection process. The candidate database is a simple but also effective solution, because it allows you to quickly select optimal candidates for vacant positions.

Cooperation with universities

Many companies also use cooperation with universities to build future staff and identify talents entering the labor market. Candidates for individual positions can start working with the employer even before completing their education, for example as part of apprenticeships and internships, which benefits both parties. Then, the most talented take up positions in the company starting their careers, and the advantage of such a solution is the shortened time of introducing a new employee to the specifics of the organization and responsibilities.

Cooperation with the Labour Office

Currently, this method is used rather by companies looking for employees for lower-level positions. This is due to the fact that specialists relatively rarely look for employment through this institution.

External recruitment as part of outsourcing

For blue-collar or lower-level employees, instead of using recruiters, it’s better to outsource the entire hiring and offer process. Temporary work, due to its characteristics, usually does not have to be provided by people with specific competences, so it is much easier and faster to find employees for it. In the case of hiring seasonal workers, outsourcing recruitment may also be a better solution. Especially when it comes to recruiting IT staff.

Narrow and broad types of employee recruitment

Recruitment processes can also be divided according to who can provide given services to the employer. If the group of people who can take up employment is small, we speak of narrow recruitment. In the case of searching for candidates for positions that do not require specific qualifications or competences, we speak of broad recruitment.

Narrow recruitment requires a much longer search and more resources. If the employer wants people with specific qualifications to receive an offer, they should use a professional recruitment company. Such recruitment focuses on specific competences, requires the use of specialized channels (specialized job portals, industry forums), covers a smaller number of candidates, but also offers high quality candidates.

The greater the requirements, min. regarding education and experience, the greater the chance that it will be necessary to actively search for an employee (i.e. to contact people who meet certain conditions on their own), e.g. through contact via LinkedIn.

Broad recruitment has a wider reach and allows you to use multiple recruitment channels. Extensive recruitment attracts a large group of employees from different backgrounds and with different skills, which does not exclude the possibility that there are no talented people in this group. A higher number of candidates means a better chance of finding a well-qualified person.

Explicit and implicit types of employee recruitment

A popular division is also the one taking into account how the employer’s offer is displayed. If it is distributed using popular portals (including those where foreign employees are recruited) or on the company’s website, we speak of open recruitment. However, if the whole process takes place “quietly” only by e-mail or phone contact with interesting candidates, and the offer has not been publicly published at all (or without indicating what place of work it concerns), we speak of classified recruitment.

Open and classified recruitment – advantages of both solutions

Both models have their advantages and disadvantages. Open recruitment is less expensive, but less suitable candidates respond to it, so the whole search process can get messy. This is due to the fact that a wide range is used here. On the other hand, open recruitment builds trust among candidates, who see that the company is open and does not hide its activities. Open recruitment attracts many candidates, which, as in previous cases, gives you the opportunity to hire someone really talented.

Classified recruitment is often more expensive, but the probability of quickly hiring the perfect candidate in their case is much higher. Conducting classified recruitment can be particularly problematic, especially if you don’t have an internal HR department or head-hunters. It requires a lot of experience, so in such a situation it is best to trust an experienced external company, e.g. the LeasingTeam employment agency, which will find and present you with the most advantageous candidates for the position your company is looking for.

Alternatives to Recruiting Employees

When discussing the types of recruitment, it is worth mentioning the alternatives to looking for new permanent employees. Recruitment and subsequent selection of candidates are not always the optimal solution, especially when the demand for employees is potentially temporary. How can a company solve the problem of labor shortages without conducting traditional recruitment?

Overtime

In some companies, employees are willing to accept overtime in exchange for additional pay that is higher than the standard wage. In the short and medium term, this solution may be more cost-effective than individual types of recruitment, as it leads to savings. The company does not have to bear the costs of recruiting new employees, training or onboarding them. In the long run, overtime may not be enough due to the potential for employee fatigue and higher salaries.

Civil law contracts

New employees who are unlikely to be associated with the company for a longer period of time can be employed for a certain period of time under civil law contracts. This is associated with slightly lower costs, but also with fewer obligations of the employer towards the employee employed under a contract of mandate or a contract for specific work.

Employee leasing

Employee leasing is becoming an increasingly popular alternative to individual types of recruitment. In this case, the employees are not employed on a permanent basis, but provided by a specialized employment agency in which they remain employed. From the employer’s point of view, this is a significant cost saving and a very flexible solution. Employee leasing, contrary to appearances, applies not only to temporary work and lower positions, but also to specialists, a good example of which is the IT industry.

Recruitment of employees is a key process in human resource management. It is divided into external and internal recruitment. Each option offers a different use case that can be used to meet the needs of your business. This process can also be classified into narrow (focusing on specific competences) and broad (with a wider scope of search), as well as open (cheaper, trust-building) and implicit (more expensive, but with a greater chance of finding the perfect candidate quickly).

The upcoming holidays are a good time for those looking for additional income. Experts assure that there will be no shortage of seasonal job offers and you can earn quite well. Even if we have no experience. Low-skilled workers are needed mainly in tourism and agriculture. Pupils and students can count on an average of PLN 27 gross, and in our western neighbours the rates are nearly 3 times higher. How much can you earn on seasonal work and what to pay attention to when deciding to go abroad?

Holidays are a time that allows us to regenerate and break away from reality. However, not everyone associates them only with blissful relaxation on the beach, visiting exotic places or mountain trips. Young people, especially students, are increasingly using their free time from academic classes to gain an additional injection of cash. “Seasonal work is an ideal solution for students, people who want to earn their first money, as well as for those who are just entering the professional market, gaining their first experience ,” says Anna Kotasińska, Head of the Recruitment Team at LeasingTeam Group.

During the season, Polish employers are mainly looking for people for work related to the harvesting of vegetables and fruits, the flower industry, gastronomy and the hotel industry (maids, waiters/waitresses) and for inventory work. On the other hand, our western neighbours lack workforce in the hotel and catering industry, but also in the warehouse and food industry. These classes do not require much experience and are willingly performed by pupils or students.

How much can you earn on seasonal work?

Rates in the catering, hotel and agricultural industries are similar. Performing these jobs in Poland, we can earn an average of PLN 27 gross per hour. In Germany, we can count on 13-14 euros gross, which is about 60 zlotys. According to the calculations of the LeasingTeam employment agency, a seasonal worker in Germany, with an 8-hour day in the period from June to September, can earn EUR 8,992 gross, i.e. about EUR 40,000 in terms of our currency. PLN. gross.

“If you decide to work seasonally in Germany, you can expect to earn 13-14 euros gross per hour. An advantage is the possibility of working a large number of hours, especially in the catering and hotel industry, which has a direct impact on the employee’s gross monthly salary, which oscillates between 2200 – 2400 euros – lists Anna Kotasińska, Head of the Recruitment Team at LeasingTeam Group.

Without a doubt, the upcoming holidays are a good time for those looking for additional income. Especially for pupils and students up to 26 years of age, who are in the privileged situation of receiving a gross take-home amount when working on a contract of mandate.

“In the case of pupils and students up to 26 years of age, a contract of mandate will be the most advantageous form of employment, precisely because of the tax exemption. However, when it comes to the issue of contributions, the amount of insurance or the right to leave, it is worth considering employment on the basis of a temporary employment contract – explains Victoria Wochnik, HR coordinator at LeasingTeam Group, specializing in recruitment for jobs in Germany.

Seasonal work abroad – what to pay attention to?

When making a decision to go abroad, we must first carefully read all the terms and conditions of employment. The answers to most of the questions can be found in the contract, which we should read very carefully. If you have any doubts, don’t be afraid to turn to someone who knows better. In the case of cooperation with a temporary employment agency, a dedicated coordinator will be the right person. Experts emphasize that when analyzing the contract, it is worth taking a special look at several important aspects. One of them is notice periods.

“The basis for taking up any paid job is a meticulous study of the terms and conditions of employment. However, in the case of short-term trips abroad, we should pay special attention to the provisions regarding the costs and conditions of accommodation. If the form of employment is a temporary employment contract, remember that there are rigid notice periods. This means that the employee will not be able to resign from work overnight – explains Anna Kotasińska, Head of the Recruitment Team at LeasingTeam Group.

When analyzing offers, it also does not hurt to consult friends who have experience in seasonal work. It is also worth checking the reviews about the employer on the Internet, but keep in mind that not all of them are always fully reliable.

Directly or through an agency?

The need to be independent or develop organizational skills means that young people often look for work abroad on their own. This has its advantages, but also disadvantages. On the one hand, it allows for greater flexibility and the ability to explore different sources of employment, including local classifieds. On the other hand, organizing a trip on your own always carries a certain amount of risk, requires perseverance and a lot of time. This will certainly save us from working with a temporary employment agency. However, the most important advantage of such a solution is the care of a dedicated coordinator who will take care of formal issues and ensure that legal liability is secured for both the candidate and the employer.

– A temporary employment agency has a really wide range of offers, easily matching them to the candidate’s needs. We take care of all formalities and handle matters remotely to save as much of the employee’s time as possible. He also gets constant access to a coordinator who directly contacts the employer and deals with all necessary matters related to employment. We also provide fully equipped accommodation and in many cases also transport. Importantly, we do not take the costs of housing from the employee’s salary – says Victoria Wochnik, HR Coordinator at LeasingTeam Group.

Seasonal work is not only a chance to earn extra money. For many young people, it is a great opportunity to increase motivation, get to know people, develop interpersonal skills and gain new perspectives. They will come back with a baggage of valuable experience and skills that will certainly bear fruit in their future professional work.

Seasonal work for everyone: Where to look for offers without experience requirements?

At this point, you need to ask yourself two specific questions. How do I find a holiday job? And, how can I find a job without the required work experience?

First of all, it is worth checking local advertising portals. It is on them that entrepreneurs very often place job advertisements. At this point, we must warn people who are looking for seasonal work abroad. First of all, pay attention to whether the advertisement includes the name of the company, place of work or the resulting responsibilities.

Many advertisements on social networks can be an attempt at fraud. If you are not sure about the advertisement you are browsing, look for information about the employer on the Internet. You may be able to find an opinion about it, which will make it easier to decide whether to send your CV.

Are you looking for a job, but don’t know what to choose? We have a simple solution for this. Contact the nearest temporary employment agency, e.g. LeasingTeam. With the help of experienced people, your job search will be easier, safer and probably faster than looking for employment on your own. If there is no LeasingTeam agency in your area, you can go to the District Employment Office, for example.

The most popular industries during the holidays are agriculture, tourism, hospitality, retail, gastronomy and construction. Very often, the PUP has job offers that you can take up immediately.

You must be at least 18 years old to do holiday work. In many cases, employers decide not to hire a person under 18 years of age, because it is associated with many formal requirements. The most popular group are pupils and students, who are then bound by a contract of mandate.

How to write a CV for a seasonal job without experience?

You have to remember that holiday work in a sense is like temporary work. Of course, taking up such a job will help you gain professional experience, but in most cases it will simply be physical work. Popular activities include helping with fruit picking, distributing leaflets, kitchen help, or helping on the construction site. Each of these jobs requires a lot of willingness and stamina.

Such jobs are characterized by low requirements, so writing a decent CV should not be a problem at all. In this case, a cover letter, for example, may be a better solution. You need to know that during a holiday job, the most important thing is the willingness itself. During the job interview, emphasize your motivation to act. It is possible that the employer will not require your CV from you. Nevertheless, it is worth having them with you.

You can include previous jobs on your resume. If you have no experience, focus on describing your education and skills. Perhaps you have completed a student internship? If so, put them on your resume. You can also describe your career goals. Explain why you want to get a job in a holiday job and how it relates to your plans for the future. Don’t forget about your interests and hobbies. Soft skills and specialist skills are also important.

Advantages of seasonal work: What benefits can you get?

We have reached the point where you already know how to search for job offers and how to write a resume without any previous experience. Do you still have doubts about working during the holidays? Let us dispel them.

Seasonal work allows you to gain professional experience. Therefore, it is recommended for young people who want to gain practice. Seasonal work allows you to learn about various fields, but also develops manual skills to a large extent.

Seasonal work is an excellent opportunity to develop soft skills, including communication, through working with clients, teamwork, which occurs in many seasonal jobs, but also managing your own time, combining private life with work for the first time.

For many young people, summer work is primarily a step towards financial independence. The first entry into the labor market is motivated by earning money for their own expenses. Very often, the first money earned is spent on financing education, developing hobbies, savings and travel.

If you want to find your dream job – bet on building a network of contacts. Working for holidays is a chance to get recommendations and the so-called networking, i.e. meeting people who can help you find future employment or internship.

Seasonal work teaches responsibility for duties, flexibility, coping with various situations and work culture (rules prevailing in a specific workplace).

The holiday period is a time when you can earn money, but also become a more independent and confident person. Make the most of this period!

Which industries most often hire seasonal workers with no experience?

There are a few professions in which experience is not required and these are not necessarily strictly seasonal jobs. Many students decide to work in a call center, as a copywriter, babysitter, receptionist, or tutor.

Popular jobs without the required experience are farm work, i.e. helping with harvesting, digging and harvesting fruit. We can also add gardening work, construction activities and positions in the tourism, catering and recreational industries to this list. Especially in tourist destinations and large holiday resorts.

The highest-paid holiday jobs are:

In similar industries , employees from the east are recruited. In their case, however, a work permit is important, which is issued by the authorities designated by the state. To employ such employees, you also need all the necessary documents that enable you to function on the Polish labor market. Employees from abroad most often work in agricultural crops and animal husbandry and breeding, as well as accommodation and catering services.