A decrease in the unemployment rate, the need to fill vacancies with staff from across the eastern border and a dynamic increase in salaries – has the labour market in our country really become such an Eldorado for employees? This question will be answered by Martyna Bloch – Regional Recruitment Manager at Professional, which is part of the LeasingTeam Group.
Poland as an employee’s market?
Basically, there is no employee market in Poland. Companies still have a strong position of the employer, and labour law regulations concerning mobbing or the issue of determining the relationship or working time are often either circumvented by means of, for example, civil law contracts, or not taken into account at all. Of course, there are institutions that protect employees in the form of trade unions, court proceedings or simply HR, although few employees have the opportunity to use them. This is due to the fear of losing their job, long and costly lawsuits, and a kind of infamy that can reach an employee if they apply for a job in a competing company.
Niches on the Polish labour market
If we were to talk about the employee’s market, we should point to shortage workers. Usually, these are specialists who can afford, within reason, to set conditions for a potential employer. More and more often there are also situations in which various types of services are performed by a specialist not as an employee employed in a company, but as part of their own business. Most often, we can encounter a phenomenon similar to the employee’s market in the IT environment, where large companies outdo each other in acquiring employees, reaching out to younger and younger people, sometimes even those who are still at university.
Challenges from the perspective of specialists
From the point of view of a recruitment agency, the modern labor market is undoubtedly a challenge. It is necessary to reconcile the increasing requirements of younger employees, such as gym memberships, private medical care or co-financing of cultural needs, with entrepreneurs who have been following their own scheme for several decades. Society is becoming more and more aware of its rights, although on the labor market it is still the entrepreneur who deals most of the cards.
Despite the recent increase in salaries, it is still mainly up to the employer to decide what the employment relationship will look like. In this context, the dialogue between the employment agency and the entrepreneur is extremely important in order to be able to present the potential candidate with the full range of opportunities offered by this particular company. You should strive to make the employee an informed decision about employment, having full knowledge of the offer. Only then will he be associated with it for a long time. That is why it is so important to verify not only the candidate’s qualifications during the recruitment interview, but also the motivations that drive them and their predispositions to perform the job.
Government programs such as 500+ and their impact on the labor market
Regardless of the political option, it should be stated that social programs such as 500 and 300 plus in some way change the situation on the market. Many lower-level workers are giving up looking for work in favor of using government programs that allow them to have a slightly lower or similar quality of life without having to go to work.
In order to fill the lower-level positions vacated by Poles, we have to look for employees among foreigners. Most often they come from among economic and political emigrants, from Ukraine, Nepal or India. Although they are willing to work, hiring them is not always easy, m.in. due to the language barrier or prejudices that may lie with the employer. The task of the agency is therefore to properly select employees for employers and vice versa.
What’s next?
Despite the commonly held belief, we are still far from the employee’s market.
It is true that we are observing an increase in employers’ care for their employees, related to the greater difficulty of filling a vacancy. However, our experience shows that it is still the employer who deals the cards to a greater extent and dictates the terms of the game.
The Children’s Joy Foundation, founded by LeasingTeam Group, resurrects a Joyful Christmas Eve for poor children in Piaseczno
This story begins in 2004, when we started supporting Christmas Eve for poor children in a city close to our heart, Piaseczno. Smiles on the children’s faces, the general joy of the whole event is what has always been the most important thing for us. The event developed incredibly. There were more and more people with big hearts who devoted their time to children in need. The group of donors who supported the entire campaign was also growing. The packages for children were getting bigger and bigger, and the joy of children was growing exponentially :). The 9th edition included as many as 220 children.
And then, suddenly, one year, Christmas Eve did not take place… For 5 years we waited for the resumption of this event, but nothing changed, and the hope faded more and more over the years.
We decided to revive this initiative. We established the Children’s Joy Foundation and got to work. We were joined by the city authorities, the Municipal Social Welfare Centre, local entrepreneurs, sponsors and employees of the LeasingTeam Group from all over Polish.Everyone began to act like little elves, writing hundreds of letters (e-mails), making dozens of phone calls, talking to kind people, picking up and delivering the necessary packages.
And on December 8, magic began to happen… The necessary equipment, tables, benches began to arrive at the GOSIR Municipal Stadium in Piaseczno, it smelled of green spruces, Christmas decorations appeared in the windows, and the hall turned into a fabulous place with Christmas lighting. And all this thanks to the help of 80 volunteers dressed in red T-shirts of Happy Christmas Eve, who worked hard to make everything ready for the arrival of the children.
Before 11 a.m., children entered our enchanted world, uncertain at first, looking at everything around, more and more bold with each passing moment and eagerly decorating gingerbread, posing for photos in a photo booth, with festively painted faces.
Official welcome and… most importantly, we hear the bell of Santa Claus approaching and when he was approaching, the whole room erupted in joy and thunderous applause. The children are stunned and can’t wait to receive a big bag of gifts especially for them. A commemorative photo on Santa’s lap and gifts went into the happy arms of the children. Some of them were helped by their parents, because the bags with gifts were often larger than our smallest children :).
Hundreds of e-mails, hours spent on the phone, the commitment and power of the entire LeasingTeam Group, donations from sponsors, hours of hard work of 80 volunteers with big hearts.
It was a very intense time. It was worth it! For those smiling faces with sparkles in their eyes.
Today we are tired… It’s a fact. But yes, we would do it again.
It was worth it!
We have taken patronage over the National Survey “Recruitment processes seen through the eyes of a candidate”. Anyone who completes an anonymous online survey can have a real impact on the recruitment process.
Answers to a dozen or so questions on all the most important components of the recruitment process will help to create a report containing, among others: information on what should be changed so that both parties can get the most out of it.
We invite everyone who has applied for jobs in Polish in recent years to fill in an anonymous online survey. The survey can be found at http://ankieta.aplikuj.pl/.
A report summarizing the survey will be available in the second half of December. Welcome!
Every candidate who successfully passes all stages of the recruitment process and receives a job offer has one more very important task ahead of them – completing the formalities related to employment.
Accepting a job offer is only the first step a candidate must take to be hired. He still has to fill in a few documents and complete other formalities that the employer should take care of. The most important stages of employment are indicated by an expert from LeasingTeam Professional.
Filling in the documents
The employer provides the candidate with a set of documents, the completion of which is necessary to employ an employee. The first is a personal questionnaire, in which the employee enters the data necessary to conclude the contract, such as, m.in, name and surname, date of birth, PESEL number, place of residence, etc. Other documents that the employer must ask the employee to fill in are PIT-2, i.e. the employee’s statement for the purpose of calculating monthly advances for personal income tax, information on increased costs (to be filled in if the employee’s place of residence is in a different city than the place of work), consent to the processing of personal data, consent to transfer remuneration to the indicated account and a completed statement, when the candidate is a parent or guardian of a child.
Some organizations have internal documents such as: non-competition, statement on compliance with professional secrecy or financial responsibility for entrusted property. Such documents are usually signed by the employee on the first day of work after reading the regulations – comments Magdalena Szewczyk, Team Leader at LeasingTeam Professional.
Signing the contract
After filling in the documents, the employee signs the contract. If the employment contract has not been concluded in writing, the employer should confirm all arrangements and conditions in writing no later than one day before the employee starts work.
Before signing a given type of contract, it is worth reading the act or code that regulates the legal basis of a given contract. In the case of an employment contract, this will be the Labour Code, while a temporary employment contract is regulated by the Act on the Employment of Temporary Workers. Thanks to this, the employee will learn about their rights and obligations, as well as find out about issues related to holidays, working time, etc . – says Magdalena Szewczyk from LeasingTeam Professional.
Within 7 days from the date of employment, the employer must inform the employee, m.in. about the applicable working time standard, dates and method of payment of remuneration, the length of holiday leave or the length of notice.
Medical examinations
On the basis of the personal questionnaire completed by the employee, the employer issues a referral for a medical examination, which the employee is obliged to perform before starting employment. The tests are mandatory and are aimed at excluding contraindications to work in a given position. Their cost is borne by the employer. Without them, the employee cannot be allowed to work. If the employee has a current certificate issued on the basis of a referral obtained from the previous employer, which states that there are no contraindications to work in conditions corresponding to the conditions in the new position, the employee does not have to undergo the examination again.
Health and Safety Training
Before starting work, the candidate must undergo initial training in health and safety regulations. The purpose of the initial OHS training is to provide the employee with the knowledge and skills necessary to perform work in accordance with OHS regulations (general training) and to familiarize the employee with the hazards occurring at specific workplaces (on-the-job training). Participation in OHS training is a prerequisite for an employee to be allowed to work. Training of an employee before admission to work is not required if he or she takes up work in the same position as he or she held with a given employer immediately before entering into another employment contract with that employer.
Insurance
Within 7 days from the date of employment, the employer is obliged to report the person as its employee to the Social Insurance Institution, and then regularly pay certain insurance contributions for him/her: pension, disability, sickness and accident insurance. ZUS also collects and transfers to other institutions contributions for health insurance, the Labour Fund, the Guaranteed Employee Benefits Fund and the Bridging Pension Fund.
The above contributions do not apply to employees employed under a contract of mandate who are under 26 years of age and have the status of a student. Confirmation of student status is a valid student ID card or a certificate from a university. A student may voluntarily declare their willingness to join sickness insurance on the basis of an application submitted to the employer. This rule does not apply to contracts regulated by the Labour Code, such as an employment contract.
Knowledge of all stages of the employment process, as well as knowing which formalities should be completed by the candidate and which by the employer, will be useful to everyone, not only those just starting their professional career. Regulations change, so it is good to follow the information about the new law regulating employment issues. You should also always read the content of the documents you sign, as the provisions contained in them will apply to the employee from the date of their signing.
Looking for a new job is a big challenge, especially for candidates who want to work abroad. Not all information about vacancies is publicly circulated, as employers often use non-standard channels to reach candidates. In order for the search to bring the intended results, you should take this fact into account in your plan. Taking proactive measures can increase the candidate’s chances of achieving the set goal. Here are the issues that, according to the CPC Consulting expert, are worth remembering when looking for a job abroad.
Review job offers regularly and send CVs
Every day you can find interesting job offers abroad on online job boards. The portals allow for easy and quick selection of offers, m.in. in terms of location, industry, job level, knowledge of foreign languages and programs. It is worth browsing specialized advertising portals, e.g. infopraca.pl, pracuj.pl and websites of employment agencies, e.g. CPC Consulting. The most up-to-date offers and information about ongoing recruitment projects appear there. An unlimited number of candidates have access to job advertisements abroad, so if an interesting offer appears, you need to respond to it quickly. It is best for the candidate to send their application when they meet the requirements in the advertisement in at least 80%. The sooner they match their CV to the advertisement and send it to the employer, the better their chances of participating in the recruitment process.
Select the country of economic emigration
When deciding to work abroad, it is worth finding out what opportunities a trip to individual countries brings. Information about working conditions, minimum wage, holiday entitlement, as well as obligations that should be met by a foreigner taking up work in a given country are just some of those worth knowing. CPC Consulting most often posts employees to Germany and Austria.
Germany is a country that offers many professional opportunities. Both specialists who know German and people with no experience and no knowledge of the language can count on finding an interesting job. Manual workers for simple production or warehouse work are particularly in demand. The market demand also applies to professionals m.in. welders, locksmiths, mechanics, varnishers, carpenters and pavers. The minimum hourly wage for work in Germany is 8.91 Euro gross. The number of vacation days depends on the company where the posted employee works and the location, but usually it is not less than 24 days per year. A person who works in Germany has the opportunity to apply for social benefits. For example, parents can receive “Kindergeld”, i.e. a child benefit.
The Austrian labour market needs production workers as well as specialists in the technical sector who know German at least at a communicative level. Construction workers, earthmoving specialists, machine operators, carpenters with experience are particularly in demand. Currently, the minimum hourly wage in Austria is 8.49 Euro gross. The rates for employees performing work in individual positions are based on collective agreements applicable to a given industry. Collective agreements are agreements that are usually concluded once a year by industry trade unions with employers in a given industry. The employee has the right to inspect the collective agreement that applies in the company. The number of days of paid leave is 25. Employees also receive very attractive allowances in the form of the 13th and 14th salary.
Use the support of a professional employment agency
The decision to work outside your own country is usually difficult and involves many unknowns. Even if you manage to find a job while still in Poland, you still have to arrange accommodation and complete formalities on the spot. Therefore, it is worth considering going abroad through a certified employment agency that supports the candidate, not only at every stage of recruitment, but also during the stay abroad, after starting work. By deciding to work with an employment agency, the candidate can be sure that the trip will be completely legal and the remuneration for work will be paid on time. The employee is not only provided with a secure place to stay and work abroad, but also has constant support from the agency’s consultants in dealing with official matters abroad and solving current problems. Employment agencies provide their employees with assistance in finding accommodation. Depending on the terms of the contract, this accommodation is often free of charge for the employee or associated with a small surcharge on his part. Employment agencies that post workers to work abroad or recruit them for direct employment with a foreign employer do not charge employees any fees.
Poles have a reputation of hardworking and committed employees, which is why they are eagerly employed by companies abroad. When looking for candidates abroad, employers in Germany, Austria or Norway often use the support of specialized, certified employment agencies, which take responsibility for the process of recruiting candidates tailored to the client’s needs, cross-border delegation, as well as for the legality of their employment and the correctness of subsequent settlements – believes Agnieszka Nocuń, Key Account Manager at CPC Consulting.
Be honest about your level of foreign language proficiency
In the case of going to work abroad, a very common criterion taken into account when selecting a candidate is knowledge of a foreign language. Unfortunately, one of the most common mistakes made by candidates is overestimating the level of language proficiency. And in the case of going to work abroad, it is almost certain that during the interview the recruiter will check to what extent the candidate speaks the declared foreign language. Therefore, in order not to be accused of insincerity, it is better not to exaggerate your language skills in your CV. Thanks to this, the candidate will not rule out his chance of getting a job.
Employment agencies always inform in the advertisement what level of language knowledge the employer requires. The fact that the candidate knows him at a basic level does not rule out his chances of getting a job. Most often, only in the case of middle and senior level positions, a very good or fluent knowledge of the language is required – comments Agnieszka Nocuń from CPC Consulting.
Share your experience abroad
Professional experience gained in the country to which the candidate would like to go is extremely valuable, so it is worth boasting about it. If the candidate has recommendations from foreign employers, they should take them with them to the interview and present them to the recruiter. This may influence his decision and offer the candidate a job. All courses, including language courses and internships, in which the candidate has taken part abroad or which have been aimed at improving his professional qualifications, can increase his chances of getting a job. The training courses that the candidate attended during their studies or high school also count.
Motivation to work
From the point of view of foreign employers, the candidate’s motivation to leave is very important. If a person is invited to an interview, they are very likely to be asked about their reasons for going to work abroad. Is it mainly motivated by the desire to earn more money, improve their knowledge of a foreign language or maybe make their dream of going to a given country come true? It should be remembered that the most important thing for the employer is what benefits his company will bring to hiring a given employee. If the candidate is primarily interested in earning money, he should mention that he is ready to work overtime and on Saturdays. If you want to learn a foreign language, you can add that you will make the most of your free time to achieve this goal. This will allow it to integrate with other employees faster. If the candidate has always dreamed of going to Germany, for example, he can mention that he is interested in working for a longer period of time.
For the employer, this can be valuable information, because it is not uncommon for companies cooperating with CPC Consulting to look for candidates to work for a period of several or even several months. In such a situation, both the candidate’s declaration of willingness to stay longer in the country of posting or the improvement of language skills may increase his or her value for the employer – emphasizes the CPC Consulting expert.
The decision to go abroad to work is not an easy one. Completing the formalities related to starting a job, the need to find accommodation, as well as a different/foreign language and cultural differences are just some of the challenges that the candidate has to face. In this situation, it may sometimes be worth considering working in a certified, reliable employment agency that has experience in posting employees abroad.
The IT industry has been one of the most dynamically developing in Poland in recent years, which is why the demand for specialists is constantly growing. The IT employee market is ongoing, as employers know very well. A job offer that will interest and persuade the candidate to change should include not only an attractive salary, but also a promise of development and work on interesting projects and a package of benefits, often tailored to the needs of a given candidate. Meeting such high expectations means that more and more companies have difficulties in recruiting IT specialists. The ways in which companies try to attract the best candidates and distinguish themselves from the competition are presented by the IT expert LeasingTeam.
Employer Branding
Employer Branding, i.e. building an employer brand, aims to promote a positive image of the company as a desirable workplace. Due to the different addressees of its activities, Employer Branding can be divided into internal – addressed to employees and external – addressed to candidates. All activities addressed to employees are aimed at creating a friendly atmosphere for work and development, and they include, m.in, professional recruitment processes, onboarding, health care, benefits and bonuses, or the organization of integration trips. In the case of companies employing IT specialists, there are usually even more facilities for employees. Chillout rooms, free fruit, lunch vouchers, remote work, training, to name just a few. All this to make employees satisfied with their company, which will then have a positive impact on their efficiency and commitment. There is also an additional aspect that employers care about. They want satisfied employees to be their ambassadors, who speak positively about the company to their environment.
In order to appear in the awareness of candidates, including recent IT graduates, companies in the area of modern technologies undertake intensified activities that make up external Employer Branding, i.e. the acquisition of candidates. It is participation in job fairs, taking care of the consistency and attractiveness of job offers, organizing campaigns promoting the company, its atmosphere and positive spirit, or recruiting for summer internships and internships. Companies also focus on unusual solutions, such as participation in virtual IT career fairs or the organization of recruitment, during which the main task is, for example, to write an application in one of the programming languages. All activities that distinguish the company from the competition, which at the same time bring it closer to becoming an employer of choice, are welcome.
Our experience shows that candidates are much more willing to accept employment offers from companies with an established position on the market, which, in addition to an attractive salary and benefits package, can boast a good reputation as an employer and a strong brand – he comments Sandra Olchowik, IT Recruitment Specialist in IT LeasingTeam.
Support for recruitment companies
Reaching IT specialists, who are often not actively looking for a job, and getting them interested in the offer is currently a big challenge. IT specialists can receive from a few to a dozen or so professional offers every day, which they often do not even have time to look through. If they decide to participate in the recruitment process, they want the process to be short and want instant feedback. If the recruitment process drags on, it is almost certain that they will receive another job offer and will no longer be interested in other processes. To sum up, people who work in IT are candidates who require a lot of attention from recruiters and a non-standard approach. Companies are not always able to meet their requirements. The solution used by most technology companies is the support of personnel consulting companies specializing in IT recruitment. With the help of appropriate recruitment tools and methods, the consultants working in them are able not only to select the candidate best suited to the expectations of the organization, but also to support the company in choosing an HR solution that will meet the current needs. A company does not always want to hire full-time candidates, very often it needs a whole team of specialists to implement an IT project that will last several months. Thanks to cooperation with a professional employment agency, the company has employees who carry out the project for it, and their employment and HR and payroll services are the responsibility of the supplier. It is also extremely important to know the latest trends, as well as access to a database of proven candidates, which allows you to significantly shorten the duration of recruitment and reduce its costs. The warranty period provided by personnel consulting companies is not without significance. In the event of a candidate’s resignation or the company’s dissatisfaction with their work, the personnel consulting company is obliged to recruit another person free of charge. The duration of the guarantee usually depends on the level of the position for which the candidate was recruited and can last from 1 to 3 months.
Prolonged or unsuccessful recruitments increase the company’s operating costs, so it is worth taking the time to choose a professional company specializing in IT recruitment. Especially when the recruitment concerns hard-to-fill positions, requiring the candidate to have niche competences, such as those that the IT industry is often looking for – says Sandra Olchowik from IT LeasingTeam.
Knowledge of global trends in the field of benefits
IT companies also compete for employees in terms of the package of benefits offered, which is much richer for IT specialists than for other professional groups. The list of non-wage elements of remuneration systems can be divided into standard and non-standard and those that are popular in Poland and abroad. The standard ones include co-financing of education, medical care, sports card, as well as language courses, remote work, chillout rooms, fruit and unlimited snacks. Currently, these benefits often no longer impress IT specialists. As a result, companies are increasingly outdoing each other in creating new benefits packages, offering employees non-standard benefits that are to make it easier for them to function at work and make their private lives more active. Such benefits include, m.in, a holiday bonus for an employee with several years of work experience and an accompanying person, the possibility of using tennis courts, volleyball or basketball courts, a swimming pool or relaxing massages during work. In England and Japan, some IT companies offer their employees the so-called botox leave, i.e. additional leave that they can spend on biological regeneration. There is also a leave for people who have recently experienced a breakup so that they can regain mental balance. Popular non-wage benefits abroad also include car repairs, including oil change, concierge services or layettes for a newborn child. Companies also support people who would like to adopt a child and cover the costs associated with the entire adoption process.
Technology companies in Poland are trying to follow global trends in the field of incentive packages, although we are still far from England or Japan – believes Sandra Olchowik – Currently, the most popular non-standard benefits offered by companies in Poland are discounts on online shopping, relocation packages, vouchers to restaurants, cinemas or theaters or lessons in a selected foreign language – lists the IT expert of LeasingTeam.
Candidate Experience
Transparency and speed of their implementation as well as care for the Candidate Experience, i.e. the experience of the candidate participating in the recruitment process, play a key role in the implementation of recruitment processes for positions in the IT sector. A good IT candidate is worth its weight in gold, so in order to acquire him, you need to act quickly and according to a thorough plan. The recruiter should keep the candidate clearly informed about the various stages of the process, determine their duration, and meet the promised deadline when arranging feedback.
Before the recruitment meeting, it is worth conducting a preliminary verification of the CV and a short phone conversation with selected candidates. This will save time and will allow you to qualify people who fit the position and their financial expectations are within the assumed budget from the very beginning. A good IT recruiter knows that in order to gain the trust of candidates, they must be in constant contact with them. When a candidate gets a job, a few weeks after it starts, it is worth calling to see if they are satisfied with the decision and the new place of employment.
Efficient recruitment of candidates from the IT industry is still one of the biggest challenges for companies. On the market, it is often the employee, not the employer, who dictates the terms, so due to the specificity of this sector, it is very important to take care of the Candidate Experience, a non-standard approach to candidates, offer an attractive salary and benefits package, development prospects and shorten the duration of the recruitment process. There is a constant competition for IT specialists. It is worth ensuring that the company is supported in this process by recruiters who know the IT industry, who, above all, have excellent recruitment, as well as sales and marketing competences.
The holiday period is the time when there are the most seasonal job offers on the market. Although industry and production usually slow down during the holidays, in other areas, due to increased orders or increased tourist traffic, there is a need for additional employees.
Who hires?
From July to the end of September, additional activities can be found in tourism, trade, and gastronomy. These three areas often merge with each other, providing thousands of additional jobs and a chance to earn money during the high season. Job offers in holiday resorts, e.g. in seaside towns, are very popular among candidates. Already in May, the first job offers appear in restaurants, bars, hotels, in the organization of events, servicing holiday resorts, which during the sunny months experience a real siege of Polish and foreign tourists. This opportunity is eagerly used by young people who want not only to earn money, but also to take advantage of the attractions offered by tourist destinations. The summer months are an excellent time for the construction, renovation and related industries. Physical workers, e.g. builders or gardeners, will certainly find work. The demand for the support of additional employees, due to the time of harvest, is also growing in fruit farming and agriculture, and thus also in the fruit and vegetable production and processing industry.
Seasonal job offers are very popular among students, who during the summer break not only have the opportunity to earn money, but also gain valuable professional experience. The summer months are a good time for them to repair their household budget and the opportunity to do internships or apprenticeships.
During the summer holidays, many companies are willing to offer cooperation to people who are just entering the labor market. Internship offers will be found, m.in, by students of marketing, finance or technical faculties. The skills gained during the internship, as well as business contacts, may prove extremely valuable in the future – comments Marta Pilipowicz, Regional Director at LeasingTeam.
Where to look for job offers?
People looking for seasonal work are helped by online recruitment portals, local job boards and employment agencies that publish job offers on their websites. You can still learn about offers from traditional sources such as word of mouth or posters and announcements hung on advertising poles or in shop windows. Companies that specialize in recruitment delegate the most employees to their clients during the holidays. Employment agencies have the knowledge and a wide database of candidates, thanks to which they are able to recruit and hire new people quickly and efficiently. This means that many companies do not even try to look for employees on their own, but immediately contact employment agencies. It is worth bearing this in mind when looking for a job and registering in the database of candidates from recruitment companies.
When recruiting employees, we usually first browse our own database, which includes applications from candidates, also registered directly through the praca.leasingteam.pl portal. Through the LeasingTeam portal, you can apply without having to add your CV. All you need to do is fill out a short registration form – explains Marta Pilipowicz from LeasingTeam – By leaving their data, the candidate not only allows the recruiter to contact them about a specific job offer, but also gains a chance to receive tailored job offers in the future – adds the expert.
Criteria for selecting an employee
Employers have always valued people who are hardworking and committed. What also matters to them is availability, conscientiousness and readiness to take up work for a shorter time. Experience may be required for some jobs, although most jobs involve simple activities that are easy to learn.
Contract Duration
The period of employment and the duration of seasonal work will depend on many factors, including, for m.in, the sector or industry in which the company operates. These can be activities that last from a few days, such as distributing leaflets or servicing events, for several weeks in the case of replacements for holidays, even up to 3-4 months in the case of working in production.
Due to the short period of work, finding a person interested in the offer is not easy at all, although not impossible. In order to shorten the search time, employers often turn for help to employment agencies that have already hired candidates on the basis of temporary contracts in the past, even for a period of a few days or a week – comments the LeasingTeam expert – This guarantees employers reaching already proven candidates – adds the expert.
How much can you earn?
The amount of hourly rates depends on many factors. First of all, on the type of work, the employee’s experience or the region of Polish in which he or she will work. The length of the contract may also be important. In the case of offers where the time of work lasts, for example, only a few hours, a higher hourly rate may be an incentive to take up work. This is the case, for example, with the position of a hostess or animator of children’s games and plays, who will usually find work at the weekend in shopping malls or during outdoor events. However, the time of hiring an animator may be longer if he looks around for offers in hotels and guesthouses located in tourist destinations, which very often offer animations for children. During the tourist season, employees employed in the catering and hotel industry will receive attractive salaries. Although waiters, bartenders, kitchen helpers or reception staff very often receive a minimum wage of PLN 13 gross per hour, they also very often receive additional gratuities in the form of tips, a percentage of sales or accommodation.
The summer months are also a good time for employees in the renovation and construction industry. The greatest demand is for renovation teams, performing comprehensive services, from electrics and plumbing, through laying tiles and terracotta, to laying plaster and painting. We also welcome people as “handymen” who will carry out smaller orders related to finishing the apartment, e.g. hang a curtain rod or a chandelier. The rates, depending on qualifications and the type of work performed, range from PLN 13 to PLN 20 gross per hour.
Work abroad
People who would like to earn more can look for a job abroad. Currently, there are many Polish employment agencies that post Polish workers to work abroad. In the LeasingTeam Group, the company responsible for this area is CPC Consulting www.cpcgroup.pl, which posts employees to work in Germany, Austria and Norway. In the summer season, in the Netherlands, Spain or Germany, you can find work harvesting fruit and vegetables, e.g. strawberries or asparagus, or tending gardens. Here the salary will certainly be more attractive, and besides, it will be calculated not in zlotys but in Euro. However, it is worth remembering that living in Western European countries is more expensive than in Poland, so you should collect money for the trip beforehand.
So, dear Candidate! If, after reading this text, you still think that you no longer have a chance to find a summer job, be sure to browse recruitment portals and employment agency websites. Perhaps your future employer is waiting for your application!
LeasingTeam Professional supports Polish and global corporations in acquiring key employees. The company specializes in permanent recruitment for middle and senior positions. It effectively acquires candidates thanks to the use of direct search and the proprietary methodology of the ASSET recruitment process: Analysis > Strategy > Selection > Evaluation > Target, the use of which organizes recruiters’ activities and increases their efficiency. LeasingTeam Professional recruits in the areas of Sales & Marketing, HR & Administration, Transport & Logistics, Engineering & Production, SSC/BPO, Retail, Finance & Accounting.
Bearing in mind the high expectations of clients towards HR consulting companies and the need to recommend candidates with unique competences, we have created specialized business lines that bring together experienced 360 consultants. They have a wide network of contacts in a given industry, which allows them to reach candidates in specialist and managerial positions, including passive ones. Thanks to the specialist knowledge of our team, the role of LeasingTeam Professional is not limited to support in the area of recruitment. We are an important business partner and advisor for companies that have difficulties in recruiting key employees – comments Anna Kurczewska-Formela, Director of the Recruitment Department at LeasingTeam Professional.
In the era of the candidate’s market, recruiting employees is an increasing challenge. According to the data of the Central Statistical Office, the number of vacancies at the end of the first quarter of 2017 amounted to 119.5 thousand and was higher than in the previous quarter by over 41.5 thousand, i.e. 53.2%. Therefore, it is necessary to look for non-standard methods of reaching candidates, which are most often offered by recruitment companies. When supporting organizations in attracting candidates for specialist and managerial positions, they usually use similar recruitment methods and tools. They usually start by getting to know the client’s needs and expectations and on this basis create a job description, which they publish in the form of an advertisement on recruitment portals. Then they create a recruitment strategy in which they determine what methods of searching for candidates they will use, e.g. searching in their own database of candidates, using the direct search or executive search method, and what assessment tools they will use, e.g. competency interview, assessment centre, competence tests. When the interviews with the candidates are over and the best candidates are selected, LeasingTeam Professional recruiters send recommendation reports to the client, in which they present the profiles of the selected people – their experience, education, motivation, as well as financial expectations. The reports also include an extensive opinion of the recruiter about the candidate, which may contain information important from the point of view of the future employer, e.g. motivation for change, expectations about the new workplace and supervisor, or the idea of further career and development. This type of information can be crucial and help the company make a choice. Only entrusting the recruitment to people with extensive experience in a given industry can guarantee that the reports will be well prepared.
The colours and layout of the LeasingTeam Professional logo refer to the logos of other companies from the LeasingTeam Capital Group. The word Professional displayed in the logotype refers to both candidates who are in the spectrum of the company’s interests and experts who professionally carry out recruitment processes. The claim “Recruiting made simple” highlights the benefits of outsourcing recruitment to LeasingTeam Professional. Thanks to cooperation, clients easily acquire the right candidates, who, especially now, are the most important capital of any company.
Acquiring engaged employees is one of the key elements of any organization’s development strategy. Currently, more and more companies are struggling with difficulties in reaching talents that could build the company’s competitive advantage. At the same time, companies are looking for solutions that will not only increase the efficiency of recruitment processes or reduce the involvement of the HR department in their implementation, but will also optimize costs. For many organizations, the obvious solution is to cooperate with companies implementing the ROPs. In what situations does the implementation of RPO become a solution that optimizes business processes in the organization, explains the LeasingTeam expert.
The need to relieve the internal HR department
Until recently, companies did not notice the strategic role of HR in the organization, assigning it primarily to recruit employees. Currently, the importance of the HR function is growing, and HR departments are becoming one of the key ones in the structures of the organization, performing such important tasks as: creating and optimizing personnel policy, building a positive image of the employer, motivating employees or planning their development and training. However, reconciling the implementation of strategic tasks with quick response to recruitment needs becomes a big challenge. Thus, there is little time left to acquire talents that are key to the development of the organization. In reaching the best candidates on the market, what matters is the speed of action and the ability to use diverse channels of reach. Unfortunately, due to the need for constant business support by HR, there is simply not enough time for such activities. The best solution is to entrust the order to a company specializing in recruitment, which has prepared staff, proven tools and the ability to acquire candidates in the most effective way.
Handing over the recruitment process to an experienced HR consulting company allows you to maintain the expected quality, meet the deadline and meet the expectations of internal clients. The key to successful cooperation between the parties is a detailed agreement with the client on their expectations and an analysis of their needs, including a description of all stages of recruitment and the determination of their implementation time – emphasizes Andrzej Trela, Director of the Sales Department at LeasingTeam Group.
Transfer of responsibility for the protection of candidates’ personal data
In the context of the new regulation on the protection of personal data, which has been in force for a year now, which imposes on entrepreneurs the obligation to adapt their activities to the new regulations by 25 May 2018, the responsibility for the processing of candidates’ applications collected in the recruitment process, often hundreds of applications, is transferred to the HR consulting company. Outsourcing recruitment to an external entity is a great relief for the organization, which avoids possible penalties for failure to comply with the new regulations. Violation of the regulations is associated with the risk of imposing high financial penalties on the entrepreneur up to EUR 20,000,000 or 4% of the annual worldwide turnover of the company.
Access to talent from specialist and managerial positions
In the case of recruitment for specialist and managerial positions, the use of RPO gives the opportunity to identify and acquire talents best suited to the current needs of the organization. Recruitment companies take the time to thoroughly understand the organization’s long-term strategy, which translates into matching candidates to both the position and the organization’s culture. A prerequisite for effective action is the diversification of channels of reach, which allows us to acquire candidates with unique competences and skills, ready to take up the most demanding positions. In the case of such positions, it is extremely important to verify potential candidates by subjecting them to psychological and competence tests, and in some cases by inviting them to participate in the original Assessment Center program.
The popularity of ROPs among employers will grow as the market changes and employees are becoming more and more courageous in their decision to change jobs. Specialist and managerial positions cannot remain vacant for a long time, because it is risky for the organization. In many cases, only the RPO allows even a very demanding recruitment process to be carried out quickly – comments Andrzej Trela from LeasingTeam Group.
Companies that have experience in specialist and managerial recruitment have a wide base of proven candidates, and their recruiters have their own contacts among experts in specific industries or fields. It is worth remembering, especially when there is an urgent need to fill one of the higher positions in the organization.
Reluctance to invest in recruitment tools
In the case of looking for candidates for specialized positions, requiring niche knowledge or experience, the publication of advertisements on recruitment portals may not bring the desired effect. Very often, the people the company wants to recruit already have a job, are satisfied with it, and therefore do not browse through job offers. These are passive candidates who require the use of more advanced, often proactive recruitment methods, such as direct search. This solution is commonly used by HR consulting companies. In addition, companies specializing in recruitment have their own candidate databases and IT systems supporting recruitment, which enable efficient search and selection of huge amounts of data. They also use modern recruitment tools, such as social networks, mobile applications, and cooperate with various industry organizations and participate in fairs, conferences, and business meetings, which gives them much greater opportunities to penetrate the candidate market. The use of so many different channels and methods of reaching is very expensive and unfortunately few organizations can afford such a solution. Therefore, entrusting recruitment to an external company will be both an additional saving for the company and will increase the chance of reaching the right candidates.
Flexible adaptation to current recruitment needs
RPO is a solution used only when the company has recruitment needs at the moment. This means that organizations can use it in a way that is tailored to their needs. RPO companies are flexible and have structures in place that allow them to adapt to any situation. Depending on the needs, they can involve large recruitment teams or several consultants in the process. Regardless of the size of the resources involved, the company entrusting the recruitment process will usually pay for the vacancies filled.
Lower recruitment cost
Conducting the recruitment process on your own is often more expensive than outsourcing due to the costs of publishing advertisements, technological solutions and the time of all people involved in the process. An indirect cost of conducting the ad hoc recruitment process may be a prolonged period of vacancy or a mismatch between the candidate and the position. The company taking over the responsibility for the implementation of the process, due to its experience, specialization, resources and access to advanced tools, uses the most effective solutions, which shortens the time of filling the vacancy. It is also worth mentioning that when recruiting on their own, companies take on the risk of improper selection of candidates, which involves the need to repeat the entire process and a double, often considerable expense.
In the case of cooperation with a personnel consulting company, the risk of incurring additional costs is eliminated thanks to the warranty, the length of which depends on the level and specificity of a given position. Usually, it can be up to 12 months. If the selected candidate does not work within a certain period of time or resigns from the job for reasons beyond the employer’s control, the recruitment company will carry out the process again, at no additional cost to the client – informs Andrzej Trela.
Reduced turnover
Mismatch with the position or organizational culture of the company is a common reason for the candidate’s subsequent resignation. It is most often due to mistakes made during the recruitment process. A professional and trusted HR partner will conduct interviews with line managers and future supervisors of the sought-after employees and analyze the expectations of the ideal candidate’s profile, job characteristics and values promoted in the organization before the recruitment process begins. Thanks to this, during the recruitment process, the company providing the RPO service will pay attention not only to the candidate’s competencies and skills, but also to their fit into the culture of the organization.
Every company needs competent and committed employees to effectively achieve its business goals and build a competitive advantage. The implementation of RPO in the organization, in cooperation with a trusted partner, will allow, m.in other things, to increase the accuracy of recruitment, reduce the costs of processes or flexibly respond to emerging recruitment needs. This will be a real benefit for the company, which will gain the right employees and more time to carry out tasks supporting its core business.