Mistakes resulting from hiring the wrong person are costly. According to research conducted by ghSMART, a global consulting, education, and leadership analysis company, a mistake in hiring an employee costs on average fifteen times their base salary, counting specific expenses and lost productivity. Peter Ferdinand Drucker, one of the most prominent management thinkers and theorists of the twentieth century, estimates that the success rate of managers in hiring employees is only 50 percent. So how to eliminate these mistakes, save time and costs, and above all, find a way to flawlessly select the best employee for a given position in the company?

A book entitled “Who. How to solve the biggest problem in business” by Dr. Geoff Smart and Randy Street, CEOs and founders of one of the world’s leading consulting firms that helps Fortune 500 executives achieve their goals by hiring, developing, and leading talented teams.

This global bestseller was first published in 2008 and has since achieved classic status. The book has sold over 200,000 copies and continues to enjoy great interest and recognition from readers around the world.

The authors, based on their own experience and based on more than 1,300 hours of interviews with more than 20 billionaires and 300 CEOs, outline methods that every company can and should implement. They suggest how to avoid the wrong ways to hire, be specific about your expectations, generate flow, ask the right questions during interviews, and attract the people you want to hire. The advice contained in the book is helpful both for large companies looking for candidates for managerial positions, and for small companies hoping to develop their business. The publication presents the entire process of a comprehensive recruitment method: correct definition of the employee’s role, effective sourcing, proper selection, interview scenarios, and contract finalization.

The partner of the Polish edition of the publication is LeasingTeam Group. The book is available in the PWN online bookstore and other online bookstores.

Dismissal from work is a very difficult event, but it is worth knowing that after such a decision, you can apply for the payment of specific funds. We are talking about severance pay that an employee is entitled to in a specific situation. What exactly does this issue look like? Who can apply for severance pay?

What is severance pay after dismissal? Definition and background information

At the outset, we must point out that the Labour Code does not provide for such a thing as severance pay for a dismissed employee. However, pension and death severance pay are included. Severance pay related to redundancies is provided for in the Act on Special Rules for Terminating Employment Relationships with Employees for Reasons Not Attributable to Employees. This is the Act of March 2003.

Do you want to know how the recruitment process works and what are the characteristics of permanent recruitment?? Use the services of LeasingTeam and find out all the most important information.

Is severance pay taxable? Key messages

Taxes are a very important topic. It is not surprising that employees receiving severance pay for termination of employment wonder whether this benefit must be taxed. The answer is: yes, it must be and should be taxed with PIT.

There are some discrepancies that could suggest that there is no such compulsion, but the Act of 13 March 2003 clearly defines this. In a situation where the exemption occurs for reasons not attributable to the employees, this type of benefit is not exempt from tax.

3-month severance pay – date and amount

The amount of severance pay is influenced by the length of service and the amount of remuneration that the employee received before dismissal. An employee who has received a notice of termination of employment or has terminated cooperation by mutual agreement in connection with collective redundancies must receive their severance pay in accordance with the rules set out in the Act.

What severance pay can you count on? The act provides for one, two or three months’ salary depending on the length of service in the company. Remember that we are still talking about a situation in which the contract was terminated for reasons not attributable to employees. In this case, the employer should pay the severance pay no later than on the last day of work (according to the agreement) and the internal rules of payment for employees.

After this period, the employee may claim interest for delay along with the remaining amount, of course, if he or she asserts his or her rights before the Labour Court.

If the employer refuses to pay, the employee has the right to issue an appropriate letter, which will be a pre-trial request for payment. If such a letter does not help, then it is worth resolving the situation in court.

Can the employer set its own conditions for the payment of severance pay?

Of course, the employer may set more favourable severance pay conditions for employees on the basis of internal labour regulations. The word more beneficial is very important here. If the employer employs fewer than 20 people, it can also establish internal regulations in the company, according to which employees will be able to receive severance pay for termination of employment.

In addition, employers may include additional issues related to severance pay in employment contracts, i.e. the proverbial allowances. This is allowed by the jurisprudence of the Supreme Court. Therefore, the payment of additional money guaranteed by the employer for reasons not attributable to the employees is permissible by law. It also does not violate the Act on Collective Redundancies and the Labour Code.

Is an employee entitled to severance pay if he or she dismisses himself/herself?

This is an interesting example and it is worth taking a closer look at. The dismissal is most often made by the employer, but there are also situations in which the employee decides to leave the current workplace. Is such a person entitled to severance pay? Yes and no. In a situation where an employee resigns from work and it is not related to violations on the part of the employer, he or she is not entitled to severance pay.

If there is a situation in which the employer does not pay remuneration on time, then we speak of a serious breach of basic obligations. Therefore, this may be the sole reason for terminating an employment contract, and as we can see, it results from resignation from work for reasons not attributable to the employee. Therefore, the severance pay should be paid.

How to obtain severance pay at the end of cooperation by mutual agreement?

In such a situation, the moment of signing the agreement is important. It is crucial to take into account in the agreement that it results from a proposal made by the employer, not the employee. It is also worth including information that both parties indisputably recognize the right to pay severance pay. It is also good to include its exact date.

In this situation, it may be helpful to hire an attorney who will negotiate convenient terms for the employee. There is no denying that the employer will be reluctant to include such records.

Severance pay on dismissal without notice of employment contract

An employer hiring employees may try to avoid payment of severance pay by stating that the dismissal occurs for reasons attributable to the employee. It often happens that this is not true and the contract is terminated in a disciplinary procedure. What to do in such a situation?

First, the employee must prove during the court trial that the reason indicated by the employer was false. Secondly, it must prove that the dismissal was due to reasons not attributable to the employee. Only then can the employee demand payment of severance pay. Of course, after a previous judgment of the Labour Courts.

After the decision, the amount of the severance pay may be increased by appropriate compensation, and the total amount of these benefits may amount to up to 6 months’ salaries.

If an employee has been rightfully dismissed without notice, then of course he will not receive severance pay. We also do not recommend claiming the right to severance pay in a situation where you are at fault. You are then at a loss.

What is a collective redundancy?

It is time for a few words about group redundancies. Remember that not every dismissal of a larger number of employees has to be a group redundancy. Such an exemption must meet several conditions.

When is severance pay due?

When you are entitled to severance pay is strictly regulated by law. First of all, the dismissal cannot be due to the employee’s fault. His reason should be completely independent of his work. The provisions on severance pay can be applied in establishments with at least 20 employees. Termination of employment on the basis of notice must then relate to collective redundancy.

However, it is worth remembering that collective dismissal can only be said when the employment relationship is terminated with a certain number of people. It all depends on the size of the company. Sometimes, however, it is also possible to apply for severance pay if the dismissal concerns one employee. This is the case when the company employs fewer than 20 people, but the dismissal took place solely due to the employer’s fault. If the necessary conditions are met, employees can apply for the benefit payment.

Most often, you can apply for severance pay when the dismissal is related to:

There is also an option to take advantage of severance pay also in a situation where the employer has terminated the existing working conditions and proposed new ones. If the employee does not agree to such a solution, he or she may apply for the benefit to be paid.

Not everyone knows that they have the opportunity to apply for severance pay. Employers do not inform about such an option, waiting for the employee to ask for it himself. For this reason, it is a good idea to use the help of specialists and make sure that you are entitled to the benefit in a given situation. It is also worth reading the information for employees in our Employee Zone.

When is severance pay not due on dismissal?

It is also worth knowing when you are not entitled to severance pay when you are dismissed. These are primarily situations in which the employment relationship will be interrupted due to the employee’s negligence. Severance pay cannot also be obtained if the contract simply expires on a specific date specified in the document. If it is not extended, the employee cannot count on the payment of the benefit.

It is also important to know that severance pay is only due to people employed under an employment contract (both for a definite and indefinite period). This means that people working on the basis of other documents cannot apply for the payment of money.

Severance pay for an employee

In the case of temporary employment, a situation such as dismissal. Briefing In such cases, it cannot be granted to the employee. This is related to the law, so then a person who has lost their job is deprived of the possibility of obtaining additional money. Temporary work is a specific type of employment, so the details of how benefits are paid are different from when you are under an employment contract.

How much is the severance pay for an employee?

Severance pay on dismissal is a benefit whose value has not been determined in advance. It all depends on the length of employment with a particular employer. In a situation where a person has worked in a given place for less than two years, the severance pay usually takes the value of one month’s salary. Over a period of two to eight years, this is twice that amount. However, if the employee has been employed for more than 8 years, he or she can apply for payment of money worth three months’ salary.

However, there are limits imposed by the current law. They refer to the limit value of the severance pay. It should not exceed 15 times the minimum wage. This means that some people will not be able to take advantage of the three-month salary due to the fact that the sum of payments exceeds the indicated value. In such a case, the employee will receive only 15 times the minimum wage, assuming that he has worked for the company for a certain amount of time.

However, the law is changing dynamically, which is why in 2020 a provision created with the pandemic in mind was introduced. According to its wording, the severance pay for an employee may be reduced to 10 times the minimum wage in a situation where the dismissal occurred in connection with the coronavirus, and this relationship is proven.

When can you apply for severance pay?

Severance pay for dismissal is a benefit that can be obtained immediately after receiving notice. However, some people forget to apply for money withdrawals or do not know that they have the right to do so. Fortunately, severance pay is available for 3 years after the termination of the employment relationship. If the employee does not exceed this deadline, he or she can expect to receive a benefit calculated on the basis of the presented rules. After 3 years, the case is time-barred and there is no longer an option to pay the severance pay.

The amendment to the Labour Code on calculating the length of service, developed by the Ministry of Family, Labour and Social Policy, is currently under consultation. The purpose of the changes is to equalize the opportunities for employees by expanding the list of periods that will be included in the length of service.

The new regulations cover, among m.in, periods of running a business, suspending business activity in order to take care of a child, performing a contract of mandate and cooperation with a person running a business. Periods of remaining a member of agricultural production cooperatives and agricultural circles will also be included. Confirmation of these periods will be handled by the Social Insurance Institution, and in the case of work abroad – the general rules of evidence will apply.

The new regulations are aimed at ensuring that people who did not have a choice of the form of employment will obtain the same rights as full-time employees. They will be able to take advantage of longer holidays, jubilee awards and seniority allowances. For example, an employee with 7 years of service, after crediting the additional 4 years under contracts of mandate, will be entitled to 26 days of leave instead of 20.

The changes will come into force from January 1, 2026.

The issue of regulated professions appears from time to time in the Polish public space on the occasion of the proposed changes in this matter. Exempting some professions from the list of regulated professions or facilitating access to their practice has many supporters. Leaving aside the issue of the legitimacy of regulating individual professions, it is worth considering what they really are and how to access them. Many specialists are interested in the question of whether they can also practice a regulated profession in Poland in other European Union countries without the need to confirm their qualifications?

What are regulated professions?

A regulated profession is one that can only be practiced after meeting the requirements specified by law. These requirements may include obtaining appropriate education, passing state examinations, completing an apprenticeship or registering with the relevant professional association. In Poland, regulated professions are strictly defined in the relevant legal regulations and include a number of professions that involve great responsibility.

These regulations are designed to protect public health, safety and the interests of consumers. For example, doctors, lawyers, civil engineers, as well as pilots and air traffic controllers must meet a number of requirements in order to be able to perform their jobs. Such regulations are intended to ensure that people in these professions have the appropriate competences and qualifications, which minimizes the risk of mistakes that could have serious consequences for society.

Getting the desired qualifications is one thing, but how to find a job in the profession? LeasingTeam offers support for people looking for permanent employment and companies that need support in permanent recruitment.

History and evolution of professional regulations in Poland

The history of professional regulations in Poland dates back to pre-war times, when the first regulations specifying the requirements for the exercise of certain professions were introduced. After World War II, in the times of the People’s Republic of Poland, professional regulations became even more detailed and covered virtually every sphere of professional life. The state controlled access to many professions, and obtaining the appropriate qualifications was often dependent on meeting political criteria.

After the political transformation in 1989, Poland began to liberalize the labor market, which was associated with the deregulation of many professions. However, as it has moved closer to membership in the European Union, many professions have again been regulated to bring Polish law into line with EU standards. Currently, the list of regulated professions in Poland includes about 360 professions and is regularly updated depending on the needs of the labor market and state policy.

Why are some professions regulated?

The regulation of professions aims to protect public interests such as health, safety and social welfare. In some cases, improper practice of the profession can lead to serious consequences, so it is important that those practicing these professions have the appropriate qualifications. For example, a medical misdiagnosis can endanger a patient’s life, and a poorly designed building can pose a threat to its occupants.

Another reason for regulation is to protect consumers from unfair professional practices. Thanks to regulations, customers can be sure that the person providing services has the necessary competence and experience. For example, an attorney who does not meet certain requirements may not be able to properly represent their client in court.

The process of obtaining qualifications to practice regulated professions in Poland

The process of obtaining qualifications to practice regulated professions in Poland varies depending on the profession, but usually involves several stages:

  1. Obtaining the appropriate education: In many cases, in order to be able to apply for the right to practice a regulated profession, you need to complete the relevant studies. Examples include medical, legal, engineering or pedagogical studies. Often, these studies must be completed by passing exams that confirm the acquisition of the necessary theoretical knowledge.
  2. Internship: In many professions, such as doctors, lawyers or architects, it is necessary to complete a professional internship under the supervision of an experienced mentor. This practice allows you to acquire the necessary practical skills that are crucial in your daily work.
  3. Passing the state exam: In many cases, it is necessary to pass a state exam to obtain the right to practice a regulated profession. Examples include medical exams, the bar exam, or the exam for construction licenses.
  4. Registration with the professional chamber: Once you have passed the exam, you may need to register with the relevant professional association. These chambers supervise the practice of the profession and ensure compliance with the code of ethics. Examples include the Regional Medical Chambers, the Supreme Bar Council or the Polish Chamber of Civil Engineers.

List of regulated professions in Poland

Currently, there are about 360 regulated professions in Poland, but we will mention just a few of them:

Regulated Professions in the European Union: Laws and Regulations

In the European Union, the issue of recognition of professional qualifications is regulated by Directive 2005/36/EC, which was introduced to facilitate the mobility of workers within the common market. The Directive sets out the rules for the recognition of professional qualifications between Member States and the conditions that must be met by applicants to pursue a regulated profession in another EU country.

How do I get my professional qualifications recognised in the EU?

The process of recognising professional qualifications in the European Union varies depending on the profession and the country in which you want to work. In most cases, it involves the following steps:

  1. Applying for recognition: The first step is to apply to the relevant authority in the country where you want to work. This application should contain all the necessary documents confirming our qualifications, such as diplomas, certificates and certificates of completion of courses.
  2. Assessment of the application by the competent authority: The competent authority assesses our application on the basis of the documents provided. They may request additional information or conduct an interview to make sure that our qualifications are suitable for the profession in the country.
  3. Decision on recognition: After assessing the application, the authority issues a decision on the recognition (or refusal to recognize) our qualifications. In the case of a positive decision, we can start working in a regulated profession in a given country. In some cases, you may need to undergo additional training or an exam to fill in the missing qualifications.
  4. Automatic recognition: In some cases, such as doctors, nurses, pharmacists, architects, or veterinarians, professional qualifications are automatically recognized. This means that people who are licensed in one EU country can practise in another without having to go through additional procedures.

Exceptions and limitations to the recognition of professional qualifications

Although Directive 2005/36/EC aims to facilitate labour mobility within the EU, there are some exceptions and limitations that may affect the recognition process:

  1. Significant differences in the curriculum: If the competent authority finds that there are significant differences between the curriculum in the country where the qualification was obtained and the curriculum in the host country, it may request that the missing qualifications be completed by taking an additional course or passing an examination.
  2. Professions regulated only at national level: Certain professions, such as teachers, psychologists or social workers, are regulated only at national level and are not automatically recognised under the Directive. In such cases, you may need to obtain permission to practice in each country separately.
  3. Temporary and occasional provision of services: If you plan to practise a regulated profession temporarily or occasionally in another EU country, you must report this to the competent authority in the host country. This authority may require proof of your qualifications, especially if the profession has an impact on public health or safety.

The future of professional regulation in Poland and the European Union

Professional regulation is a topic of constant debate at national and EU level. On the one hand, there is a need to protect public health and safety, and on the other hand, there is a growing need for liberalisation of the labour market and increased labour mobility within the EU. In the future, we can expect further changes in the recognition of professional qualifications and modifications to the list of regulated professions.

Conclusions and summary

Regulated professions are professions that require specific legal and professional requirements to be met. Their regulation is aimed at ensuring high quality services and protecting public health and safety. The process of obtaining qualifications to practise regulated professions can be complex, but it is essential to ensure appropriate standards in many areas.

In the European Union, the recognition of professional qualifications is regulated by EU directives that aim to facilitate professional mobility within the common market. While there are some limitations and exceptions, the general rules are designed to ensure the free movement of workers and services.

In conclusion, it is worth emphasizing that professional regulations are a key element of the system of protection of public interests, and at the same time they pose a challenge for people who want to develop their professional careers in different EU countries. Therefore, it is worth following the changes in the regulations and being aware of the requirements that must be met to be able to practice a regulated profession in Poland and the European Union.

Do you want to learn more interesting information about the Polish and European labor market? Be sure to read other posts on our blog, where we cover a variety of topics, from the simplest, such as a certificate of employment and earnings , to more complex ones, such as hiring foreign employees or types of recruitment that take place during job interviews.

A candidate who receives an invitation to a recruitment meeting may have reasons to be satisfied. His CV was noticed among many others and became a pass to the next stage of recruitment. From now on, the key to success will be a job interview. The rules that can help you get your dream job are explained by a LeasingTeam expert.

Looking for a job, especially for professionally active people, can be an activity that consumes most of their free time. No wonder that many people compare the search for a new job to working overtime. Adapting your CV to specific advertisements and sending them is very time-consuming. However, in most cases, it is thanks to the CV responding to the advertisement that the candidate is invited to a job interview.

Presenting your knowledge and experience in the best possible way usually requires good preparation from the participant of the recruitment process, not only in terms of industry knowledge, but also universal rules applicable during the meeting. Following them does not guarantee getting your dream job, but it can help convince the recruiter to consider the candidate’s candidacy. Here are a few rules that, according to the LeasingTeam expert, can have a positive impact on the outcome of the process when permanent recruitment is carried out.

How to prepare for a job interview?

Remember that the first impression is very important! If you want to get a job in your dream position, you need to know how to prepare for a job interview. It is in the interview that the recruiter learns the most about the applicant. It is also good to know the types of recruitment.

Before the interview, you need to tick off some important points, which we will discuss later in the article. Remember to prepare for the interview by doing research about the company you are applying for a job for at the moment. Also, prepare the questions you will ask during the interview. You can ask about the details of the position, requirements and challenges that may await you.

That’s not all. If you know who the so-called head-hunter will be, do detailed research about him. Maybe you have mutual friends, maybe he publishes content on the Internet that you will be able to refer to in a conversation? This way you can impress your future employer with your knowledge and motivation.

Prepare questions that the recruiter can ask. In particular, the most common questions that concern weaknesses, strengths, interests, hobbies, failures and successes. The first good impression and good preparation for the interview will allow you to “catch the eye” of the recruiter.

The most common mistakes in a job interview and how to avoid them – how to make a good impression on a recruiter?

Since we have already listed the most important aspects that you need to work through before a job interview, now we need to talk about the most common mistakes that make the interview process doomed to failure in advance.

  1. Don’t let the recruiter notice your lack of preparation. You need to know the basics about the company and the position you are trying to apply for. You need to approach the interview with a positive attitude and knowledge of the company that may hire you.
  2. An inappropriate approach to the interlocutor can cross you out at the start. Remember, it’s your dream job at stake. Talk respectfully, as it’s up to the interviewer to decide whether or not you move on to the next stage. A great resume may not be enough if you alienate the recruiter. Also, don’t avoid eye contact. Self-confidence is very important.
  3. Don’t start the conversation by asking about your earnings. You need to be quite intuitive in this matter. It all depends on how the whole conversation goes and whether the question about finances will be appropriate.
  4. Ask additional questions and answer according to the question asked. Do not deviate from the topic. In particular, don’t answer briefly. Yes, no – this is not an answer that will satisfy the recruiter. Communication skills are one of the key requirements when working with people. Pay attention to how you answer and whether you answer according to the question asked. Don’t memorize ready-made answers. Be yourself!
  5. During the meeting, do not speak negatively about your previous employer. Of course, you may be asked about changing your workplace, but try to get out of it so that you don’t criticize your previous boss.
  6. How to dress for a job interview? Dress neatly. It doesn’t matter if it’s about recruiting IT staff or working in the administrative department. Aesthetic clothing is a “must have”. Remember how important the first impression is. A crumpled and washed t-shirt will not present you from the best side.

How to effectively present your skills and experience?

Authenticity is the most important thing. If you are passionate about what you do, presenting your skills and experience will not be much of a problem. However, talking openly about yourself is half the battle. You can talk about what you have achieved and what results you have achieved with previous employers. The most important thing is to be able to prove it. Show the effects of your work, which will certainly make you a more convincing candidate. As for telling stories about yourself, be concise and don’t tell complex stories. Be specific.

How to answer questions about weaknesses?

The first stage of recruitment is designed to extract as much information as possible from the candidates. Hence, recruiters very often ask uncomfortable questions about weaknesses. What is the reason for this? In this way, your honesty, self-awareness and willingness to develop are tested.

When talking about your flaws, avoid words sometimes or occasionally. Don’t underestimate your weaknesses, you need to be authentic and honest in what you say.

What to base your answers on? It is best to focus on the position you are applying for. Lack of knowledge of software, system or lack of certain skills does not have to cross you out. Very often, the employer trains new employees. Are you a perfectionist? Mention it. In theory, this is not a disadvantage, but for people who face perfectionism, it can be a hard nut to crack. Especially when they are too self-critical of themselves.

Gather the most important information about the employer

A candidate who wants to be perceived by the recruiter as an inquisitive and motivated person should learn as much as possible about the company they are going to the meeting. The time of the company’s existence on the market, the scope of activity, the products offered or the services provided are just some of the issues that the person conducting the meeting can ask the candidate about. Questions checking knowledge about the company are most often aimed at verifying the actual motivation of the participant of the recruitment process to work in a given company.

Candidates invited for interviews very often send up to several dozen CVs a week. As a result, there are people who come to the meeting unprepared, not even knowing what the company does. In this way, they very often cross out their chances of receiving a job offer – comments Jakub Dysarz, Junior Project Manager at LeasingTeam.

The effort put into gathering information about a given employer will certainly pay off. The candidate will not only present himself to the recruiter as a person who is really interested in working for a given company and further developing his career within its structures, but will also consciously make a choice of future employer.

Take care of your appearance

A job interview is a formal meeting during which, according to the principle “How they see you, that’s how they write you”, the candidate should take care of their appearance, including, above all, the appropriate outfit. The choice of clothing appropriate for the occasion can be influenced by m.in. the level of the position you are applying for. If it is a managerial position, it is worth wearing a more elegant outfit. Men can appear at the interview in a classic suit, while women in a suit, business costume or dress.

In the case of specialist positions, e.g. engineering, such formalized clothing is no longer required. Often simple fabric pants, a shirt or a sweater are enough. The whole outfit should be clean, fitted, neat. Ladies should avoid too large necklines and short skirts or dresses, and their makeup should be delicate and natural. You should also keep your jewelry in moderation. Before entering the interview, it is also worth checking the cleanliness of the shoes.

Be punctual

Being late for an interview can have a negative impact on the outcome of the recruitment process for the candidate. First of all, it may be perceived by the recruiter as a sign of disrespect. Secondly, being late for the meeting can shorten the duration of the interview, which works to the detriment of the candidate himself. Recruiters very often schedule even several recruitment meetings a day, so they are not able to devote more time to late people. As a result, candidates who arrive later have less time to convince the recruiter that they are the best candidates for the position than punctual candidates. To avoid being late, the person taking part in the recruitment process should check how long it will take them to get to the employer’s headquarters and allow additional time for unexpected situations such as traffic jams.

If, for reasons beyond their control, the candidate cannot arrive at the meeting on time, they should contact the recruiter as soon as possible and inform them of the expected time of delay. Similarly, if a candidate knows much earlier that they will not be able to participate in the interview or simply changed their mind and is no longer interested in the offer, they should inform the person they were supposed to meet. Perhaps his candidacy will be interesting enough for the recruiter to propose a different date for the meeting.

Recruiters understand that candidates sometimes change their minds, so the information about resignation from the recruitment process will certainly be received better by them than absence from the meeting,” believes Jakub Dysarzfrom LeasingTeam.

Turn off your phone

There’s nothing more distracting than the sudden, unexpected ring of your phone during an interview. A phone ringing can interrupt the candidate’s answer to one of the key questions in the recruitment process and negatively affect their concentration. Therefore, to avoid additional stress, the candidate should turn off the sound and vibration on the phone before the meeting.

Nervously looking for a phone in a purse and trying to silence it, or worse, answering the phone during a job interview, are situations that sometimes happen to candidates. Unfortunately, this type of behavior can leave a negative impression and affect the recruiter’s final decision to choose a candidate for a given position. It is worth bearing this in mind – says the LeasingTeam expert.

Be of good cheer

A smile, a firm handshake and tone of voice, calmness and composure can help the candidate present themselves better during the interview and win over the recruiter. With a positive attitude, you can also overcome the stress that usually accompanies interviewers.

The recruiter knows perfectly well what emotions accompany most candidates during a job interview. If, due to nervousness, a person taking part in the recruitment process gets lost in time and asks for the opportunity to answer again, they should not be afraid that it will negatively affect the recruiter’s opinion about them. Everyone can make a mistake – says Jakub Dysarz.

Don’t be afraid to answer difficult questions

The purpose of the interview is not only to verify the information contained in the CV, but also m.in. checking the candidate’s motivation, his fit to the company and to the expectations of his direct supervisor. Recruiters ask questions about the reasons for leaving the job, coping with stress, or the candidate’s positive or negative qualities. For some people, they may prove troublesome. Therefore, you should think carefully about your answers to avoid, for example, speaking negatively about your current employer.

When recruiting people with little experience, recruiters often ask about their interests. However, it turns out that due to stress, some candidates may find it difficult to even answer questions about a recently read book or a movie they have watched. Therefore, it is worth for the candidate to think about what questions about interests may be asked and how they should answer them.

Prepare a list of questions for the recruiter

A job interview is sometimes the only opportunity for a candidate to learn more about working for a company. Therefore, it is worth thinking carefully about what information he would like to obtain from the recruiter. Career path, the possibility of remote work, additional benefits, exact responsibilities in a given position are just some of the issues worth clarifying.

Asking questions is a sign of interest in the company and shows that the candidate has also prepared for the meeting. The information obtained, in the event of receiving an offer, will allow the participant of the recruitment process to make an informed decision and avoid disappointment with the responsibilities of the new position. Thus, the risk of his resignation from work, e.g. after the trial period, will also be reduced, thanks to which the employer will not have to bear the costs of another recruitment – comments Jakub Dysarz.

Following the above rules does not guarantee that you will receive a job offer, but it can certainly help you present yourself professionally during a recruitment interview. It is possible that the good impression that the candidate will make will pay off in the future and the next recruitment process to which he or she will be invited by the recruiter will end with winning the dream job.

On the one hand, the climate crisis, greater environmental awareness and the growing importance of an ethical organizational culture. On the other hand, the development of sustainable finance and the dynamically changing regulatory environment, with the CSRD directive and sustainability reporting standards (ESRS) at the forefront. There is no doubt that the social and political pressure is enormous, and the world today expects a radical transformation from business. It seems that sustainable development should be one of the top priorities of every company. However, only 28% of organizations surveyed by ARC Rynek i Opinia on behalf of LeasingTeam Group, which decided to take a look at the landscape of ESG activities carried out by companies with more than 50 employees in Poland, agree with this thesis.

– More and more companies are recognising that ESG activities are no longer just an add-on, but an integral part of their business strategy. It is no different at LeasingTeam Group, which is why, observing changes in this area, together with one of our TalentPoint brands, we have initiated a study to understand how companies in Poland approach the implementation of sustainable development activities. The survey was addressed to a kind of motherland of change in organizations, i.e. HR departments, business owners and people directly responsible for ESG and CSR – says Iga Pazio, Marketing & PR Director LeasingTeam Group.

A lot depends on the size of the company and the scale of operations

The report shows that although nearly half of companies (49%) admit that sustainable development is important to them, they do not consider it a priority area, and one in five treats environmental and social issues completely incidentally. Interestingly, there is a clear relationship between the size of a company and the level of commitment to ESG. The highest conviction about the need to prioritize these issues is in companies with more than 500 employees (37%), and the lowest in organizations with 51 to 100 employees (23%).

” LeasingTeam Group is one of those companies where we believe that achieving business goals can be effectively and successfully combined with care for people and the environment, and that ethical organizational culture and promotion of the right attitudes should be the foundation for running any business. says Andżelika Majewska, Vice President of LeasingTeam Group. – This also applies to the services and solutions that we bring to market. ESG is one of the key strategic directions for all our companies, and we want to support our clients in these activities as well. We are convinced that companies that join the green transformation process early enough will have a great opportunity to build a competitive advantage in relations with customers and investors – adds Andżelika Majewska.

Fortunately, the fact that ESG is not at the top of the list of priorities in most companies does not mean that no action is being taken in this area. To a greater or lesser extent, they are carried out by every second surveyed company, and in every fourth they are included in a separate strategy. Not surprisingly, such a document is mainly held by international companies. However, it may be surprising that as many as 19% of entrepreneurs declare directly that they do not plan to start such activities because they do not feel the need to do so.

The budget is a barrier, but we can see a paradigm shift in thinking about business

The biggest challenge for companies entering the path of sustainable development are budget constraints, which were indicated by as many as 58% of respondents. Not much less, 53%, pointed out the low involvement of employees, and every second company admits that it does not have the awareness and adequate knowledge to implement ESG principles. Other obstacles are the lack of time (48% of responses) and a clear policy or action plan (45%). The respondents blame the management staff for this state of affairs, which are not sufficiently involved in activities related to sustainable development in their companies (40% of responses).

“It is clear that there are no written strategies and indicators yet, that this is the initial period of expanding the spectrum of business. For years – and in Poland for much longer than in other European countries – it has been emphasized that business should focus only on maximizing profit, and all these “CSRs” are only unnecessary costs. When CSR finally turned into ESG, it turned out that business is people, that it is natural to maximize the positive impact and reduce the negative one in all areas important from the point of view of the quality of our lives. Only 1% of respondents believe that the activities carried out by companies supporting the idea of sustainable development do not have a noticeable impact on the company and employees. This is clear evidence of the paradigm shift in business happening here and now. comments Bolesław Rok, professor of management at Kozminski University.

It is encouraging that 87% of survey participants are aware that sustainability activities reduce the harmful impact of business on the environment. On average, three out of four companies also believe that ESG improves relationships with customers, suppliers and partners (77%), increases employee engagement and efficiency (76%) and attracts talent better suited to the organizational culture (73%).

The survey was conducted using the CATI and CAWI methods on a representative group of 515 companies with at least 50 employees. It was carried out between 24 June and 19 July 2024 by the ARC Rynek i Opinia research agency on behalf of LeasingTeam Group. The full text of the report “Do companies in Poland care about sustainable development?” was published on September 23, 2024 here. The substantive partner of the report is Great Digital, and the institutional patron is the Responsible Business Forum.

Every employer makes sure to have qualified employees in their team. When looking for suitable candidates, however, they pay attention not only to experience and competence, but also to character traits. They are the ones who can ultimately decide about employment.

Positive qualities can already be mentioned in your CV, but it is worth finding out in advance which ones are currently most desired by employers and what they actually mean, because already during the recruitment meeting, the employer or recruiter may try to verify their authenticity.

So what features should you emphasize in your documents when applying for a job? The following list of characteristics of an ideal employee will help you with this.

What distinguishes an ideal employee?

These are primarily:

Commitment and Positive Attitude

Every employer values an employee who is fully committed to what they do. When going to a job interview, show that you are a committed person by creating a professional CV and preparing for the interview (the article on the most frequently asked questions at a job interview: 5 questions that are likely to be asked during a job interview will help you with this)

Good organization of working time

It became particularly important – crucial not only for employers, but also for employees – when multitasking, which is required so often, appeared on the labor market. People who can prioritize and plan tasks so that their completion does not cause them problems and does not take too much time are the most desirable candidates.

Willingness to learn

In order to be able to follow new technologies and increasingly different work models, continuous development has become a necessity these days, which is why the willingness to learn is a dominant feature in the current job market. Once you’ve mastered a skill, don’t rest on your laurels – take the next steps to get better at what you do.

Initiative and independence

By taking the initiative and showing independence in action, you show that you can think outside the box. This is a very important feature of a good employee.

Honesty

It is evidenced, among other things, by keeping one’s word, fulfilling one’s obligations, as well as not acting to the detriment of the employer.

Loyalty

Every employer expects loyalty from their employees. A loyal employee is the calling card of the entire organization. He speaks well of employees and management and represents the company with dignity to the outside.

Flexibility

Continuous progress, the new technologies and improvements mentioned above are accompanied by many changes, which is why employees who can adapt to them are valued.

Assertiveness

That is, the ability to express one’s own opinion without hurting the interlocutor’s feelings, which helps to build honest relationships with co-workers and makes it easier to resolve possible conflict situations.

Confidence

An employee should know their value and speak openly about their advantages and achievements. Of course, without going to extremes and bragging too much.

Before including the above character traits in your CV, think about whether you actually have them and how you can prove it at the interview.

Key characteristics of a good employee

What qualities of a good employee are of key importance in the context of the work performed? We must remember that everything depends on the job position, but a good employee should be characterized by responsibility for the duties entrusted to them, conscientiousness, flexibility, i.e. adaptation to changing conditions and requirements, communicativeness, diligence, taking the initiative, should have leadership skills or the ability to work in a team. Employers are looking for people who are empathetic, have good work organization, resistance to stress, honesty, or creativity in the broadest sense.

The above-mentioned personality traits are only a signpost. Very often, when choosing from among the characteristics of a good employee, we forget that there are negative character traits. What’s worse, the recruitment process can turn into a search for an impeccable or even perfect person. After all, this is not what it is about.

Characteristics of an ideal employee – what matters to the employer?

The most important characteristics of a good employee may vary depending on the specifics of industries or the company that conducts permanent recruitment. However, there are some universal features that are highly valued by employers. The most important characteristics of a good employee include:

  • Professionalism – every boss appreciates an employee who cares about details, keeps his commitments and behaves impeccable in the workplace.
  • Competence – the ability to work in a specific industry is necessary for the employee to be able to cope with the duties entrusted to him. The ability to teach is also important.
  • Problem-solving skills – analytical thinking enables you to solve complex problems and is of great importance. Especially at work, where the employee takes full responsibility.
  • Communication – without clear communication, it is impossible to cooperate between the employee and the boss or the employee and the employee. Teamwork skills also mean listening to others and expressing your opinions and ideas freely.
  • Teamwork – employers are looking for employees who are great at working with other people. Building relationships, supporting team members and a smooth flow of information is important for the development of the company.
  • Ability to cope with stress – nowadays, the qualities of a good employee are not enough. Employers care about people who can operate under high stress that does not affect productivity.
  • Time management – the ability to manage time is crucial in achieving goals.

Communication skills – why is it so important for employers?

Employers are increasingly paying attention to soft skills, including interpersonal skills such as communication skills. A good flow of information affects the efficiency of work in the company and builds good relationships within the team.

Good communication increases work efficiency, but also improves team cooperation, which is important in the context of project implementation and daily tasks. Broadly understood conversation is also important in the aspect of conflict management.

Daily conversation, but also appropriate coaching make employees work with full commitment. Importantly, a well-informed employee knows what goals the employer sets for him and what is most important for the company.

Communication skills are also an integral part of customer service. Better contact with the customer translates into better sales and building long-term relationships.

Efficient communication allows you to effectively give and receive feedback, manage changes within the company and build the company’s image. An employee who communicates well both inside and outside the company is a showcase for the organization in which he works on a daily basis.

Proactivity and initiative – how to gain recognition from the employer?

Modern work environments require proactivity and initiative. This is the easiest way to stand out as an employee and gain recognition in the eyes of your boss.

People who are self-reliant contribute to the development of the company. A proactive employee does not wait for orders or detailed instructions, but moves on to action, proposes changes and engages in additional projects.

How to gain recognition from the employer? It is important to understand the company’s goals and challenges. It is also good to propose specific solutions and boldly communicate your ideas. As an employee, you need to be open to learning, personal development, and acquiring skills that adapt to changing working conditions.

Also, remember to build positive and honest relationships with your colleagues. Don’t be afraid to offer help if you know how to solve a problem or improve your work faster.

Proactivity and initiative are not only a chance for quick promotion. Through activity, you will contribute to the success of the company, emphasizing your own commitment and professionalism.

Problem-solving skills as a valuable employee trait

Why is problem-solving skills so important?

First of all, it affects efficiency and productivity. An employee who diagnoses problems well effectively moves from one problem to another, which means that projects do not get stuck.

Solving problems quickly minimizes costs and downtime that can result from delays or employee errors. That is why employers value people who can quickly diagnose and eliminate the problem.

The ability to solve problems can build trust and credibility among the team, but also among potential customers. Such an ability is often seen as being competent and professional.

Efficient troubleshooting is also useful when providing customer service. An employee who effectively and quickly responds to the customer’s problems and needs builds a bond with them that can bring measurable benefits in the future.

Problem solving is strictly related to analytical thinking. A person who can analyze problems well and find solutions often also demonstrates other valuable analytical skills, which are very useful in other aspects of work. Especially when it comes to recruiting IT staff.

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

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

Assumptions of seasonal work

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

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

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

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

Seasonal workers – benefits

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

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

Recruitment of employees from abroad for seasonal work

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

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

Seasonal workers with the support of temporary employment agencies

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

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

What is seasonal work?

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

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

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

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

Major industries offering seasonal work

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

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

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

Seasonal work abroad – opportunities and requirements

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

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

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

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

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

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

On 12 June 2024, the “Active Parent” Act was promulgated, which introduces three new benefits for parents of young children, aimed at supporting professional activity and raising children.

Applications for the new benefits can be submitted to ZUS from 1 October 2024.

The Act introduces the following benefits:

1. “Active parents at work” – addressed to working parents with children aged 12 to 35 months. The benefit is PLN 1500 per month for 24 months, and PLN 1900 per month for children with a disability certificate.

2. “Actively in a crèche” – replaces the current subsidy for the child’s stay in a crèche, kids club or with a day-care provider. The benefit is available in the amount of up to PLN 1500 per month per child, and for disabled children up to PLN 1900, but not more than the amount of the fee paid by the parents. An upper limit of nursery fees of PLN 2200 per month has also been introduced, the exceeding of which excludes a given institution from the programme.

3. “Active at home” – replaces the family care capital, granted for each child aged 12 to 35 months in the amount of PLN 500 per month for 24 months. This is support for inactive parents or those whose children do not attend a childcare institution.

Parents can choose one of three benefits for the same child for a given month and change the form of support depending on their needs. The Act also amends the 2011 Act on Care for Children up to 3 years of age, increasing the availability and quality of services in these institutions.

The program will be implemented by the Social Insurance Institution from October 1, 2024.

Source: https://www.gov.pl/web/rodzina/aktywny-rodzic