LeasingTeam

Include only true information

An experienced recruiter can easily check the actual level of language proficiency, declared education, scope of responsibilities or degree of involvement in the implementation of projects with previous employers. There are no perfect candidates, so certain gaps in experience or skills do not have to doom to failure. It is important that the information in the CV is consistent with that provided on social media profiles (LinkedIn, GoldenLine). It is definitely better to focus on emphasizing your real strengths than to embellish your experience and skills. A few detailed questions are enough to unmask even a small lie – and this, unlike a lack of experience, will immediately disqualify the candidate and thus exclude them from the recruitment process.

Take care of linguistic correctness

The linguistic correctness of a CV says a lot about the candidate. Spelling, stylistic, punctuation errors, colloquialisms or typos in the application may indicate carelessness. On this basis, the recruiter can draw the conclusion that the candidate will communicate with the company’s environment in the same way, e.g. by sending documents with errors to contractors. It is a pity to lose the chance to get a new job for such a reason, so before sending your CV, check the linguistic correctness of the document. An automatic word processor in Word or another person who will look at the text with fresh eyes can help.

Use the right photo

A photo is an important part of a resume and helps build a professional image. This is usually the first thing a recruiter sees when they open an application. The photo should be of good quality, clear and preferably taken by a photographer who will take care of the right light, background and make you look professional. The photo should show the face and possibly part of the figure. You should certainly avoid posting informal photos, e.g. from social gatherings or a trip, because they may be negatively perceived by a potential employer.

Attach references

References increase the credibility and professionalism of the candidate, so it is a good idea to include them in your application documents. It is best to include in your CV contacts to people who, if the recruiter is interested, will be able to share their opinion about you, certify the scope of their duties and commitment. A valuable source of information for the recruiter will be the direct supervisor from the previous workplace, but also a person from the team – don’t forget to add the names of their positions. You can also always attach a written reference to your application or inform them that they are available on request.

Save the file in the right format

Commonly used file formats are .doc or .pdf. By using other extensions, you risk that your employer will not open the file due to the lack of a suitable program. If you send your CV in .doc format, it may happen that the recipient will use a different version of the program (e.g. a newer one), which will change the appearance of the document. In this regard, the .pdf format is more secure, as it ensures that the document will look the way you want it to. On the other hand, many recruiters need to enter resume data into internal recruitment systems, so by uploading a file in .doc format, you can make their job easier. Documents in .doc format also make it easier to search for candidates’ competencies in databases.

The most important capital of any company is human capital. Guided by this assumption, the experts of “Gazeta Finansowa” distinguished employers who take special care of their employees. This is the second time we have been included in this prestigious list, and the title of Best Employer 2024 confirms that at LeasingTeam Group PEOPLE MAKE A DIFFERENCE.

Active support for employee development and openness to feedback, high-quality training, individually tailored incentive programs and a comfortable work environment – these are the main aspects taken into account when creating the Best Employers List of “Gazeta Finansowa”. As the authors of the report themselves emphasize, “only the best employers are able to recruit and retain the best employees”. This is the second time that the LeasingTeam Capital Group has been added to this prestigious group.

“The title of the best Employer of the Year 2024, awarded by the editors of “Gazeta Finansowa”, is a great distinction and ennoblement for us. We are glad that the effort we put into ensuring the professional satisfaction of our employees has been appreciated,” says Andżelika Majewska, Vice President of the Management Board of LeasingTeam Group. “We care about the development of our employees on many levels. Our company culture is based on freedom of action and responsibility, which is conducive to taking initiatives that meet with recognition and interest of superiors. We try to approach the needs of each employee individually, matching appropriate training and motivation programs. We also attach great importance to a comfortable working environment. We trust people, not rigid schedules, which is why we enable, for m.in, hybrid work or flexible working hours. We deeply believe that PEOPLE MAKE A DIFFERENCE – adds Andżelika Majewska.

The full list of the Best Employer 2024 by “Gazeta Finansowa” can be found at this link:
https://gf24.pl/39867/najlepszy-pracodawca-5.

Regulated by the Temporary Work Act. Access to the same benefits provided by the code agreement.

Temporary work is a form of employment in which 3 parties are involved: a temporary worker, an employment agency and an employer-user. How does it work? You sign a temporary employment contract with an employment agency, which becomes your employer. The employment agency delegates you to perform work for its client, i.e. the user’s employer. Under his direction, you perform your duties. On the other hand, the employment agency, as your formal employer, takes care of all HR and payroll services related to your employment, i.e. calculates and pays your salary, settles holidays, pays advances for income tax, social security contributions, etc.

Why is it worth using this form of employment?

• Opportunity to return to the labour market and gain work experience – gain valuable work experience and new skills by working on interesting projects in various companies and industries, while reconciling work with childcare
• A chance for permanent employment – show yourself to the employer-user from the best possible side, and when he increases permanent employment, you will be a proven candidate
• access to the same benefits as in the case of a statutory employment contract – you can take paid holiday leave and sick leave, and your salary is regularly credited to your account

A temporary employment contract differs from a statutory employment contract in that it is regulated by the Act on the Employment of Temporary Workers of 9 July 2003 (Journal of Laws 2003.166.1608).

According to the Act, temporary work is used in the case of seasonal work, temporary work, work to replace an absent employee and work in which permanent employees would not be able to perform in a given period. This solution works well for both blue-collar and white-collar workers, including qualified specialists.

The possibility of performing temporary work is limited in time – for one employer-user it is not allowed to work for more than 18 months within 36 consecutive months.

A temporary employment contract can be terminated with notice, which amounts to:

• 3 days, if the contract was concluded for a period not longer than 2 weeks,
• 1 week (counting from the next Sunday) if the contract was concluded for a period longer than 2 weeks.

“I’m looking for any job”

One of the most common questions that a recruiter asks first is why they take part in the recruitment process. Unfortunately, it still happens that candidates are not prepared for this question and answer it in a spontaneous and ill-considered way, saying, for example, “I sent out my CV in response to many advertisements and you just called”. This is a big mistake. For the recruiter, this is a clear signal that the candidate shows little interest in the company and the recruitment process, and this automatically questions their motivation to work in a given company or position and puts the candidate in an unfavorable light. On this basis, it can be assumed that investing in such a candidate may be burdened with greater risk. A candidate who is not sure about his decisions regarding professional development may leave the company in a short time for a trivial reason.

“My previous boss was hopeless”

Even if the candidate’s motivation to change jobs results from bad relations with the employer or supervisor, they should keep this information to themselves. During the interview, under no circumstances should you speak negatively about your current employers, bosses and colleagues. By openly criticizing others, the candidate creates an image of himself as a conflictive person who cannot find himself in a difficult situation and cannot find a constructive solution, which can naturally translate into the effects of work. In addition, a potential boss, hearing criticism of the previous supervisor, may assume that in the future the candidate will also speak about him in a similar way. Such an assumption automatically generates distrust towards the candidate and may decide to exclude him or her from further stages of the recruitment process.

“It’s stress”

A job interview is an unusual situation for candidates. During such a meeting, everyone tries to look their best and make a great impression on the recruiter or potential employer. Everyone is also careful not to say anything that could indicate a lack of competence or ignorance. How a candidate copes with a stressful situation says a lot about them. Therefore, you should not inform the recruiter about your stress, because there is a risk that on this basis the recruiter will give the candidate a low rating of the candidate’s ability to cope with difficult situations.

“I know I don’t have a lot of experience, but…”

The recruiter is well aware of the candidate’s seniority, because he carefully analyzed the submitted application before the interview. Saying that you have little experience can be perceived by the recruiter as a kind of precaution and an excuse for the future. Instead of focusing on your shortcomings, it is better to focus on your development, knowledge and experience gained in previous positions and how you will be able to use them in your new workplace. During the interview, the candidate should think of their qualifications as a product that they want to “sell” in the best possible way. The offer presented by the candidate should be competitive to the offers presented by other applicants, which is why it is so important to emphasize your strengths. Remember not to exaggerate your skills and not to lie about your experience. Even if the candidate receives their dream job, their skills and preparation for specific tasks will be verified very quickly during the first months of employment. It is often the case that, being aware of certain gaps in the candidate’s preparation, the company provides them with training that allows them to quickly implement in the workplace and perform their duties properly.

“My weakness is perfectionism”

“What are your weaknesses?” – this question is very often asked during a job interview. No answer seems right then – after all, the recruiter requires the candidate to admit to something that may affect their further participation in the recruitment process. The answer should be prepared before the meeting. For this purpose, it is good to analyze the duties to be performed in a given position, so that it does not turn out that, for example, a candidate applying for a position that requires fluency in English and knowledge of information technology, indicates poor English and little knowledge of IT as their weaknesses. You should definitely not say clichés known to all recruiters, such as “my weakness is perfectionism” or “too much accuracy”. This can be perceived as an attempt to evade the answer. It’s better to say about a not very significant, but real flaw – after all, no one is perfect. Besides, the purpose of this question is not to sink the candidate, but to test the candidate’s ability to deal with problematic situations.

“It’s on my CV”

The recruiter knows exactly what is in the candidate’s CV. So if they ask a question about a skill or experience that has already been described in the application, it is due to the desire to extract the most accurate data possible from the candidate about the duties they perform. The role of the recruiter is to obtain detailed information about the experience and competences of people involved in the recruitment process, and to relate this information to the profile of the ideal candidate and the tasks performed in a given position. Answering with the sentence “This is in my CV” indicates the candidate’s lack of professionalism. It is best to answer each recruiter’s question in the most detailed and precise way possible.

“How long will this conversation last?”

When scheduling an interview, the recruiter usually informs the candidate himself about how long the meeting will take. However, if they do not do so, the candidate should ask about the course of the meeting and how much time to reserve for it. Asking, already during the meeting, how long the interview will last is definitely out of place and can be perceived as disrespectful to the recruiter. It is also worth remembering to turn off or mute the phone before the meeting so that it does not disturb you during the conversation. Leaving a meeting, unless of course it is an emergency, is frowned upon. However, if the candidate is waiting for a very important call that day, they should postpone the meeting or inform the recruiter about the situation in advance.

Tell us something about yourself.

It is an opportunity to briefly talk about your previous experience, skills and competences in the context of the position you are applying for. When telling the story, it is therefore important to highlight selected aspects that make you an ideal candidate for a given position. People who do not understand the intentions of the interlocutor focus on their private life when answering, and it is about professional issues.

Why did you decide to change jobs?

In fact, it is a question of why you want to part ways with your current employer. Even if the reason is dissatisfaction with the current company or cooperation with the supervisor and it is justified, keep it to yourself. Don’t focus on judging others and the negative aspects of working in your current place. Instead, focus on what a change of employer can give you, such as the opportunity to learn about a new industry or use and develop specific skills.

Please indicate your weaknesses

It is important to be aware of your weaknesses, because only then can you work on your development. Asking about your weaknesses is not only to check if you know what else you need to work on, but also how you deal with stressful situations. Never answer that you don’t have any weaknesses. No one will believe it, and you will undermine your credibility. It is better to focus on one, maximum two weaknesses that do not have a key impact in the work in a given position. Also, confirm that you are taking appropriate action to fight your weaknesses.

Please describe your ideal workplace

When answering this question, focus on the aspects that are important to you and that positively affect your motivation to work. Tell them about what kind of work environment suits you, what organizational culture you want to work in, how to build relationships with people and develop. Do not bring up the topic of remuneration and non-wage benefits here.

Please indicate your strengths

Choose three of your strengths that are most desirable in the context of the position. Remember to support your statement with appropriate examples. So if your strength is the ability to negotiate, tell us about a situation when you managed to negotiate a favorable offer for the company. Focus on examples that show that your skills have helped the company achieve tangible benefits. Refer to numbers to validate your effectiveness and build credibility.

Sustainable developmentIt has long ceased to be just a trend, but has become an important and integral part of business activity. In the face of climate change, but also due to EU regulations, which impose on more and more companies the obligation to report non-financially, entrepreneurs have taken on the burden of responsibility for society and the environment. However, this would not be possible without the use of new technologies, allowing for more efficient data processing or moving away from high-emission data centers. Digital transformation and digitization of processes have also revolutionized the way people manage human resources.

On December 16, 2022, the EU Corporate Sustainability Reporting Directive was published. Its assumptions are primarily intended to oblige companies to reduce the negative impact of their operations on the environment, respect human rights and the principles of social responsibility and corporate governance. In practice, the idea is that all ESG (Environmental, Social, Governance) activities should not be just declarations, but should be supported by data. The ESG reporting requirement will first (for 2024) apply to public interest entities that have so far had a non-financial reporting obligation under the NFRD. However, in the coming years, it will apply not only to large companies or capital groups, but also to small and medium-sized enterprises. It is therefore not surprising that the business community is already reviewing its sustainability strategies and implementing solutions that allow for more effective operations. The HR industry is an extremely important part of this pro-environmental puzzle. At LeasingTeam Group, we use the latest technologies and digitize human resources management processes to support companies even more effectively in fulfilling their social obligations.

– Our customers, just like us, know that all paths of development lead towards technology. Human labor is not only becoming increasingly costly, but also scarce, so companies today must reinvent HR through data, artificial intelligence, and new ways of working to build strength and find paths to new opportunities – says Andżelika Majewska, Vice President of LeasingTeam Group.

Welcome to the digital world of HR

HRM systems have been improving communication between HR and employees for many years. The basis of this type of software is a central database, which provides the company with a comprehensive insight into the personnel situation. It is used by both medium-sized enterprises and international corporations. Most HRMS offers modules that allow you to manage working time, salaries or feedback. At LeasingTeam, we have gone a step further and created an innovative platform that not only facilitates the work of HR departments, but also significantly streamlines formalities on the part of employees and brings measurable environmental benefits. TalentPoint is our proprietary system for handling and automating HR processes. At TalentPoint, the employee fills in the personal questionnaire and all statements online in less than 10 minutes, and the contract is generated automatically based on the data entered and signed electronically. Our software allows you to shorten the hiring process by as much as 75%. In addition, thanks to API integration with the company’s HR and ERP systems, onboarding and HR and payroll processes can be optimized, significantly improving operational efficiency. The platform enables m.in quick process of acceptance and settlement of working time, management of holidays and absences or business trips. The ability to complete all formalities without leaving home translates into reduced commuting and thus reduced greenhouse gas emissions. On the other hand, the implementation of electronic document workflow and electronic signatures allows you to reduce the consumption of paper used for printing, not to mention electricity or toners, by as much as 80%.

– Modern technologies are revolutionizing our workplace. On the one hand, digitization and artificial intelligence are already appearing in many HR-related processes, and on the other hand, HR departments still work with paper documents, scans and Excels. I am convinced that it is time for all of us to have access to tools that will make our daily work easier, simplify processes and allow us to focus on the most important tasks – says Marek Deręgowski, Managing Director at TalentPoint.

Recruitment and remote work

Remote work is most often discussed in the context of convenience for employees and the savings it gives to entrepreneurs. However, the very implementation of technologies that enable working from home brings measurable benefits for the environment, for example by reducing commuting. In addition, smart working promotes work-life balance. Online recruitment, on the other hand, is a great opportunity for HR departments and employment agencies to attract talents from all over the world. New technologies not only facilitate recruitment processes, but also promote diversity and inclusion. This allows HR to actively and effectively work to eliminate potential barriers in the workplace, which is a key element of the ESG strategy. New technologies enable an objective assessment of candidates’ qualifications and competences, and algorithms that analyze data support recruiters in selecting employees based on their skills and experience, leveling the playing field on the labor market.

AI-powered HR processes

Another important step towards achieving sustainability goals may be the introduction of artificial intelligence into recruitment processes. AI algorithms can analyze vast amounts of data to identify candidates who not only have the right qualifications, but also fit the company’s organizational culture. However, AI can also strengthen the competences of HR employees. As part of the TalentPoint platform, we offer an innovative service of a virtual HR assistant. Talentina uses advanced AI algorithms to support specialists in their daily work. The beta version has access to knowledge and current regulations, which allows it to efficiently answer questions in the field of HR and payroll.

Technology for a sustainable future

We have reached a key moment when technology has become the main ally of business in the implementation of the sustainable development strategy and an integral part of the work of the HR industry. New technologies and the digitization of HR processes allow you to effectively combine business goals with care for the planet, thus creating a harmonious and sustainable future.

– Through our actions and investments in new technologies, we not only help customers meet their environmental, social and governance goals, but we also want them to feel that our sustainability is part of their change. LeasingTeam has always been very strongly committed to ethics and employee rights, cultivating the highest values – sums up Andżelika Majewska, Vice President of LeasingTeam Group.

Provides flexibility and the ability to gain different experiences

Contract of mandate

A contract of mandate (the so-called diligent performance agreement) is a civil law contract in which one entity (the so-called principal) commissions specific activities, and the other entity (the so-called contractor) undertakes to perform them. As a rule, a contract of mandate is concluded for a definite period of time and is regulated in Articles 734-751 of the Civil Code. The parties to a contract of mandate may be any natural persons or legal entities. The provisions of the Labour Code do not apply to the contract of mandate, therefore the contractor is only entitled to the rights resulting from the content of the concluded contract. The subject of the mandate contract is most often a specific service, and what counts is the diligent performance of the commissioned activity.
Why is it worth using this form of cooperation?

• flexible employment – you have the freedom to conclude and terminate a contract of mandate, you are not bound by the notice period
• 20% tax deductible costs – you can settle high tax deductible costs
• flexible working hours – you are not obliged to work a specific number of hours and hours
• social insurance – the principal is obliged to pay contributions to the Social Insurance Institution (ZUS) for retirement and disability insurance on all contracts, up to the amount of the minimum wage, unless the contractor has another title to insurance
• voluntary sickness insurance – in the case of being subject to mandatory pension and disability insurance under the concluded contract of mandate, the contractor may voluntarily pay the sickness contribution, and its payment gives him a similar privilege as an employee employed under an employment contract, i.e. the right to sickness benefit (paid sick leave)

Contract for specific work

A contract for specific work (the so-called result contract) is a civil law contract in which the contractor undertakes to perform a specific work (i.e. a specific result of work), and the contracting authority to pay the remuneration specified in the contract. This agreement is regulated by the Civil Code Art. 627-646. When concluding such a contract, it is necessary to precisely specify the work to be performed by the person performing the order. It can be anything, such as a computer program or an article. The contract specifies the expected results of the activities and the agreed amount of remuneration or the criteria on the basis of which it will be determined. The provisions of the Labour Code do not apply to a contract for specific work, therefore the contractor is only entitled to the rights resulting from the content of the concluded contract.

Why is it worth using this form of cooperation?

• flexible working hours – you decide when you do your work and how much time you spend on it
• higher take-home salary – unlike other types of contracts, a contract for specific work does not require you to pay contributions to the Social Insurance Institution, so you receive the largest net amount
• freedom in performing work – you can do your work anywhere and without supervision, only the result of your actions counts

Staff shortages and rising employment costs are keeping entrepreneurs in the manufacturing, transport and logistics industries awake at night. Experts note that the fierce fight for employees is mainly beneficial for professionals with specific technical competences, who are difficult to replace with foreigners. The high demand for technicians, fitters and electricians across the country translates into a reduction in regional pay disparities in these positions.

In February this year, the Minister of Education and Science announced a forecast of demand for employees in sectoral vocational education occupations in 2024. The list includes 34 professions of particular importance for the development of the country. The overwhelming majority of these are technical professions from the TSL (transport-forwarding-logistics), construction and production industries.

“In the manufacturing industry, it is difficult to find companies that would not struggle with a shortage of workers. This problem occurs among manufacturers of electronics and electrical engineering, metal products, food products and the automotive sector. We are observing an unflagging demand for specialists with specific technical competences, such as machine operators, fitters, electricians and mechanics – says Hubert Laśkiewicz, Business Development Manager at LeasingTeam Group

Staff shortages are not a new phenomenon

Staff shortages in these sectors are also indicated by the authors of the Occupational Barometer 2024, commissioned by the Ministry of Family, Labour and Social Policy. For many years, the ranking has been continuously topped by: carpenters, carpenters, roofers and construction tinsmiths, truck and tractor drivers, machine tool operators and welders.

“The main problem is not really staff gaps, but competence gaps. In recent years, there has been a widespread shortage of specialists with vocational education. This trend is not new and will continue to intensify due to the pace of business development, unfavourable demographic situation and the education system that is not best suited to the requirements of the modern labour market – explains Hubert Laśkiewicz, Business Development Manager at LeasingTeam Group. “The best proof that local markets are not able to meet the needs of our economy in terms of human resources is the fact that more and more entrepreneurs are reaching for employees from distant regions of the world – from Asia and South America ,” adds Hubert Laśkiewicz.

However, not all vacancies can be easily filled with foreign workers. Anna Pokora, Regional Development Director at LeasingTeam Group, notes that most foreigners work as drivers, construction helpers or warehouses. On the other hand, in the manufacturing industry, the largest group from outside the country are machine tool operators. Workers from the East, on the other hand, do not want to work as carpenters or forklift operators. By far the fewest foreigners, due to the lack of Polish qualifications, are among electricians, electromechanics and electricians.

Regional wage disparities are decreasing

Entrepreneurs are forced to compete for employees, offering higher wages, bonuses for punctuality or more attractive non-wage benefits. However, allowances such as free travel, co-financing of meals or accommodation work mainly for basic employees. Qualified specialists no longer have to commute to a better-paid job at the other end of Polish. Experts from the LeasingTeam Group employment agency took a closer look at the salaries of professionals in the manufacturing and transport sectors in the Mazowieckie and Dolnośląskie Voivodeships, where average salaries in manufacturing have been the highest in the country for years (in December 2023 they amounted to PLN 8,380 and PLN 8,013 gross, respectively). They compared them to the salaries of specialists in this sector in the Subcarpathian and Lublin regions, i.e. in regions that are usually at the tail of wages (average earnings in manufacturing in December: PLN 6,534 and PLN 6,129 gross). It turns out that although the average monthly salary in the east of the country is about 30 percent lower than in Lower Silesia or Mazovia, the rates for the most sought-after employees in the production and transport and logistics industries are comparable.

– In the Subcarpathian and Lublin regions, electricians and electromechanics are able to earn PLN 9,500 gross per month, machine tool operators up to PLN 8,250 gross, and locksmiths PLN 7,820 gross. These are almost identical amounts to those offered in Mazovia or Lower Silesia – says Justyna Gosk, Chief Operating Officer at LeasingTeam Group. “Carpenters and woodworkers certainly cannot complain about low wages in the Podkarpackie Voivodeship. The most experienced get up to PLN 9,820 gross here. This is almost half as much as in the Mazowieckie Voivodeship. In eastern Poland, welders earn less. The gross amount of PLN 6,500 is not impressive, while both in Lower Silesia and Mazovia the rates have already exceeded the gross limit of PLN 10,000 – adds Justyna Gosk.

Of course, we are talking about rates for qualified specialists. The wages of helpers and basic workers are much lower, and the gap between local markets is still large. The LeasingTeam agency cites the earnings of warehouse workers as an example. In the eastern provinces, they can count on a maximum of PLN 5,800 gross, and in Warsaw it is not uncommon to find offers for the amount of PLN 7,900 gross with an employment contract. However, it is worth noting that many offers are still oscillating around the lowest national wage. Regional wage gaps could soon blur, however, as the minimum wage rises at a record pace and entry-level workers are the main beneficiaries of these increases.