Management Involvement in the Recruitment Process. Technology / Business / Law

  • participate in the recruitment process – uczestniczyć w procesie rekrutacji
  • attach labels – “szufladkować”
  • often switch jobs – zmieniać często pracę

When we look for the new employees for the important or strategic positions in the company, all management participates in the recruitment process. Of course, the first stage is the analysis of the CVs, we are very open and do not attach any labels. We do our best not to categorize candidates as men/ women, young/older, etc. We look at how many companies the candidate has worked for so far: if they often switch jobs, we are not particularly fond of such candidates.

  • invest a lot in the human resources –  sporo inwestować w zasoby ludzkie
  • prospective employee – przyszły pracownik
  • develop/ display loyalty to the company – rozwinąć / wykazywać lojalność wobec firmy
  • fish out pro-active candidates – wybrać / “wyłowić” aktywnych kandydatów

We invest a lot in the human resources, so the prospective employee should develop/display a kind of loyalty to the company. We look at their education background and try to fish out pro-active candidates. What does ‘pro-active’ mean here? We value the candidates who were active in the students’ boards, charity organizations, sport, hobby groups, etc. They are exceptional and very promising: they have organization skills and higher interpersonal communication competence levels. They are usually more open minded and likely to focus on the successful completion of the task.

  • crucial factor – najistotniejszy czynnik
  • information featured in the CV – informacja zawarta w CV
  • confirmed by / with the applicable certificates – potwierdzony odpowiednimi świadectwami
  • impose one’s point of view on others – narzucać innym swój punkt widzenia
  • jump at conclusions – wyciągać pochopne wnioski
  • decisive factor – decydujący czynnik

During the interview we see how they behave. Yes, good manners are one of the  crucial factors. We also make sure that the candidates tell the truth, that all the information featured in the CV is confirmed by the applicable certificates or the opinion of the referees. We value the candidates who are able to express their thoughts and ideas openly but, on the other hand, do not impose their point of view on others.  We sometimes ask about the family status, but we don’t jump at conclusions here. It’s not a decisive factor.

  • overestimate – przeceniać
  • underestimte – niedoceniać
  • live up to expectations – sprostać oczekiwaniom
  • on which stage the mistake was made – na jakim etapie błąd został popełniony

Does it happen that we make a mistake, that we overestimate or underestimate a candidate? Yes, of course. But we always learn a lesson to avoid making the same mistake twice. In case the employee doesn’t live up to our expectations, we try to identify on which stage the mistake was made and how we can avoid such a situation in the future.