We use cookies to make sure our website better meets your expectations.
You can adjust your web browser's settings to stop accepting cookies. For further information, read our cookie policy.
SEARCH
IN Warsaw
Exchange Rates
Warsaw Stock Exchange - Indices
The Warsaw Voice » Business » November 28, 2013
HR & Recruitment
You have to be logged in to use the ReadSpeaker utility and listen to a text. It's free-of-charge. Just log in to the site or register if you are not registered user yet.
Searching for Gems
November 28, 2013   
Article's tools:
Print

A good manager is a precious asset to every company. Knowing that, business owners are increasingly keen to task professional headhunting agencies with finding the right people.

The first thing to do in order to succeed in finding a good manager is to use several search methods simultaneously. For example, at BIGRAM S.A. we begin the search by looking through our database. Having been around for many years, we have a continually updated database of résumés from people who hold different positions and work in different sectors. Most of them are senior executives and high-ranking specialists. From the moment we are asked to find a candidate for a job, we are able to search for the most suitable people and get in touch with them almost right away. At the same time, we pursue direct search methods.

In order to reach people with the desired skills in a specific sector, we directly get in touch with those who interest us the most. In some market segments (such as highly specialized jobs related to managing various IT, telecommunications and energy projects), only a handful of specialists are available. We seldom use advertisements these days, because they are practically useless as far as top specialists are concerned. Sometimes we search for candidates in social networking websites such as LinkedIn, Goldenline and Profro, but even those have their limitations. Despite the growing popularity of the internet, many people still have limited online presence for a variety of reasons. Some are not looking for a job and see no reason why they should make their data public. Others do not have the time to do so, and to many, being online clashes with their views and they refuse to be out there. Some people are missing from the databases of headhunting companies, because they never submitted their résumés. And yet, some of those executives are excellent specialists and could be very much sought-after by employers. Our job is to reach such individuals.

Once we find a suitable candidate, we still need to make sure he or she indeed meets all the expectations. We test their professional skills and personal abilities during an interview. While recruiting people for executive positions, we use the Assessment Center method, in the course of which candidates are asked to undergo a test. This is designed to check the candidate’s suitability for a specific position. The test can be a drawn from a real-life situation or a simulation.

Not all skills and personal traits can be checked in the recruitment process. For example, it is hard to assess a manager’s personal ethics and so we always recommend that our customers consult the previous employer. Sadly, this method is not yet popular among Polish employers.

Katarzyna Borowczyk
BIGRAM S.A. Personnel Consulting
katarzyna.borowczyk@bigram.pl
© The Warsaw Voice 2010-2018
E-mail Marketing Powered by SARE