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Znoydzem Recruitment agency, Warsaw (2026)

11/04/2022

Znoydzem 2022!
With love!💛🧡💙🖤

11/04/2022

Check-list of a cool offer.
Dream offer. Is it real? Have you ever accepted such an offer?

Competition in recruitment is constantly increasing along with the expectations of candidates. Businesses can’t be optimistic about it but HR and recruiting teams are not there to give up. Here are a few ideas on how to keep up with the race.
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🟡Make the offer attractive
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If the company can afford it - make the salary higher; add extra benefits (performance bonuses for example). If at the moment this is not financially feasible, then, for example, it is possible to mention future pay increases based on the results of the performance review.
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🟡Act fast
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In such a highly competitive environment as recruitment, hesitating and not acting immediately can be sooo dangerous. If you plan to make an offer to a candidate, do it quickly, preferably after the interview. Postponing for tomorrow, you are at risk of being the second (third?) option for the candidate
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🟡 Pay attention not only to money
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Most candidates, in addition to the financial side, are also concerned about other benefits. For example, career growth in the company and other benefits (all this must be discussed in advance and included in the offer).
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🟡 Discuss the details
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Be ready that the candidate can get a counter-offer. For example, a higher salary, health insurance, or corporate housing (yes, this happens too!). It is important to predict this in advance and consider how to make the best offer.
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🟡Be honest
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Don’t exaggerate, as it can be seen as a lie If you are unable to keep the promise you will lose an employee and you will have to start the recruitment process again. Just facts to make the offer more attractive.
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🟡 Always stay in touch
Certainly, a potential employee will need to clarify the details or confirm the call for example. Keep in touch and the candidate will feel that you really want him to become part of your team.
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11/04/2022

Recruiting is not for everyone.
Sounds a bit dramatic? 🧐 So let’s find out

A recruiter must have a specific mindset and personality traits
Stress resistance and gumption for example!

And It is important to understand that recruiting is about solving “impossible” challenges with persistence, perseverance, and a professional approach!
Here are some ideas from our team on how to be on the top in such a highly competitive field as IT

⁃ Firstly, you need not be afraid of anything, be brave!
This is very valuable advice because many new recruiters are just afraid to talk with candidates.

⁃ Secondly, constantly study and broaden your horizons. IT specialists do not give a second chance to those who confuse Java with JS and a monolith with microservices! 👩‍💻

- The first impression is crucial!
We can make the first impression only once and only the first letter will determine whether the candidate will continue the dialogue with you or not.

⁃ -Don’t be afraid of rejections. Rejections are ok and can be important for your professional growth.

Good work is always followed by results. And the result fully depends on you!

With love, Znoydzem!

11/04/2022

🟡What to do if there is an urgent need to increase the capacity of the company, but there is no time for full-fledged high-quality hiring?

Main ideas:
❕1) outstaffing (hiring an outside provider or company for a specific period
❕2) overtime
❕3) redistribution of tasks among active employees in other departments/branches of the company

These are the urgent solutions to the problem of staff shortage.
It is not always easy for management to prepare in advance and plan a successful growth strategy for the whole calendar year. The listed tools will help a business not to miss a sudden opportunity (such as a new interesting project or a cool client).

❗️But it is important to understand that any false move or wrong use of such management tactics can cost your company a lot and in addition mess up the results of the HR work over the past years.

🔶How not to be affected by these false moves wrong use of the tactics, competently hire specialists and maximize the success of the company – more details in the next post.

11/04/2022

Remote for HR and peculiarities of recruitment during the pandemic

We are all sick and tired of the coronavirus, but the pandemic has affected every business and has made its own adjustments to many processes of companies. And recruiting is not an exception
The Znoydzem team will tell how isolation influenced the search for new employees and what the conclusions are.

⁃Firstly, candidates do not need to waste time on the road, which means interviews are planned quicker.

⁃ The onboarding process of a new employee has certainly become more difficult. Onboarding means the process of becoming a part of a company and adapting. Unfortunately, it is extremely difficult to do it online. When a person works offline in the team, you can immediately ask questions and immerse yourself in the life of the team.
Going online resulted in more correspondence, and the employee find the working rhythm slower because the person does not see the whole team.

⁃ Many job seekers have the opportunity to consider remote work in their city. For us, this is an expansion of the recruitment funnel (many candidates were previously not ready to move, but had every chance of getting a job in a bigger city). For candidates - the opportunity to apply for a job in a company without being dependent on the location.

But in general, people have tasted the remote and realized that this is how you can work and this is normal. For many people, remote work has become a new growth opportunity.
How do you rate the remote format of work?) Are there more pros or cons?
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11/04/2022

What questions should a Software developer ask when joining a new team.🧐

Different Dev teams work in different ways. Many things can vary from project to project within a single company.
Here is a list of questions to ask developers when joining a new company. As HR experts and adaptation assistants, we focused on the Collaboration block.

⚪️Collaboration

❕1. Who in the team is focused on what?
Typically, development teams are made up of several engineers. Sometimes everyone is working on one thing, but this is not typical. One or more engineers usually work on projects together. It's good to have an idea of what the different programmers in a team focus on. Also, stand-up meetings will give you a pretty good idea of this over time.

❕2. What is the weekly rhythm of the team?
Is there a daily standup? Weekly meetings? It is important to know what a “typical” week for your team looks like.

❕3. Who can answer your questions while you are still a “beginner”?
When joining a new team it’s a common practice to have an “onboarding buddy”. Someone who knows how everything works.
This is very helpful, especially considering that you know nothing (or almost nothing) about the new product, and your questions can be of completely different levels.
It’s okay and expected. Even Lead/Senior developers should not be embarrassed to ask these questions.

❕4. Who / what is in charge of the new features?
Does the product have a product manager? Is there an architect working with engineers? It would be better to schedule a discussion with that person (or people) to get an idea of what the product will look like in the near and distant future.

❕5. How does the team communicate?
Are they using Slack? Teams? Alternatively, is most of the asynchronous communication done via email? Engineers usually discuss issues and other things throughout the day. Of course, as a new member of the team, you will want to join the communication.

❗️Summary:
Joining a new team and working on new technology is truly exciting for a developer of any level and expertise!
Hopefully, these questions will help you speed up your onboarding process the next time you join a new team!

Znoydzem team.

11/04/2022

Full recruitment cycle. Part 3
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⚪️Selection of a suitable candidate.
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At this stage, the customer and the recruiter discuss the pros and cons of each candidate, possible risks, and ways to minimize them.
Competent work at this stage can help prevent negative moments in the future or even change the requirements for the position if the customer receives some insights after the work.
The preparation of the offer is based on the description of the position, wishes, motivation of the candidate and the capabilities of the employer.
For long-term cooperation, it is important to take into account all the nuances that were identified in the interview.
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⚪️Supporting an employee during the probationary period.
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With the agreement with a recruiting agency or if there are own HRs in the company, onboarding of new employees should be done: the aims for this period should be spelled out, understandable and digitized if possible
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⚪️The probationary period is the period when both the employee and the employer decide whether they will continue to cooperate. Close contact at this stage is an opportunity to form a strong team for a long time.
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The recruitment process should be deliberate and systematic in order to positively influence the company's HR brand and help find suitable candidates faster in the future.
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Znoydzem Team.

11/04/2022

Full recruitment cycle. Part 2
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A comprehensive assessment of applicants is made up of several interviews:
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🟡 Online and phone prescreening.
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The recruiter asks the candidate about the motivation for changing jobs, interests in the position and clarifies technical skills, checks the level of English and makes a brief assessment of soft skills.
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🟡 Face-to-face or online interview with the customer or his representative
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It is good when the staff of the recruiting agency holds a preliminary meeting and discusses with the customer the interview of each participant.
Competent recruiters can offer several formats and techniques for interviews to make the interview as informative, ethical, effective as possible, and to increase the candidate's level of interest in the employer and the job
🟡 A follow-up interview if necessary.
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It is worth conducting several interviews for some positions: if the position involves the assessment of a large number of soft skills, or if there is a need to complete the assignment and discuss it.
Read part 3 in the next post!

11/04/2022

Full recruitment cycle. Part 1.

The recruitment stages are as follows:
🟠Forming a request and analyzing the requirements for a job position
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Here we form the basis for the correct search for a suitable candidate: the recruiter finds out the details of the functionality of the required employee, his place in the structure, primary and secondary skills, requirements for the level of proficiency in a foreign language and personal characteristics.
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If the requirements are poorly elaborated at this stage the probability of recruiting errors significantly increase
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🟠Talent acquisition.
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Recruiters not only use their extensive candidate base but also work with a job market.
In IT, there is a certain specificity of talent acquisition - a lot of work with passive candidates (who are not actively looking for work now and are currently employed.)
The difficulty of such work is in establishing contact with the candidate, attracting his attention to continue the work. An individual approach would be useful
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🟠Building a pool of suitable candidates.
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The recruiter makes a long list of candidates who, according to the preliminary assessment have the necessary technical and soft skills as well as the required English level
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Working with a recruiting agency can quicken this stage since the existing base of candidates will make it possible to form this list faster.

11/04/2022

What influences the choice of work? Part 2
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What should the company do and which direction HRM should take so that new employees are interested in the long-term cooperation:
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🔵Have a clear understanding of what kind of people the company needs and what kind of applicant profile is eligible
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A recruiter from a recruiting agency can help here, working on finding candidates and giving feedback on how realistic the profile of the candidate is.
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🔵Build transparent career paths for your employees so that their expectations match the capabilities of the company.
It can be a unique career ladder, or it can be using a benchmark
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🔵Monitor the condition of your employees, analyze the level of their satisfaction and workload.
In the absence of such competence within the company, external consultants can be attracted for such work.
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🔵A clear compensation policy that helps to predict and influence your income.
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The analysis of the market by the recruitment agency in terms of payment systems, wage levels, and general trends is a major factor in retaining the company's key staff.
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We think tha it is evident that the process of selecting and further retaining employees is a painstaking process and requires an individual competent approach.

11/04/2022

What influences the choice of work. Part 1.
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Finding a suitable employee in the tight IT job market is not easy, and making such an offer that the candidate will unconditionally accept is often even more challenging: there are many companies, many offers, and you only need to choose one.

How to make sure that a candidate chooses your company?
It is important to realize what motivates a person to change jobs, what conditions he is running from, and where he would be comfortable in the future.
Based on our experience, these are the reasons that can make a person change a company
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🟡New challenging tasks that are above the person's current level or add something to what they already know how to do.
Moreover, a company that took the risk of hiring an employee who had not previously performed such tasks has a chance to get not only a capable but also a highly motivated employee: a person who is inspired by the trust and tries to live up to it.
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🟡Being underestimated at the current job can be a good thing for a new employer.
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Unfortunately, many companies either do not have a regular evaluation system, or it does not work correctly, which leads to the fact that the best and the most promising employees do not receive recognition or promotion which results in changing jobs.
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🟡Employee burnout can also be a reason for changing jobs.
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The situation can be tricky: Any employee experiencing burnout in the current company can face the same problem in the future. To prevent such an outcome it would be good to find out during the interview what led to the current situation, and what does the employee think.⠀
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🟡Opportunity to earn more in a new company.
One of the most popular reasons for quitting the job currently is higher wages. In fact, a salary can be a good motivation of course with some important factors.

Znoydzem Recruitment agency

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