How to Effectively Recruit in a Family Business

How to Effectively Recruit in a Family Business

The candidate should be ready not only to accept and understand these values, but also to act in a manner consistent with them, being fully committed to the mission of the family business.

Recruitment in a Family Business - Different from all Others

Family businesses are an undeniable pillar of many countries' economies. Combining centuries-old traditions with innovation, they bring their unique approach to doing business. From the latest Family Businesses Index 2023 shows that the world's largest family businesses are generating huge revenues, reaching $8.02 trillion in 2022, up 10% from the previous year. This growth is not just the result of expansion, but also the result of the need to hire new employees. So how do you go about recruiting in a family business?

What is the recruitment process for a family business?

Recruitment in a family business is a unique challenge. The process is rooted in the values and traditions that are characteristic of such companies. The selection of candidates is not just about verifying their professional skills. It's also about looking for people who will be able to integrate into the company's culture and actively contribute to its long-term development.

Based on my experience in recruiting for family businesses, there are two main types of candidates. The first group is conscious candidates. These are individuals who deliberately choose to work in a family business, discouraged by previous experiences in corporations. They value a less formal atmosphere, faster decision-making processes and greater autonomy. The second group is made up of cautious candidates who fear that objectivity and professionalism will be more difficult in a family company. They fear that decisions may be dictated by family ties rather than the best interests of the company.

So the family nature of a company can work in its favor, but it can just as well be a challenge. And what elements should you pay attention to when recruiting for a family business?

Below I describe the five, in my opinion, most important elements to consider in the recruitment process for a family business:

Key elements of recruitment in a family business

Family businesses have a unique cultural heritage that reflects the values, traditions and standards nurtured by generations of owners. To successfully recruit to such a company, it is necessary to understand this culture and be able to empathize with it.

Understanding the culture of a family business

Candidates should not only understand, but also identify with the company's values. Intellectual understanding is not enough; what is needed is a full willingness to implement these values in daily work. The candidate should be ready not only to accept and understand these values, but also to act in a manner consistent with them, being fully committed to the mission of the family business.

Matching the organizational structure

In family businesses, it is common to find a flat organizational structure. The ability to collaborate across levels and perform multiple roles is important. In this context, the candidate's ability to interact effectively and act synergistically at various corporate levels becomes a key value.

Flexibility and adaptability

In family businesses, the approach to decision-making and direction-setting is often more dynamic than in larger corporations. In this context, the candidate's ability to effectively interact and synergize action at various corporate levels becomes a key value.

Loyalty and commitment

A family business needs employees who look at their role as a long-term commitment. Commitment to the company's mission is key. Such employees are willing not only to invest their time, but also their heart and passion to succeed with the company, ensuring its stability and growth for the future.

Effective communication

In a company where family and professional relationships are intertwined, the ability to communicate clearly and sensitively is important. Ultimately, it is not just the ability to convey information, but a deeper understanding and respect for the unique structure of such a company that translates into effective cooperation.

Keeping these key elements in mind when recruiting can help you find the perfect candidate who will not only bring professional value, but also be a cultural fit.

Recruitment in a family business - culture over technology

Recruiting for a family business goes beyond the traditional search for qualifications and skills. It includes understanding and empathizing with the culture and values that are the foundation of a family business.

In such a process, it is important to find candidates who not only meet the technical criteria, but also have the ability to integrate into the company's culture, share its values and are ready to bring something unique to the company. It's not just about finding someone who will "fit in" to the existing structure, but someone who will help it grow and develop in the future.

Therefore, while skills and experience are important, the right cultural fit is key. The ultimate success in recruiting lies in finding those who will not only bring new skills and perspectives, but most importantly will be able to integrate into the existing team, sharing the company's values and committing to its long-term growth.

As a result, recruiting for a family business becomes an investment in the future of the company, where each new employee brings not only his or her skills, but also his or her heart and passion for shared success.

 

 

Fast Forward Solutions - Your source for the best professionals

Fast Forward Solutions specializes in recruitment services in the areas of IT, e-commerce, sales and marketing. Our rigorous methodology combines role profiling, executive search and candidate assessment, supported by consulting services. As a result, we guarantee efficiency and rapid acquisition of the best talent on the market. With our support, any company can increase sales, reduce operating costs, improve the efficiency of human resources management and strengthen investor confidence.

 

About the author: Tomasz Bożyczko

Tomasz Bożyczko is an experienced leader in managing marketing and sales teams, President and Founder of Fast Forward Solutions. His passion for recruiting and developing teams has contributed to the success of many organizations. Tomasz is an expert in hiring top talent and improving recruitment processes.

We hope these tips will help you create compelling job opportunities and optimize your recruitment process to attract the most valuable employees for your company.

Artificial Intelligence in Recruitment: Opening new horizons

Artificial Intelligence in Recruitment: Opening new horizons

Artificial Intelligence in Recruitment: Opening New Horizons

In an era of technological revolution, the topic of "Artificial Intelligence in Recruitment" takes on special significance. In a world where data and algorithms shape many aspects of our lives, recruitment is also experiencing a transformation thanks to AI. From automated resume screening to advanced analysis of candidate behavior, the possibilities are almost endless. In this article, we will delve into the key areas of AI's impact on recruitment, presenting both the benefits and potential challenges.

Artificial Intelligence in HR Processes

Although until recently AI was mainly associated with sci-fi movies, it is now becoming an indispensable part of recruitment. It helps companies automate routine tasks, predict trends and provide tools for deeper candidate analysis. In the digital age, AI-based tools such as automated resume screening are becoming essential.

Innovations in Interaction with Candidates

AI is innovating in candidate interaction. AI-based chatbots and virtual assistants, such as NLP, are speeding up the initial stages of selection. They are able to carry on a conversation with a candidate, identifying key information and passing it on in the recruitment process.

Artificial Intelligence in Recruitment vs. Employees Retention

Using "Artificial Intelligence in Recruitment," companies can also benefit from predictive modeling. AI-based systems analyze the history of candidates and current employees, predicting their future performance, job satisfaction and retention.

Customizing the Candidate's Experience

The introduction of AI allows for the personalization of the recruitment process. Based on data and candidate behavior, systems customize the content of job offers and other elements of the process.

Integration of Artificial Intelligence in Recruitment with Other Tools

Integrating AI technology with other recruitment tools opens up new opportunities for HR professionals and recruiters. Today's recruitment tools are becoming increasingly sophisticated, and their effectiveness increases when they are integrated with AI-based systems. Here are a few key areas where this integration benefits:

Applicant Database Management Systems (ATS): Many recruiters use ATS systems to screen and manage candidate applications. With AI, these systems can become more precise, identifying candidates with the greatest potential for a specific role. Below is an example from our ATS system, Loxo, which uses AI in candidate sourcing and role-matching recommendations.

Artificial intelligence in the ATS system

Talent analytics: Analytics tools allow recruiters to collect and analyze data on candidates. Integration with AI can accelerate data analysis by identifying trends that may not be visible to the human eye.

Virtual assistants: AI-based chatbots and virtual assistants can be integrated into recruitment platforms to automatically answer candidates' questions, conduct preliminary interviews or even schedule interviews.

Skills testing tools: Some tools can automatically test candidates' skills. Integration with AI can lead to better tailoring tests to the specific requirements of a position, predicting which skills will be most important in the future.

Video analytics solutions: In the age of video interviews, AI can analyze candidates' reactions, tone of voice and body language, giving recruiters an additional dimension of information during the selection process.

Integrating artificial intelligence with existing recruitment tools not only streamlines the process, but also allows for a deeper understanding of candidates and a better fit with the organization's needs. However, it is important to remember to strike the right balance between technology and a human approach to make the entire process fair and effective.

Ethical Aspects of Artificial Intelligence in Recruitment and the Future of Technology

As the use of technology in the recruitment process grows, ethical issues are becoming increasingly important. The use of artificial intelligence brings with it a number of opportunities, but also a responsibility to use it appropriately, transparently and fairly.

Diversity and bias: One of the biggest challenges is ensuring that algorithms are free of bias. History shows that AI systems can inadvertently discriminate against certain groups if the input data is loaded with biases. For example, if a company has favored a certain candidate profile in the past, the system may unknowingly favor the same profiles in the future.

Candidate data privacy: Given AI's ability to analyze and process massive amounts of data, privacy is becoming a key issue. Organizations need to be sure that they are processing data in a lawful manner, and that candidates are informed about how their information will be used.

Automation vs. human interaction: While AI can speed up and simplify many aspects of the recruiting process, there is still a need for the human touch. It is important that technology be used as a support, not a replacement, for human interaction.

The future of recruiting through technology: Imagine a future where technology allows us to better understand a candidate's potential, not only through their skills, but also their values and culture. Systems can become more sophisticated, predicting how a candidate will develop in an organization over the next few years. But this vision of the future must be based on ethical principles. Technological evolution in recruitment must go hand in hand with accountability and transparency.

Both the present and the future of recruitment through technology require us not only to be enthusiastic about new tools, but also to take a critical look at how we use them. We must be willing to adapt to changing technologies while keeping ethics and values at the center of our operations.

Summary

Artificial Intelligence is transforming the world of recruitment at an extraordinary pace. On the one hand, it offers us tools that will make processes more efficient and precise, while on the other hand, it challenges us with ethics and transparency. As HR leaders, we must be ready not only to use these tools, but also to shape them responsibly. With a deeper understanding and proper use of AI in recruitment, companies are able to attract and retain the best talent while building a more inclusive and innovative work environment.

 

 

Fast Forward Solutions - your source for the best professionals

Fast Forward Solutions specializes in recruitment services in the areas of IT, e-commerce, sales and marketing. Our rigorous methodology combines role profiling, executive search and candidate assessment, supported by consulting services. As a result, we guarantee efficiency and rapid acquisition of the best talent on the market. With our support, any company can increase sales, reduce operating costs, improve the efficiency of human resources management and strengthen investor confidence.

 

About the author: Tomasz Bożyczko

Tomasz Bożyczko is an experienced sales leader, CEO and founder of Fast Forward Solutions. His passion for recruiting and developing teams has contributed to the success of many organizations. Tomasz is an expert in hiring top talent and improving recruitment processes.

We hope these tips will help you create compelling job opportunities and optimize your recruitment process to attract the most valuable employees for your company.

The Art and Science of Hiring the Perfect Head of Sales

The Art and Science of Hiring the Perfect Head of Sales

Recruiting: Chief Sales Officer. The art and science of hiring the perfect Sales Manager

Head of Sales (Sales Director) in a SaaS (Software as a Service) world, where technology and business strategies are evolving day by day, his role takes on a new dimension. It is no longer a traditional position focused solely on achieving sales targets. Today's sales chief is a visionary who shapes the future of sales in the organization, innovates and promotes a culture of excellence among his team.

His role is transformational in the sense that he influences not only the sales department, but the entire organization. He works closely with other departments, such as marketing, customer service and the technical department, to ensure consistency in operations and achievement of business goals.

Given my experience as a Head of Sales and Executive Recruiter , this allowed me to understand the importance of finding the right person for the position. Working for many clients, I helped them successfully recruit Sales Directors who not only achieved their sales goals, but on top of that contributed to the overall growth and success of the organization.

In this context, I would like to share my knowledge and experience on what questions are critical during the hiring process for a sales executive. In this guide, I provide not only these critical questions, but also the background and context that will give potential employers a better understanding of what to look for in an ideal candidate.

Recruiting for the position of: Head of Sales is a complex process that requires not only an assessment of the candidate's competence and experience, but also an understanding of the candidate's vision, values and ability to make a difference. I hope this guide will be a valuable resource for anyone looking to hire the best sales chief for their organization.

 

1. Sales process and strategy

Question: "Describe the sales process you find most effective in the SaaS industry. What are its key steps and how do you adapt it to different customers and market situations?"

Context: The sales process is the core of every sales executive's business. Understanding how a candidate designs, implements and adapts the sales process can provide insight into their strategic and tactical capabilities. Answering this question will help you understand how a candidate approaches the customer lifecycle, from initial contact to closing the deal and follow-up service

2. Estimating the size of the team

Question: "Based on our current trajectory and goals, how big a team do you think we need?"
Context: Beyond the sheer numbers, this question tests the prospective Sales Director's ability to align team size with company goals. It is a reflection of their strategic foresight and ability to balance growth with efficiency.

3. Transaction volume experience

Question: "Please share your experiences with different deal sizes and their implications for salespeople in the sales department?"
Context: Different deal sizes come with unique challenges and opportunities. A candidate's versatility in different deal sizes may indicate their adaptability and ability to adjust sales strategies to different scenarios.

 

4. Experience in team building

Question: "Please tell us about building sales teams in previous positions."
Context: This question delves into the journey of a leadership candidate. This is an opportunity to understand approaches to talent acquisition, mentoring, team dynamics and conflict resolution.

5. Knowledge of sales tools

Question: "Please discuss the sales tools you advocate and their impact on sales management."
Context : In an era of digital transformation, the use of the right tools can be groundbreaking. This question assesses the candidate's technological sophistication and commitment to continuous improvement.

6. Loyalty test

Question: "Who from your current team would be willing to embark on a new professional journey with you and join our company?"
Context: Loyalty is a two-way street. This question not only assesses a candidate's attractiveness as a leader, but also his or her ability to nurture and retain top salespeople.

7. Sales and customer service cooperation

Question: "How do you envision closing the gap between sales achievement and sustained customer success?"
Context: A forward-thinking sales executive realizes that the sale is only the beginning of the customer journey. Their post-sale engagement strategy can be a testament to their long-term vision.

8 Dealing with competition

Question: "Please tell us about a situation in which a competitor outperformed your company and the lessons you learned from it in your organization."
Context: This question unquestionably tests the candidate's humility, resilience to failure, and focus on learning from their actions. It's not about failure, but about getting back into action quickly.

Recruiting Head of Sales

9. Collaboration with technical and support teams

Question: "How can a smooth collaboration between sales and technical teams be arranged, especially during complex sales cycles?"
Context: In SaaS, the technical aspects of the product are intertwined with sales. A candidate's approach to this collaboration can reveal their holistic view of the sales process.

10. Taking responsibility for revenues

Question: "Given our current metrics and market position, where do you see our revenue going in the next quarter?"
Context: This question is a litmus test of a candidate's analytical skills, market awareness and ambition.

11. Sales and Marketing synergy

Question: "Please describe a successful campaign in which sales and marketing worked together effectively."
Context : This provides insight into the candidate's experience with integrated campaigns and his or her belief in interdepartmental cooperation.

 

Bonus question: Dealing with SNW (Fear, Uncertainty, Doubt).

Question: "How do you deal with challenges posed by competitors, especially when they resort to spreading fear, uncertainty and doubt (English FUD)?"
Context:: This question delves into a candidate's crisis management skills, ethical stance and strategic prowess.

Deep Dive: Intangibles

While the above questions are key to assessing a candidate's expertise and strategic knowledge, it is equally important to assess intangibles: their passion for the industry, their cultural fit with the company and their vision for the future. These elements, often gleaned from informal conversations and observations, can be the factors that distinguish a good manager from a great one.

Summary

In an era where technology has become a driving force, the position of Sales Director in the SaaS industry is becoming increasingly important. Today's digital world, with an emphasis on SaaS in many sectors, requires the right sales leader. It used to be that their main tasks were to achieve sales goals, manage a team and build relationships. Today, they are also visionaries who must look to the future.

In a SaaS environment, it is crucial for the Sales Director to have a thorough knowledge of the technology. He or she must know how the applications, platforms work and be aware of their advantages and disadvantages. In a world that is changing rapidly, flexibility and willingness to learn become key. The hiring process for this position has also changed. Now companies are looking not only for people with sales skills, but also those with vision and adaptability.

In summary, in a world where technology and SaaS are constantly evolving, the role of the Sales Director is evolving. Their position is becoming more complex. To succeed, companies need to select leaders who, in addition to their traditional skills, are ready to lead in an unpredictable future.

 

 

Fast Forward Solutions - your source for the best professionals

Fast Forward Solutions specializes in recruitment services in the areas of IT, e-commerce, sales and marketing. Our rigorous methodology combines role profiling, executive search and candidate assessment, supported by consulting services. As a result, we guarantee efficiency and rapid acquisition of the best talent on the market. With our support, any company can increase sales, reduce operating costs, improve the efficiency of human resources management and strengthen investor confidence.

 

About the author: Tomasz Bożyczko

Tomasz Bożyczko is an experienced sales leader, CEO and founder of Fast Forward Solutions. His passion for recruiting and developing teams has contributed to the success of many organizations. Tomasz is an expert in hiring top talent and improving recruitment processes.

We hope these tips will help you create compelling job opportunities and optimize your recruitment process to attract the most valuable employees for your company.

B2B sales-5 core competences

B2B sales-5 core competences

B2B sales - How to find the best salesman?

B2B sales-finding the best B2B salesperson is becoming increasingly difficult. Recent research shows that the best salespeople-those who exceed their targets year-on-year-account for only about 20% of the total sales force.

So what gives such a small pool of sales talent a competitive advantage?

B2B sales - What is it and why is it different?

B2B sales, or "Business to Business" sales, refer to business transactions between two companies, rather than between a company and an individual consumer. Unlike B2C ("Business to Consumer") sales, where products or services are sold directly to consumers, B2B sales focus on providing products, services or solutions to other companies. This can include everything from selling raw materials to manufacturers to providing software to technology companies. Due to the nature of the customer and the greater complexity of the transaction, B2B sales often require a more complicated approach and a longer sales cycle.

 

Here are 5 key skills that only the best B2B salespeople possess:

 

1. the ability to understand the B2B buyer

To be successful, a salesperson must understand his buyer. B2B decision makers are busy and don't waste their time on salespeople who don't understand their needs. Sellers who don't understand their customers are 73% less likely to succeed. That's why the best salespeople thoroughly research their customers' needs, participate in industry training and continuously learn.

 

2. ability to communicate values

The best salespeople know how to communicate the value of their product. Studies show that salespeople who can do this are 35% more likely to succeed. It is important for salespeople to focus on the customer's needs, not just the product. This means they need to be well prepared, know the competition and be able to customize their offerings.

 

3. ability to build trust

Trust is key in B2B sales. Unfortunately, many salespeople are not trusted by their customers. The best salespeople are able to build lasting relationships with customers, which translates into a greater chance of success. This means regular meetings, transparency in communication and integrity in performance.

 

4. critical thinking skills

In the age of "big data," the ability to analyze data is crucial. The best salespeople are able to use analytical tools to optimize their operations. As a result, they are able to better understand the market, the competition and the needs of their customers.

 

5. ability to manage time effectively

Time is money. The best salespeople know how to manage their time effectively to maximize their results. They use modern time management tools, such as scheduling and workflow apps.

 

Plus: Technology in B2B sales

Today, technology plays a key role in B2B sales. Top salespeople use modern CRM, sales automation and data analytics tools to stay one step ahead of the competition.

 

Summary - The key to success in B2B sales

Success in B2B sales does not come easily. It requires a combination of skills, knowledge and determination. As you can see, it's not just about knowing the product or service, but also about understanding the customer, building trust and using modern technology tools. In today's fast-changing B2B world, those who invest in developing these key skills will have a competitive advantage. If you're an entrepreneur or sales team leader, it's worth considering what steps you can take to help your team succeed. Fast Forward Solutions is here to help you through the process, providing you with the best talent and tools you need to succeed in B2B sales.

How to improve collaboration among remote teams

How to improve collaboration among remote teams

Remote team - a new era of collaboration

The year 2020 brought with it many surprises and challenges. As we entered the year, few of us predicted that remote teaming would become so commonplace. Many of us have had to adapt to a new reality in which the office has become a virtual place and face-to-face meetings have been replaced by video calls. So how has our remote team coped with this challenge, and how can we improve our remote interactions in the coming year?

Optimizing collaboration in a remote team: The key to success in 2023

Tactics to improve collaboration in a remote team

A recent Harvard Business Review survey showed that many managers feel insecure about managing a remote team. What steps can we take to improve this dynamic?

Tactics to improve collaboration in a remote team

A recent Harvard Business Review survey showed that many managers feel insecure about managing a remote team. What steps can we take to improve this dynamic?

  • Communication standards: In a remote environment, communication is key. We need to define how and when our employees should communicate. Regular meetings, clear communication guidelines and appropriate tools can help maintain transparency and efficiency. It is also worth considering introducing weekly team meetings where employees can share their achievements and challenges.
  • Understand personality: In the office, it is easy to understand a colleague's personality through daily interactions. In a remote environment, this is more difficult. However, we can use various tools and assessments to better understand our employees and help them work better together. Introducing regular feedback sessions can also help us understand the needs and expectations of each remote team member.
  • Unstructured time: In the office, we have many informal interactions that help build relationships and collaboration. In a remote environment, we need to create space for these interactions, even if they are virtual. This could be a weekly "virtual coffee shop" during which members of the remote team can talk freely about a variety of topics.
  • Learning as a team: joint training and courses can help strengthen bonds within a team. When we learn together, it's easier to work together. You may want to consider introducing regular workshops or training courses to help you develop the skills you need to work effectively remotely.
  • Choosing the right tools: The market for remote collaboration tools is growing at an alarming rate. We need to make sure we choose the ones that will really help our remote team be more productive. Regular reviews of the tools and technologies we use can help identify areas for improvement.

Priority for collaboration in a remote team

Working remotely brings many challenges, but also many opportunities. We need to understand how the different personalities on our team affect the dynamics of collaboration. We also need to adapt our tools and processes to better serve remote work. Another year of uncertainty lies ahead, but with the right preparation we can make remote team collaboration our greatest asset.

As we approach the end of the year, it is worth considering how we can improve our remote interactions and prepare for the year ahead. We may not know what the future holds, but we can prepare for it by adapting and learning from our experiences.

Fast Forward Solutions - your source for the best professionals

Fast Forward Solutions specializes in recruitment services in the areas of IT, e-commerce, sales and B2B marketing. Our rigorous methodology combines role profiling, executive search and candidate assessment, supported by consulting services. As a result, we guarantee efficiency and rapid acquisition of the best talent in the market. With our support, any company can increase sales, reduce operating costs, improve the efficiency of human resources management and strengthen investor confidence.

 

About the author: Tomasz Bożyczko

Tomasz Bożyczko is an experienced sales leader, CEO and founder of Fast Forward Solutions. His passion for recruiting and developing teams has contributed to the success of many organizations. Tomasz is an expert in hiring top talent and improving recruitment processes.

We hope these tips will help you create compelling job opportunities and optimize your recruitment process to attract the most valuable employees for your company.

 

<span>How to Make an Irresistible Job Offer: Strategies for Winning Over Top Candidates</span>

How to Make an Irresistible Job Offer: Strategies for Winning Over Top Candidates

Do you want to hire the best? How do you prepare an irresistible offer for a candidate?

Hiring is becoming increasingly sophisticated and competitive. Especially in the current job market, especially for professionals with unique skills, recruiters need to think carefully about how to create job offers that will entice potential candidates. Here are some tips to help you prepare an irresistible job offer.

 

Hiring employees - knowledge is key

Even extensive experience is no guarantee of success in the recruitment process. A small mistake can make your job offer fail to gain recognition in the eyes of candidates. Before creating an offer, make sure you have maximum information about the position you are recruiting for. This knowledge will allow you to look at the requirements of the labor market in a more realistic way. This will help you prepare more effectively and give you an advantage over candidates, even before they apply to you, because you will know what to expect.

 

Clarify the terms of employment of the employee with the CEO/COO

If possible, precisely discuss issues such as salary and additional benefits. Establish detailed terms and conditions of employment so that you know what negotiating ground you can operate on. If you are recruiting for a position for which it is difficult to find candidates, be prepared for lengthy negotiations. A potential employee who knows his or her worth very well will not opt for the first better job offer. Only an offer that is irresistible will attract him enough to seriously consider it.

 

 

hiring of staff

Optimize the hiring process

Want to improve your recruitment process and get the best employees? Here are some tips to help you make the acquisition of new team members even more effective.

 

Phone contact before sending offer

Instead of making a final job offer right away, call the candidate. A short conversation will allow you to get even closer to the candidate and find out if he or she is still interested in working for your company. It's also a chance to get feedback and confirm that the offer is still valid.

 

Job templates

Creating a job offer template can significantly speed up the recruitment process, eliminating the need to create new documents each time. Make sure that the template includes all the information on the terms and conditions of employment established at earlier stages of recruitment.

 

Message subject

Choose an attractive message subject that will attract the candidate's attention. It should clearly communicate that it contains a job offer.

 

Attachments

If possible, add relevant documents to the job posting that will help the candidate make a decision. Carefully select these documents so as not to overwhelm the candidate with an excess of information.

 

Get ready for a counteroffer

Be prepared for the possibility that a candidate will receive an attractive counteroffer from his current employer. Maintain regular contact with the candidate, explore his or her motivation to change jobs, build a close relationship and help reassure him or her that your offer is the best one.

Conducting effective hiring processes is a challenge, but with detailed job knowledge and carefully crafted offers, you can increase your chances of attracting the best employees. Remember that maintaining consistency and value in your hiring process is key.

 

Summary

In the recruitment process, by exercising diligence and attention to detail, we can increase our effectiveness in attracting the best employees. This not only reflects favorably on the company, but also increases its competitiveness in the market. By being aware of the expectations of the labor market and adapting to them, we can build lasting relationships with candidates and gain a competitive advantage.

 

Fast Forward Solutions - your source for the best professionals

Fast Forward Solutions specializes in recruitment services in the areas of IT, e-commerce, sales and B2B marketing. Our rigorous methodology combines role profiling, executive search and candidate assessment, supported by consulting services. As a result, we guarantee efficiency and rapid acquisition of the best talent in the market. With our support, any company can increase sales, reduce operating costs, improve the efficiency of human resources management and strengthen investor confidence.

 

About the author: Tomasz Bożyczko

Tomasz Bożyczko is an experienced sales leader, CEO and founder of Fast Forward Solutions. His passion for recruiting and developing teams has contributed to the success of many organizations. Tomasz is an expert in hiring top talent and improving recruitment processes.

We hope these tips will help you create compelling job opportunities and optimize your recruitment process to attract the most valuable employees for your company.

Mistakes in recruiting professionals - how to avoid mistakes?

Mistakes in recruiting professionals - how to avoid mistakes?

Recruitment mistakes in the digital age: How to avoid pitfalls and attract the best candidates.

Today's labor market is undergoing dynamic changes, and recruitment mistakes can have serious consequences for companies. In the digital age, where information flows at lightning speed, recruitment processes must not only be effective, but also fast and modern. In this article, we take a look at the main challenges companies and candidates face, and what practices best help avoid them.

IT industry as an example of a unique challenge

The IT industry, which is one of the most rapidly growing sectors, is a prime example of recruitment challenges. On the one hand, there is a huge demand for specialists, on the other - a limited number of qualified candidates. Companies must therefore fight for talent should avoid recruitment mistakes as much as possible by offering not only attractive salaries, but also opportunities for development, interesting projects or flexible forms of employment.

How to attract the best and avoid mistakes in the recruitment process?

 

Accurate and clear job advertisements.

First impressions are key, and for many candidates it is the job ad that is the first contact with a potential employer. In the digital age, where information is at our fingertips, an ad must not only be accurate, but also attractive. It must include clear information about responsibilities, requirements and benefits offered. In an age where candidates can browse dozens of offers in a matter of minutes, it is important that the ad is not only substantive, but also visually appealing. Graphics, short videos or interactive elements can significantly increase interest in an offer. In addition, the language of the ad should be tailored to the target group - professional for professionals, more relaxed for younger candidates

 

Quick feedback for candidates.

In a world where communication is instantaneous, candidates expect a quick response to their applications. Every day of waiting for feedback can be a day when a candidate is considering offers from competitors. That's why it's so important to keep the recruitment process efficiently organized and as short as possible. Automating certain steps, such as confirming receipt of an application or information about its first evaluation, can significantly speed up communication. Moreover, even a negative response is better than no response at all. Candidates value transparency and honesty, so it is worth informing them of every decision, even if it is not favorable to them.

 

Well-prepared recruiters.

A recruiter is not just a person responsible for conducting an interview. He is also the person who represents the company and its values. That is why it is so important that the recruiter is perfectly prepared for each interview. He should know not only the specifics of the position he is recruiting for, but also the company's culture, its mission and vision. This knowledge will allow him to better match the candidate with the company. In addition, the recruiter should be trained in interpersonal communication so that the conversation with the candidate is not only substantive, but also enjoyable. In an era when the labor market is an employee's market, it is the candidate's experience during the recruitment process that can determine his decision to accept a job offer.

Errors in recruitment

Candidate experience - the key to success

Today's job market is not only an employer's market, but also an employee's market. That's why it's so important to ensure that candidates have a positive experience at every stage of recruitment. Studies show that candidates who had a positive experience during recruitment, even if they didn't get the job, are more likely to recommend the company to others. Analyzing mistakes in the recruitment process can help you assess the current situation.

Read also: 13 (unlucky) mistakes to avoid when writing a job ad

 

Summary

Recruitment is not only a process of hiring new employees, but also of building a company's image in the labor market. By avoiding typical recruitment mistakes and ensuring a positive candidate experience, we can attract the best professionals and build a strong team that will drive our company forward. In the digital age, where competition for talent is fierce, companies must be creative, flexible and open to change. Only then will they be able to attract and retain the best.

 

Fast Forward Solutions is a specialized boutique firm, a leader in the recruitment industry, focused on delivering results in the areas of IT, Engineering, Digital Marketing and Sales. Our unique and proven methodology, based on role profiling and Direct Search method, guarantees excellent results. Thanks to us, your company will gain access to the best talent, which will translate into increased sales, reduced costs and increased efficiency. Trust an expert - Tomasz Bożyczko, an experienced sales leader and founder of FFS

Sales Team Recruitment: The Key to Your Company's Success

Sales Team Recruitment: The Key to Your Company's Success

Sales Team Recruitment: The Key to Your Company's Success 🚀

 

Building a sales team from scratch is a challenge comparable to a captain assembling a crew for the first voyage. Nothing is certain in the business world, and the right crew can determine success or failure. As you embark on the adventure of assembling your first sales team, it pays to know the potential pitfalls. Drawing on tips from my personal experience as a longtime Head of Sales, then a C-Level Executive Search recruiter and one of the start-up sales experts Jason M. Lemkin, this article outlines the most common mistakes founders make and advises on how to avoid them.

 

🚀 10 Most Common Mistakes 🚫 when Recruiting Your First Sales Team and How to Defend Yourself Against Them.

 

1. 🤝 Sales Conducted by the Founder.

Before you think about hiring a sales team, you, as the founder, should be the first salesperson. Immerse yourself in the daily challenges, learn about your product and connect with potential customers. This is a priceless experience. Getting to know the customer firsthand will allow you to better understand their needs and customize your product offering.

 

2. ⏰ The right time to hire a Director of Sales (Head of Sales)

Hiring a Sales Director too early can be a costly mistake. His role is to scale and improve the sales process. Therefore, you must first have an established, repeatable sales process. Often companies make the mistake of hiring for this position too early, leading to unnecessary costs.

 

3. 👥 Hire people you would buy from yourself

Your first salespeople will set the tone for the entire sales operation. They should be people you identify with. Consider whether you would feel comfortable buying a product from them. If the answer is no, you may want to rethink your hiring decision.

 

4 🌍 Bet on diversity.

A diverse sales team brings in many prospects. Make sure you have a diverse team in terms of personalities and styles. In today's global business world, diversity is the key to success because it allows you to understand and serve different market segments.

 

5. 💰 Fair pay is key

Sales is a tough profession, and your representatives should be compensated accordingly. Nowadays, competition for talent especially sales talent is fierce, so offering a competitive compensation package is key to attracting and retaining the best.

 

sales team recruitment

 

 

6. ⌛ Respond quickly to poor performance

In the dynamic world of sales, time is of the essence. If your sales force is underperforming, a quick rethink of its role is necessary. Otherwise, you may lose valuable resources and miss business opportunities.

 

7. 👜 The role of the Sales Director

Your Sales Director should be a leader, not another salesperson. His or her main job is to lead the team, train new members and scale sales operations.

 

8. 📈 Experience of salespeople in your industry is important

While transferable skills are important, there is nothing like the industry experience of a sales person who really wants to work for your company. In the world of start-ups, where everything changes quickly, experience in a particular industry can be the key to success.

 

9. 🌟 Familiar company names of your potential traders are not enough

It may sound impressive to have a representative/sales person from a large, well-known company, but make sure he or she fits the challenges of your organization. Large corporations operate differently than start-ups, so it's important that your employees are flexible and ready to work in a dynamic environment.

 

10. ❤️ Keep Your Stars

Your best salespeople are priceless. Do everything in your power to retain them. In today's competitive job market, retaining top talent can be the key to long-term success.

 

Summary

Building a sales team is a combination of art and science. It requires intuition, strategy and a deep understanding of your product and market. Remember, the right team can determine the success of your start-up. Choose wisely and wish you smooth sailing! 🚀

 

 

Read also: The most common mistakes employers make during the recruitment process

Fast Forward Solutions specializes in IT | Engineering | Digital Marketing | Sales recruitment services . Our rigorous and proven methodology combines role profiling, candidate outreach through the Direct Search method and candidate assessment, complemented by consulting services. We provide guaranteed results, and quickly reach the best talent available in the market, so that any organization working with us will be able to increase sales, reduce operating costs and improve human resource efficiency, company valuation and investor confidence.

Tomasz Bożyczko is an experienced sales leader, president and founder of FFS

Why do people lie on their resumes?

Why do people lie on their resumes?

Lying on resumes has been a topic that has stirred emotions for years. An interesting study conducted in 2020 by the renowned Checkster company provides us with some answers. Their analysis shows that as many as 78% of job candidates misrepresent their qualifications in some way. This is surprising. The most common lies are about experience, skills and education. But why does this happen? The reasons are varied. For many, it's about trying to cover up shortcomings in experience. For others, it's about appearing in a better light to increase chances of employment. There is also no shortage of those who wish to hide certain gaps in their employment history. However, it is worth considering this phenomenon more deeply, as the risks associated with lying on a resume often outweigh the possible benefits.

Consequences of lying on your resume

When people choose to lie on their resumes, they often don't realize the consequences. One of the most important risks is loss of trust. If an employer discovers a falsehood, your reputation in the industry can be damaged. Worse, it could also make it harder for you to find a job in the future. And what if you have already been hired? Lying could result in immediate dismissal. In the long run, if you stay, your opportunities for promotion may be limited. But it doesn't stop there. In certain situations, lying can lead to legal consequences. Falsifying documents, such as diplomas, is considered fraud. As a result, if your lies bring losses to your employer, you could be held liable. Also, don't forget the impact of lying on professional relationships. Networking is crucial in many industries. If people find out about your dishonest behavior, they may avoid cooperation or recommendations. Ultimately, even if deception benefits you in the short term, the risk of losing long-term opportunities is significant. The consequences of lying on a resume are numerous. Why do people lie on their resumes? Despite the high risk, many still make this decision.

 

Best practices for resumes: Stand out without lying

When you're looking for a job, you want to stand out. You can achieve this without resorting to lying on your resume. Here are some suggestions:

  1. Highlight your authentic skills: Instead of making things up or twisting facts, focus on what you really can do. You may have unique competencies that are worth highlighting.
  2. Talk about achievements: Instead of focusing on day-to-day responsibilities, describe specific achievements. If you improved your team's productivity by 30% or introduced an effective solution that saved the company money - write about it!
  3. Clearly explain any gaps in your employment: If you haven't worked for a while, don't hide it. Explain the reasons and indicate what you were doing during that time. Maybe you completed courses that now add value to your professional profile.
  4. Be honest about your education: If you have not completed certain schools or courses, do not falsify this information. You can emphasize what you have actually acquired - even uncompleted studies bring certain skills and knowledge.
  5. References are key: Credible references from previous employers or co-workers can be very persuasive. Nurture good working relationships, and they can turn into valuable recommendations in the future.

Remember, your resume is your business card in the professional world. It is worth making it as credible and accurate as possible. Sincerity in the presentation of your professional profile can prove to be your greatest asset.

 

Applications

After a deep analysis of the question "Why do people lie on their resumes?" we see a multidimensional picture of the causes and consequences of this phenomenon. Lying on resumes often stems from a desire to stand out among other candidates, compensate for shortcomings or increase employability. However, while falsifying information may bring some benefits at first glance, the long-term consequences of doing so can be far more severe than anticipated.

Honesty in presenting one's career is not only an ethical standard, but also a key element in building lasting and positive relationships in a professional environment. In the digital age, where information is easily accessible and verifiable, truthfulness and consistency in a resume become more valuable than ever before.

Any attempt to manipulate or falsify data about oneself not only puts the candidate at risk of losing the trust of a potential employer, but also compromises one's reputation in the industry for years to come. Rather than risk it, consider presenting your skills, experience and achievements authentically, even if they don't seem perfect. After all, it is honesty, authenticity and a constant striving for improvement that are the foundation of long-term success in professional life.

 

Fast Forward Solutions - your source for top professionals

Fast Forward Solutions specializes in recruitment services in the areas of IT, e-commerce, sales and marketing. Our rigorous methodology combines role profiling, executive search and candidate assessment, supported by consulting services. As a result, we guarantee efficiency and rapid acquisition of the best talent on the market. With our support, any company can increase sales, reduce operating costs, improve the efficiency of human resources management and strengthen investor confidence.

 

About the author: Tomasz Bożyczko

Tomasz Bożyczko is an experienced sales leader, CEO and founder of Fast Forward Solutions. His passion for recruiting and developing teams has contributed to the success of many organizations. Tomasz is an expert in hiring top talent and improving recruitment processes.

We hope these tips will help you create compelling job opportunities and optimize your recruitment process to attract the most valuable employees for your company.

GPT-4 Chat in Recruitment: benefits and challenges

GPT-4 Chat in Recruitment: benefits and challenges

New Era of HR Processes - GPT Chat in Recruitment

Let's start with a discussion of what Chat GPT-4 is. It is the latest version of the GPT model developed by OpenAI. "GPT" stands for "Generative Pretrained Transformer," which indicates natural language processing technology. The model is more advanced than its predecessors, being able to generate responses, create content and provide information. Despite its sophistication, Chat GPT-4 has no consciousness or emotion, relying solely on data, which can sometimes lead to the delivery of inaccurate information.

The Role of GPT-4 Chat in Modern Recruitment

In today's world, where finding the right talent is becoming critical to the success of companies, technologies such as Chat GPT-4 are gaining importance. More and more companies are using modern strategies and tools to support sourcing, evaluating and hiring the right candidates. In the digital age, business processes, including recruitment, are becoming increasingly automated. Artificial intelligence-based systems, such as ChatGPT-4, are playing a key role in transforming traditional recruitment methods. With ChatGPT-4, developed by OpenAI, we have access to one of the most advanced natural language models that has the potential to revolutionize the recruitment process. In this context, it is worth considering what benefits the use of ChatGPT-4 can bring to recruitment for employers and candidates.

Benefits of Using Chat GPT-4 in Recruitment Processes

Artificial intelligence technology, like Chat GPT-4, is innovating in many areas of business. In the context of recruitment, the benefits of its use are significant. Process automation is one of the main advantages of Chat GPT-4 in recruitment. It allows companies to speed up selection, filter candidates according to specific criteria and respond to their inquiries more quickly. In addition, artificial intelligence is based on data and algorithms, which means objective evaluation of candidates without human bias. In a mass recruiting situation, AI-based tools such as Chat GPT-4 enable simultaneous processing of multiple applications, ensuring consistency and quality of assessment. Time savings, 24/7 availability and the ability to personalize the process are other advantages for implementing this technology in recruitment processes.

Practical Applications of Chat GPT-4 in Recruitment

GPT-4 Chat is not just a theoretical tool, but has concrete, practical applications in the recruitment process. It can help create effective recruitment messages and email templates that will catch the attention of candidates. With its capabilities, companies can create accurate job descriptions that accurately reflect the requirements and benefits of a role. Chat GPT-4 can also analyze resumes, comparing them to job requirements, allowing recruiters to quickly assess candidates' qualifications. In addition, the algorithm can generate recruitment questions tailored to a specific position, making it easier to conduct effective interviews.

Challenges and Considerations for Using GPT-4 Chat in Recruitment

While there are many benefits to Chat GPT-4, there are also challenges and considerations that companies must take into account. Ensuring compliance with RODO is key to protecting candidate data and complying with data protection regulations. In addition, ethics and transparency in the recruitment process are essential. Candidates have the right to know how their data is being processed by AI and what decisions the system is making. There is also a risk that algorithms may unknowingly reflect and reinforce existing biases, which is particularly important in the recruitment context. Data security, the unpredictability of AI, and the costs and resources associated with implementation are other aspects that companies need to consider before implementing Chat GPT-4 in the recruitment process.

Summary and Future Prospects

The evolution of technology, especially in the field of artificial intelligence, is opening up new opportunities in many business sectors. GPT-4 chat, as one of the latest developments in natural language processing, has the potential to revolutionize the way we recruit. By using AI to automate and personalize the process, companies can find the right candidates in less time, while improving satisfaction for both candidates and the HR team. However, like any tool, Chat GPT-4 has its challenges to consider when implementing it. The key is to apply the technology with proper discernment, considering both the potential benefits and challenges. As technology advances and AI becomes more involved in recruiting, understanding and effectively using tools like Chat GPT-4 will be essential for success in a rapidly changing business environment.

Fast Forward Solutions - your source for top professionals

Fast Forward Solutions specializes in recruitment services in the areas of IT, e-commerce, sales and marketing. Our rigorous methodology combines role profiling, executive search and candidate assessment, supported by consulting services. As a result, we guarantee efficiency and rapid acquisition of the best talent on the market. With our support, any company can increase sales, reduce operating costs, improve the efficiency of human resources management and strengthen investor confidence.

Hybrid work - the trend of 2023. Will everyone face a return to offices?

Hybrid work - the trend of 2023. Will everyone face a return to offices?

Hybrid work - the new trend of 2023

Hybrid work is gaining popularity, becoming one of the key trends in 2023. Many employers are abandoning full remote work in favor of a hybrid model, where employees split their time between the office and home. While some may be reluctant to return to the office, there are numerous benefits to this work model. In this article, we'll take a look at the reasons why companies are choosing hybrid work and the challenges such a shift presents. In an era of digitization and globalization, hybrid work offers flexibility. It meets the needs of both employers and employees, enabling a more balanced and productive work style.

Why is remote work not always ideal?

While remote work has brought many benefits, such as flexibility and saving time on commuting, it also has its drawbacks. The lack of direct interaction between employer and employee can lead to trust issues. Often, employers wonder whether their employees are actually working or just wasting time. Additionally, remote work can cause technical problems, such as lack of internet access or equipment failures. Lack of interaction with colleagues can lead to feelings of isolation, and time zone differences can complicate communication in international teams. As a result, many companies are considering a hybrid model that would combine the benefits of remote work with the advantages of working in the office.

Challenges of working remotely and how to overcome them

Managing a team working remotely can be a challenge. Lack of trust, communication problems and a sense of isolation are just some of the problems employers may face. To effectively manage a remote team, employers need to put clear procedures and tools in place to help with communication and collaboration. Information security is also key, and employers need to ensure they have the right policies and tools in place to protect company data. Introducing regular online meetings, using advanced project management tools and cyber security training are just some of the ways that can help companies effectively manage remote work. However, hybrid work can be the answer to many of these challenges, offering a balance between remote work and traditional office work.

Is remote work really a thing of the past?

Although we are seeing a bit of a trend away from remote work, that doesn't mean it is completely a thing of the past. Many companies are still offering this option, recognizing its benefits, such as increased productivity and better employee well-being. Companies that introduced remote work because of the pandemic often return to the hybrid model, while those that offered the option before are still using it. It is important for companies to adapt to the changing needs and expectations of their employees, and hybrid work can be one way to achieve this by combining the benefits of both work models.

Hybrid work as a compromise

Hybrid working can be an ideal solution for companies that want to combine the benefits of remote working with the traditional office model. It gives employees flexibility and the ability to customize their work hours, while giving employers more control over their team's work. The key is communication and adjusting the work model to meet the needs of both employer and employees. Introducing regular meetings, both virtual and in the office, and clear guidelines on expectations can help strike a balance and ensure that hybrid work benefits all parties.

Summary

Hybrid work is becoming increasingly popular and there are many indications that it will dominate the business landscape in 2023. Companies that want to attract the best talent and meet the needs of their employees should consider implementing this work model. It combines the benefits of remote work with the traditional office model. In doing so, it offers flexibility, efficiency and sustainability. In the digital age, where technology makes it possible to work from anywhere. It is hybrid work that could be the key to success for many organizations.

Fast Forward Solutions - Your source for the best professionals

Fast Forward Solutions specializes in recruitment services in the areas of IT, e-commerce, sales and marketing. Our rigorous methodology combines role profiling, executive search and candidate assessment, supported by consulting services. As a result, we guarantee efficiency and rapid acquisition of the best talent on the market. With our support, any company can increase sales, reduce operating costs, improve the efficiency of human resources management and strengthen investor confidence.

 

About the author: Tomasz Bożyczko

Tomasz Bożyczko is an experienced leader in managing marketing and sales teams, President and Founder of Fast Forward Solutions. His passion for recruiting and developing teams has contributed to the success of many organizations. Tomasz is an expert in hiring top talent and improving recruitment processes.

We hope these tips will help you create compelling job opportunities and optimize your recruitment process to attract the most valuable employees for your company.

13 (unlucky) mistakes to avoid when writing a job ad.

13 (unlucky) mistakes to avoid when writing a job ad.

 

Companies can lose excellent potential employees if they skip creating a well-written and detailed job ad. Job ads are often overlooked as a method of screening candidates; they are taken half-seriously. By taking the time to read and review all 13 unlucky mistakes in the initial hiring process - starting with the job ad - you can avoid losing great candidates and additionally learn how to write a good job ad.

 

Don't make these mistakes if you want your job ad to be effective

1. no basis in the job advertisement

Unfortunately, some employers often forget (or deliberately fail to mention) the basics. To write a job ad - an effective one - and to attract the best, you can't be one of those who forgets. Sometimes companies ask for many years of experience or a lot of skills for a very low salary, but there is no information available about the company - they try to be anonymous thinking - that maybe just maybe someone can be found for such a low rate. Often there is also no information about the location, and this is a priority - candidates want to know at the very beginning where the workplace is located. If you omit these things from your job ad, don't expect too many responses. In the 21st century, there is no room for being incognito. If candidates don't take the hiring process seriously from the beginning, they certainly won't do so at a later stage.

Don't forget the basics, such as the company name and the industry it operates in, as well as the position, job description, responsibilities, contact information, location or start date.

2. too many qualification requirements

Employers often give unrealistic requirements to a job advertisement, thinking they can get away with it. On the other hand, recruiters should require only those requirements from potential employees that are job-related; otherwise it may be perceived as unprofessional. In addition, many employers make the mistake of not being precise enough in their advertisements. This makes the company appear sloppy and disorganized - two traits you definitely don't want your company to present! Remember that the way a job offer is written reflects what your company is really like, and this greatly affects your company's image.

Keep your requirements to a minimum and make your job advertisement clear and concise. You can divide the requirements into those basic but also those - welcome. Specify the responsibilities of the prospective employee's position.

 

3. required cover letter

The mention of required cover letters discourages potential applicants from applying. Although cover letters can tell a lot about another person, we should end their requirement in every application. This not only saves time, but also streamlines the recruitment process. Thanks to globalization and the rapid flow of information, we now receive dozens of times more applications per job offer than we used to. With such an increase, there is no way we can read every cover letter thoroughly.

If you want to save time and attract great candidates, skip the cover letter requirement and instead ask candidates to write a few sentences about themselves in the application form.

 

4. the job ad is either too long or too short

A job ad should be long enough to convey all the information a potential employee needs, but not so long that reading it becomes tedious. The ideal length for a job ad is between 200 and 400 words. Remove unnecessary content.

If a job ad is too short, it may not contain all the important information. On the other hand, if it is too long, potential employees may not read it in its entirety.

Ensure that the length of the job ad is appropriate - follow the competition.

 

5. just don't use these phrases

These phrases are hated by job candidates and employees. Immediately, candidates are reluctant and even though they move on to the next stage, they often give up when they go back to the ad and see these awful phrases again. These phrases are perceived negatively and greatly discourage people from applying. Write the hours of work only for single-shift work.

Ability to work under time pressure - write instead - about many interesting challenges, lack of boredom at work

To be determined - substitute - with specifics, the applying specialist wants to know where he stands, as soon as he reads the ad.

Shift work, rigid working hours - the ad will look friendlier when you write about - flexible working hours, regular breaks.

 

6. no salary information

Nowadays, there is no room for omitting this information. From the very beginning, right from the announcement phase, it must be made clear. Many job seekers believe that if a company does not state a salary, it is low. In fact, most people decide to change jobs because they want to earn more than before. Let's not forget that we go to work, not just for pleasure, but to earn, and that is the most important thing.

You can use salary ranges if you don't want to give a specific number, and don't forget that the gross/net distinction is important. This makes the job ad attractive and will attract the best candidates.

 

 

8. poor choice of language, vocabulary

In conclusion - remember that there is no single language suitable for every job ad. If you are targeting people after graduation - they are usually young and you can afford a more "loose" tone. If you are looking for people with several years of experience - the ad cannot be loose, and especially when you start preparing the job description.

To make your job ad a success, familiarize yourself with the language used in the group. The language and vocabulary used have a big impact on the success of a job ad.

 

 

9 Discrimination

"I will accept only men, non-LGBT people, without tattoos, women not planning to start a family" - yes, such situations still occur. There is no acceptance of this. This is unacceptable.

Forget about discriminating against people on the basis of gender, disability, race or religion - not only in job ads, but also on a daily basis. You can even write about the fact that such people are welcome at the company.

 

 

10. lack of information about what the company can provide for the candidate

As an employer, you outline the requirements a candidate should have. And do you always write about what you canoffer the candidate? If so that's great, if not....

Don't forget to mention the benefits you offer, such as opportunities for advancement, promotion, the ability to work remotely, a medical package and other such benefits.

 

11. legal clause vs. job advertisement

While compliance with the law during recruitment is essential, recruiters should not forget that they must also require candidates to include legal clauses in their applications. "I consent to the processing of my data..." - yes, that's the clause in question.

There are shorter and longer clauses. Make sure you do everything legally.

12. no information about the stages/process of recruitment

This aspect is slowly becoming mandatory in a recruitment announcement if it is a long-stage recruitment. It's also worth adding information about deadlines between stages. By writing about guaranteed feedback from the company - you will encourage even more. Candidates don't like to be ghosted - and neither do employers.

Add a few sentences about the recruitment process, and this will present your company as organized.

13. job ads only on one portal

Limiting yourself to posting job ads on one portal is ineffective. Nowadays, there are many free platforms that can be useful for companies, and perhaps the future ideal employee looks often, but on one platform you just don't use. Don't let this situation happen, then you will lose the opportunity to hire the best.

Use multiple portals to post job ads, among others. Facebook, LinkedIn, GoogleForJobs and others specialized in the industry. On most of these types of portals, there are no limits on the number of job postings.

 

 

As you can see, writing an effective job ad is not so easy. When you find a job ad template to fill out - forget about it - you can! Sometimes, if you do not know how to do it - it is better to entrust the task to someone experienced.

If you are inexperienced in this field or just don't know where to start, you can always enlist the help of a recruitment agency. Not only does it help you create a job advertisement for your company, but it also finds the most qualified candidates and saves you time.

 

Fast Forward Solutions - your source for top professionals

Fast Forward Solutions specializes in recruitment services in the areas of IT, e-commerce, sales and B2B marketing. Our rigorous methodology combines role profiling, executive search and candidate assessment, supported by consulting services. As a result, we guarantee efficiency and rapid acquisition of the best talent in the market. With our support, any company can increase sales, reduce operating costs, improve the efficiency of human resources management and strengthen investor confidence.

 

About the author: Tomasz Bożyczko

Tomasz Bożyczko is an experienced sales leader, CEO and founder of Fast Forward Solutions. His passion for recruiting and developing teams has contributed to the success of many organizations. Tomasz is an expert in hiring top talent and improving recruitment processes.

We hope these tips will help you create compelling job opportunities and optimize your recruitment process to attract the most valuable employees for your company.

IT salaries - 8 differences in employer and candidate expectations

IT salaries - 8 differences in employer and candidate expectations

When it comes to the issue of salary in IT during the recruitment process, there can often be a lot of confusion. As an employer, you often have a certain salary range in mind when offering a job. However, job seekers may have completely different expectations and can demand several thousand a month more than you expected. This can lead to problems and misunderstandings during the recruitment process. In this article, we'll discuss the top 8 salary problems employers and employees face during the IT recruitment process, and how to solve them. Let's get started!

 

8 problems with salary expectations in the recruitment process - and how to solve them

salaries in it - problems

Unrealistic expectations

The most common problem with salary expectations is that job seekers often have unrealistic expectations. They may think they are worth more than what the employer is offering, or they may not realize the salary range for the position they are applying for. This can lead to frustration and disappointment on both sides, and can ultimately derail the entire recruitment process.

The best way to solve this problem is to be sincere from the very beginning. The candidate needs to know that they can count on you. Enlisting the help of a recruitment agency can be beneficial during the hiring process because they have access to reliable statistics on salaries for specific positions. This is due to the creation of charts of salary increases from, for example, 2022 compared to 2021. This type of information can then be presented to people who could potentially fill these roles.

They don't really want change

Employees usually don't want to change jobs, they only do so when another company offers a higher salary. This salary is then used as leverage to negotiate a raise with the current employer. In this way, he can probably get a counteroffer with a higher rate and stay with his current employer. This situation often happens in the realm of programmers in the it industry.

One way employers can deal with this problem is to offer a salary that falls within the job seeker's expected range. This will show that the employer is willing to be flexible and work within the job seeker's budget. In addition, you can offer other benefits such as extra vacation days, remote work, sick days or flexible hours to sweeten the deal. In this way, employers can often convince job seekers to accept a position, and professionals can change their minds quickly because of it.

 

Employing people less qualified than you

This is a big problem, especially in information technology. Very specific skills can't be verified as easily as you think. For example, finding talented Big Data, JavaScript, Java, Python, DevOps, Front end, Back end, Full Stack or other senior developers is difficult, especially when their salary requirements are presented in the form of a range of, for example, 18k - 20k (in Poland) and most often it is net.

Without knowledge of echnology, it can be difficult to determine how much money candidates should be earning and how to check whether their credentials are valid. In times like this, it's best to contact a recruitment agency that focuses on this particular area of the market. They will have the knowledge necessary to connect you with qualified individuals who earn what they are worth. Sometimes a person presenting themselves as a junior can solve tests created by the agency at the mid-a level.

Current employees may learn that the new employee's salary is higher than theirs

Awareness of a new employee's higher salary of several thousand zlotys per month is a very strong factor influencing other current it specialists. This can lead to jealousy and resentment among current employees. Despite the fact that more and more specialists are working remotely, it is not worth hiding. To prevent this, employers should openly communicate salaries. It is important that when hiring a new employee, you do not lose other equally good it specialists.

It is very important to regularly appreciate and take care of your current employees. This makes it less likely that they will hold a grudge against new employees. In addition, salary should not be the only thing that determines the value of an employee. Consider other factors such as experience, skills and work ethic when making salary decisions.

The impact of globalization on the recruitment process and pay rate

Globalization has had a profound effect on the economy, and this also applies to the recruitment process. Earnings in IT have grown faster and faster compared to previous years, and this industry is the highest. With the rise of the Internet, employers can now reach a global pool of job seekers and ubiquitous job ads. Remote recruitment or remote work itself has led to a more competitive job market, resulting in higher salary expectations and often recruiting from both sides without a word.

It is worth considering hiring a recruitment agency, especially in the IT field, which will facilitate the search for personnel and take into account all the features of a particular company. Also, a recruitment agency can help negotiate rates and benefits.

Candidates are not honest

The wage problem also lies in the fact that employees may still not be clear about their salary expectations from the outset. This can be confusing for employers and can cause them to waste time. Also, they often lie about skills and qualifications, such as adding an additional programming language they don't really know. This procedure is not only used by programmers.

One way for employers to avoid this problem is to ask job seekers about their salary expectations during the first interview. This will help employers determine whether they can afford the employee or a possible increase in the salary offer. It's worthwhile to use a recruitment agency, as they present potential employees you can afford from the start and don't waste your time.

IT is a very fast-growing industry, and yet there are not that many good professionals. A final salary problem is the shortage of IT professionals, which often results in very high salary expectations. One way to deal with this problem is to offer other benefits in addition to salary.

Transparent recruitment and hiring process is important

It is important to keep candidates informed throughout the recruitment process, otherwise they may feel ignored. Even at the level of planning job ads, you need to keep in mind a few important aspects. From the beginning of the job offer, the candidate should be aware of what type of contract is being offered (for example, whether there is a contract for employment, b2b or commission). Of course, he also needs to know what amount of zlotys he can count on - net and gross - preferably presented in the form of a fork.

Moreover, if the recruitment process does not understand their needs or expectations (e.g., salary), it will reflect badly on the company and make them less likely to accept a job offer. They may also demand more money than before, justifying it by the recruitment process used, which is not convenient, and the higher money is meant to compensate them for this

Cultural differences in salaries in the IT industry

There are often differences in salary expectations between cultures. For example, in some cultures, salary is not as important as other factors, such as job satisfaction or work-life balance. In other cultures, salary is the most important factor when considering a job. These differences can lead to problems during the hiring process.

One way to avoid this problem is to research salary expectations in the country where you are hiring. This will help you avoid misunderstandings later.

When recruiting people from another culture, it is important to be aware of these differences. This will help avoid misunderstandings or frustrations later. A recruitment agency can be a valuable resource in this regard, as they will be familiar with cultural differences and can help ensure that both sides are on the same page.

Signing bonus

A good signing bonus can be the key to the recruitment process. If you think the best candidate is about to give up on your recruitment, getting the right word out about the bonus your company is offering may get him or her on board. Signing bonus is very important in the recruitment process for a high position. Very difficult candidates may change their minds after you inform them of this bonus.

You need to keep these rules in mind during the recruitment process

1. honesty,
2. the recruitment process must be transparent,
3. clear presentation of requirements,
4. research as to the rate of pay,
5. staying in constant contact with candidates and responding promptly to their questions,
6. verification of both the candidate and their skills.

If you don't have experience and knowledge in recruitment processes and salary negotiation in the IT industry,...

Get in touch with us!

From start to finish, our recruitment agency will help you find the best candidates for your company. We are experts at creating job offers, negotiating salaries and benefits, so you can be sure of competitive salaries and the highest quality in the IT industry. Our recruiters use state-of-the-art systems designed specifically for this industry to save you time and find the best candidate. Companies come back to us frequently and eagerly. In addition, we know how to present your company in the most favorable light possible and make sure your future employee is operating within the law.

Benefits of using the direct search method in scaling an organization

Benefits of using the direct search method in scaling an organization

 Benefits of Direct Search method in recruitment

Nowadays, when the job market is saturated and competition for the best candidates is fierce, companies are looking for more effective ways to attract the right talent. One such way is the "direct search" method. But why is it so effective?

If you want to streamline and speed up the process of assembling a team, "direct search" may be the answer to your needs. With this method, the recruitment agency you work with has the ability to more efficiently contact potential employees, ultimately saving you valuable time and energy. Instead of relying on traditional online ads, which often attract hundreds, if not thousands, of applications, you can focus on quality candidates who fit perfectly with your company's culture and values.

By working with an agency that uses "direct search" tools, you have the chance to not only find, but also hire the best candidates for your company. This approach allows you to bypass traditional recruitment methods, which can be time-consuming and not always effective, by focusing on directly reaching out to those who best meet your requirements.

What is Direct Search in recruitment?

In today's dynamic recruiting world, the "direct search" method is gaining popularity as an effective tool in the search for ideal candidates. But what exactly is "direct search"? It's an approach in which recruitment agencies don't rely solely on traditional channels, such as advertisements or online databases. Instead, they use a variety of tools and strategies to actively seek out potential employees.

This may include using in-house applicant tracking systems, actively using social media, building and nurturing a network of contacts, and attending industry events. The goal is to reach those candidates who may not be actively looking for a job, but who fit perfectly into the needs and culture of the organization.

One of the main strengths of "direct search" is its ability to identify so-called "passive candidates." These are individuals who are not currently looking for a new job, but who may be open to new opportunities if properly encouraged. With a recruitment agency's experience and expertise in identifying and vetting such candidates, "direct search" becomes an invaluable tool in the recruitment process.

How does it work in practice?

In the world of recruitment, where traditional methods often fail to deliver the expected results, "direct search" stands out as an innovative approach. But how exactly does this method work in practice?

"Direct search" is not about waiting for responses to ads or searching databases for suitable resumes. It's a proactive approach in which recruitment agencies use a variety of tools and strategies to actively seek out and connect with potential candidates. This can include using social media, networking and even attending industry events.

The key to success in "direct search" is the ability to identify so-called "passive candidates." These are individuals who are not currently actively looking for work, but who are open to new challenges and opportunities. With a recruitment agency's expertise in identifying and contacting such candidates, "direct search" allows companies to reach out to those who may be a perfect match for their needs, but who could not be found through traditional recruitment methods.

Impact on candidate quality and the recruitment process?

In the world of recruitment, the quality of candidates is the key to success. That's why the "direct search" method is so valued by many companies. But how exactly does it affect the quality of candidates and the overall recruitment process?

With "direct search," recruitment agencies have the opportunity to reach out to so-called "passive candidates" - people who are not currently actively looking for work, but who may be an ideal fit for a particular role in the organization. As a result, companies don't have to rely solely on candidates who are actively looking for work, which often results in higher quality applications.

It also allows for a more personalized approach to each candidate. Instead of treating the recruitment process as a mass selection, recruitment agencies using this method can focus on the individual needs and skills of each candidate. As a result, the recruitment process becomes more precise and efficient.

Individual approach - the key to success

We live in the era of digitization. In this context, "direct search" takes on significance. Why? The key is the individual approach. Each candidate is important. He or she is not seen as just another resume. Each is treated individually. This makes recruitment more personal. Relationships with candidates become deeper. This translates into a better experience. The company builds a positive image. As a result, it attracts the best talent. It sets itself apart from others. "Direct search is the future. It's a new era in recruitment.

Direct Search and employer branding

Today's job markets are not only about finding the right candidate, but also about attracting them to your company. In this context, "direct search" plays a key role not only in the recruitment process, but also in employer branding. How exactly does this method affect the company's image in the eyes of potential employees?

When a company decides to use the direct search method, it sends a clear signal to the market that it is willing to invest in finding the best talent. This shows candidates that the company values quality and is willing to devote additional resources to find the perfect fit. Such a message reinforces the company's image as an attractive employer that cares about its employees.

The personalized approach, which is key in this method, allows companies to build deeper relationships with candidates. As a result, the hiring process becomes more personal and authentic, resulting in a positive candidate experience and positive feedback about the company.

With this method, companies have a chance to stand out from the competition. In an era when many companies use the same recruitment methods. It is the unique approach to finding talent that can be the key to attracting the best candidates.

Direct Search in the context of the future of recruitment

As the job market evolves, recruitment methods must adapt to new challenges and trends. In this dynamic environment, "direct search" seems to be one direction in which the future of recruitment may be headed. But why is this method so important to the future of the industry?

Above all, "direct search" responds to the growing demand for personalized attention to candidates. In an era of social media and personalization, candidates expect to be treated as unique individuals, not just another resume in the stack. "Direct search" allows companies to meet these expectations by offering a personalized recruitment experience.

In addition, as the job market becomes more global, recruitment methods need to be more flexible and innovative. This method offers that flexibility, allowing companies to reach out to candidates from different parts of the world and from different backgrounds.

Finally, in an environment where change is the only constant, "direct search" offers companies a tool that can adapt to changing needs and challenges. As a result, companies can rest assured that they are prepared for the future, no matter what the labor market looks like.

Summary

"Direct search is becoming crucial in a dynamic labor market. It helps companies attract the best talent. It stands out for its individual approach and focus on the quality of candidates. It is flexible and adapts to market needs.

This tool speeds up the hiring process. It also builds strong relationships with candidates. In a saturated labor market, "direct search" gives companies a competitive advantage.

In short, "direct search" is not just a method. It's a philosophy of recruitment. It puts the candidate first. It creates favorable conditions for both parties - the company and the candidate. In the future, "direct search" will play a more important role in recruitment.

 

Fast Forward Solutions - Your source for the best professionals

Fast Forward Solutions specializes in recruitment services in the areas of IT, e-commerce, sales and marketing. Our rigorous methodology combines role profiling, executive search and candidate assessment, supported by consulting services. As a result, we guarantee efficiency and rapid acquisition of the best talent on the market. With our support, any company can increase sales, reduce operating costs, improve the efficiency of human resources management and strengthen investor confidence.

 

About the author: Tomasz Bożyczko

Tomasz Bożyczko is an experienced leader in managing marketing and sales teams, President and Founder of Fast Forward Solutions. His passion for recruiting and developing teams has contributed to the success of many organizations. Tomasz is an expert in hiring top talent and improving recruitment processes.

We hope these tips will help you create compelling job opportunities and optimize your recruitment process to attract the most valuable employees for your company.