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?

It looks like the hybrid work trend is here to stay. More and more companies are moving away from remote work and introducing hybrid work arrangements, in which employees must come into the office a certain number of days a week. While some employees may be reluctant to return to the office, there are many benefits of hybrid work that employers should consider. In this article, we'll look at why employers are moving away from remote work and what they can replace it with. We'll also outline the employer's challenges with changing the work mode. We'll also talk about how employees can benefit from hybrid work and how to convince them to at least partially return to the office.


Let's start at the beginning...

Popularly cited disadvantages of working remotely

Because the remote work process often begins with remote recruitment, the employer and employee rarely have direct interaction. This lack of contact often leads to trust issues from the employer's perspective. Is he or she currently working or not? And if so, what exactly is he or she doing? The employee may also approach work in a more "relaxed" manner. However, this may be due to trust issues with management. Sometimes the employer is not aware of the employee's work, and if he doesn't see any great results, he may thereby assume that the employee does nothing for many hours. Trust is essential for good employer-employee relations. Trust problems involve a sense of lack of control over the employee.

Another disadvantage is technical problems, These include lack of internet, computer failure, lack of coverage or electricity. Here, too, a problem of trust is apparent - perhaps the employee is actually busy with something else, and the technical problems are an excuse.

Working from home has many disadvantages, one of which is also the lack of interaction with praocws. This can sometimes cause feelings of loneliness and isolation, as it is also difficult to get feedback on work or be part of team projects.

The time difference between different time zones can also create serious problems, especially for companies with international employees or customers. To ensure that everyone is working, some form of communication adjustment must be put in place, which can often be difficult to arrange.

These are not the disadvantages of working remotely. These are the consequences of poor system organization.

No system is perfect, including remote work. While it can be very successful in many organizations, it requires well-developed systems for remote work to work properly. A task-based system is often used to hold employees accountable for what they accomplish each day. In addition, various types of applications are available to help managers track employee activity. Meetings and summaries of successes achieved and setting new goals are also important elements of how remote work works.

However, if performance is still not at a high level, it simply means that the remote work mode is not suitable for the employer's industry. In some industries, remote work produces better results, in others it does not.



Employer challenges in managing a team while working remotely + solutions

Employers face the challenge of managing remote teams, and remote work can often create distrust among team members due to limited interaction. Employers need to find ways to maintain communication and engagement in remote teams, as well as effective methods for remote collaboration and problem solving. They should also ensure that all remote workers have access to the same resources and tools they need to perform their tasks.

In addition, remote teams may lack the sense of camaraderie that a physical work environment provides. Employers should strive to create an environment where remote workers still feel a bond with their co-workers, even if thousands of miles separate them.

In some cases, remote work can also lead to a sense of isolation, as remote workers may feel disconnected from the company's mission and values. To help remote workers stay motivated, employers should set clear goals and make sure remote workers are aware of their progress toward those goals. They should also provide feedback and support to remote workers so they continue to feel connected and engaged.

Security is also a major concern when working remotely. Employers should ensure that remote workers have access to the tools and resources they need while ensuring data security. This requires effective policies, procedures and protocols to protect confidential information and make sure remote workers are aware of their responsibility to ensure information security.

Productivity and time management are also other challenges employers face with remote workers. Motivating and keeping remote workers productive can be difficult, especially when they work in different time zones or situations. Employers should provide remote workers with the tools and resources they need to do their jobs, as well as provide incentives for remote workers to stay motivated and productive.

Does everyone really choose to give up their remote work?

Recently, we have seen an increase in remote or hybrid/stationary job opportunities. We were under the impression that companies were moving away from remote work options and back to offices, but statistics show otherwise. Companies that were already offering remote work before the pandemic are not backing away from it, and are even hiring more employees who can work remotely. Only companies that introduced remote work because of COVID-19 are now abandoning it and choosing to return to hybrid/stationary work models.


Hybrid work or a total return to offices?

Many companies are already feeling the effects of the crisis, and forecasts indicate that things will only get worse in 2023. For many companies, the cost of keeping employees in the office is simply too high - taking into account things like rent, utilities, and other expenses. Smaller companies that have been able to function well remotely are unlikely to want to incur the extra cost, and larger companies will think carefully about whether it's worth keeping all their employees in one place.

There are several factors to consider when deciding whether to return to an office or hybrid operation. The most important, of course, is cost - can the company afford it? If not, there's no point even considering it. Other factors include the type of business, the nature of the work and the company culture.
Some companies simply cannot operate remotely - retail stores, for example, must be in a physical location to sell their products. Other companies may find that their work is not conducive to working remotely - for example, they require direct interaction with customers or need specialized equipment that is only available in the office.

And then there are companies that have a high diversity of cultures that are not conducive to remote work. These companies may find it difficult to build team morale and maintain company culture when employees are not physically present. In such cases, a return to the office or at least hybrid work may be necessary to sustain the company culture.

The decision whether to go back to the office or to hybrid work is a difficult one, and there is no one-size-fits-all answer. Each company will need to consider its individual circumstances to make the best decision for itself.


In any case - changes

If you are an employer who wants to switch to remote work, keep in mind that this will bring big changes not only for your employees, but for your entire company. Some employees love remote work, while others hate it - the former group may leave your company if you make the change. Be prepared for anything. SWOT analysis is an important strategic tool. If your best employee wants to leave, find out why and offer incentives to stay, such as a raise or more time off. Making sudden changes without warning will only lead to anger and resentment from employees who may not be open to the idea of working remotely. Be prepared with a plan that you can present, taking everyone's needs into account.


The best solution is hybrid work

If you work remotely, it's important to remember that not everyone will be happy with the change. Some will miss the freedom of working remotely, while others will find hybrid work a difficult juggling act. The key is to communicate with employees and determine what will work best for them. In some cases, it may be necessary to allow employees to choose their own hours or work from home several days a week. In other cases, it may be necessary to establish hybrid workdays, where everyone is in the office for part of the day and then works from home for the rest. It's important to find a solution that works for your company and your employees.

Hybrid work is a way for companies to bridge the gap between remote work and traditional office work. Hybrid models give employees access to both remote and on-site work options, and provide flexible work hours to fit their lifestyles. This option can be beneficial to employers, as it gives them more control over remote workers, while also providing remote workers with more freedom.

When introducing a hybrid work model, employers should consider the needs of all their remote workers and ensure that they have access to the same resources as those who work on-site. Employers should also establish processes to effectively manage remote teams, such as through regular feedback sessions and remote integration activities.

For remote workers, hybrid work can be a great opportunity for them to have more control over their work and balance professional and personal commitments. Employers should provide remote workers with clear goals so they understand how their remote work fits into their overall job role. They should also provide remote workers with the tools and resources they need to succeed.

Finally, employers should strive to create a supportive environment for remote workers, with clear processes and procedures for remote communication and collaboration. This will help remote workers feel connected and committed to the company's mission and values. By introducing a hybrid work model, employers can give remote workers the flexibility and control they need to succeed, while also giving remote workers a sense of connection with their co-workers. In this way, remote workers can continue to contribute to the company's success without feeling isolated or disconnected from the team.


Remote work/hybrid work is one of the primary criteria for employer selection

If you want to post a job ad that will attract top talent, be sure to mention that the position offers remote work or hybrid work (e.g., one day a week in the office). Candidates are often more likely to apply for an offer that gives them the option to work remotely/hybrid, but if you can't give that option, that mode of operation just doesn't work - contact us. We know the ways and tricks of how to find the best candidates using keywords like "remote work" and "hybrid work" (no lie) and can help you attract the best talent for open positions. We have systems that assess an employee's skills and work style to see if they are suitable for remote positions.

We're here to help you through the recruiting process, and we can make hybrid work a reality for your company in 2023. By talking to us today, you'll be able to see how we've been successful in working with companies like yours. At Fast Forward Solutions, we are here to not only help at every stage of recruitment, but also in the implementation process. For example, this includes checking an employee's aptitude for remote working environments and helping them integrate into their new life at the company!

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

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 announcement

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. where is the legal clause?

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 on recruitment stages/process

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. ads only in 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.


Get in touch with us!

Fast Forward Solutions is here to help at every stage of the recruitment process. From writing job ads that attract top talent to sourcing candidates through our state-of-the-art IT recruiting system, we'll make sure that we also help with the implementation stages of a new employee. Your company is perceived professionally at every step. With us, finding the right candidate for the job has never been easier or faster! Thanks to us, you will be at the very top!

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

 Want to streamline your team building process? By using the direct search method, your recruiting agency you work with can connect more effectively with potential employees, saving you time and energy. What's more, by bypassing online job boards and other recruitment methods, you can focus on quality candidates who are a good fit for your organization. As a result, in cooperation with a recruitment agency that uses direct search support systems - you can identify, source and hire the best candidates for your company.


Direct Search in recruitment - what is the method? 

Direct search is a recruitment method in which recruitment agencies look for potential employees outside of traditional channels, such as ads on job boards and online databases. Instead, they use a variety of tools such as their own systems, social media, personal networks or industry events to reach out to candidates.

Direct search is often used when filling senior positions or roles that are difficult to recruit for, as it allows qualified candidates to be reached quickly. It is also used when a company needs to hire someone quickly because it doesn't have the time or resources to publish an ad, wait, and process applications.

Direct search allows recruiters to directly contact so-called "passive candidates," i.e. people who are not actively looking for new jobs, but may be ideal candidates for a given company. This is possible thanks to the knowledge and experience of the recruitment agency in identifying such people and verifying them for competence and interest in the position.

Direct search is an effective recruitment method that allows companies to find suitable candidates quickly and efficiently, especially for hard-to-fill positions or situations where quick recruitment is needed.


Benefits of using the direct search method in recruitment


direct search saving time

Direct search saves time and money

Direct search is a tool that allows dramatic time savings in the recruitment process. Its use makes it possible to reduce the time required to reach suitable candidates who are difficult to locate by traditional search methods. This tool is widely used in recruitment agencies, as it provides access to a database of currently employed professionals. Direct search allows companies to search existing databases to locate suitable candidates or individuals with specific skills and the profile of the candidate sought. This makes it possible to reach specialists quickly, even if they are currently working for another company or institution. Using direct serach also saves time due to the simplicity of the procedures and automation of almost the entire recruitment process - the tools allow you to quickly send a job offer to potential candidates without wasting time and energy. Direct search also saves money - using this system means lower costs on the part of companies and recruitment agencies, as it eliminates traditional job posting techniques. All this makes direct search an effective way to save time and maintain the efficiency and accuracy of the recruitment process.

A larger pool of potential candidates

Also, direct search also gives access to a wider pool of candidates. In addition, the recruitment agency has a database of candidates it keeps in touch with through its system. If you let them know that you are looking for an employee with certain skills and experience, they can provide you with a quick selection of qualified candidates that meet your needs.

Higher quality candidates = improved team

Actually, the direct search method focuses on finding the best possible potential candidate for a given position. Without a doubt, you can be sure that you are getting quality candidates. Often you have to wade through a lot of applications, many of which may not even qualify for the position. Truth be told, with direct search you are guaranteed that the candidates you interview are interested in your position and will be a good fit for your company. This is because the agency has already vetted them beforehand, and therefore verifies their competence.

Candidates are contacted proactively, rather than waiting for their resumes to be noticed. As a result, direct search can help attract the best talent to a company. This, in turn, will lead to a more effective and cohesive team.

Filling hard-to-fill positions

Direct search is also an effective way to fill hard-to-fill positions. First of all, this may be due to the specific skill set required or the location of the position. Meanwhile, with direct search, your recruitment agency's recruiters can target candidates with the specific skills and experience you need for the position.

Individualized approach for each recruitment 

The fact is that, by using an agency that uses direct search, you are working with a recruitment agency that takes the time to get to know your company. By doing so, it allows them to find candidates who are not only qualified, but also a good fit with the culture of your organization. In fact, with job boards alone, you don't have that personal relationship, and finding candidates who fit your company can be difficult.

Let us help you grow your business

If you want to improve your team building process and grow your business, get in touch with us. We are in contact with people who are not actively looking for new opportunities, but are also open to conversation. Our direct search method allows us to quickly and easily find the best candidates for your organization. You will always have a choice in direct search and sourcing professionals. With us, recruitment is protsza.

The candidate received a counteroffer from his current employer. What to do.

The candidate received a counteroffer from his current employer. What to do.

What should you do when your candidate has received a counteroffer from a current employer?

The ideal candidate? The fact is that there are some industries where briefly getting a candidate with years of experience is at a premium. In this case, it is not the man who is looking for a job, but the job is looking for a man. As a result, it is the recruiters who are outdoing themselves with attractive employment offers, just to entice the candidate to be tempted by their proposal. When everything seems to be heading to a happy ending, you think you've secured the team member of your dreams, suddenly it turns out that on the last straight before signing the contract, he gets a counter-offer from his current employer. Because of this - is there anything you can do to influence a potential employee's decision-making process?

Recruitment is a tactical game - always act in advance

In short, the recruitment process of securing a valuable employee is always a huge challenge. Under these circumstances, recruitment cannot be approached as a one-time event, especially when recruiting a specialist in a niche industry. Contrary to appearances, it's a complicated undertaking that doesn't always garner success every time. In truth, the best-planned recruitment strategy that incorporates all the essential elements (these include an inviting offer, negotiating with the candidate to develop a compromise, being responsive to the candidate's needs) may not be enough to celebrate success. 

When your dream candidate has just handed in his notice at his current job can you talk about success? First of all, it's still too early to open the champagne. In fact, there is a high risk that he will receive a lucrative counteroffer from his current supervisor. If you want to have a real impact on what decision is ultimately made plan your actions. In fact, use the entire recruitment process to prepare the candidate for such an eventuality. From the moment you start recruiting, you will have enough time to convince the potential employee that no other offer can compare with the proposal made by your company. For this reason, do everything you can to minimize the risk of accepting a counteroffer.

Find out why the candidate really wants to change jobs. You will gain a tactical advantage

Generally speaking, various motives can provide the impetus for a change of employment. This means that your task will be to scout the terrain. If it turns out that the only motivation that drives a candidate to change jobs is the question of salary, then unfortunately, but you are treading on very slippery ground. In such a case, once a counteroffer is made, it is very likely to be accepted. The current employer, wanting to retain a valuable employee, will have no reluctance to offer a higher salary.

Such a diagnosis of the situation, however, does not put you in a losing position. As an experienced recruiter, you probably know that factors related to salary are rarely the only impulse driving a to change jobs. Perhaps your candidate doesn't realize the other benefits that will result from the new situation? Consistently drone on about the topic, ask questions about the level of satisfaction with the current job, the prospects for growth in the current company. Also ask about more mundane issues, such as how long it takes to get to work, and whether there are organized trips to better integrate the team. Also son what requirements and visions of future career development your candidate has. Reassure him or her that making the decision to change jobs is the best option he or she can use at the moment.

The candidate should be taken care of as best as you can. Let him know that he has an ally in you

The recruitment process is very stressful, even for a person who has already had the opportunity to work at several different companies. Everyone is stressed - both the young fry and employees with vast experience, for whom headhunters are in a constant battle. A recruiter therefore faces a very responsible task. You have to plan the whole enterprise down to the smallest detail. The more smaller skirmishes you win, the better chance you have of achieving ultimate success. Even if a ceasefire negotiation takes place and the candidate receives a counteroffer, the right tactics will allow you to win the entire duel.

First, in general, gain knowledge that will help you understand the needs of the person hired for a particular position. Do thorough research to know what salary to offer, what specific duties will be assigned, and what the prospects for career advancement are. With such information, you will create a precise recruitment offer that may be of interest to those considering a job change.

It is also important that you are in constant contact with the candidate at each of the recruitment stages. In short, be open. Especially to his needs, make sure the next steps are understood by him. Get involved in the relationship. Let the candidate feel that he can rely on you. Building trust isn't easy, but it can prove to be the tongue in cheek when a potential employee is faced with the decision to accept or reject a counteroffer from his current employer.

Practice different options - prepare the candidate for the possibility of a counteroffer

Once you have gained the candidate's trust, take care to prepare him for the possibility of receiving a counteroffer. Of course, start taking action after you get assurances from him that he is determined to accept your offer. Remember to act in advance. You need to practice different scenarios even before he gives notice. Don't be afraid that the mere vision of receiving a counteroffer will panic a potential employee. In conclusion, take care of his sense of worth, and no promises of a higher monthly transfer amount will be able to make the candidate change his decision.


FFS has an excellent understanding of our organisational culture and values, which translates into the rapid presentation of high quality candidates in a very difficult IT market. Our professional delivery, efficiency, understanding of our needs and exemplary communication allows us to recommend Fast Forward Solutions as a recruitment partner.

Grzegorz Pyzel

Vice President, 7N

Xiaomi Technology

I've had the distinct pleasure of having been a client of Fast Forward Solutions as a prospective employer. I can say, without hesitation, that Tomek's team has exceeded my expectations in all the situations that we have worked together. Very quick process of candidates searching as well as the superb quality of presented candidates helped Xiaomi CEE build organization quickly and competently.


Andrew Gladki

Deputy General Manager Notheast Region, Xaomi Technology

Future Processing

"Future Processing S.A. would like to express its satisfaction with the cooperation with Fast Forward Solutions sp. z o.o. in recruiting for IT positions.

FFS thoroughly researched our needs, and quickly presented very fit-for-purpose candidates for the role.

We recommend Fast Forward Solutions as a reliable business partner for recruitment services to any company in the IT industry that values effective, professional operations combined with excellent communication."
Dawid Przespolewski

Business Development Director, Future Processing

15 web developer interview questions to help you choose the right person for your team.

15 web developer interview questions to help you choose the right person for your team.


Interview with a web developer - how to prepare?


Web developers play a vital role in building an organisation's digital brand. When looking for someone to fill this position, you should have strong technical skills, a good understanding of design principles and communication with other team members.

The web developer interview should also identify a candidate with excellent soft skills.

Your new web developer will work closely with designers, analysts and internal and external clients to create the highest quality digital experiences. Communicating complex ideas to non-technical audiences can be as important as being fluent in a particular programming language.

Here are 15 web developer interview questions to help you choose the right person for your team.

1. Interview with a programmer. What was your favourite project and how did you approach it?

Web developer interview questions like this one will help you get a feel for the candidate's working style - how they solve problems, manage user feedback, interact with quality assurance and work together as a team.

2. Tell me about a situation where you had to give a presentation?

IT plays a strategic role in many companies, and your web developer may be asked to attend meetings and present progress reports to management. Good candidates don't need to be extroverts, just that they feel comfortable speaking in front of others. Then ask how the candidates handled questions from the audience and what they learned from the experience.

3. How would you explain a concept such as ..... to a colleague who has no technical background?

A newly hired web developer will need to work effectively with their non-technical colleagues in departments such as sales and marketing. Test their ability to communicate in jargon-free language on topics such as:

  • MVC (model, view, controller)
  • Responsive design
  • Commonly used cloud platforms such as Amazon Web Services (AWS) and Microsoft Azure or Google Cloud Platform (GCP),
  • Microservices architecture

4. Can you show me a website or app that annoys you. What is wrong with it?

This web developer interview question gauges a candidate's level of interest in good web design and their problem-solving abilities. A good answer is one where the candidate does more than just complain about someone else's work. Skilled web developers will offer real solutions to practical problems, such as improving loading times or optimising user experience.

5. Tell me about the steps you take when an application stops working?

Problem solving is the essence of web development, so it's worth listening to how candidates approach problem solving. Do they break a situation down into its constituent parts and analyse potential causes? Do they know when to ask for help and where to look for answers? How do they react if their first idea to solve a problem doesn't work?

6. Interview with a programmer. What do you think are the biggest challenges of working on the front-end of an application?

Web developers work closely with the other members of the development team. They understand how data is structured, what features are available, how APIs are called and how web services are configured. This question will help distinguish between a developer and someone who is more of a designer.

7. Tell me about a situation where you had to react to negative feedback?

Web developers have to deal with feedback from beta testers and real users, which can be negative and therefore discouraging. The ideal candidate for a web developer position needs to know how to take such feedback, analyse it and turn it into action. Listen to how a candidate deals with a problem and how they come to a solution.

8. Interview with a programmer. What projects do you (or have you) worked on in your spare time?

Technology is rapidly evolving. When hiring a web developer, you're looking for someone who invests some of their time in developing skills and staying up to date with emerging trends. Candidates should be able to discuss some personal projects, both past and present, and perhaps even show their work.

9. Interview with a programmer. Could you talk about a situation where you feel you were unfairly blamed for a mistake and how you dealt with it?

It's a tough question, but it's a good way to assess a candidate's approach to teamwork. If the interviewer is quick to throw colleagues under the bus, that's a red flag. You want to hire a diplomatic web developer who won't be quick to frustrate and will strive to find a solution.

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

Interview with IT developer - 15 questions

10. Which APIs have you already worked with?

All candidates should have experience working with APIs e.g. REST Candidates should also be able to explain how to call API functions and integrate the results into their project. Experienced professionals could help create and document their own APIs. They will be able to talk about how they worked with the development team to create secure and usable interfaces.

11. Interview with a programmer. What excites you about the future of web development?

This interview question is open-ended and candidates can talk about technologies such as Web3, advances in artificial intelligence (AI), 5G and edge computing, the metaverse or other hot topics. After this question, you can ask how the candidate intends to develop their skills. This can lead to a conversation about your company's professional development program, which can help you and the candidate set long-term expectations for working together.

12 Interview with the developer. What are your preferred content management systems?

Most candidates will have experience with popular content management systems (CMS) such as WordPress or Joomla. If so, ask them to tell you about themes or modules they have built. Some candidates may have experience with a headless CMS, which has no front-end interface, or a decoupled CMS where the front-end and back-end communicate through an API layer.

Experience working with a headless or decoupled CMS is a clear signal that the candidate has advanced web development skills.

13. what experience do you have with SQL databases?

Web developers do not have direct contact with a database, but need to understand how data is structured. Any practical experience with SQL, such as working as a database administrator, can be very valuable.

14. Interview with a programmer. Can you find the error in this code?

It is common practice to ask candidates to write code on the fly during an interview, which is not ideal. An alternative is to provide the candidate with a code snippet - such as a Java class and the JavaScript that calls it - with strategically placed bugs and ask them to debug it. This is a quick way to test both the candidate's technical knowledge and their attention to detail.

15. can you describe how you deal with tight deadlines at work?

Web development is very deadline driven, and the pressure to deliver a quality project on time and within budget can often be intense. This type of open-ended interview question about deadline management can help you gain insight into how the candidate manages stress at work, how they plan their time and their overall work ethic. Encourage the candidate to share examples of how they have overcome obstacles in the past to meet critical project deadlines.

Asking these questions at a web developer interview should help you identify candidates with impressive technical skills and strong interpersonal qualities - exactly what you need to help your company deliver a first-class digital experience.

Fast Forward Solutions specializes in IT |E-Commerce|Digital Marketing|Sales recruitment services . Our rigorous and proven methodology combines role profiling, outreach through direct search and candidate assessment methods, 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

Recruitment of web developers

New phenomenon on the labour market "ghosting"

New phenomenon on the labour market "ghosting"


What is 'ghosting' in the labour market?

A disappearing candidate after an interview? We can all agree that 2021 has been a strange year. With uncertainty creeping around every corner, it's no shock that candidates can feel hesitant before accepting a new job role. However, another common theme that has emerged from the unpredictability of this year is so-called 'ghosting' in the job market. The term 'ghosting' seems to be thrown around a lot, and in the context of recruitment, it simply highlights the stage where a candidate doesn't turn up and simply disappears, without giving a reason or notice as to why they are no longer interested.

We now know that it can go both ways, but candidates not responding to emails or phone calls is more visible than ever.
The results of a survey conducted by Indeed found that "Ghosting appears to have become increasingly popular among job seekers over the past year: 28% have ghosted an employer, compared to just 18% in 2019."

Is this new form of relationship breaking slowly becoming more socially acceptable? The days of sharing feedback on how an interview went, providing connections and saying goodbye seem to be dwindling - making us guess that perhaps this new self-fulfilling prophecy may be here to stay.

So, how far into the recruitment process can candidates get before communication breaks down? Well, a study by Indeed found that 48% of candidates broke off communication early in the process, 46% failed to show up for a scheduled interview, and surprisingly 7% failed to show up on their first day of work.

This makes us wonder: what is causing this to happen? With reference to our experience at FFS and information from clients, we found that nowadays a candidate in the IT job market has most of the control during the interview process, which allows them to control the field of recruiters. Perhaps they received another offer elsewhere? Perhaps they received a counter offer from their current employer? Or the candidate is unsure of the culture surrounding the company they are applying to? But can these reasons justify a lack of communication?

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

Why does a potential candidate behave this way?

If a candidate has been offered a job elsewhere, perhaps your company was not the top choice on their list of employers. For example, if a candidate had an interesting interview with a company that ranked somewhere ( not first) on their attractiveness list, and then on consecutive days they interview with a company that is first on the candidate's top employer list, they may end up cutting all ties with the first interview they had.

There's no denying that shifting sole attention to one employer is risky, but if a candidate's energies are now focused on another offer, it can result in answering the question a recruiter or hiring manager asks themselves "why was I rejected?"

Ghosting. What can be done about it?

Especially in the difficult IT market, candidates usually have interviews with several companies offering similar or significantly different conditions for employment and development of the potential employee. Since candidates break communication ties mainly during the hiring process, perhaps employers delay too long in selecting a candidate? Shortening the process and speeding up the response time can involve all parties, as leaving a candidate without feedback after an interview makes the chances of being a "ghost" increase.

Being quick to respond to candidates and clear in your communication with them seems to be the best way to minimise ghosting. It's also a good idea to check how attractive our salary and development offer is compared to potential competitors who may "steal" a candidate from us, rather than waiting for the one with lower financial expectations to suddenly become a "ghost" after the first interview.

Fast Forward Solutions Specialises in IT, E-Commerce, B2B sales and marketing recruitment services. Our rigorous and proven methodology combines role profiling, executive search and candidate assessment, complemented by consultancy services. We provide guaranteed results, and fast access to the best talent available in the market, so that any organisation 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

Hiring employees.How to prepare an offer for an unobjectionable candidate?

Hiring employees.How to prepare an offer for an unobjectionable candidate?

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

Successful hiring is becoming increasingly demanding. In the current labour market situation, especially when it comes to specialists in very narrow fields, it is recruiters who have to prepare carefully to create job offers for specific positions. Do you want to know how to prepare an offer so that it entices the potential employees you want to recruit? We have some tips for you.

Hiring staff - knowledge is the key to success

Even years of experience are no guarantee that the recruitment process and the hiring of new employees will end with the planned success. A minor stumble can mean that the job offer you create will not be appreciated by the candidates. Before you try to create an offer, make sure to get as much information about the position you will be recruiting for as possible. The knowledge you gain will allow you to have a realistic look at the requirements set by the labour market. Thanks to the acquired information you will be able to prepare for the recruitment process in a better and more efficient way. You will gain an advantage over the candidate, even before he/she applies to you. You will know what expectations they may have. 

Try to clarify with the CEO/COO issues such as salary and non-wage benefits. Agree on detailed terms and conditions of employment - this way you will know in which area to negotiate. If you are recruiting for a position where it is difficult to find a qualified employee, be prepared for lengthy negotiations. A potential employee who knows his or her worth very well will not be tempted by the first job offer. Only if they have an offer they can't refuse, is there a chance they will take a serious interest.

How can the recruitment process be optimised?

Do you want to perfect your recruitment process? Do you want to continuously develop your professional skills in order to recruit the best employees? Check out some of our tips to make the process of finding new team members even more efficient!

Before you send a job offer, call the candidate

Preparing the final job offers preparation of the final offer, tailored to the specific candidate, always takes a lot of time. If you want to optimise this stage a bit, make a short phone call before drafting the letter. A polite telephone conversation will not only allow you to strengthen your relationship with the candidate, but it will also give you feedback as to whether they are still interested in taking up employment with the company you are recruiting for.

job offer

You can use the job templates

Creating such a template will not only speed up the recruitment process (you won't have to create a new email/document in MS Word or Google Docs each time), but will also allow you to avoid mistakes resulting from routine. When creating a job offer message, make sure to include all the information about the terms and conditions of employment that were agreed upon in the earlier stages of the recruitment process.

Use an attractive message subject

In the flurry of incoming messages, your e-mail may go unnoticed by a potential employee. You only have one chance to effectively stand out from the crowd - and that chance is a catchy subject line. Make it clear that your message contains a job offer.

Include in your message any documents that may be helpful

When you send an offer letter to a candidate, you may attach documents which may have a significant influence on the decision to accept or reject a job offer. Before you overwhelm a potential employee with a pile of office documentation, make a careful selection - choose only those that are actually relevant to the recruitment process.

Be prepared for the possibility of an employee receiving a counteroffer

Even when you think you've almost secured a valuable employee, the whole process can end in failure. As long as the contract hasn't been signed by both parties, the candidate may still have second thoughts. What could make him change his mind? A big risk is an attractive counter-offer from an existing employer. Here is some advice on how to prepare for this eventuality:

  • maintain regular contact with the potential employee at all levels of recruitment,
  • carefully examine the candidate's motivation for changing employment,
  • take care to build a close relationship,
  • reinforce the candidate's confidence in the decision,
  • Practice the scenario of the conversation with the current boss in case of receiving a counteroffer - then such a situation will not surprise your candidate and he will have developed patterns that will tell him how he should react.

Phiring is a new challenge every time. It is essential that hiring is not a nightmare but an orderly process. With detailed knowledge of a particular job, you can steer negotiations in the right direction. However, it is important to stick to the original findings of previous recruitment processes when making a final offer.

Fast Forward Solutions Specialises in IT, E-Commerce, B2B sales and marketing recruitment services. Our rigorous and proven methodology combines role profiling, executive search and candidate assessment, complemented by consultancy services. We provide guaranteed results, and fast access to the best talent available in the market, so that any organisation 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




Headhunter- behind the scenes work, how to understand it

Headhunter- behind the scenes work, how to understand it

 Headhunter - how to understand him?

Headhunter- a misunderstood role. Most job seekers generally misunderstand the role of professional headhunters (also known as headhunters) employed by recruitment agencies and as a result miss out on countless job opportunities.

In this article I will explain exactly how headhunters work and how you can find them, as they are an essential part of the job search process especially for high level managers

Because headhunters are hired by employers to fill vacancies they don't want to advertise, so in many cases you will never have access to these positions unless you find the right headhunters.

What is the job of a headunter?


This process always starts with the employer. First there is a need to hire someone for the position, usually the business (hiring manager) informs its HR department. The HR manager or HR specialist prepares a description of the candidate sought. This usually includes both interpersonal, soft and hard skills that will suit their organisation. In the case of so-called confidential recruitment, the employer generally chooses to work with executive search consultancies.

See also: 7 benefits of hiring an executive search firm

The headhunter is then concerned with finding an exact match. I emphasized the phrase "exact match" because that is probably the most important thing to understand about headhunters. They are hired to streamline the hiring process, not complicate it. Therefore, they are only interested in candidates who exactly meet the criteria given to them by their client.

headhunting in warsaw

Rejection - it is nothing personal.

If you don't meet these criteria, you probably won't get a call, no matter how great your employment history... It's not personal - it's simply that the headhunter needs to find exactly what they've been asked to do in order to a) make money and b) get the next project from their client.

A company's HR/recruitment person could complete this task themselves, but they have hired a headhunter because they generally do not have the time or resources to reach out to, for example, candidates working for their competitors. From this headhunter she expects the only CVs she will see to be highly qualified candidates who meet the criteria she has set out in the job specification. She doesn't want to see creative opportunities. She doesn't want to hear the headhunter say: "I know this guy doesn't have the experience you asked for, but he seems interesting." She wants to see a small group of perfectly qualified candidates.

Therefore, you probably won't hear back from most headhunters you come into contact with. Don't take this personally. It's not a reflection on your skills or employment history. It simply means that your professional profile does not match the profile our talent hunter is looking for.

The second important thing to understand about headhunters is that they work for the client, not you. Prices vary, but are usually 20-30% of your annual salary if they find you a job. This means that the headhunter is loyal to their Client. They have no interest in helping you - they focus solely on their client's needs. I know how it sounds, but it's better to know the truth than not know what it's about.

Thirdly, because their compensation for a good headhunter is based solely on successful projects, they don't have the luxury of spending time on items without much chance of being completed. Each headhunter only works on a limited number of searches (aka searches) at any given time, and most will not pay attention to your CV if you are not an exact match for the vacancy they are looking to fill.

All this means that you need to see headhunters as useful contacts, not as people who are there to help you find your next job.

When headhunters can help and when they cannot

Because a headhunter's job is to find an exact match, headhunters are generally not helpful to those who want to change their career.

And if you are new to the job market, talent hunters are also not the best resource for you. Most employers don't use them to fill entry-level positions, so you're wasting your time contacting them.

But if you know what you want to do and are qualified to do it, headhunters will be a key part of your search strategy.

Should you only work with one 'headhunter'?

No! This is probably the most common misconception that hurts job seekers, but working with just one headhunter is just as useful as sending just one CV throughout your job search and hoping to get that one job.

You need to understand that each headhunter will only fill a few vacancies at a time, and most of them will not be suitable for you. This means you need to be in touch with as many headhunters as possible, because you never know which one has the perfect job offer for you. And you need to stay in touch over time, because they may not have the perfect job now, but it could land on their desk in three months' time.

The importance of specialisation in a headhunter.

Most headhunters have a specific specialism will ignore your CV if you don't fit the type of recruitment projects they often do.

Therefore, you should carefully consider whether your professional experience and profile matches the positions and profiles recruited by our talent hunter.

I cannot stress this more strongly. Nothing annoys headhunters more than being spammed by potential candidates who haven't taken the time to understand what the headhunter's specialism is. If a headhunter only hires finance managers in Warsaw, and you are a construction project manager in Lublin, the chances of getting that position are very slim.

So a tip- take some time to understand what kind of projects the headhunter deals with and contact those who have projects similar to your job profile. With this approach the cooperation with headhunter will be fruitful and your chances will increase dramatically. If you need support in recruiting candidates in IT, digital marketing or sales I think we can help you. Send us an email by clicking this link



Employee recruitment process-15 elements of an effective process

Employee recruitment process-15 elements of an effective process

What is a recruitment process? An effective and efficient recruitment process is a step-by-step process of hiring new employees whereby an organisation identifies its talent needs, recruits from the talent pool and ultimately hires the most qualified candidates. Most companies have their own recruitment processes. Below are the most common steps in the recruitment process across the industry and regardless of company size. However, keep in mind that the specific details of the recruitment process are unique to each company and job market.

Steps in the employee recruitment process


1. recruitment process. Identify the need for employment

The hiring process starts with identifying a need in your organisation. This need can vary from filling a vacant position, better managing a team's workload or expanding the reach of organisational tasks. In other words, positions are either newly created or recently vacated.

2. develop a Recruitment Plan

As soon as an organisation identifies a hiring need, it should start recruiting. For newly created positions, the organisation should clearly articulate how the new position aligns with its goals and business plan. Organisations should also keep relevant internal teams and employees informed of the new position at every stage of the recruitment process. It is important that all those involved in the hiring decision agree to the hiring process, steps and appropriate communication channels. Recruitment also includes a strategy for publicising the new position, both internally and externally; criteria for pre-screening candidates; what the recruitment process will look like; and who will conduct interviews. You may wish to ask a recruitment consultancy agency for help at this stage. It is also a good idea to consider whether you will be recruiting internally or recruiting externally.

3. write a job description

Hiring personnel should begin by generating a job description that lists the responsibilities, job requirements, special qualifications, desired characteristics, and expected work experience. The job description should also include information about the organisation's salary and benefits. See also How to prepare an attractive job description?

4 Advertising a vacancy

Identifying highly qualified potential candidates starts internally. So start by letting current employees know about the opening. Advertising the position can stop there if you are determined to fill the position internally. However, if you are interested in external candidates, you should include this information with your internal application. The next stage of the recruitment process will be to advertise on job portals and use a combination of the company website and social media platforms, job sites such as LinkedIn, Pracuj etc job fairs, industry publications and events, advertisements in local newspapers and word of mouth recruitment. Advertising is likely to be based on a combination of the company's website and social media platforms and job sites such as LinkedIn, industry publications and advertisements in local newspapers.


5. recruitment of the post

Beyond the usual job postings, recruiters should reach out directly to desirable candidates through LinkedIn, social media and job fairs. Active recruiting will help generate applications from potential candidates who are not actively seeking new job opportunities, but may be ideal for an available position.

6. overview of applications

Your organisation probably already has a mechanism for receiving applications - email, applicant tracking system (ATS), etc. In many cases, the review process begins with HR representatives reviewing applications and eliminating any candidate who does not meet the minimum requirements for the position or the company in general. In other cases, the hiring team or hiring manager may prefer to review each application. After collecting a batch of qualified applications, the hiring team should review the remaining candidates and identify those they wish to interview.

7. telephone/video call - initial check

Initial interviews typically begin with phone/video interviews with HR representatives. Phone interviews determine whether candidates have the necessary qualifications to fill the position and align with the organisation's culture and values. Phone interviews allow organisations to further refine the candidate list while effectively utilising company resources for recruitment interviews.

8. interviews

Depending on the size of the organisation and the recruitment team, one or more interviews are scheduled for the remaining candidates. Interviews include:

Early interviews are usually one-on-one conversations between candidates and the hiring manager. Early interviews typically focus on candidates' experience, skills, work history and availability.
Additional interviews with management, staff, executives and other members of the organisation may be conducted as both individual and group interviews with the hiring committee. These can be formal or casual interviews; on-site, off-site or online via Skype, Google Hangouts, Zoom etc. Additional interviews are more in-depth; for example, during interviews between a candidate and multiple members of the recruitment team, each member of the team focuses on a particular topic or aspect of the job to avoid redundancy and to ensure an in-depth conversation about the candidates' role and qualifications and experience. Note: selected candidates should also be told at this stage not to request an interview, that the search has progressed and they are no longer being considered.
Final interviews often include discussions with company management or a more in-depth discussion with the interviewer from earlier in the recruitment process. Final interviews are usually only extended to a very small pool of top candidates.

9. evaluation of candidates

After or during interviews, the company often assigns applicants one or more standardized tests. These tests measure a wide range of variables, including personality traits, problem-solving skills, reasoning, reading comprehension, emotional intelligence and more.

recruitment process

10. background checks

The first job advertisement should indicate that all applicants are subject to a background check. These checks include a criminal record check on applicants, verification of their employment history and qualifications, and a credit check. Some organizations also check social media accounts (Facebook, Twitter, etc.) to ensure that potential employees can represent the company in a professional manner. Depending on the position, drug testing may also be warranted.

11. decision

After conducting background and reference checks, recruiters determine their top choice. Staff should also select a backup candidate in the event that the best candidate rejects the offer or negotiations do not result in a signed offer letter. If none of the candidates meet the recruitment criteria, the recruiter or hiring manager should determine whether to start the recruitment process over again or outsource it to a recruitment agency. If so, the team should discuss whether the recruitment process should be adjusted or changed to attract more suitable candidates.

12. check of references

The next important element in the recruitment process is the reference check should verify any relevant information provided by the candidate about previous employment - job performance, experience, responsibilities, workplace behaviour etc. A typical question to ask is: "Would you hire this person again?".

13. job offer

Once the best candidate is identified, the organisation should extend an initial offer. The offer should include the position's salary, benefits, paid time off, start date, potential severance, remote work policy including company equipment and other terms and conditions of employment. Negotiations are likely to take place. Accordingly, hiring managers should internally determine which elements of the offer letter are negotiable and which are not. It is typical that terms such as salary, flexible work schedule and remote working are negotiated.

14 Employment

After negotiations, if the job offer is accepted, the candidate is hired. Acceptance of the job offer begins the process of completing and submitting employment-related documents. 

15. Onboarding the employee

Hiring a new employee does not end the recruitment process. Hiring a new employee in a friendly and professional manner will help them integrate into the company in a way that lays the foundation for a long-term, productive relationship between them and the company. A welcome letter is strongly recommended. From there, the relevant management should reach out to the employee before their start date to welcome them to the organisation. Their workspace should be prepared, cleaned and equipped with the necessary credentials and equipment before their first day of work. If orientation is part of the onboarding process, make sure the employee has a clear understanding of the expectations and timeline for these events. Finally, consider assigning a mentor to the new employee to help them settle into their new position and organization and ensure their long-term growth and success.

Fast Forward Solutions specialises in recruitment and consultancy services in sales and digital marketing primarily for clients in the new technology sector. Our rigorous and proven methodology combines role profiling, executive search and candidate assessment, complemented by consultancy services. We provide guaranteed results and fast access to the best talent available on the market, so that any organisation 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

Profile on Linkedin - 3 tips to help you build it.

Profile on Linkedin - 3 tips to help you build it.

Why is a Linkedin profile so important when looking for a job?

With a profile on Linkedin becoming an increasingly popular search channel among recruiters, optimizing your profile is becoming more important than ever. Many headhunters know how to format their resumes. However, an account on LinkedIn is often overlooked by potential candidates. If you don't already have a profile then it will be worthwhile to create a profile that will catch the attention of recruiters.

As such, I have detailed 3 tips on how to quickly optimise your LinkedIn profile to ensure maximum exposure to recruiters!

Use the right LinkedIn SEO keywords to appear in relevant searches.

In order for recruiters to contact you about new job openings, assume that your Linkedin profile is the basis for listing all your keywords. Indeed, these will be searched for by potential employers or recruiters. Meanwhile, overlooked keywords (in my experience) include technology (e.g. Excel/ Google Analytics/ Javascript/ SQL, etc.) and synonyms for your job title. But don't forget that keywords should be presented in context - for example, in a summary of your work experience or skills. So if someone is fluent in Swedish, for example, they should include that in the summary, skills or description. Also be sure to include the correct url, which can help with searches. Modern recruiting tools such as ATS (Applicant Tracking Systems) are able to download a candidate's profile from Linkedin to their database, and process it there using artificial intelligence to recommend the most suitable profiles. One of the criteria for this matching is precisely the relevant objective keywords.

Below is an example of a not very successful description, without keywords:

example showing a wrong description on linkedin

And now another description with keywords:

description of linkedin profile in a correct way


Which one tells you more?

How to strengthen your personal branding?

Linkedin's algorithm favors profiles with a large network of contacts with lots of activity, and ranks them higher in recruitment search results. It also undoubtedly favors users with recommendations and endorsements. Although some users prefer to have a more compact LinkedIn network with connections they have interviewed, it definitely helps to have a large network of contacts who post regularly on the portal.
Nevertheless, make sure your Linkedin account makes a good first impression

On average, a recruiter spends 7 seconds looking at your profile items on LinkedIn before deciding whether or not to contact you. Studies that track the eye movement of recruiters when viewing profiles on Linkedin show that most of those 7 seconds are spent looking at your profile picture. The background photo is followed shortly by your titles/work experience and then your summary. Remember that the background photo is no less important than the profile photo. Photos should have a proper description (title) and ALT text (alternative description).

Recruiters usually skip profiles where the name is hidden or we have written e.g. Beata J or Oskar K.

Considering the above, keep your Linkedin account professional, concise and clear so that a recruiter can read it easily.
Incidentally, research has also shown that a clear and simple profile on Linkedin is preferred 60% more than a complex profile with little white space.
List your accomplishments in your professional summary and show potential employers the value you can bring to their business.
Hopefully these tips will help you regardless of your occupation, but if you are thinking of another opportunity within IT/E-Commerce/Digital Marketing as part of your job search, contact me on Whatsup +48 600 400 601 or tom.bozyczko@ffsolutions.io

Fast Forward Solutions specializes in IT recruitment, e commerce, sales and B2B marketing services. Our rigorous and proven methodology combines role profiling, executive search and candidate assessment, complemented by consulting services. A profile on Linkedin and the candidate's actual skills? We'll verify it. We provide guaranteed results, and quickly reach the best talent available in the market. Thanks to which any organization working with us will be able to increase sales. Also, reduce operating costs and improve the efficiency of human resources, company valuation and investor confidence.

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