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 specialises in IT |E-Commerce|Digital Marketing|Sales recruitment services. Our rigorous and proven methodology combines role profiling, outreach through direct search and candidate assessment, complemented by consultancy services. We provide guaranteed results and fast access to the best talent available on the market, enabling any organisation working with us 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

3 tips to optimise your Linkedin profile

3 tips to optimise your Linkedin profile

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

With your profile on LinkedIn becoming an increasingly popular search channel with recruiters, optimising your profile is becoming more important than ever. Many headhunters know how to format your CV, but your LinkedIn account is a platform that is often overlooked by potential candidates. If you don't already have a profile it will be worth creating one that catches 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 opportunities, assume that Linkedin is the basis for listing all the keywords that you think potential employers or recruiters will be looking for. Common 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 your work experience summary or skills summary. So if someone is fluent in e.g. Swedish, they should put that either in the summary or in the skills or description of which languages you speak. Also remember the right url which can help with searches. Modern recruitment tools such as ATS (Applicant Tracking Systems) are able to download a candidate's profile from Linkedin to their database and process it using artificial intelligence to recommend the most suitable profiles - one of the criteria for this match is the relevant keywords describing objectively what you do and what skills you have.

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 favours profiles with a large network of contacts with lots of activity, and ranks them higher in recruitment search results. It also favours users with recommendations and endorsements. While some users prefer to have a more tightly knit LinkedIn network with connections they have interviewed, it definitely helps to have a large network of contacts who post regularly on the site.
Make sure your profile makes a good first impression

On average, a recruiter spends 7 seconds looking at your LinkedIn profile elements before deciding whether or not to contact you. Studies that track the eye movement of recruiters when viewing profiles show that most of those 7 seconds are spent looking at your profile picture, followed by your background photo shortly followed 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). The next important element

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

Keep this professional, concise and clear profile so you can read it easily.
Research has also shown that clear and simple profiles are preferred 60% more than complex profiles with little white space.
List your achievements in your professional summary and show potential employers the value you can bring to their business.
Hopefully these tips will help you whatever your occupation, but if as part of your job search you are thinking about your next opportunity within IT/E-Commerce/Digital Marketing, contact me on Whatsup +48 600 400 601 or tom.bozyczko@ffsolutions.io

Fast Forward Solutions specialises in IT recruitment services, e commerce, B2B sales and marketing. 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

6 reasons why your company should hire a Marketing Growth Manager

6 reasons why your company should hire a Marketing Growth Manager

Growth hacking, aggressive viral marketing it? If the collapse of the speculative Internet or Internet bubble has taught us anything, it is that an intense desire for rapid growth can lead to poor judgement, poor decision making and therefore weak companies. Following these events recently, a large number of Internet companies have been growing like crazy ... And the end result? Billions of dollars have been lost. Profitable companies like Cisco and Amazon have lost over 80% of their market value.
And most importantly, most of us have discovered that single growth doesn't mean that much. The higher you rise, the harder you fall. Sales and profits are essential, but not growth. This was typical common knowledge from about 2001 to 2010. But then Facebook came along
Around 2010, few people saw a way to profit on Facebook.


Reasons why companies like DropBox, Google, Instagram and Uber are heavily recruiting growth managers and growth hackers . They believe in this strategy because in a world where the competition for expansion is increasingly competitive, you need a dedicated growth manager It can even cause your business to shrink and ultimately neglect instead of ending up at the top, where you ideally want to be.


Here are six reasons why you should start looking for a growth manager who can improve your growth strategy sooner rather than later.


Setting growth targets


Growth is not necessarily the main goal of your existing departments. Online marketing, R&D and sales should have their priorities, and growing your business is not one of them. Here's why. You want one person in charge of your marketing goals. This person will decide how much you need to grow and how you do it. He/she will even hold other employees accountable, ensuring the business gets to where it needs to be. As growth becomes a necessity rather than a luxury, you want someone to oversee the growth, and this person is your growth manager. However, this is (strictly speaking) not the main reason to use it, as it is superseded by others.


Collection and interpretation of data


Growth hacking and IT marketing are primarily driven by data from actual website performance. It follows that the primary goal of a growth manager is to create an effective method of collecting and interpreting data. This is the cornerstone of growing your business. And one of the most important ingredients for continuous expansion. Properly, a growth marketer should use tools like e mail marketing, Google Analytics, Facebook Pixel, SemRush to learn more about what people are doing on your site (and your program). Research presents best practices that can benefit your organization. Interact with customers and evaluate their experience with your small business. After that, it's time to get it done.


Use of data


When Growth Marketing collects data, it can (and should) be used to deliver high customer value. Specifically, data should be used to create better-tailored marketing efforts, refined service delivery, customer profiles, identify customer needs, wants and habits, think of new ways to increase sales, and minimize costs and efficiencies. Once you start collecting data, turning it into valuable information such as this becomes a full-time job - you'll need a business development marketer to do it.


IT marketing, sales, coordination of research and development


There is no 'I' in growth, and this is important because consistently growing the business requires the whole organisation to run smoothly. In particular, the sales department needs to work on finding new ways to move more goods while reducing yields. Marketing needs to increase the return on investment in advertising and find new ways to get customers and business information. The research and development department must consistently create products, use products and packaging options that appeal to shoppers. And who will coordinate all the employees in these departments?


Coming up with new ideas / experiments.


Whenever you have all the required information and your sections are working together, you want to test new things. This way you discover new methods to advertise, develop and build your new brand. All nice, but what do you work on when coming up with fresh ideas and experiments? Your expansion manager, of course! He/she is an addition to the big question! We'll answer that sixth, and finally, the reason to hire an expansion manager.


To automate, scale and systematise


As you may have noticed, growth is time consuming and labour intensive. As such, recruiting growth supervisors is the best way to find ways to automate tasks, even those that can't be automated at first glance. In fact, the rise of hacking, expansion has directly driven the development of services such as Zapier, which enable task chaining across multiple apps including Gmail and GetResponse etc. as they reduce the number of tasks that can take hours of button clicking. This is the sixth reason why you need a growth manager.

Fast Forward Solutions specialises in international sales and digital marketing recruitment services, primarily for clients in the IT sector. Our rigorous and proven methodology combines role profiling, employee search and candidate assessment, complemented by consultancy services.

We provide guaranteed results and quick access to the best talent available on 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.


7 benefits of hiring an executive search firm

7 benefits of hiring an executive search firm

Why do companies hire external executive search agencies? Organisations need to have an effective human resource recruitment process. This process needs to be cost-effective - as well as time-effective. An effective recruitment process will not only reduce the cost of hiring employees, but will also reduce employee turnover.

The recruitment process should result in hiring staff who meet the required skills and complement the organisation's culture and values. Furthermore, the process should result in the hiring of top performers. This is important because, according to McKinsey & Co. top performers are about 400 per cent more productive than average employees.

Did you know that the cost of a bad recruitment, especially at managerial level, is around 200,000 PLN?

Costs include:

  • Training
  • Reduced efficiency
  • Advertisements for a new post
  • Hours spent vetting every candidate who applies for the position
  • Interviewing potential candidates for the post
  • Short-listing and re-screening potential candidates for the post
  • Correct verification of employment history

Companies that screen and interview every potential candidate for corporate executive positions may receive hundreds of resumes for a vacancy. Sifting through each candidate takes a significant amount of time. Let's do some maths here. Let's assume that:

  • You need to hire 10 employees.
  • You get about 30 CVs for each position, which equals 300 CVs.
  • You spend 5 minutes going through each CV and cover letter.
  • That's more than the 25 hours spent just reviewing CVs.

The shocking part - 78% of internal recruiters said that more than half of the CVS belonged to unqualified candidates.

Instead of wasting valuable hours screening qualified candidates for interviews, consider hiring an executive search recruitment agency. They can reduce the workload associated with the recruitment process, allowing your company's HR staff to spend their time managing other important functions, such as creating effective policies to reduce employee turnover. Headhunter will search for the best candidate on behalf of your company and provide you with a list of the most qualified candidates for the position you wish to fill.

When it comes to headhunting, companies of all types and sizes can benefit from hiring an executive search or direct search firm.

Filling vacancies quickly

The typical protracted process of hiring in-house can lead to reduced revenues. This is because vacancies have a negative impact on a company's net productivity. Some managers mistakenly believe that keeping positions vacant for an extended period of time will result in labour cost savings.

Moreover, it is important to know that qualified candidates are in the market for a short time. According to a study conducted by Office Vibe, the best candidates stay on the market for about 10 days. So, you need to hire quickly especially for positions that require technical skills.

Another cost of vacant posts for companies is that it creates a burden on existing staff. Until the position is filled, employees must take on additional responsibilities. This, combined with excess overtime, can lead to employee burnout and performance issues.

Experienced headhunting companies focus on recruiting the best talent in the shortest possible time. They know the techniques to find qualified people for a position in a short period of time. The companies screen candidates en masse and pin down the right candidates for the job.

2. hiring experienced staff

Finding the best candidates for a position is not only a time-consuming but also a costly process. Hiring managers must assess job functions, conduct an internal talent audit and search for the right candidate for the position. These tasks place an additional burden on human resources staff.

All the effort and money involved in recruiting employees will go to waste if inexperienced candidates are hired for the jobs. The cost of hiring the wrong people will be high for the company due to the additional training required to perform the tasks.

Using an executive search firm will increase your chances of hiring the right person for the job. An experienced human resources consulting firm will actively search for talented individuals for your company. Hiring an executive search firm will result in time and cost savings compared to in-house recruitment efforts.

3. reaching passive candidates through direct search

Passive candidates are those who are not actively looking for a job because they already hold senior positions in a reputable company. Companies need to look for these candidates, but it takes time, effort, resources and skills. They need to invest resources in convincing a passive candidate to switch jobs...

For this reason, it is better to consider hiring an executive search agency to source top-notch passive candidates. Make them aware of the opportunity and convince them to join the company. Companies can trust an executive search agency to filter out candidates, both active and passive, and arrange interviews with the company.


executive search

4. filling roles that require specific technical skills

Companies with specific technical requirements for a position may find it difficult to hire a candidate who meets all their requirements. If they do so through an executive recruitment agency, it will increase the chances of securing a qualified candidate in a shorter period of time.

An executive search firm will shortlist candidates suitable for a position that requires technical skills and help the company fill the vacancy quickly.

Ensuring transparency in the recruitment process by an external executive search firm

Another key advantage of hiring an executive search firm to fill your vacancies is that it will lead to a transparent recruitment process. This will avoid your company having to be responsible for any bias during the recruitment process.

Professional search firms treat every application with equal attention. No candidate is rejected because of the protected characteristics mentioned above. They follow a strict procedure to ensure equal opportunity in the search process. Thus, enlisting the help of an executive search firm to fill your staffing gaps will avoid liabilities arising from discrimination during the recruitment process.

6. conducting a thorough background check on the candidate

An experienced executive search firm can schedule suitable candidates for interviews after comprehensive preparation. The headhunting firm will verify the information on your resume to ensure that it is accurate and does not contain any factual inaccuracies.

The executive search agency will conduct a background check on the candidate to verify the degrees listed on the resume. In addition, the company will confirm information about the work experience listed on the job application. This is an invaluable service, as a survey found that approximately 78 percent of resumes submitted for a position contained some false information. What's more, almost 85 per cent of employers caught candidates who lied in their applications or resumes, according to the 2017 Employment Benchmarking Report.

These checks will not only make sure that the right candidate is hired, but will also prevent liability issues for some companies. For example, a public transportation company will be held liable if they hire a driver who has been convicted of multiple DUIs or has a poor safety record. Enlisting the help of a professional headhunting firm will prevent costly lawsuits for failing to perform a background check when hiring.

7. Preventing the downgrading of the corporate brand image

Relying on internal recruiters generally results in slow hiring. According to LinkedIn's 2020 Global Hiring Outlook Report, the recruitment process can take up to four months. In addition to the costs associated with the aforementioned protracted recruitment processes, such as lost productivity, increased employee stress and reduced profitability, this can also have a negative impact on a company's image

When a position remains vacant for an extended period of time and appears repeatedly in search results on job sites, it will portray a negative image of the company. Potential employees will think that the company is not an attractive place to work.

A positive company image is important for effective hiring. You lose the chance to hire the best candidates because of a negative company image. This will result in fewer quality applications for the position.

In today's digital world of social media and review sites, your company cannot afford a long hiring process. A long hiring process will also be frustrating for potential candidates who have applied to work for your company. They may leave negative comments on job review sites or social media, reducing your chances of attracting top talent

Other benefits of using an Executive Search Agency.

Here are some other benefits of using a recruitment agency for all your recruitment needs:

  • No need to search through countless job applications
  • An external executive search firm, thanks to its high level of confidentiality, can carry out "secret" projects for the Management Board
  • There is no need to deal with administrative issues such as communication with potential candidates, including informing unsuccessful candidates and offering feedback and confirming candidate information such as references and qualifications.
  • Eliminates costs associated with posting jobs on the Internet in various media
  • Eliminates the impact on internal staff who can fulfil their roles, duties and responsibilities more effectively.
  • Eliminates overtime costs associated with employing an internal team to conduct direct searches for a position, especially during busy periods.
  • Eliminates the likelihood of costs such as poor performance, re-employment and training.
  • It eliminates training costs as they will already have the skills and requirements needed for the job.


Companies that do not hire through an executive search agency are exposed to various risks. These can include lengthening the recruitment process or hiring the wrong candidate for the job. If companies hire through an executive search agency, they will benefit from the employee's ability to successfully complete projects, tasks, assignments and other duties. In short, an executive recruitment agency can help companies make the 'right choice' every time.

Fast Forward Solutions is a specialist executive search agency that, using the direct search method, helps companies acquire the best talent. We take away the risks and costs associated with finding the right employees for various positions with full confidentiality.

Our corporate clients are at the heart of what we do. We actively seek out the best talent, engage with them and present a list of potential candidates who are ideal for the position. Our staff first learn about your industry, your company and its culture, and then recommend a range of candidates who best fit your needs. We provide executive search services to companies across a range of sectors including IT, finance, venture capital, renewable energy and sales and marketing. Contact us today if you would like to find out more about our professional headhunting services.


Remote leader recruitment - what next?

Remote leader recruitment - what next?

Imagine that your remote recruitment has been successful. Starting next week, you have a new leader on board. You hired her/him to lead the transformation before the crisis started. But now she's joining remotely after a successful recruitment process and inheriting a remote team, and her short-term, urgent priorities are very different from what they seemed to be before the Covid-19 pandemic. How can you make her stay on board productive as her manager? What can you do to support her and make her succeed rather than fail

Be crystal clear about short-term goals.

Like any leader in transition, they need to learn quickly how to create value, and this is even more important in times of crisis. If you were recruiting online to find someone specifically to help with crisis management - such as downsizing - let the candidate know so their role and goals should be clear from the start. But if you hired someone before the crisis, as in the case of a new supply chain leader, they need to understand their role at a much faster pace. Continuing with this example, be clear about what aspects of the original role are priorities and what has changed due to the need to deal with immediate disruption - ideally before the new leader starts.

Ensure a structured learning process.

To accelerate learning in a virtual context, you need to provide information in a more structured way. This requires paying more attention to what you put in your initial 'document dump': organisational charts, financial statements, strategic and project documentation, and the current crisis response plan. In a recent Savannah Group survey of 200 senior managers, 95% said that having access to this information made them more effective in the first few weeks, especially if the organisation asked them in advance what would be most valuable. Beyond this, you need to help new employees get a broader and deeper picture of the organisation and their role within it. Virtual briefings can be scheduled for the new supply chain leader on critical issues with the existing system and its challenges, as well as on culture, planning and decision-making processes.

remote onboarding

Remote onboarding process-build a (more) robust stakeholder engagement plan.

Remote recruitment passed, what next? Your next priority is to help new employees identify, understand and build relationships with key stakeholders. When onboarding is virtual, it's important to be even more detailed and structured here too. Start by having a conversation, an internal consensus on who the new leader's key stakeholders are and, most importantly, the order in which the new leader should meet with them; these things are often not apparent to new hires themselves. For the new leader, there may be single-level people in finance and operations whose support will be crucial. Once key stakeholders have been identified, reach out to them and align them with the goals you have set for the new leader; this will maximise the value of their meetings.

Assign a virtual buddy on board.

Quite a few companies have built buddy systems into their pre-crisis on-boarding processes. And for new managers entering remote working organisations, a buddy is essential. Good buddies play four key roles: (1) They help orient new hires to the business and its context (2) They facilitate connections with people whose support is essential or helpful (3) They help navigate processes and systems, and (4) They accelerate acculturation by providing insight into "how things are done here." Of course, you need to take care to select buddies who have the time, skills and inclination to help, and you need to let them know how they can be most helpful. Typically, they should not be in the new leader's chain of command; they should be peers or others who have the understanding of the 'bigger picture' needed to be able to really help. For a new leader in the supply chain, a peer in action may be a good choice.

Facilitating virtual team building.

Helpful in face-to-face situations, the new leader assimilation process is essential when onboarding is done remotely. It is a structured process of compatibility and connection between the leader and the team they inherit. The facilitator asks the leader and team members questions to discover what they most want to share and learn about each other. The facilitator summarises the insights gained and uses them to guide the conversation between leader and team. The good news is that this process can be done effectively via video conferencing.

Consideration should be given to hiring a coach.

Long before the crisis, research has shown that transition acceleration coaching cuts in half the time it takes for new executives to become fully effective in their roles. Given that you, your team and the new leader's team are coping with the stress of responding to a crisis, transition coaches can be especially important now. They are particularly helpful when they understand the organisation, company culture and stakeholder environment. Co-workers and coaches play a complementary role in advising new leaders on the challenges they face and providing a safe space in which to discuss them.

When following these guidelines, it is important to remember that remote recruiting alone is not enough, effective virtual onboarding does not just mean helping external employees. Employees making internal moves in an organisation working remotely may face challenges that are just as difficult, if not more difficult, than those faced by new leaders.



Remote sales team management and recruitment

Remote sales team management and recruitment

Managing a team consisting of salespeople and sales support is not an easy task. Doing it while working remotely is even more difficult. Your employees may be selling by phone, online, or face-to-face - regardless of the sales method, you need to develop a universal way to manage this team, verify results, and conduct a satisfactory hiring process for the employee every time. How do you do this effectively? Read this article.

Recruiting managers - reducing the number of responsibilities

If you manage a group of many salespeople, it will be hard for you to review the work of each of them. A much easier and more efficient way would be to recruit managers or team leaders. Each of them can monitor and review the work of a smaller group of sellers, and you will only have contact with managers or team leaders. In this way you can focus on other priorities and take care of market analysis and development of effective methods of reaching customers with your offer. Thanks to this it will be much easier to conduct video calls over the Internet, during which you will discuss every problem, stage, marketing strategy. Managers will be responsible for motivating the salespeople they manage, checking and consulting on their performance, carrying out training. The smaller the groups you manage remotely, the easier it is to communicate effectively with each employee. Think about changing the structure, build smaller teams. Their greater effectiveness will turn into real profits, much greater than if you managed all the traders on your own, If you are looking for managers who will manage your team with ease - contact us. We can help you find the people in your industry who will be perfect for managing your group.

New reporting systems - IT recruitment

A great way to communicate with your team, assign tasks and create projects is to use IT systems. For this purpose, it is best to carry out recruitment of an IT specialist. Hiring someone who will be responsible for selecting CRM systems, testing, customising and managing them will ease your burden considerably. The IT specialist will not only choose the solution best suited to the nature of your business, but will also train your employees. There is no need to buy several systems, where each of them will be responsible for different functions, you can have your own systems. First think about what solutions you are looking for. Do you want to just verify working time, or maybe implement more projects and run reporting by each sales person? Then you can browse the available solutions on the market yourself, or you can decide to hire a specialist who will choose the best one, train all employees, implement and manage the system. If you are looking for employees and your intention is future IT recruitment, then be sure to take advantage of our recruitment assistance offer. We can help you find employees that meet your requirements, making it much easier for you to manage your remote sales team.

Management is also about development

The current pandemic situation has made it increasingly difficult to sell. This is why you should focus on developing your business and introduce new services or improve your current ones. A good way to do this is to move into e-commerce and develop your business online. During the pandemic, many customers have increased their confidence in online shopping. Both those for services and products. If you decide to grow your business, not only will you need to develop a new strategy, introduce products or services tailored to the market, but you will also need to recruit new employees who are perfectly comfortable working remotely. If you want the recruitment process to run smoothly and to find the best candidates, don't go it alone. Use the help of specialists who will help you throughout the process.

How to recruit remotely? Effective recruitment

This is a complex process that requires several verification steps. Therefore, it is much more beneficial to use the offer of professionals with experience. FFS will help you at all stages of remote recruitment. First we will get to know your needs, ask the right questions to find out who and for what purpose you want to hire. Then we will create a strategy, review candidates' offers verifying their knowledge. The effective recruitment we offer also includes video meetings with candidates, during which we will check their knowledge and whether they fit the candidate profile and the business model you work in. Later, we will introduce you to some finalists, present them and you will make your decision. We will not leave you in the lurch, we will contact you after a week, a month and a quarter. You can use our services whether you are looking for multiple employees or just one. Take a look at our offer and use our services to improve your remote work with the sales team.

The most common mistakes employers make during the recruitment process

The most common mistakes employers make during the recruitment process

Ineffective recruitment processes leading to the selection of an incompetent employee is an increasingly common phenomenon. The labour market is demanding, not only for jobseekers, but also for employers who need specialists. Too few qualified and experienced people willing to work is a problem for many industries, especially IT. Are there definitely not enough qualified people on the labour market, or is the problem in the search and hiring process? In some companies, the methods of recruiting new employees have not changed for many years. It is worth paying attention to new methods of recruitment. Very importantly, low-level recruitment can reflect negatively on the company itself and contribute to weakening the strength and image of its brand. Many people who are dissatisfied with an interview say they will advise others against applying to that company. Improving the quality of the hiring process should become key for any employer.

Candidate Experience - HR support in improving recruitment processes

In the world of recruiters, more and more attention is being paid to the Candidate Experience, which literally means 'the candidate experience'. This concept consists of many activities - from improving recruitment standards, through verification and testing of people involved in recruitment. Such tests are created not only during the hiring process, but are also performed in other conditions, on specific groups of specialists, for example, Java programmers are surveyed. They are asked questions about what they expect during recruitment, what is important to them in the process, what the potential employer should not do. Taking care of CE is an invaluable aid in recruiting employees. What are the three most common mistakes that stand in the way of positively recruiting qualified employees? Find out by reading on!

Recruiting job candidates - what mistakes to beware of?

1. Unreliable job advertisements

Recruitment advertisements from which it is not possible to extract relevant information for candidates will not be popular (especially with top candidates). They are the company's first opportunity to present itself and attract the attention of qualified and experienced people. If they don't include specifics about requirements, scope of tasks and price range, the best ones won't send their application. Nowadays it is not only the employer who chooses the employee, very often it is the case that a qualified employee chooses among several companies the one that suits him best. A badly constructed advertisement negatively influences brand building already at the first contact. A very common and negative habit is the use by recruiters of expressions such as "attractive salaries" or "great atmosphere". What candidates expect already at this stage is specific information about the responsibilities of a given position, working hours and salary scales. In the absence of these, many of them decide not to even send in their application. They are afraid of too different expectations or not matching the position to their qualifications, which will expose them to a waste of time. This is one of the most common mistakes that negatively affect the hiring process.

Waiting too long for feedback or no feedback at all

Lack of contact from the potential employer is very unprofessional and prevents effective recruitment. Employees expect feedback on the acceptance of their application and further feedback on the various stages. It is also important to quickly inform the person of the fact that they have not received a job and have not moved on. The sooner the better - such a person should not be blocked from further recruitment. This helps to build good relations between the parties and establish a professional image of a company that cares about its future employees. Lack of the above raises anxiety in candidates who are not sure whether they should start looking for other offers. Among the negative perceptions about recruitment, it is very often mentioned that candidates do not know when to expect a reply about their recruitment. This makes them lose confidence in the company from the start. People who have not been recruited and who have not been informed about it bring negative experiences from their contact with the company in question. Not only can they speak ill of it to outsiders, building a negative brand image, but they are also less likely to participate in future recruitments.

3. recruiters unprepared for interviews

A lot is required from candidates for the jobs on offer. Unfortunately, according to employees, it happens that recruiters are poorly prepared to conduct an interview. Often they have no professional knowledge of what the job entails. They ask questions whose answers they have copied from the knowledge base. When the candidate answers extensively and explains given concepts in different categories, the recruiter does not know if the answer is good. Another mistake recruiters make is that they do not read the documents provided by the candidate beforehand. Other complaints include the repetition of the same questions at successive stages of the recruitment process.