TALENT DAYS: How do job fairs help you gain valuable information about the job market (e.g. industry trends, information about competitors’ activities, candidate behavior and expectations)?
Monika: For us, this is a great opportunity bitcoin data
to observe industry trends, analyze competition activities and collect candidates' opinions and expectations. This is a valuable source of information when planning recruitment strategies and employer branding activities. We observe what topics are discussed at the fair by other companies and talk to those that visit our stand. We have the opportunity to collect information straight from the source, which also allows us to better understand what expectations candidates have towards their future employer and what they pay attention to the most, what has the greatest added value for them. Candidates, in turn, often ask about the types of projects that are worked on in our company as an Engineer or IT Specialist. We asked our specialists very specific questions - candidates were also interested in career path, development opportunities and what languages are required and at what level to be able to start working in an international company.
Speed dating with recruiters
TALENT DAYS: What are your experiences with the Talent Match fair? What do you think about this speed dating form of recruitment?
Luiza: Talent Match is a great formula that allowed us to hire Maja and meet other candidates for 15 minutes, which is more than enough for the recruiter to conduct the first, preliminary assessment of the candidate and qualify them for the next stage of recruitment. Very important elements that are subject to our assessment are the first impression, the level of fluency in English, the so-called soft skills , personal culture and basic requirements for the specific position that the candidate applied for.
Recruiting Maja from an employer's perspective
TALENT DAYS: Regarding Maja's story, how was her recruitment process from your perspective?
Luiza: Maja's employment history is an example of how we promote talents like Maja at ADC Eastern Europe. We recruited her during the autumn Talent Days job fair in Warsaw - when it comes to Engineering at ADC Eastern Europe , there are junior positions that do not require professional experience and this worked out well for Maja. However, people who visit our stand from the IT industry are still studying or finishing their studies and do not have professional experience yet. Our clients, on the other hand, require commercial experience from 3 years or more in a given position. Out of 100 e-CV applications that we collected, there were literally a few experienced people - we have their CVs and we are in constant contact on their company profiles on LinkedIn. Depending on the market needs and the current portfolio of clients, they will be invited to an interview and will have the opportunity to participate in the recruitment process in our company.