Recent years have affected many industries and sectors of the economy. The pandemic and related restrictions have had a wide impact also on the temporary work market. The uncertainty and limitations in travelling and work existing since 2020 have resulted in a declining interest in services of Temporary Employment Agencies.
With software, even the best design, refined in every detail, will turn out to be impractical when it lacks flexibility. Time-consuming configuration and implementation can effectively discourage even the most motivated users.
Specifying a target group for a software start-up is much harder than it might seem. With LightApply we have deepened our market research and learned our lesson. Narrowing down the target group to Temporary Staffing Agencies turned out to be a great idea. Let me explain why.
The clearest characteristic of Temporary Employment Agencies is the high turnover of temporary workers. Very often it has to acquire many people at the same time, and they are mostly to temporarily replace or supplement the working force of the client.
In Poland, an increasing number of entrepreneurs realize that a professional recruitment process highly contributes to creating a brand’s image and its development. We can observe the growing number of companies that implement uniform procedures of a high standard and share them with potential candidates. One of them is Techmo – a Polish IT company dealing with speech processing. Techmo employs nearly 40 people – including almost 30 IT specialists, and by its example, we will discuss good practices in recruitment and, above all, the transparency of the whole process.
An efficient and transparent recruitment process is something that every company looking for potential employees should care about. Fortunately, in the age of modern tools and systems, this is easier than ever. You only need to automate the recruitment process in your company, e.g. by using LightApply. One of the functionalities of our tool is a candidate panel that enables you to share crucial information with a potential employee and ensure excellent communication during the recruitment process.
Recruitment of an employee is a complex process, and each of its stages is worth thinking about carefully – not only to find the ideal candidate for a particular position, but also for the sake of a better perception of the company on the market. Unfortunately, numerous entrepreneurs, usually in the heat of their duties, forget about what is part and parcel of it – proper communication with potential employees. This should also include the last and often the least pleasant stage of the recruitment process for both parties, i.e. informing the candidates that their CV application has been rejected.
Advatech is a company with Polish capital, which is at the forefront of IT integrators on the Central European market. Increasingly higher positions in national rankings such as Computerworld TOP200 or ITwiz Best 100 testify to the dynamic development of the company, both financially and in terms of personnel. The competence of Advatech employees is confirmed by numerous certificates, while our many years of experience and know-how enable us to provide comprehensive customer service.
In the process of recruiting employees, even the smallest details are important, which may impact not only the effectiveness of selecting the right candidate but also building a good reputation. Although entrepreneurs are accustomed to the fact that it is the potential employee who has to make the right impression, they should also take care of high standards related to recruitment.