We focus on a casual conversation. We don't present the offer right away, we just want to get to know each other. We try to see if there is really interest from the candidate and if we can
offer them something interesting. We never miss an opportunity to talk, because if we don't currently have an offer for a given person, they can pass on information about us, e.g. to their friends. We also make sure to take the initiative, because not everyone may know our list of peru consumer email
company or the scope of our activities. During the conversation, we listen to the candidate's expectations and investigate what position they might be interested in, so that when presenting our offer we can put more emphasis on specific aspects that may be of interest to them. However, the most important thing is to take the initiative and encourage candidates to have a longer conversation.
TALENT DAYS: Do you use the same strategy of presenting the offer during meetings with candidates as part of the Talent Match program ? Is this first step also on your side in this case?
ARMATIS: It's not that different, except that during such a conversation we can go into details about the offer being discussed - the specific position for which the candidate has been previously matched. These are individual conversations, so the initiative here is on both sides. However, if we see that the person is shy or stressed - then we step in and try to relax the atmosphere and make the person feel that we are a cool, friendly company.
TALENT DAYS: What are your experiences with candidates from Talent Match meetings? Do you remember any special stories from conversations during job fairs?
ARMATIS: This year at Talent Days in Krakow we interviewed 8 candidates, focusing on recruiting people with Italian. We managed to find such a person and recently we started a fruitful cooperation.
We also have a story of a candidate from a few years ago who took part in the recruitment for a typical summer position. The candidate, who was not yet finishing school, started working with us and then came back to us every season. When he finished his education, he started working full-time and after a few months he took part in the internal recruitment for a specialist position.
It is beautiful to watch such development of young talents in the organization - as you can see, sometimes from the level of a person potentially uninterested in a long-term offer, co-workers decide to continue developing in the ranks of the company. This story confirms that it is worth presenting candidates with different versions of offers and, if we feel that they are worth it, trying to match them.
TALENT DAYS: This story perfectly shows that in Talent Match, job offers are looking for candidates, and employers recruiting are open to their expectations and needs. It is also clear that you create a great environment that ensures development, where you want to stay for a long time!