How to effectively acquire and retain talents - the shortage of technical employees

“Occupational Barometer” – an annual survey conducted by labour offices in Poland clearly indicates that the shortage of workers in the manufacturing industry affects our entire country and there are no signs that this will change in the near future. As Katarzyna Leśniewska, Team Leader from Professional, points out, the results of the study prove one thing – the difficulty in recruiting an employee will only increase, so even more attention needs to be paid to recruitment processes.

– Specialists in the technical industry are even in demand. The sluggishness of the recruiter or the company often ends up with the loss of a candidate who has accepted another job offer in the meantime. Knowing this, r We always carefully plan the recruitment for a technical position – we clarify all the details regarding the client’s expectations towards the candidate, their experience, knowledge, education, knowledge of programs, technologies and soft skills. As a result, we provide clients with the right candidates, and we can complete the recruitment process efficiently and effectively. The second principle that we follow on a daily basis is to regularly maintain contact and keep informed about the stages of recruitment, thanks to which we are able to respond to competitive job offers and effectively convince the candidate to choose ours. The third rule, equally important as the first two, is to be active in searching for potential employees. Currently, typical job advertisements are extremely rare. It is essential to effectively reach out to passive candidates.

The current market situation shows that companies should also open up to young talents. After graduation, students of technical faculties will quickly become sought-after specialists. It is worth reaching them at the stage of studies, so that as a graduate, a young person thinks about our company in the first place.