Frequently Asked Questions (FAQ)

Expert voice from Jobfinder Specialists

FAQ – pytania rekrutacja

FAQ pytania rekrutacja to miejsce, w którym specjaliści JobFinder dzielą się swoją wiedzą i doświadczeniem z zakresu recruitment czy onboardingu.

FAQ – pytania rekrutacja, czyli darmowa porcja wiedzy dla kandydatów i pracodawców.

Nasz segment FAQ pytania rekrutacja pomoże optymalnie przygotować się do rozmowy kwalifikacyjnej obu stronom – kandydatowi i rekruterowi.

An online conversation is a greater challenge than a face-to-face conversation due to the lack of direct contact with the meeting leader. An important part of the conversation depends on the quality of the connection, microphone, camera etc. Therefore, it is worth remembering the following factors:

  • Check the connection quality before interview. Check what the interlocutor sees and hears by testing the audio and camera before interview.

  • Make sure your webcam is clean, clearly visible and properly lit.

  • Dress in colors that do not distract the interlocutor – avoid stripes / checks / flowers, patterned fabrics.

  • We recommend bright, uniform shirts with a simple shape.

  • For women, we recommend light makeup to make the face expressive.

  • Have a glass of water or another drink to make you feel comfortable if the conversation will be prolonged.

  • Provide a quiet space, avoid public places or places where someone / something may interrupt the meeting.

  • During the meeting, look at the camera. We tend to look at the other person's image, which is visible as looking to the side of the screen.

It is worth preparing a few questions about the company and its products. Questions about the organizational structure are also welcome – where in the organization is the position that the interview is about. Who is the supervisor, how many people are in the team, do they have similar roles or different etc.

Remember to ask questions as soon as the recruiter sends you a message about this. It is not welcomed to ask questions at the beginning of the meeting before giving the Recruiter's questions a chance.

Remember that during a job interview, the main goal is to get to know the Candidate in terms of their suitability to the role for which we are looking for an Expert. When asking a question that seems to be an open and loose question, it is worth focusing on the answer for a given position. For example: if the position is a sales position, it is worth telling, why we became a salesman at all? What led us to trade in life? What motivates us in this work, what we like in dealing with clients, what are our personality predispositions for this work. We can also mention here the rates and possible sales successes.

Do not complain! It is not welcome to comment on your previous employer, teammates, products or services of the company you worked for. It is also not welcome to talk about your personal life, especially in the context of difficult events such as divorce, serious illness, diseases in the family, etc.

We talk openly about the form of cooperation and salary. A candidate applying for a job has the right to know the budget for a given position.

The easiest way to ask a question:

  • What is your budget for this position and what form of cooperation?

  • What does the bonus system look like and is it achievable?

  • What is the career path for this position?

Exactly the same as for salary – openly and in detail.

Employers don't have time to come up with unique interview questions for each candidate. They usually use a scenario tailored to a specific position. Recruiters also ask questions related to your CV. That is why it is so important to put real information in your resume.

In addition, each Recruiter has a prepared pool of recruitment questions that he asks each candidate. Before the interview, it is worth finding the job offer which we applied for, and analyzing all the points in terms of our professional experience and knowledge, because these issues will surely be raised.

There are many different ways to stand out in an interview. We recommend, above all, good substantive preparation – knowledge of the recruiting company's industry, its products / services. We also recommend making research with whom we are meeting and following the profile of this person, e.g. on the LinkedIn. The more we get acquainted with the profile of the person we meet, the more relevant our questions will be. Perhaps the person we are talking to has previously worked for a company we know and we can ask a more personalized question? Perhaps you know the same people from this company? Perhaps the person we are talking to has an education or a hobby similar to ours? Building a bond is the best form to get remembered in a conversation.

We recommend full honesty and non-coloring of reality. Remember, the world is small, and untrue stories come during recruitment will completely disqualify you. The future Employer will be distrustful of all information contained in your CV.

Opowiadając o swoich umiejętnościach i doświadczeniach staraj się nawiązywać do wymagań z oferty pracy. Swoją wypowiedź popieraj konkretnymi doświadczeniami, wynikami, sukcesami. Pokaż swój entuzjazm i zaangażowanie, bądź pozytywny i uśmiechnięty.

This question comes in many forms and you will surely hear it during the interview. The employer may ask, for example „What are your strengths”, „What can you bring to the company” or „Why are you the right candidate for this position”. The employer asks this question to see if you are aware of your market value. By answering them, you can show your knowledge of the industry and the specifics of working in a given position. If you are convinced of your worth, the answer to this question will certainly be good for you. It is worth preparing the answer to this question in advance. Think about your unique strengths and describe them on specific examples. Make sure that your advantages correspond to the requirements of a given position. Avoid meaningless adjectives like „creative, contact, easy to deal with stress”.

It is worth talking about your advantages to apply them to the team, if you apply for a managerial position, for example:

  • I am a Liberal Manager – I make decisions in consultation with my team.

  • I am a Motivating Manager – by delegating tasks, I can motivate my team to develop and achieve better results.

For lower positions, such as Sales Representative, Office Manager, Customer Service Employee, etc., it is worth adding a photo, if it is professionally taken. It is important that our outfit is adequate to the CV – we recommend photos from the waist up, so that it is not the head itself. However, we do not recommend inserting photos taken from wedding or holidays. Often, when processing a CV document, in a photo where the head itself is visible, it deforms, and instead of a professional message, we will make the Recruiter amused.

In the case of higher positions, a photo is not necessary, but in the opinion of JobFinder adds personalization to the CV document and if done well, it can decide about the invitation to a recruitment meeting. For marketing / PR positions, it is necessary because a CV with a photo shows the creativity of the applicant.

If we are hesitant to put a photo, the decision should depend on the quality and professionalism of the photo we have. This can be both a plus and a minus.

There are Classified Recruitment Processes. It often happens that a company wants to announce the entry of a new Manager / Director in its public communications in a controlled manner. Sometimes companies simply don't want to show the competitive companies that their managerial staff will change. Usually, after the Candidate is qualified to the next stage, a confidentiality agreement is signed and all information is disclosed, but in a controlled manner. Secrecy works both ways – the Candidate's participation in the recruitment process is also a secret.

The candidate doesn't bear any costs in the recruitment process. The exception is an appointment for an advisory consultation, where the Consultant helps to prepare a CV and prepares the Candidate for an interview. Such a service should be transparent and agreed by both sides before the meeting. And the price of the service also should be agreed together.

Some organizations are still free to choose a workplace. The employee can choose whether he wants to work remotely, in a hybrid system or in the office. Some companies returned to work in the office, while there are also organizations working in hybrid mode, i.e. 2 days in the office and 3 days at home. It is worth asking the Recruiter or the Client about the work system in their organization during the interview.

It happens that the candidate's preferences are taken into account and the company agrees to the form of cooperation preferred by the employed person.

The Recruitment Agency relieves the organization in the process of searching for the perfect candidate, brings market expertise, competition analysis, and manages the logistics of the entire process, i.e. arranging meetings, transferring the necessary information between the candidate and the organization.

In JobFinder we act proactively in the headhunting process – we search for the right people for our clients. We are also involved in checking the references of the selected candidates before hiring them. We often participate in negotiating employment conditions and the employee package. We are the Ambassador of both – our Client and Candidates.