Katarzyna Górecka

You know, that I have a blog dedicated to international profiles who are searching for jobs in the EU (I know how challenging it can be😉 ). In the EU, references are highly valued and can significantly streamline the recruitment process. Hiring managers often prefer candidates recommended by their colleagues, as it saves time and reduces the risk of hiring mistakes. However, if you are new to a location or lack connections in your target companies, building a network to obtain references can seem challenging. Let’s figure out what to do in my new titled "Effective Networking Strategies for Building References in the EU". Read the full article here: https://lnkd.in/ek8atz3b Check it out now and let me know your thoughts in the comments! 🤗

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Are you a leader in an organization that is operating and expanding through all three #BALTIC countries? Look no further than Gi Group Holding in the Baltics!   We are a leading multinational provider of Temporary, Permanent, Professional Staffing and Outsourcing services. And now we are truly #BALTIC to respond to the needs of our top clients.   By following Gi Group Holding on LinkedIn, you gain access to: ✔ A talented pool of candidates: discover a network of professionals ready to contribute to your team's success. ✔ Industry insights: stay ahead of the curve with our insightful articles and updates on the latest hiring trends in the Baltics and around the world. ✔ Success stories: get inspired by real examples of how Gi Group Holding has helped businesses like yours achieve their goals. ✔ Job postings: be the first to see exciting career opportunities within the Gi Group Holding network.   Empower your business to thrive! Follow Gi Group Holding on LinkedIn today: https://lnkd.in/dgj8SR5A   And what are the key similarities and differences you have observed in the labor markets of the three Baltic countries? Share your thoughts and insights in the comments below.   #GiGroupHolding #TalentAcquisition #WorkforceSolutions 

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Recruiting for Amazon: Features and Importance of Training Working at Amazon requires not only high professional skills, but also the willingness to adapt to the fast pace and complex processes characteristic of one of the largest companies in the world. 🔹 Recruiting features for Amazon: 1. Strict selection criteria: Amazon is looking for candidates who not only have the necessary technical skills, but also match their leadership principles, including a desire for innovation, attention to detail, and a willingness to take responsibility. 2. Focus on culture: In addition to experience, the company pays special attention to the fit of candidates with the corporate culture and values. 3. Flexibility testing: The ability to work under pressure and make quick decisions are key qualities for a successful career at Amazon. 🔹 Training is the key to success: Even experienced specialists can face challenges when starting a career at Amazon. That's why training plays an important role: - Onboarding programs: Newcomers undergo thorough training courses to quickly master processes and adapt to the work environment. - Continuous development: Amazon actively encourages employees to learn and improve themselves. Courses and trainings help maintain a high level of professionalism and effectively cope with new challenges. 👥 For recruiters hiring for Amazon, it is important not only to assess the current skills of candidates, but also to understand their potential for learning and development. This ensures long-term success for both the company and employees.

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Today at AMS Poland, we hosted a session on Diversity & Inclusion in Recruitment World, pushing us to question not just what we do but why we do it... I am sharing the session’s subjective takeaways: 1. Start with “Why”. D&I can’t be a box to check in recruitment process. To truly embed D&I, organizations must clarify why it matters and how it connects to broader business and social goals. 2. Make D&I learning ongoing for all. Like a new language, D&I requires continuous learning, adapting, improving. Spotting mistakes, learn from them and start again. It's a process. Don't give up! 3. Build Alliances, not just policies. Policies are only part of the picture, the real impact comes from alliances which move D&I from an idea to an active, organization-wide and valuable mission 4. Demand transparency, at every step. Transparency builds trust. By clearly defining roles and decisions, we create an inclusive recruitment process that candidates can rely on, reinforcing fairness and accountability in hiring. 5. Focus on Intentional Inclusion, not just numbers. Going beyond quotas means intentionally recruiting diverse talent. It's about proactive, consistent inclusion. 6. Recruit with Empathy. Candidates bring diverse experiences that shape who they are. Hiring with empathy, against objective skillset, listening to their stories, creates connections and helps build a genuinely inclusive team. 7. Commit to Inclusivity beyond recruitment. Inclusivity must extend through onboarding, development, and retention. By supporting candidates at every stage, we’re building more than a diverse workforce, we’re building an inclusive culture that people want to stay in. 8. Make Diversity everyone’s job. A diverse, inclusive workplace isn’t just an HR responsibility; it’s a collective effort. Every team member, not just recruiters, plays a role in building a culture of belonging. 9. D&I is an ongoing journey requiring genuine commitment, openness, and sustained effort. True diversity is transformative, changing not just processes and workplaces but mindsets and cultures. Thank you to the AMS Team Maria Wojciechowska Edyta Dziomdziora Marta Bilska and Tomasz Dąbrowski from Think Tank Diversity Hub and all our guests from Motorola, Shell, Pepsico, Brainly, ABB, Aptiv, Datafeedwatch, ML RightSource, BBH, HSBC for their invaluable insights! Please feel free to add your comments! #weareams #deib #recruitment #Talent

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Management differences 🌍 Ever noticed how work management styles can vary by country? From my experience working in both Germany and Latvia, I definitely have! In each place, the workplace culture feels different in several ways: ➡ How do people speak with each other ➡ How does the management deal with issues ➡ How stressed was the work process overall It has a lot to do with mentality. It differs from country to country. Many people dream of working abroad, not just for the money, but for the #experience you can get. Have you noticed differences in management styles when working in different countries? #smartistone #ManagementStyles #CulturalDifferences #WorkplaceCulture

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Continous Learning and Development comes in many shapes and sizes. I am often reminding employees that much of their career development will come on the job, through the relationships they build, through new situations, and through projects and partnerships. It doesn't always require extra dedicated time. However, classroom learning is still important but it needs dedicated time to complete. To encourage our employees to step out of their daily work, our People Team hosted the 2nd annual Learning and Development Summit these past two weeks. Topics varied greatly including entrepreneurship, Artificial Intelligence, relationship building, storytelling, building resilience and more. It was an energizing and thought-provoking time and I look forward to the next summit!

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Professional networking shouldn’t just happen on social media. Learn more from #Adecco about how in-person networking can boost your job search and confidence.

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In the business world, we always talk about the importance of focusing on the customer. However, often in the pursuit of efficiency, we lose that focus. This made me think about recruitment processes: the same thing often happens. We lose sight of what the client really needs in a candidate, forgetting important aspects like cultural fit, competencies, and specific skills. Putting the customer at the center means not just listening to their demands, but truly understanding their needs and long-term expectations. For hiring managers, it's key to know what kind of person will complement the team, who has the potential to grow within the company, and who fits with the organization's culture. Every decision should align with these goals to ensure each hire is successful and sustainable. It's also crucial not to forget our other customer: the candidate. We need to understand their expectations, identify the environment where they can thrive, and help them find the best opportunity for them. A candidate who feels heard and valued from the first contact will have a much more positive experience and integrate better into the company. Those of us who work in talent management have a great responsibility: always keeping the focus on both the hiring manager and the candidate. Our job is to balance efficiency with empathy, ensuring that both sides find the value they seek and that the outcome is beneficial for everyone.

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Recent updates to the Labor Code in Poland have introduced new regulations on remote work, giving employees more flexibility. While remote work offers benefits, it's also important to recognise the value of in-office collaboration and social interaction. By implementing a hybrid work arrangement, you can reap the benefits of both worlds. Face-to-face interactions are essential for building strong relationships with colleagues and others in the company. Building strong relationships with your coworkers can lead to a sense of community and belonging, which is essential for overall well-being. When you're working in an office, you're more likely to have spontaneous conversations and brainstorming sessions that can lead to new ideas and insights. Don't miss out on the benefits of working in an office! By trading in your pyjamas for a cubicle, you can: - Increase productivity, - Improve collaboration and communication skills, - Achieve a better work-life balance, - Enhance creativity, - Take advantage of professional development opportunities, - Enjoy social benefits, And, as I've experienced personally, you might even find thank you notes on your desk for helping out colleagues! #AlconPoland #AGSPoland

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I agree! Anna Michajłowska is an exceptional HR professional and it's always inspiring to see individuals like her making a difference in the workplace. This recommendation is a testament to her talent and dedication! #HR #JobOpportunity #TalentAcquisition 🚀 🚀🚀

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I need your assistance! With only three days remaining, we require ten more responses to gain a clearer insight into what TA professionals think about recruitment technology investment for the upcoming year. Complete the questionnaire and, in return, we will provide you with all the data next month. Share your insights on the CEE TA landscape! #recruiTECHCEE #benchmark #TAstudy

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The main message from our latest Global Workforce Hopes and Fears Survey is that CEE employees are motivated to adapt and learn new skills, but are also feeling the pressure of rapid transformation. How can CEE employers better support their workers, helping them adapt to changes? 1. Investing in skills and growth of their workers 2. Embracing technology as an enabler 3. Communicating transparently and engaging authentically 4. Prioritising well-being and building resilience These are four main directions identified in our report. Learn more about each of them in more detail and explore how CEE workers feel about transformation, AI, skill development and more: https://lnkd.in/dBD7ZZ7G #workforce #FutureofCEE #GenAI #skills #pwc #HopesandFears

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❗️The calculation of work experience will change in Poland. To date, only work under an employment contract is counted towards work experience. The Polish Ministry of Family, Labor, and Social Policy considers this unfair and has proposed equalizing the rights of those working under Umowa o pracę and other employees.👍 In the future, in addition to the period of work under an Employment Contract, it is planned to count work under any civil law contracts (Umowa zlecenie, etc.) and entrepreneurial activity towards the total length of service. 🔺But only on the condition that these employees pay the same taxes and contributions to ZUS as they are required to pay when working under Umowa o pracę. When will the new changes come into force❓ Currently, all ministries are actively working on amendments to the Labor Code. However, one should not expect a quick result, as the issue is very complex. The project should be submitted to the Seimas in the third quarter of this year, so the changes should not be expected to come into force before 2025. [Who pays ZUS in Poland? Both the employer and the employee are obligated to contribute to the Polish social security system. Apart from paying its own share, the employer is obligated to withhold the employee's share of the social security contributions and remit them to the Social Security Authorities (ZUS).] #POLAND #EUROPEUPDATE #WORKINEUROPE #WORKINPOLAND

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The market is evolving, and numerous TA tech solutions are now available. At recruiTECH CEE, we hold the belief that knowledge sharing is crucial for everyone involved in the TA domain. Having completed our TA tech research, we are poised to disseminate the insights we've garnered from nearly 200 talent acquisition leaders across 12 countries! Dennis Böcker Gabi Sarkadi #recruiTECHCEE #TAtech #webinar #surveyresult

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A second part of my article on Talent Development - here I write about current and future trends in Talent Development. I'd love to hear you thought on that topic as well!

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