We present the 11 most common questions from clients who are considering support in finding and hiring new employees in 2024. In this Q&A article, we want to help explain how recruitment and the processes associated with cooperation with us – the Next Technology Professionals recruitment agency – works. We have tried to answer each question as specifically as possible.
Do you have other questions or something needs further explanation? – please contact us.
Table of contents for questions about cooperation with a recruitment agency
- Why is it worth working with Next Technology Professionals?
- What does the Success Fee model involve?
- How much does the employee recruitment service cost?
- For what period of time do you offer a guarantee (regarding the employee)?
- Bosses are against using the services of a recruitment agency because of the costs. How to convince them?
- What do you do differently from other recruitment agencies?
- What does the customer service process look like?
- How is the client involved in the process?
- Do you recruit for difficult and complex positions?
- Do you carry out recruitment processes that are not related to IT?
- What positions have you already processed recruitment for?
Question 1: Why is it worth working with Next Technology Professionals?
We are characterized by the fact that we can introduce micro changes leading to macro results. We guarantee better quality of services.
1. We work very quickly – a dedicated consultant gets to work within 24 hours of order confirmation.
2. We conduct a real direct search.
3. We base our activities on specialist knowledge of the IT job market – we independently prepare research and reports on the IT job market in Poland.
4. We offer personalized recruitment solutions which are fitted to the unique needs of your company.
5. The candidates we send are profiled and well-briefed, meaning they know their position and duties thoroughly.
6. In addition to technical skills, we also check the motivation and soft features of the candidate.
7. We regularly provide feedback and comprehensive support – we provide communication focused on customer needs.
8. We actively listen to our clients and observe what is happening in the industry. This gives us and our clients an advantage. We follow market and industry news and share them in our newsletter. We want to help our clients and stay up to date with dynamic changes.
We are monitoring AI news and new technologies – we are co-creating a report on AI, which will be released in autumn 2024, and our recruiters follow the latest trends to use them to improve recruitment.
9. Next Technology Team – a team of people characterized by empathy, commitment and high standards. We want to constantly develop and raise recruitment services to the “next-level”. After a conversation with Dominik Jurek, Piotr Jurek, Kasia Jagiełło, Mateusz Czapski and Marta Dyga, you will find out what we mean by that 🙂
10. We feel like we’re doing the same thing as everyone else, but… a little better. Ultimately, this leads to success. Micro changes result in macro results.
Question 2: What does the Success Fee model involve?
Success fee is a settlement model used in recruitment, in which the recruitment agency receives payment only after the recruitment process is completed and the candidate is hired by the client. You do not pay us anything if we do not find the employee you are looking for.
Question 3: How much does the employee recruitment service cost in Poland?
We usually cooperate with our clients on the basis of two business models – Success Fee and Outsourcing.
In the case of permanent recruitment – Success Fee:
Standard costs start from 12% of the candidate’s first annual salary. However, in the case of high-level or difficult-to-fill positions, it may reach up to 30%. It all depends on many factors – that’s why it’s best to send us your criteria and we will respond with a fitted offer.
In the case of IT outsourcing:
IT outsourcing allows a company to pay only for the services it needs. We will answer questions about the specific price after consultation, as it depends on many factors related to the services.
When it comes to employment directly with you, you should take into account a one-time expense of approximately two months of the candidate’s salary.
If you are looking for someone for a temporary project, we add our salary to the consultant’s hourly or daily rate. Rates vary depending on the length of the project, the consultant’s skills needed and many other parameters.
Question 4: For what period of time do you offer a guarantee (regarding the employee)?
We know that warranty assurance is very important. We provide a warranty for 3 months. We offer the option of extending it – but this depends on the arrangements with the client and many other factors that would be difficult to describe here.
Question 5: Bosses are against using the services of a recruitment agency because of the costs. How to convince them?
Important aspects that make cooperation with an agency profitable:
Payment only when the candidate is employed and accepted: The recruitment process in the Success Fee model does not cost anything until the client accepts the candidate. The company pays only when the selected candidate is hired, which minimizes financial risk. Moreover, this candidate will be guaranteed.
The speed at which a recruitment agency finds a candidate gives an advantage: We observe that if there is too much work in a company and too few employees, and additionally this situation persists for several months, such specialists want to leave the company due to overload and stress. The departure of one person may result in the departure of additional people, and within 2-3 months a department consisting of several people may cease to exist.
Relieving the internal HR department: as Next Technology Professionals we can carry out this process faster and more effectively (as a recruitment agency, we have specialized tools and an internal database of proven candidates – over 42,000), thanks to which we minimize the risk of failure and reduce costs. By entrusting us with recruitment, you save time and resources, allowing your HR team to focus on the company’s strategic goals.
Question 6: What do you do differently from other recruitment agencies?
We keep an eye on quality. We measure every stage of the recruitment process (recruitment analytics). If we cannot find a candidate, we brainstorm as a team how else we can approach the search. We use tools that scan over 50 websites, including Facebook, X, Stack Overflow and similar. For example: if someone speaks on a forum about a given technology and helps solve problems, and e.g. on LinkedIn there is no information that this person is a programmer, we have an indication that he or she may be one.
1. We never give up. We will give our 100% to find the right candidate. If it turns out that we have already used all the opportunities and possibilities, we transparently inform the client about it, showing statistics and data so that they knows what it means.
2. We are constantly learning and testing new tools.
3. Our candidate database is regularly updated and tagged.
4. Our recruiters understand technologies because they have been trained in them. They are also sales specialists who have undergone several training in sales techniques, and our messages to candidates are effective because they were assessed by technical people.
5. If a candidate wants to change a job only for financial reasons, we reject such people.
6. If a candidate is unreliable, rude or arrogant, we reject such people.
7. We don’t take shortcuts – we only send people who are good and meeting them will not be a waste of time for the client.
8. We are in constant contact with candidates – we know what they think about our offer, whether they take part in other recruitment processes, we also know at what stage these other processes are – all these activities are aimed at ensuring that they accept our client’s offer if they receive it.
9. Moreover, we are transparent with the client – if the offer does not convince the candidates, we recommend to the client changes in the requirements that will make the position more attractive to candidates.
10. We try to make the client feel that he or she has received a premium service after the end of the cooperation. We are happy that we are successful in this (link to customer recommendations).
11. Most of our clients keep in touch with us, even if they do not have any current recruitment needs, because they “simply” like and appreciate us 🙂
Question 7: What is the client service process like?
We start within 24 hours by talking to a potential supervisor about the job position. We have a list of about 120 questions, from which we select about 15 that are most relevant to the situation. Our goal is to understand who the client is looking for, but also to find the advantages of the position to win the battle for talent.
Then we get to work. We send the first candidates within 1-5 days. A dedicated recruiter works on each process – contacting over 300 people (depending on the position). Then selects 2-3 CVs that might be the best fit for the client’s requirements.
Then recruitment interviews take place. The recruiter is constantly in contact with the client, but also with the candidate. We know exactly whether the candidate participates in other processes, how evaluates our vacancy compared to others and whether would be willing to accept the offer if received it.
We are never surprised by the final decision.
If it turns out that we do not have candidates, we transparently tell the client about it.
Question 8: How is the client involved in the process?
We need a client:
- at the beginning of the process to tell who he or she is looking for and why,
- during the process to evaluate the CV we present,
- at the end of the process to make a decision.
The most important parameter for us is the speed of making decisions.
Question 9: Do you recruit for difficult and complex positions?
Yes, now we mainly carry out such processes.
Question 10: Do you carry out recruitment processes that are not related to IT?
Yes. We recruit for positions in the areas of finance, engineering and marketing, as well as other positions related to, for example, high-level positions.
Question 11: What positions have you already processed recruitment for?
We recruit for executive positions: CTO, CIO, Financial Director, etc.
We have successfully completed many different recruitment processes. We list some of them here: .NET Developer, Full-Stack Developer, RPA Developer, Data Science, Infrastructure Engineer, Java Developer, PHP Developer, Data Governance, DevOps Engineer, Android Developer, Python Developer, Cybersecurity Manager, Scrum Master, Art Director , Fullstack Data Engineer, Application Engineer, Application Engineer, Head of Marketing, Associate Producer, Integration Test Engineer, Senior React Native, Senior React Native, User Help-desk, Head of growth, Angular iOS Developer, Manual Tester, Integration Test Engineer, Python Tests Automation Engineer, System Engineer, .NET Developer, Web Analyst, Java Developer, DevOps Engineer, Frontend Developer, Agile Coach, Integration Specialist, Product Owner, SAP Consultant, PHP Developer, Blockchain Developer, RPA Developer, Data Engineer, Data Engineer , Full-Stack Developer, Architect, Backend Developer, Vue.js Developer, Automation Tester, Ruby on Rails, QA Engineer, Blockchain Developer, Rust Developer, Go Developer, Data Analyst, Linux Engineer, Microsoft Administrator, SD Project Manager, Solution Architect , Business Analyst, Azure Cloud Architect, Frontend Angular Developer, Android Developer, PowerBI Developer.
Do you have any other questions? Let’s talk about recruitment!
