For Employer

The AtoZ Serwis Plus Overseas Career Consultant specialises in international and domestic job placement consulting.

As a Career Consultant, we hire skilled workers from Ukraine, Belarus, Moldova, Georgia, Indonesia, Philippines, Vietnam, Nepal, India, and Bangladesh. Our company has been operating since 2009, and with our extensive experience, we can easily carry out any Career Consultancy. We have a vast database of suitable candidates and employers looking for experienced and inexperienced employees.

Our services cater primarily to companies that need help finding suitable candidates in their local labour markets. The Overseas Career Consultancy specialises in quickly finding qualified employees with the right experience. We have three recruitment centres in Warsaw, enabling us to provide seamless and effective services nationwide.

Step-by-step guide to personnel selection: conducting recruitment for client and returning candidates for a one-time fee

Recruitment and personnel selection are critical for finding and hiring suitable candidates for a client's organisation. Below are the steps involved in conducting recruitment for a client and returning candidates for a one-time fee:

Client Consultation:

• Meet with the client to understand their staffing needs and requirements.
• Discuss the job positions, qualifications, skills, and experience needed.
• Determine the budget and timeframe for the recruitment process.

Job Analysis:

• Conduct a thorough analysis of the job roles to create accurate job descriptions and specifications.
• Define each position’s key responsibilities, qualifications, and other relevant details.

Sourcing Candidates:

• Use sourcing methods such as job boards, social media, employee referrals, and professional networks to identify potential candidates.
• Create and post job listings on relevant platforms.

Resume Screening:

• Review resumes and applications to shortlist candidates who meet the job criteria.
• Only qualified candidates who meet the minimum qualifications.

Initial Interviews:

• Conduct preliminary phone or video interviews with shortlisted candidates to assess their qualifications, skills, and interest in the position.
• Narrow down the candidate pool further based on the initial interviews.

In-Depth Interviews:

• Schedule in-person or more comprehensive virtual interviews with the remaining candidates.
• Assess their technical skills, cultural fit, and behavioural competencies.
• Evaluate their motivation and enthusiasm for the job and the client's organisation.

Skills Testing and Assessments:

• Administer relevant skills tests or assessments to verify candidates' abilities, as the client requires.
• Evaluate the results and consider them in the selection process.

Reference Checks:

• Contact-provided references to verify the candidate's work history, performance, and character.
• Share the results with the client.

Candidate Presentation:

• Prepare a list of qualified candidates with detailed profiles, including resumes, interview notes, assessment results, and reference check summaries.
• Present the candidate profiles to the client and any additional insights or recommendations.

Client Interviews:

• Coordinate and schedule interviews between the client and the selected candidates.
• Provide support throughout the interview process and gather feedback from both parties.

Offer Negotiation:

• Assist the client in extending job offers to the preferred candidates.
• Help negotiate terms, including salary, benefits, and start date.

Onboarding Support (if required):

• Assist with onboarding, ensuring a smooth transition for the hired candidates.

Candidate Placement and Fee Collection:

• Once the client hires a candidate, invoice them for the agreed-upon one-time fee for the recruitment services.
• Ensure all contractual and financial aspects are handled correctly.

Follow-Up:

• Stay in contact with the client and the placed candidate to ensure satisfaction and address any issues arising during the probationary period.

Feedback and Continuous Improvement:

• Gather feedback from the client about the recruitment process and the hired candidate's performance.
• Use this feedback to improve future recruitment efforts.

Post-Placement Services (optional):

• Offer post-placement support and follow-up to address any concerns or challenges arising after the candidate starts the job.

Maintaining clear communication with the client throughout the process, managing expectations and adhering to legal and ethical guidelines during personnel selection is critical. The specific steps and their order may vary depending on the client's needs and the industry in which you operate.

Our services

Conducting recruitment for a client and providing visa support and departure services for candidates involves several steps. Here's a step-by-step guide on how to do this:

Client Consultation and Agreement:

• Meet with the client to understand their hiring needs, including job descriptions, qualifications, and special requirements.
• Negotiate the terms of the recruitment process, including fees, payment terms, and the scope of services to be provided.
• Sign a formal agreement with the client outlining all terms and conditions.

Candidate Sourcing:

• Use various channels to source candidates, including online job portals, social media, referrals, and your existing database.
• Ensure that candidates meet the qualifications and requirements specified by the client.

Pre-screening:

• Conduct initial screenings of potential candidates to assess their skills, qualifications, and experience.
• Verify their eligibility for the specific visa category required for the job.

Client Interview:

• Present a shortlist of pre-screened candidates to the client.
• Coordinate and schedule interviews between the client and the candidates.
• Provide feedback and facilitate communication between the client and candidates.

Candidate Selection:

• Once the client selects a candidate, assist with making a formal job offer and negotiating terms of employment.
• Ensure that the candidate accepts the offer and is ready to proceed.

Visa Processing:

• Begin the visa application process for the selected candidate.
• Gather all necessary documents and information required for the visa application.
• Submit the visa application on behalf of the candidate and track its progress.

Departure Services:

• Assist the candidate with travel arrangements, including booking flights, accommodation, and transportation.
• Guide on necessary vaccinations and medical examinations, if required.
• Ensure the candidate is well-prepared for departure, including packing and documentation.

Visa Approval and Pre-departure:

• Once the candidate's visa is approved, inform them and the client.
• Assist the candidate with any additional documentation required for travel.
• Arrange for departure, ensuring the candidate has all necessary travel documents.

Post-Departure Follow-up:

• please get in touch with the candidate after departure to ensure a smooth transition to the new job and location.
• Address any issues or concerns that may arise during the relocation process.

Billing and Payment:

• Invoice the client for the agreed-upon recruitment fee, visa processing fees, and other applicable charges.
• Ensure that payment is received as per the terms of the agreement.

Documentation and Records:

• Maintain accurate records of the client and candidates’ entire recruitment and visa process.
• Ensure compliance with all relevant legal and regulatory requirements.

Ongoing Support:

• Offer ongoing support to the candidate and client as needed, especially during the initial period of employment in the new location.
• Be available to address any post-placement issues or concerns.

Remember that the recruitment process and visa support may vary depending on the specific requirements of the client and the candidate's home and destination countries. It's crucial to stay informed about immigration laws and regulations to provide accurate and up-to-date assistance. Additionally, maintaining a high level of professionalism and communication throughout the process is essential for success.

Who are we recruiting?

• Production
• Logistics and warehouse
• Automotive
• Food industry
• Agriculture
• HoReCa
• Technical personnel

Employee recruiting is not only about savings.

Client Consultation and Needs Analysis:

• Meet with clients to understand their staffing needs, goals, and company culture.
• Discuss the specific skills and qualifications required and the organisation’s long-term objectives.
• Focus on building a solid client relationship to understand their unique requirements better.

Customised Service Proposal:

• Create a customised recruitment proposal that outlines the scope of services your agency will provide.
• Emphasise the added value your agency offers, such as industry expertise, market insights, and a broad network of potential candidates.
• Clearly define the one-time fee structure and any guarantees or warranties regarding candidate placements.

Talent Sourcing and Screening:

• To find potential candidates, utilise various sourcing methods, including job boards, social media, referrals, and your agency’s database.
• Thoroughly screen candidates, assessing their qualifications and cultural fit with the client's organisation.
• Conduct interviews, skills assessments, and reference checks to ensure the quality of candidates.

Candidate Presentation and Client Collaboration:

• Present a shortlist of well-qualified candidates to the client.
• Facilitate client-candidate interactions, including interviews and meetings.
• Act as a mediator to address concerns or discrepancies between the client and candidates.

Offer Management and Onboarding:

• Assist the client in extending job offers to selected candidates.
• Support onboarding by helping candidates complete necessary paperwork, background checks, and any required training.

Post-Placement Support:

• Continue to maintain open communication with the client and the placed candidates.
• Monitor the candidate's progress and performance in their new role.
• Provide support and resources to ensure a successful integration into the client's organisation.

Client Feedback and Continuous Improvement:

• Gather feedback from both the client and candidates to assess the effectiveness of the recruitment process.
• Use feedback to make improvements and refine your services.
• Maintain a long-term relationship with clients to understand their evolving needs and provide ongoing support.

Legal and Compliance Considerations:

• Ensure compliance with all relevant labour laws and regulations during recruitment.
• Handle all legal and administrative aspects, including contracts, employment agreements, and tax compliance.

Let's find the best employees for your business.

Add job offer

Could you fill out the form (employee questionnaire)? We'll choose the best way to cooperate with you.

Choose an offer

After filling out the employee questionnaire, we will prepare an offer within the services: recruitment, leasing of employees or outsourcing services (personnel).

Accept the employee

We will find an appropriate candidate for your business and guarantee good conditions for both sides.