CAREER & DEVELOPMENT
OUR STRATEGY IS CENTRED ON THE PEOPLE
Interview with Anna Chmurawa-Rębisz, Human Resources Manager Gi Group & Grafton Recruitment. Outsourcing&More: Gi Group is a big international organisation operating in almost 60 countries worldwide. Comprehensive HR solutions for the corporate sector are a significant asset distinguishing you on the market. What does it mean in practice? And what are the areas of your operations in Poland? Anna Chmurawa-Rębisz, Human Resources Manager Gi Group & Grafton Recruitment: Indeed, the Gi Group gene rates EUR 2.5 billion a year which makes it one of 20 top recruitment organisations worldwide. Given the portfolio of servi ces we offer on the Polish market, how ever, I would be hard pressed to admit we only operate in the field of recruitment. Nowadays, clients expect diversification, flexibility, and assistance in determining the direction for developing the HR poli cy in their organisations. Together with its subsidiaries Gi Group (Temp & Perm), Grafton Recruitment, Wyser, QiBit, and TACK&TMI, the Gi Group offers a full scope of HR services. Our offer is characterised by complexity, years of experience, origi nal tools, and databases that guarantee
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a quick reaction to the individual needs of our clients. We regularly publish industry wage reports and operate as investment consultants. We do all this because it is our conviction that a modern recruitment company should be able to satisfy any need of its clients with respect to HR management. Recruitment is only the first step. Last year was dominated by a debate on the “revolution” that millennials started on the labour market. How do you reach millennials? Are traditional recruitment methods still valid? What communication channels do you select? We strive to be authentic and focus on open dialogue. We are looking for candidates who wish to have a real impact on their work and grow professionally with us. During the recruitment process, we have an honest discussion about the expectations of both parties, we look for common denominators and present development opportunities. It is a prio rity for our managers in the field of team
management to foster the success of our employees. The exchange of information and the enforcement of the employee’s career development plan are guaranteed by an increased frequency of meetings between employees and their superiors. Working with millennials means clearly set tasks, ongoing talent training, and building relationships. There are a lot of job offers out there on the market today, so the relationship between the employee on one hand and the manager and organisation on the other has a decisive influence on how long the employee decides to continue on their career path with us. In our methods of searching for talents we follow trends, we change our tactics and adapt both our external and internal employer branding to the rushing world that is stock full of information. However, we do not modify our strategy. It is irrevo cably centred on the people, that is primarily on the candidates, both those recommended to our clients and those applying for a job with us. We find that
Outsourcing&More | May–June 2020
