ask themselves wha
Posted: Tue Dec 24, 2024 8:13 am
Applying for positions, even if you don't meet the requirements 100%, is a key first step. Many people, not only in the case of Philips, but also in other large companies, think that if they are not an ideal candidate, it is not worth trying. This is a serious mistake. It is worth approaching the company at a job fair and talking to its representatives, establishing contact on LinkedIn. You have to try, because if you don't, then you will definitely never get a c
hance. If you try montenegro email list 100000 contact leads
and fail the first time - okay, there could be many different reasons, not necessarily dependent on you. I often say that in the case of companies as large as ours, it is better to apply for several different positions than just one. Why? Because different recruiters deal with different positions. If you apply for only one position, you may lose the opportunity to present yourself to completely different people. My advice: it is always worth trying, and if it doesn't work out this time - try again another time, e.g. at the next edition of Talent Days.
TALENT DAYS: So we're not giving up! Many candidates ask themselves what their profile should be like to appeal to a recruiter. Can you tell us what kind of people you're looking for, any specific traits?
ULA: It depends mainly on the position and the manager you will work with. I recently had the opportunity to participate in a meeting with other experts in recruiting young talents and we all agreed on one thing: the most important thing is the desire to learn. This is undeniably the most important thing for us - regardless of the department we are looking for a candidate for. This person must be open to learning new things and developing. Studies provide a lot of knowledge, but often it is only theoretical knowledge. The only thing left is to turn it into practice, real action.
TALENT DAYS: Definitely yes, practice is the most important – the only question is in what field. What positions do you recruit for most often at Philips?
ULA: We have many different positions. Our structure includes two offices – one in Warsaw and the other in Łódź. The Warsaw office is smaller and we recruit less often there. In its case, we focus primarily on marketing, sometimes we also look for engineers. In Łódź, on the other hand, where our global competence center is located, we conduct much more recruitment. It is in this city that Philips has concentrated many processes related to logistics, HR, finance, sales, purchasing and customer service. We recruit about 200 young people there annually, including for internships and traineeships.
TALENT DAYS: Wow, conducting so many recruitments in a year must be very demanding! What about knowledge of foreign languages, is this a desirable skill in your company?
ULA: The GBS (Global Business Services) Center in Łódź supports processes in the entire EMEA region (Europe, Middle East and Africa), so we work in English or local languages: German, French, Spanish, etc. Therefore, we very often recruit people who study philology. We also assume that it is easier to teach a potential employee processes in a company than a
hance. If you try montenegro email list 100000 contact leads
and fail the first time - okay, there could be many different reasons, not necessarily dependent on you. I often say that in the case of companies as large as ours, it is better to apply for several different positions than just one. Why? Because different recruiters deal with different positions. If you apply for only one position, you may lose the opportunity to present yourself to completely different people. My advice: it is always worth trying, and if it doesn't work out this time - try again another time, e.g. at the next edition of Talent Days.
TALENT DAYS: So we're not giving up! Many candidates ask themselves what their profile should be like to appeal to a recruiter. Can you tell us what kind of people you're looking for, any specific traits?
ULA: It depends mainly on the position and the manager you will work with. I recently had the opportunity to participate in a meeting with other experts in recruiting young talents and we all agreed on one thing: the most important thing is the desire to learn. This is undeniably the most important thing for us - regardless of the department we are looking for a candidate for. This person must be open to learning new things and developing. Studies provide a lot of knowledge, but often it is only theoretical knowledge. The only thing left is to turn it into practice, real action.
TALENT DAYS: Definitely yes, practice is the most important – the only question is in what field. What positions do you recruit for most often at Philips?
ULA: We have many different positions. Our structure includes two offices – one in Warsaw and the other in Łódź. The Warsaw office is smaller and we recruit less often there. In its case, we focus primarily on marketing, sometimes we also look for engineers. In Łódź, on the other hand, where our global competence center is located, we conduct much more recruitment. It is in this city that Philips has concentrated many processes related to logistics, HR, finance, sales, purchasing and customer service. We recruit about 200 young people there annually, including for internships and traineeships.
TALENT DAYS: Wow, conducting so many recruitments in a year must be very demanding! What about knowledge of foreign languages, is this a desirable skill in your company?
ULA: The GBS (Global Business Services) Center in Łódź supports processes in the entire EMEA region (Europe, Middle East and Africa), so we work in English or local languages: German, French, Spanish, etc. Therefore, we very often recruit people who study philology. We also assume that it is easier to teach a potential employee processes in a company than a