academy international
academy international

The recruitment process

What does the recruitment process at Academy International look like?

Recruitment projects start with the publication of job offers in our company, as well as on the Career and recruitment websites.

1

Verification of applications sent

The recruitment process and verification of the application is carried out by the Director of the facility who is currently looking for an Employee. The process is supported by the Managing Director.

Each application sent to us is carefully read and analyzed in terms of our expectations and qualifications of the candidate.

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Verification of applications sent

The recruitment process and verification of the application is carried out by the Director of the facility who is currently looking for an Employee. The process is supported by the Managing Director.

Each application sent to us is carefully read and analyzed in terms of our expectations and qualifications of the candidate.

2

Interview

Selected candidates are invited to interviews conducted on the basis of the competence assessment technique (targeted selection). In the recruitment interview, we focus primarily on behaviors that are associated with key competences for the organization. The purpose of such a conversation is thus first of all to verify whether the candidate, taking into account his or her experience and behavior, as well as his or her motivation, will be effective in the position offered to them in our company. During the recruitment interview, the candidate's level of expertise, his or her skills and experience in relation to the position they apply for is also verified.

  • We ensure confidentiality of information provided during interview conversations.
  • Depending on the profile of the position and its place in the structure of our company, the recruitment process consists of two or three stages.
  • Each candidate participating in the interview receives feedback regarding the recruitment results, regardless of the outcome.
  • We are happy to answer candidates' questions, which is why the recruitment interview is also an opportunity for the candidate to acquaint themselves with the position profile, extend their knowledge about our company, its values and the people who create it.
Read more

Interview

Selected candidates are invited to interviews conducted on the basis of the competence assessment technique (targeted selection). In the recruitment interview, we focus primarily on behaviors that are associated with key competences for the organization. The purpose of such a conversation is thus first of all to verify whether the candidate, taking into account his or her experience and behavior, as well as his or her motivation, will be effective in the position offered to them in our company. During the recruitment interview, the candidate's level of expertise, his or her skills and experience in relation to the position they apply for is also verified.

  • We ensure confidentiality of information provided during interview conversations.
  • Depending on the profile of the position and its place in the structure of our company, the recruitment process consists of two or three stages.
  • Each candidate participating in the interview receives feedback regarding the recruitment results, regardless of the outcome.
  • We are happy to answer candidates' questions, which is why the recruitment interview is also an opportunity for the candidate to acquaint themselves with the position profile, extend their knowledge about our company, its values and the people who create it.
3

Making an offer

The final stage of the recruitment process is presenting a selected candidate with an employment offer. The offer is made by phone, upon the candidate's request it can be made in writing. The candidate who accepts the company's offer completes the formalities related to employment.

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Making an offer

The final stage of the recruitment process is presenting a selected candidate with an employment offer. The offer is made by phone, upon the candidate's request it can be made in writing. The candidate who accepts the company's offer completes the formalities related to employment.

Additional information

Code of effective interview, or how to prepare well for a recruitment interview

  1. Write down the name of the recruiter and the telephone number
  2. Collect information about the company
  3. Read the job ad, think about why you apply for a particular position
  4. Prepare examples to support your skills and traits
  5. Prepare questions that you would like to ask during the meeting.

The orientation process

We are a good employer who develops, appreciates and rewards. We know that obtaining the best Employee is half the way to success. That is why we are thinking about the development of our company and our Employees.

At Academy International, every Employee undergoes an intensive orientation process that begins with the work with a direct superior.

We have prepared a special series of managerial trainings for team managers. Upon completing the workshops the new Employees know:

  • how to build authority as a manager,
  • how to conduct motivating and inspiring conversations about the results with employees,
  • how to professionally carry out recruitment processes,
  • how to adjust the style of leadership depending on the stage of employee development.

Employee development

All development activities that we offer our Employees result from a thorough diagnosis. When preparing development trainings, we take into account the results that the Employee obtained and the conclusions from individual meetings with superiors. On this basis, we choose development activities tailored to the needs of the Employee. We offer custom-made methods and development tools.

Development activities carried out by AI are not only trainings and workshops, but also:

  • coaching,
  • mentoring,
  • shadowing.

Annual assessment

All AI Employees regularly undergo a periodic assessment process. Based on the established criteria, they summarize with their superior what and how they managed to achieve in the previous period and plan business and development goals they will implement in the next year. Data obtained in the periodic assessment process are used, among others, in planning internal trainings, internal recruitment, development programs for Employees. The annual assessment will ultimately be included in the annual remuneration review process.