Market Fast Track

Each of us took part in the recruitment process and wondered, as a Candidate or Employer, what in the case of this particular position will be, or is prioritized: experience, skills, completed projects, references and maybe soft competences. Which of these aspects will help choose the right person?

Today I would like to consider with you whether emotional intelligence can be the most important competence in the labour market and whether it has a decisive impact on the quality of the work done. According to Daniel Goleman (American psychologist and author of the bestseller “Emotional Intelligence”), emotional intelligence includes the ability to understand, manage and control oneself and one’s own emotions. It is the ability of self-motivation, empathy and social skills.

Emotional intelligence includes three key psychological competences – self relations, social – relations with others and praxeological competences (actions), i.e. the ability to perform tasks, actions and challenges. To make it easier for us to analyse the subject I will give examples of psychological competences: self-awareness, self-control, self-assessment, social: empathy, persuasion, leadership, cooperation and praxeological: conscientiousness, adaptation, motivation.

According to World Economic Forum’s Future of Jobs Report ( Emotional intelligence will be one of the 10 most important skills preferred by Employers in the coming years.

Why is emotional intelligence so highly rated among Employers around the world? Well, people who are emotionally intelligent:

  1. Are able to manage stress levels and are less likely to fall into emotional extremes – full emotional awareness and high self-control.
  2. Are able to cooperate more effectively with other team members – skilful cooperation.
  3. Put their needs aside, listening to the needs of others in order to react so that everyone in their company feels heard and understood – developed empathy.
  4. Are more open to feedback, especially if they could significantly improve their performance. Know the goals and strive to achieve them – optimal motivation.
  5. Quickly find themselves in a new environment, flexibly react to changing conditions and adapt to them – adaptation skills.
  6. They can set an example for others, because their influence and ability to talk will make them imitated by others. They remain assertive, draw the line and stick to their own assumptions – mature leadership.
  7. They are able to make better assessments and take into account how their decisions will affect others – correct self-assessment.

How can we improve our EQ (emotional intelligence)?

  1. Don’t react hastily, give yourself time to think and analyse the situation.
  2. Think about how your decision will affect the situation of other team members/cooperators.
  3. Show empathy, listen to others and observe their reactions.
  4. Talk to yourself every day and learn from your mistakes. Spend at least 5/10 minutes a day in dialogue with yourself and learn yourself – practice as regularly as you do in the gym – if you do, that is 😉
  5. Share ideas or motivate others.
  6. Stay calm, in times of crisis.
  7. Exercise your body language/speech, which can significantly affect your relationship with others.

Conclusions: In my career as a recruiter I meet many different personalities. I talk to people who are more and less open. Some show empathy, react calmly, others do not allow themselves to analyse, and their reaction is hasty and often has a negative impact on our business relationship. It is very different with every person, but if I could imagine a conversation with an ideal interlocutor, it would certainly be a person with a high level of emotional intelligence.

Summarizing all the recruitment processes I have completed or those I have talked about with clients, I find that more and more companies are looking not only for employees but also for “personalities”. These are people who are supposed to find themselves in a team and have a positive impact on its development.

I am pleased that Employers, apart from: experience, budget execution, completed projects, references, etc., more and more often pay attention to something beyond that. Companies start to notice the whole process of achieving professional results rather than the final result alone in the form of a quota or profit. Candidates with less experience but developed personality values and emotional maturity are appreciated and then trained in practical skills.

According to Goleman, “At most 20% of life’s success depends on the IQ. Then there is still 80 per cent of other interactions – a group of factors called emotional intelligence” (Gordon Dryden, Jeanette Vos, Revolution in Learning, ed. Moderski i S-ka, Poznań 2000, transl. Bożena Jóźwiak, p. 140).


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Author: Marieta Rejkowska- Sales and Recruitment Consultant – Lobo HR.

Recently, we’ve looked into almost two hundred Linkedin profiles belonging to people who took part in our surveys. The purpose of the research, carried out by an expert with many years of experience in the field of developing a brand on the job market, was to ascertain whether social media profiles on the abovementioned sites meet market standards. Persons taking part in the research received analyses of their profiles along with suggestions for possible changes. The research also gave rise to some general conclusions and guidelines in the scope of keeping a profile on Linkedin. In this article, I would like to share these conclusions and guidelines.

  • Photo

A photograph isn’t a crucial element of your profile, however, it is recommended that you have one. It can have a positive impact on the general perception of your profile, however if not taken by a professional, it can have the opposite effect.

In order for the picture to look professional, you should, of course, take care to look well groomed and well dressed, at the same time keeping in mind your surroundings. The best choice will be a working environment, office, or a neutral background that will not affect the photo’s perception. Pictures taken in eveningwear, family photos with children or taken at parties are generally not perceived as well. Your potential employer expects their employees to behave professionally and be able to separate their private and professional lives.

Most of the profiles examined during the research had a profile picture. In most cases, these were fully professional, we had no reservations about them. Profile owners seem to have no problems in this respect.

  • Profile language

Not everybody knows that Linkedin allows for a profile to be kept in two languages. This option is available in the profile view, at the right side:


If your goal is to maximise the profile’s exposure and have it displayed after typing phrases in different languages (e.g. Polish and English), it’s worth to use this function and have two language versions of your profile. Remember that not all recruiters work with the Language you keep your profile in. If a recruiter is used to searching for candidates in English and your profile is in Polish, they may not find it at all. Additionally, if a recruiter is looking for a person who can communicate fluently in let’s say, English, they will naturally focus more on searching out and analysing profiles kept in that language.

The profiles we analysed were slightly skewed towards Polish, with profiles in English being kept mostly by people working in the IT, SEO, and, for example, Fintech industries.

  • Career summary

A career summary is one of the most important elements of the profile and at the same time one that is most often neglected. It is an element that should include key information about your previous achievements and the current direction of your professional development, as well as indicate the positions you’re interested in at a given point in your career. One common mistake is to abridge professional experience in the summary section or omit the direction of future development.

A lack of summary or one that does not include the abovementioned information may make it more difficult for the recruiter to make the right decision, particularly if the description of your professional experience, included further down in the profile, is also incomplete. This results from the fact that other parts of the profile speak only of the history of your professional life and don’t have the space to indicate the direction you’re interested in taking. The summary can therefore indicate for example: the industry, position, and scope of obligations you’re interested in. Additionally, this is a good place to describe your main competences and strong suits. The professional summary is the place to put your creativity to use to present yourself from your best side and indicate the direction of development you’re interested in. It’s not uncommon to have professional experience show one thing and plans for the future be completely unrelated.

While preparing a professional summary, it’s worth to consider this element from one more perspective. Namely, it is a place where you can use words that do not fit with the other parts of the profile and which will help display it in search results, should the recruiter look for potential candidates using these particular words. In this sense, you should regard words as key phrases or even hashtags.


Let’s assume that you work at a production company as an engineer. However, you would like to develop professionally not only as an engineer, but also in the field of establishing business relations. In general, you like to interact with people and feel like sales is your strong suit. Additionally, you know several sales engineers, you know what this line of work entails, and decided that you would like to give it a shot. This intention is a good example of information that you will not place in the professional experience sections, but should definitely include in the professional summary. Therefore, it’s worth to write a few sentences about you seeing your own sales potential and your next professional challenge being to start working as a “sales engineer”.

“Sales engineer” will be the key phrase that will let your profile be seen by all those searching for candidates for this position. It’s worth to include such key phrases in your profile in the exact way the recruiter will enter them in the search engine. In this particular case, it would be good to write “work as as a sales engineer” instead of e.g. “work in sales engineering” in the professional summary section. I’m not certain how correct it would be in other languages, but it’s certainly correct in terms of the intended function of the phrase. A question remains, whether Linkedin will even display profiles where the phrase “sales engineering” is used if we type in “sales engineer” in the search engine – from what I remember – confirmed by a quick test a moment ago – it seems that it will. Did any of you test this thoroughly?

  • Professional experience

Most important information that should be included in this part is of course your employer (and all the previous ones), position, exact (at least to a month) date of beginning and ending your employment, and a detailed description of your day-to-day duties.

A detailed description of duties in any position provides a wealth of knowledge for recruiters and allows them to quickly and accurately evaluate your profile in terms of their recruitment project. Along with a well made professional summary, the scope of duties is the most important element of your profile. It’s the place where you inform everyone what exactly you were doing in individual positions, and therefore, what exactly is your professional experience. You should remember that in different organisations, a position of the same name can mean something entirely different. It’s therefore worth it to describe your professional duties as widely as you can without fear of exaggerating. It is best to apply the rule that writing too much is preferable to writing too little. You should remember that the recruiters suffer more from having too little information than from having too much of it.


Position: Business Development Manager. Responsibilities: Generating sales leads by cold calls, cold visits, participating in fairs and conferences, and preparing and executing email campaigns. Market monitoring, both in regards to customers and competition. Proposing a sales strategy in regards to the company’s services. Independent implementation of the agreed upon sales strategy and authorisation to negotiate and enter into sales contracts. Responsibility for achieving predetermined quarterly and annual sales targets. Work on the basis of predetermined KPIs. Reporting to the Business Development Director. Recruitment and training of the sales department employees.

It’s also worth to add tangible effects of your work at a given position (e.g. increasing sales by 15%, average target achievement of 120%, effective introduction of a new product on the market, decreasing costs connected with sales processes), as well as the awards and distinctions you achieved.

A lack of a description of a position often disqualifies your profile in the recruiter’s eyes, who will quickly move on to another, properly filled in, profile. You need to remember that the devil is in the details, and a precise description of the scope of duties brings those details to light (at least in part), which will greatly simplify profile analysis and increase the probability of the recruiter contacting you with a properly tailored job offer. Therefore, you shouldn’t be surprised to receive unsuitable offers or none at all, if your profile isn’t described adequately.

  • Education

This element of the profile is usually filled-in perfectly, basic information about education is included in practically every profile. At the same time however, it is a very simple element that doesn’t require long descriptions, as well as relatively unimportant to recruiters. My professional experience as well as research we did in that respect indicate that the education field is considered unimportant by profile owners and recruiters both (links to research below). Of course, this doesn’t mean that this part of the profile should be left empty. Graduating from a tertiary education institution is often a standard and it’s worth to show that you maintain this standard. It’s unusual, but you can find employers for whom graduating in a given field of study or from a particular school is a necessary requirement.

  • Skills/recommendations

Having skills confirmed by co-workers is definitely overlooked. From the recruiter’s perspective, this is not an error, because it’s not an issue that only depends on the profile’s owner, but it’s definitely worth the time and effort to develop this element. A recommendation may be seen as an advantage over other potential candidates, so it’s not worth it to underestimate it. A recruiter sees the possibility to have competencies confirmed by other people as extremely valuable. I mean, it’s only natural that we are more likely to trust people and companies that have been recommended to us by other people. If it turns out additionally that the recommending party is someone we know, the value of such a recommendation may increase dramatically.

  • Linkedin profile vs CV

The differences between LinkedIn profiles and CVs we recruiters receive are steadily decreasing. Linkedin standardises profiles so that they include all the information usually found in CVs. Of course, a text editor will still give you a lot more freedom in the scope of creating a CV, however for 95% of people, the format offered by Linkedin is sufficient. For a recruiter, a Linkedin profile has several huge advantages over a CV: (1) it is standardised, in contrast to various methods of writing a CV, (2) it shows mutual contacts which make it easier to obtain additional information about the person we’re looking into, (3) it more often includes recommendations and usually shows a larger scope of skills.

Nowadays, the employer has an extremely difficult task to retain the employee permanently in the organization. Huge economic boom, development of many enterprises and emergence of foreign brands in Poland increase the number of job offers, as well as the demand for qualified specialists.

In addition, due to the fact that today we are dealing with the employee market and the shortage of specialists, recruiters are required to recruit immediately. The consultant responsible for the project is obliged to meet new customer needs, so as to stay ahead of the competition. The bar is constantly raised in relation to recruiters – who will reach the only and the best candidate on the market faster, more efficiently and resolutely.

Each of us has definitely ever participated in the recruitment process and, as we all know, there are several stages of the recruitment process. There are recruitment stages that involve time-consuming work of the recruiter – verification of basic requirements, candidate variables, but also those in which dynamics and extensive knowledge together with the consultant’s experience is part of the daily agenda and is a key aspect in the assessment of a given candidate. If the first stage – the preliminary selection of candidates – could be automated, would this improve efficiency and save working time?

For the person, for whom the recruitment process is a daily bread, initial help during the first selection could have a salutary effect on putting off several hours of work a week. Thanks to the accumulated hours, the recruiter has the opportunity to focus on activities that give a lot of job satisfaction – face-to-face meetings with candidates, surveying on soft skills or conducting advanced recruitment techniques, i.e. the assessment center.

In my opinion, automation is needed in many areas for a long time, while in the life of the recruiter, bot news and artificial intelligence are slowly absorbing the industry, but with a slight moderation and proper management of the recruitment process, they will definitely be a help, not an obstacle. They will help eliminate tedious activities, solve many problems and will lead to the fact that they will quickly catch variables that can be improved in everyday work in HR departments.

It is worth mentioning that (probably) the main mission of using artificial intelligence is to improve and enhance the level of activities, and not taking the current profession away from recruiters.

In 2017, companies from the business service sector leased 500,000 sqm. office space, of which as much as 60 percent covered main cities outside the capital city. The rate of untenanted office space in Poland in the first quarter of 2018 amounted to less than 11 percent – This rate fell on all regional markets, but not in Warsaw. Therefore, smaller centers are becoming more and more attractive in the eyes of investors. 

Locations such as Cracow, Wroclaw or the Tri-City start to struggle with increasingly difficult access to employees, so investors see development prospects in such locations as Rzeszów, Lublin and Szczecin, which is becomming more and more popular.

There is growing demand for co-working spaces in our market. Only two years ago, co-working companies occupied about 40,000 sqm. offices in Poland, and now they occupy 10,000 sqm. For comparison, demand for office spaces from the banking and IT sectors is about 400,000 sqm. 

The greatest demand for such centers was and is in London. Currently, this trend reached Warsaw and is slowly taking over major Polish cities.

Co-working spaces are most often the interest of start-ups, but also corporations, which on the one hand want to be close to start-ups, but also have their own teams, which are entrusted with tasks and which do not have to work in stationery offices.

It is assumed that by 2030, even 800 million people around the world will lose their jobs due to the automation of work processes. Machines are more efficient, cheaper than people and less likely to be wrong.

Automation with the use of artificial intelligence algorithms will cover many office and legal professions(for SI, the analysis of agreements will not be a problem), and even medical professions,with the profession of doctor-radiologist at the forefront. Many professions will disappear, and will be replaced by others.

It will be necessary to develop a social structure in which new activities will occur and the national income wil be divided differently than now.

The recently published Nationwide Employee Job-Satisfaction Survey, prepared by Leanpassion, contains information that 41 percent of Poles will changethe workplace within the the next 12 months.Staff fluctuation is therefore a real problem for many companies. Dismissals of employees are more often caused by conflicts with the boss and the team, than remuneration issues.

The summary report for 2017, published by the Polish HR Forum, shows that the employment agency industry is experiencing a kind of revolution. More than 1.2 million people found job in Poland through the employment agency in 2017, which is an indicator higher than in the previous year.


In 2017, as many as 8361 employment agencies operated on the market, which is 12% more than in the previous year, and the number of both employment agencies and the demand for temporary work services are growing dynamically. The value of the Polish employment market increased in 2017 by 6% and is estimated at PLN 7.3 billion.

For a while now, the IT market has been an employee’s market. There are fewer and fewer candidates in relation to the ever-increasing needs. Nowadays, software developers stay at one company for an average of 2 years. It is anticipated that the time will shorten even further, down to as few as 6 months!

In order to acquire and retain talents at an organisation, companies try to outdo each other when offering employee benefits, although these benefits are slowly losing their original importance. Employers who subsidise babysitters or weddings of their employees are no longer an exception. When choosing their employer, candidates from the IT sector place ever-greater value on participation in interesting and challenging projects, good communication within the company – especially between supervisors and subordinates – as well as the opportunity to shape their own growth and the growth of the company.

Workers used to associate Tricity mainly with long-awaited holidays. The next associations were shipyards and the fish industry. What is the situation now? When we mention Gdynia, Gdańsk and Sopot, we think of office buildings and foreign investments with increasing frequency. We also think of the SSC/BPO sector. Why is that?

HR potential:

  • Gdańsk metropolitan area: 463,754
  • Gdynia metropolitan area: 246,991
  • Pomerania Province: 2,300,000 inhabitants
  • In a 100-kilometre radius: approx. 2,500,000 inhabitants/

Offer of the real estate market:

  • office space: 151,000 m2 (in 2016)
  • under construction: 150,400 m2
  • rent: EUR 12.75–13.5 per square metre per month

An ideal location:

  • Gdańsk Lech Wałęsa Airport: 10 km from the centre of Gdańsk and Sopot, travel time: approx. 10 minutes; 23 km from the centre of Gdynia, travel time: approx. 24 mins
  • Pomeranian Metropolitan Railway – from Kartuzy to Gdynia Główna (stops next to the airport in Gdańsk)
  • Fast Urban Railway – within Tricity and beyond (up to 82 km, Gdynia Główna–Gdańsk Wrzeszcz–Gdańsk Port Lotniczy–Borkowo–Kościerzyna)
  • tram, trolleybus and bus lines

Great connections with European Airports such as:

  • Frankfurt (FRA) – travel time: 1 hr 35 mins
  • Munich (MUC) – travel time: 1 hr 35 mins
  • Copenhagen (CPH) – travel time: 1 hr 35 mins
  • Warsaw (WAW) – travel time: 55 mins
  • Stockholm (NYO) – travel time: 1 hr 15 mins
  • Oslo (OSL) – travel time: 1 hr 25 mins
  • Krakow (KRK) – travel time: 1 hr 20 mins
  • London (STN) – travel time: 2 hrs 10 mins.

Investor Support:

  • Business Incubator – Gdańsk Business Incubator “STARTER” and Gdańsk Academic Business Incubator (GABI), Gdynia Business Incubator
  • Gdańsk City Hall – Partnership and Business Centre
  • Gdynia City Hall – Investor Development and Service Department, Gdynia Centre for Business Support.

Investors – BCC:

  • number of BPO/ITO/SSC/R&D centres: 120
  • employees in the sector in 2017: 21,000
  • employment growth in the years 2016–2017: 2,500

When studying the labour market, it is difficult to overlook the fact that the Silesian Metropolitan Area is full of job offers for so-called “linguists”. It might seem more intuitive for engineering and production to reign supreme in the Upper Silesian Industrial Region, yet the number of offers for people speaking foreign languages is significantly greater. What is the reason behind this trend? Foreign investments. But why do investors come to Katowice?

HR Potential:

  • Katowice agglomeration – 2,000,000 inhabitants
  • Silesia Province – 4,600,000 inhabitants
  • Within a 100-kilometre radius – 9,000,000 inhabitants

Offer of the real estate market

  • office space: 460,000 m2
  • under construction: 48,200 m2
  • rent: EUR 12.5–14.5 per square meter per month

An ideal location

  • KATOWICE International Airport – distance: 30 km , travel time: 30 mins
  • OSTRAVA International Airport – distance: 100 km, travel time: 80 mins
  • KRAKÓW International Airport – distance: 67 km, travel time: 40 mins
  • the most developed road infrastructure in Poland. The lowest traffic rate in Poland (Deloitte, Targeo).

Investor Support

  • 21.5% of the city’s budget allocated to investment in infrastructure
  • Investor Service Department – a special body of Office the dedicated to investors, which employs 17 specialists
  • Katowice Special Economic Zone: 2,600 ha
  • capital invested: EUR 6,5bn
  • new jobs: 65,000

Investors – BCC

  • number of BPO/ITO/SSC/R&D centres: 92
  • employees in the sector in 2017: 20,000
  • employment growth in the years 2016–2017: 21% (3,500)

The average financial expectations of experienced PHP programmers in Wrocław range from PLN 5,000 to PLN 7,000 net. In the case of accountants, the expectations are between PLN 2,500 and PLN 3,500 net, while Sales Representatives in the FMCG industry expect remuneration of PLN 2,500 to PLN 3,000 net.

Among all commercial employees, Sales Representatives in the FMCG industry are paid the least, while Sales Engineers and Technical Sales Advisors earn the most.