We make new teams with Grupa Żywiec!

Grupa Żywiec decided to cooperate in the RF/SF model (retainer fee/success fee). As part of it, the client paid part of the amount at the start of the recruitment process, and the other part only after employment, tantamount to acceptance of the offer by the candidate.

What is important, in order to achieve the best result in each project in the shortest possible time, in the RF/SF model Bee Talents recruiters work in a maximum of 6 projects at a time, and the cost of the necessary tools (e.g. Lever, paid jobboards or LinkedIn RPS) is Bee Talents website.

Due to the need to deliver very fast results, we decided that two people from the Bee Talents team would take care of the project: sourcing specialist Ola and senior recruiter Marta. Such cooperation meant that even during holidays we were able to provide the client with substitution, and absences did not affect the continuity of active activities in the recruitment process.

The cooperation was based on close contact with Grupa Żywiec team: Maryana Kateba, Senior Recruitment and EB Specialist. We wanted the client to have a full pool of information about the process at every stage. Thanks to this, we were able to make necessary changes to it based on the candidates' feedback.

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We implemented the project according to a process that included, among others:

• Kick-off - a meeting of Bee Talents recruiters with the Grupa Żywiec team, where we discussed the profile of candidates and the expectations and needs of the client, technical topics, regarding the culture of the organization and the team;
• Conducting interviews by recruiters with Bee Talents and preparing candidate descriptions;
• Sending candidate descriptions to the client and e-mail updates about the project;
• Weekly reports - containing data such as the number of messages sent, response rate, conversions of candidates to the next stage in the pipeline;
• Joint analysis and discussion of feedback from the market, assessment and communication with candidates and their opinions along with our suggestions - to maximize the effectiveness of the process.

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We also conducted a training for Grupa Żywiec aimed at strengthening the knowledge and recruitment competences of the HR team. It included, among others:

• basics of market mapping,
• LinkedIn - sourcing from the basic and extended account level,
• x-ray search,
• alternative sources of acquiring candidates (e.g. GitHub, Facebook, AmazingHiring, GoldenLine);
• contact with the candidate and personalization of the message.