Nowy Styl Sustainability Report 2018-2019

specification. We have also introduced a standardised job interview form, which includes standard items as well as questions specific for a particular post and business ex- pectations. The document has been developed based on previously worked out stages: > identification of skills and knowledge necessary for the job – job specification, > awarding points on a candidate assessment matrix based on the job specification criteria, > setting up a call script for a preliminary phone in- terview carried out before inviting the candidate to a meeting, > the STAR method – a competence interview based on behavioural questions. To be able to grow, we need to work with the best. That is why it is so important that we can reach the right em- ployees. We look for them in many ways, often using the local labour market. We also share experience and knowl- edge with the young generation. We allow them to get acquainted with the structure of the company, the envi- ronment and organisational culture, and the best students are offered a job. In 2018, we conducted 110 recruitment processes, and in 2019 – 116. We have also prepared a handbook on good recruitment and selection practices for managers. To en- sure equal opportunities and prevent discrimination, every person taking part in a recruitment process is assessed with regard to the same pre-defined set of skills for a job 4.2 Recruitment At Nowy Styl, we show each other respect and understanding. In this context, feedback from people who have taken part in our recruitment processes are particularly important to us – here is one: “I very much appreciate the fact that, although our talks were not continued, you informed me about the completion of the recruitment process. This rarely happens. It confirmed my belief that Nowy Styl is a place where people, candidates, employees and customers are respected”. Karolina Bolesta HR Specialist Nowy Styl > We work with universities, contributing to building specialised courses related to the industry, > we conduct a variety of internal recruitments, offering development opportunities for employees, > we post job advertisements on our website, > we organise tours of our factories for students of schools and universities, where they can become fa- miliar with our technologies, also in the context of undertaking similar work in the future, > we take part in job fairs, > we support students in writing their dissertations, > we offer apprenticeships and internships, > we post job offers on job search sites. How do we look for employees? 54 Table of contents