Ask the recruiter – 13 questions you were afraid to ask, so we did

⦁ People often forget about this, but specifics really make a difference – showing measurable results of your work better reflects your responsibilities and achievements. Instead of a general ‘customer service,’ it is worth specifying, for example, ‘serving approximately 20 customers per day while maintaining a 95% satisfaction rate.’

⦁ Emphasize achievements and work results – it is worth supplementing the description of experience with information about the results of activities, such as improved processes, increased efficiency, or achieved goals.

Aleksandra also emphasized the importance of tailoring your CV to a specific position. For people changing their professional field, it is important to highlight those elements of your experience that are relevant to the new role. It is worth showing which skills and competencies you have acquired previously that may be useful in the new position, and how your current career path can help you perform your new duties.

Artificial intelligence in the recruitment process

⦁ How does artificial intelligence affect recruitment processes today?

⦁ Are there situations in which CV may be rejected at the initial stage due to the operation of algorithms?

⦁ To what extent do organizations actually use artificial intelligence when making recruitment decisions?

Responding to a question about the role of artificial intelligence in CV selection, Aleksandra emphasized that not every organization uses advanced recruitment systems. Such solutions are expensive and more common in large companies. She added that although algorithms and keywords can support the initial analysis of applications, the final decision always rests with the recruiter.

In practice, technology mainly plays a supporting role. At Unit4, applications are analyzed by the recruitment team, and the decision to invite a candidate to the next stage is always made by one of our team members. Our aim is to ensure every candidate is treated with equal attention at all stages of the process.

Choosing which positions to apply for

⦁ How is applying for positions that exceed your current experience perceived?

⦁ Is it better to gain experience first and then apply for more demanding roles?

Applying for a position where you do not meet all the requirements makes sense under certain conditions. During our conversation, Aleksandra emphasized that it is worth considering participating in the process if you meet most of the criteria and are able to show how your previous experience can translate into the new role. It is also important to be able to demonsatrate your motivation and willingness to develop the skills you lack.

Participating in the recruitment process is valuable in itself – each interview allows you to better understand the dynamics of recruitment, gain experience, and feel more confident during subsequent meetings.

Job interview – questions and preparation

Questions that you could encounter in most recruitment processes:

⦁ First, motivation – questions about the reasons for changing jobs and expectations for the new position often arise because they allow us to understand the candidate’s career direction and goals.

⦁ Another important aspect is knowledge about the company – these questions show a real interest in the role and a conscious approach to change.

⦁ There may be questions about strengths and areas for development – these help the interviewer understand how the candidate perceives their own skills, both the ones they already have and those that require further development.

⦁ Technical questions are also an important aspect – their scope depends on the specifics of the position. They may concern tools, working methods, examples of projects, or industry knowledge.

Kasia pointed out that classic questions such as ‘Where do you see yourself in five years?’ are gradually losing their significance and are becoming less common. Recruiters focus primarily on understanding what projects the candidate would like to be involved in in the future and in what areas they see their development.

Interview culture – safety and respect

⦁ Can feeling stressed during a job interview be perceived negatively?

⦁ What should you do if the atmosphere during the interview seems uncomfortable or unclear?

Aleksandra and Kasia emphasized that a job interview should take place in an atmosphere of mutual respect and partnership. Candidates devote their time to it, often leaving work early or postponing other responsibilities. Recruiters also prepare for the meeting, because their task is to check whether a given person fits the role and the team. That is why a good, substantive conversation is so important.

Stress during interviews is completely natural. Nervousness during the meeting does not negate the candidate’s competence or potential.

Lack of feedback after recruitment

One of the topics discussed during the webinar was the lack of feedback after sending an application. Responding to the participants’ concerns, Kasia explained that the first reason for this may be the lack of tools to support recruitment management, which is often the case in smaller companies. The second possible reason is, unfortunately, the lack of a culture of regular feedback in some companies.

At Unit4, we adhere to the principle that every candidate should receive appropriate and timely feedback after the recruitment process. We treat recruitment as a partnership, which is why we value open dialogue and clear communication. We believe that this approach builds trust and makes the entire recruitment experience simply fairer for candidates.

In summary, there are a few practical things to keep in mind during the recruitment process:

⦁ Tailor your resume to the position – highlighting the skills and experience that match the requirements of the role is important.

⦁ Transparency of your professional history – present your career path in a clear and legible manner.

⦁ Good preparation is the key to success – gathering information about the company and thinking about your own experience helps you approach the meeting with confidence.

⦁ Ask questions – if something is unclear, don’t hesitate to ask and recruiters will be happy to answer you. This shows commitment and helps you better understand the business expectations.

Recruitment is a collaborative process. As the webinar discussion showed, openness, honesty, and good communication are key. In practice, it is not an exam that must be passed with a ‘perfect score,’ but a conversation that helps both the candidate and the employer to see if their expectations can be met.

Unit4 and opportunities for development

Unit4 is an international company that designs and delivers ERP software for businesses. Our teams develop products that support the daily work of thousands of users. In Poland, Unit4 provides the TETA (ERP/ME) system, supporting medium and large organizations in effective management.

The central element of Unit4’s culture is the People First approach – we put people at the center of everything we do. This means not only a partnership-based approach to recruitment processes, but also designing products that really make work easier and allow teams to operate more effectively.

Unit4 recruits for various positions, both in technological areas such as development, product management, and business analytics, as well as in support teams such as marketing, sales, finance, and HR. Thanks to this diversity, career paths within the organization are broad, and many people have opportunities for long-term development at Unit4.