Employers FAQ:

1. How can I post a job on Adecco Romania’s website? 

• After contracting and discussing with one of our consultants, our Adecco Romania specialists will craft the perfect job ad for the role you are looking to hire for that is sure to attract top talent and make the website post.  

2. What industries does Adecco Romania specialize in? 

• Adecco Romania specializes in staffing solutions for a wide range of industries, including IT, engineering, healthcare, manufacturing, finance, retail, logistics, and customer service and many more. 

3. How can Adecco Romania help my company with recruitment? 

• Adecco Romania offers end-to-end recruitment services, including talent sourcing, candidate screening, interview coordination, and onboarding support. We help you find the best candidates quickly and efficiently. 

4. What types of staffing solutions does Adecco Romania offer?

• Adecco offers temporary staffing, permanent recruitment, executive search, payroll services, outsourcing solutions and many more. We cater to both small businesses and large enterprises with scalable staffing solutions. 

5. How does Adecco Romania find the right candidates for my job openings? 

• Adecco uses a combination of proprietary recruitment technology, in-depth market knowledge, and a broad talent network to find the best candidates. We ensure candidates meet your specific needs through tailored candidate screening and selection processes.

6. What is the recruitment process with Adecco Romania?

• The recruitment process involves job posting, candidate sourcing, screening, interview facilitation, and final selection. Adecco can manage the entire process or assist with specific stages based on your needs. 

7. Can Adecco Romania help with recruitment for temporary and part-time positions?

• Yes, Adecco has extensive experience in staffing temporary and part-time positions across various sectors. We help you fill short-term or flexible roles with skilled workers quickly. 

8. How does Adecco Romania ensure a good match between candidates and job roles? 

• Adecco conducts thorough interviews, skill assessments, and reference checks to ensure candidates meet your job requirements. We also consider cultural fit and long-term potential, not just technical skills. 

9. What is the cost of recruitment services with Adecco Romania? 

• The cost of recruitment services depends on the type of service you choose (temporary, permanent, executive search, etc.). Adecco offers competitive pricing and customized solutions to fit your company’s budget.

10. How quickly can Adecco Romania provide candidates for a role?

• Adecco Romania works to fill your positions as quickly as possible. For some roles, we can often provide candidates within days, while for other roles, it may take a few weeks depending on the job’s complexity.

11. Can Adecco Romania help with recruitment for senior-level positions?

• Yes, Adecco Romania’s Executive Search service is designed to help you find top-level candidates for senior management and leadership roles. Our consultants use advanced search techniques to connect you with highly qualified professionals. 

12. Does Adecco Romania provide workforce solutions for large projects? 

• Yes, Adecco offers workforce solutions for large-scale projects, including project management, mass recruitment hiring, and the management of seasonal staffing needs. 

13. How does Adecco Romania handle candidate screening and background checks? 

• Adecco performs comprehensive candidate screenings, including interviews, reference checks, and skills assessments.  

14. What benefits do I get from partnering with Adecco Romania for recruitment? 

• By partnering with Adecco Romania, you gain access to a large talent pool, faster recruitment processes, reduced hiring costs, and the expertise of our skilled recruitment consultants. 

15. Can Adecco Romania help with temporary workforce management? 

• Yes, Adecco Romania can manage your entire temporary workforce, including payroll, contracts, compliance, and performance tracking, allowing you to focus on business growth. 

16. What industries can Adecco Romania provide recruitment services for?

• Adecco Romania works with businesses across a wide range of industries, such as technology, manufacturing, healthcare, retail, logistics, finance, and many more providing tailored recruitment solutions for each sector. 

17. How can I ensure diversity and inclusion in my recruitment through Adecco Romania? 

• Adecco Romania is committed to promoting diversity and inclusion in the workplace. We implement strategies to ensure a diverse talent pool and ensure equal opportunities for all candidates. 

18. Can Adecco Romania help me with employee training and development?

• Yes, Adecco Romania offers training and development programs to help your employees build new skills, improve performance, and achieve career growth. We also provide leadership development services for managerial roles. 

19. How do I know if a candidate is the right fit for my company? 

• Adecco Romania provides in-depth candidate assessments and recommendations. 

20. How do I contact Adecco Romania for recruitment services? 

• You can contact Adecco Romania by filling out the contact form on our website or emailing us directly. Our team will be happy to discuss your recruitment needs and provide a tailored solution. 

21. What is Headhunting?

• Headhunting represents the common expression used for describing recruitment services and selection of candidates by specialized HR consultants. 

22. How long does a Recruitment and Selection process take? 

• A recruitment consultant takes an average of 1 month to complete a recruitment and selection process for an open position. This period may vary depending on the complexity of the position and the HR policy of the organization. 

23. What Are the Stages of the Recruitment and Selection Process? 

• The recruitment and selection of candidates involves identifying potential candidates, interviewing them, validating them with the employer, the final interview, hiring and collecting feedback. 

24. How many candidates does it take to close an open position within a company? 

• On average, a consultant gets to interview and evaluate 5 candidates to close an open position. The number may vary depending on the complexity of the position and the HR policy of the organization. 

25. How Do You Calculate the Cost of a Recruitment and Selection Process?

• The costs for a recruitment and selection service differ depending on how the process is administered. If administered internally, it must be calculated as follows: (costs of promoting open positions + cost of tools used in the evaluation of the candidates + costs of salaries of employees involved in the process) / number of closed positions at that time. If the process is outsourced to a professional recruitment agency, then the cost structure varies depending on several factors. These involve the gross monthly salary of the open position, costs for identifying candidates, success bonuses for the shortlist, success bonuses for closing the position etc. 

26. What is Temporary Work?

• Temporary work is the legal form of employment through which a temporary employee is made available to the user to work temporarily, under his supervision and management, to perform a precise and temporary task. 

27. What is a Temporary Employee?

• A temporary employee is a person who has entered a temporary employment contract with a temporary employment agent, to make himself/herself available to a user, for working temporarily under the supervision and direction of the latter. 

28. What is a Temporary Work Contract?

• The temporary employment contract is an individual employment contract that is concluded in writing between the temporary employment agent and the temporary employee, during a mission. 

29. What is an Individual Employment Contract?

• An individual employment contract is a contract under which an individual, called an employee, undertakes the obligation to perform work for and under the authority of an employer, either individual or legal entity, in exchange for a remuneration called a salary. 

30. What is a Temporary Work Assignment / Mission? 

• This represents the period in which the temporary employee is made available to the user to work temporarily under his supervision and management, to perform a precise and temporary task. 

31. What is the difference between HR temporary work services and HR Outsourcing services? 

• The difference between the two forms of collaboration is given by the level of responsibility assumed by the service provider and the customer. There are several responsibilities that remain or pass into the management of the provider and their proportion defines the nature of the service provided. 

32. What are the main responsibilities of a provider in HR outsourcing services? 

The main responsibilities for HR outsourcing services involve: 

• Supplier management 
• Assuming financial risk 
• Taking responsibility for the results of the process 
• Quality assurance 
• Operational management 
• Workforce planning 
• Training and employee development 
• Employee integration 
• Selection of candidates 
• Recruitment and wages 

33. What is Mass Recruitment?

• Effective Volume Recruitment is one of the greatest challenges a company faces today. Attracting and retaining great talent has become more complex because of the fast-moving and tense market. It puts pressure on the cost and the quality of hiring, so that every volume recruitment drive becomes a challenging process. 

34. How Long Does a Mass Recruitment Process take?

• A recruitment consultant takes an average of 1 month to complete a mass recruitment process for an open position. This period may vary depending on the complexity of the position and the HR policy of the organization. 

35. What Are the Stages of the Adecco Mass Recruitment Process? 

• The service of mass recruitment involves identifying potential candidates, interviewing them, validating them with the employer, conducting the final interview, hiring and collecting feedback. 

36. How many candidates does it take to close an open position within a company? 

• On average, a consultant gets to interview and evaluate 5 candidates to close an open position. The number may vary depending on the complexity of the position and the HR policy of the organization. 

37. What is Employer Co-Branding? 

• Employer co-branding services, as an inferred concept, would involve a collaboration between two or more employers to jointly promote their employment opportunities or employer brand. The purpose would be to expand the reach, increase visibility, and create synergy between the employer brands involved in the co-branding services. It involves developing a strong employer value proposition (EVP) and showcasing the organization as an attractive place to work. 

38. What are the advantages and benefits of co-branding services?

The advantages and benefits of co-branding services can be summarized as follows:

• Enhanced Brand Equity: Co-branding can strengthen the overall brand equity of both participating companies.    
• Increased Market Visibility: Collaborating on co-branded services can generate greater visibility and exposure in the market.
• Diversification and Differentiation: Co-branding allows companies to combine their unique strengths, expertise, and resources, creating a differentiated offering in the market.

39. How long does a employer co-branding service take?

• The duration of an employer co-branding service can vary depending on various factors, including the scope and complexity of the collaboration, the specific goals and objectives, and the level of coordination required among the participating employers. Overall, the duration of an employer co-branding service can span several months, from the initial planning stages to the evaluation of its impact. It’s important to note that the timeline can be influenced by external factors, such as the availability of resources, coordination among the participating employers, and any unforeseen challenges that may arise during the collaboration. 

40. What are the factors that can influence an Employer Co-Branding process? 

• The factors that can influence the timeline of an Employer Co-Branding process are: Planning and Preparation, Strategy Development, Execution and Implementation, Evaluation and Follow-up.