Reference

„In the first instance I decided to try out the zamestnanci.com diagnostic tool for myself. The way the diagnostic tests worked, I didn’t see how they could be reliable. The actual results, however, were a positive surprise for me. For employees, the outcome of the evaluation is an opportunity to think about the areas they can influence and thus to actively shape their own personal development.

In the recruitment field, this diagnostic tool enables candidates to be comprehensively evaluated, increasing the likelihood that they will be successfully matched to a job position, which saves us time and money, and also in a way boosts our credit as an employer.“

„Our company has a specific company culture which reflects both its foreign ownership and the nature of our activities (provision of services) and therefore may not suit every type of employee. This was the reason I felt motivated, prompted by a friend, to test the zamestnanci.com diagnostic tool, as at a standard interview it is often difficult to find out the true characteristics of a candidate and decide whether or not he or she is really suited to the post in question.

Using the diagnostics helps save time and facilitates the recruitment of new employees suited to our specific activities. It also provides me with a method of working with my existing or potential colleagues, thus making for mutual understanding and posting better results.“

„Our company is growing rapidly, recruiting many new people in quick succession, in particular sales representatives. This has meant we haven’t had enough time to get to know each new member of staff well during the probation period or to devote sufficient time to them. So we were quite enthusiastic about using the zamestnanci.com diagnostic tool, first for the existing team and subsequently for new candidates. Even before the new employees started in their jobs, we were able to accurately evaluate:

• whether they will fit in the existing team,
• what they are really like – not only how they present themselves during an interview,
• how to work with them, in particular how to assign tasks to them; how quickly they are able to adapt to the rapid changes the company is going through, and how to train them for their new jobs as quickly as possible.

I can confirm that we saved a substantial amount of managerial time, eliminated bad choices and considerably streamlined the recruitment and training process for new employees in the company.“