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Experts in hiring the right people

100% borderless
Fully remote process
9 months guarantee
Payment system tailored to your needs
Talfi - Your HR Solutions PartnerTalfi - Your HR Solutions Partner

We specialise in executive & direct search

We support European companies in finding top talents that not only have the right skills and experience, but are also a perfect cultural fit for their organisation. Using our expert knowledge and cutting-edge technologies, we make sure our clients get the best candidates for the job. Our comprehensive approach to talent acquisition ensures that our clients get the best value for their investment in the long run.

Talfi - Your HR Solutions Partner

Our specialisations

Our experienced consultants specialise in the successful implementation of projects in the below business areas:

Technology

Financial Markets

Commerce

Finance

Become a partner and get additional benefits

Without partnership

Recommended if your organisation have 1 to 3 recruitments per year

Highest quality of services

9 months guarantee

No monthly cost

17% Success fee

With partnership

Recomended if your organization have more then 4 recruitments per year

Highest quality of services

9 months guarantee

800€ per month

13% Success fee

Rules

We believe in operating with transparency and integrity. We strive to be clear and consistent in our rules and regulations, while also remaining flexible and accommodating to the needs of our business partners.

01

Fee

The standard fee for a successfully completed project is two months' worth of remuneration for the employed candidate.

02

Guarantee

Our projects come with a 9-month guarantee. If the employed candidate resigns or is dismissed within 9 months of starting the job, we will carry out the recruitment process again, free of charge.

03

Payment system

We offer two types of payment. Companies that require individual recruitment processes can cooperate with us on a project basis. Alternatively, organisations with larger needs can take advantage of our partner program.

04

Candidates report

Our clients receive comprehensive reports on all candidates involved in the recruitment process. Upon request, we also offer psychometric and language tests, as well as an assessment center - providing a thorough understanding of each candidate's suitability for the role.

Our blog

Discover more about the world of recruitment and HR, and find out which trends you can leverage to enhance your business operations! Read, get inspired, and take action!

Employer branding
The hidden costs of a bad hire and how to avoid them

Introduction

Hiring the right talent is crucial for the success of any organisation. In this article, we will explore the various costs associated with a poor hiring decision and provide a step-by-step guide on how to avoid making one.

The costs of a bad hire

✔️ Financial costs. The most apparent cost is financial. It includes the expenses related to recruitment, on boarding,training, and salary paid to the employee. When a bad hire doesn't work out,these costs are essentially wasted.

✔️ Lost productivity. A bad hire can lead to decreased team productivity. This individual may struggle to complete tasks, causing delays in projects and potentially impacting the entire team's performance.

✔️ Team morale. The presence of an ill-fitting employee can lower team morale. Existing employees may become frustrated by the added workload or disruptions caused by the bad hire.

✔️ Customer impact. If the bad hire interacts with customers, it can lead to customer dissatisfaction and lost business. Customer trust can take a hit if they have negative experiences with an unqualified employee.

✔️ Reputation damage. A string of bad hires can tarnish your company's reputation. Word-of-mouth spreads, and potential candidates may become hesitant to apply for positions in your organization.

Steps to avoid bad hires

Step 1: Define clear job requirements. Start by clearly defining the job requirements, including skills, experience, and cultural fit. Ensure that the hiring team is aligned on these requirements and do not hide any skill in the job offer that might be required from a potential candidate.

Step 2: Use effective screening methods.Screen candidates thoroughly by reviewing resumes, conducting structured interviews, and checking references. Behavioral and situational interview questions can reveal a candidate's soft skills and problem-solving abilities.

Step 3: Skill assessments. Implement skill assessments or tests that are relevant to the job. This can help verify a candidate's proficiency in key areas.

Step 4: Behavioral assessments. Use personality and behavioral assessments to determine if a candidate's traits align with the company culture and the specific role.

Step 5: Multiple interview rounds. Conduct multiple interview rounds with different team members. This provides a more comprehensive view of the candidate and reduces the chances of bias.

Step 6: Check references. Don't skip reference checks. Contact previous employers or colleagues to gain insights into a candidate's work history and behaviour.

Step 7: Trial periods. Consider offering a probationary or trial period for new hires. This allows both the employee and employer to assess the fit before making a long-term commitment.

Step 8: Cultural fit. Assess a candidate's cultural fit within the organisation. Ensure they align with your company values and can work effectively with the existing team.

Step 9: Training and onboarding. Invest in thorough training and onboarding processes to set new hires up for success from day one. It is shocking how many companies forget about proper onboarding of new candidates. The hiring process doesn’t finish on giving someone a position and letting them be to their new job but proper introduction to organisational structure, employees, processes, different products or services available in the company (which can resolute in cross-selling in the future or finding more opportunities for the business even if the person is not part of the sales team).

Step 10: Regular performance reviews. Conduct regular performance reviews to identify and address any issues promptly.Provide feedback and opportunities for improvement.

Step 11: Continuous improvement. Continuously assess and refine your hiring process. Learn from past hires and adjust your approach as needed.

Conclusion

The hidden costs of a bad hire can be substantial, impacting finances, productivity,morale, and reputation. By following a well-defined hiring process that includes clear job requirements, effective screening methods, and ongoing assessments, you can significantly reduce the risk of making a poor hiring decision. Remember that hiring the right talent is an investment in the long-term success of your organisation.

IT
Navigating the IT talent hunt: Overcoming challenges in hiring IT specialists

From a shortage of skilled professionals to fierce competition in the tech industry, companies often encounter various hurdles when trying to hire IT specialists. In this extended article, we delve deeper into the issues faced by companies and explore potential solutions to attract and retain the best IT professionals.

Skills Shortage

The demand for IT specialists consistently surpasses the available talent pool. Companies seeking specific expertise, such as data science, cyber-security, artificial intelligence, or blockchain, may find it even more challenging to find candidates with the precise skill sets required. As technology advances rapidly, the demand for emerging skills surpasses the rate at which the workforce acquires them.

Solution: To tackle the skills shortage, companies can invest in workforce development programs, partner with recruitment agencies, educational institutions to align their curricula with industry needs, and offer internships or apprenticeships to nurture upcoming talent. Additionally, embracing a culture of continuous learning and upskilling can help existing employees grow into more specialised IT roles.

Fierce Competition

The tech industry is known for its fierce competition, with numerous companies vying for the same pool of highly skilled IT professionals. In this competitive landscape, candidates often have multiple job offers or opportunities to choose from, putting companies at risk of losing their preferred candidates.

Solution: Companies can stand out by emphasising their unique selling points, such as innovative projects, opportunities for career growth, work-life balance, and inclusive company culture. Investing in employer branding efforts can help showcase the company's values, achievements, and employee testimonials, making it an attractive destination for top talent.

Rapidly Evolving Technologies

The technology landscape is in a constant state of flux. New programming languages, frameworks, and tools emerge regularly, making it essential for IT professionals to stay up-to-date with the latest trends. Finding candidates with current and relevant skills can be a persistent challenge.

Solution: Employers should place emphasis on a candidate's ability to adapt and learn rather than just focusing on specific technical knowledge. Promoting a learning culture within the organisation and providing employees with access to training resources and professional development opportunities can help keep their skills sharp.

Salary and Compensation

Competitive salaries and benefits play a pivotal role in attracting and retaining top IT talent. Startups and smaller companies might struggle to compete with larger corporations that can offer more substantial compensation packages.

Solution: While it may not always be possible to match the compensation packages offered by big tech companies, smaller organisations can emphasise other non-monetary benefits like flexible work arrangements, remote work options, additional vacation days, or stock options. Tailoring the compensation package to suit the candidate's preferences can make a difference.

Cultural Fit

Hiring an IT specialist who not only possesses the required technical skills but also aligns with the company's values and culture is critical. A good cultural fit fosters teamwork, communication, and productivity.

Solution: Incorporate behavioural and cultural fit assessments into the interview process. Encourage open communication and collaboration between HR, hiring managers, and existing team members to ensure a cohesive work environment where new hires can thrive.

Time Constraints

The hiring process can be time-consuming, particularly when technical evaluations, multiple rounds of interviews, and background checks are involved. A protracted hiring process might lead to losing potential candidates to more agile competitors.

Solution: Striking a balance between a thorough evaluation of candidates and an efficient hiring process is key. Consider leveraging pre-employment assessments, coding challenges, or technical tests early in the process to identify the most suitable candidates quickly. If you are unable to do so, there is a possibility of asking recruitment agency to do so.

Recruitment Process Optimisation

Streamlining the recruitment process is essential for a positive candidate experience. Cumbersome and confusing procedures can deter top candidates from pursuing opportunities with the company.

Solution: Regularly assess and optimise the hiring process based on feedback from both candidates and internal stakeholders. Invest in applicant tracking systems (ATS) to automate certain aspects of the process, making it more organised and streamlined.

Visa and Immigration Issues

Hiring international IT specialists might involve navigating complex visa and immigration processes, adding a layer of complexity to the recruitment process.

Solution: Establish a clear and well-documented process for managing visa and immigration matters. Consider partnering with immigration experts to ensure compliance and support candidates throughout the visa application process.

Remote Work Considerations

With the rise of remote work and a global talent pool, companies may encounter challenges in managing remote IT specialists, dealing with different time zones, and maintaining team cohesion.

Solution: Embrace remote work policies that accommodate different time zones, and leverage collaboration tools to facilitate seamless communication and project management across distributed teams.

Lack of Industry Awareness

Companies that are not well-known in the tech industry might face difficulties in attracting top talent. IT professionals often gravitate towards established and reputable tech companies.

Solution: Focus on enhancing the company's reputation through positive employee reviews, participation in tech conferences, and contributing to open-source projects. Engage actively on social media and industry forums to increase the company's visibility in the tech community.

Conclusion:

Hiring IT specialists requires a strategic and adaptive approach, considering the unique challenges that the tech industry presents. Companies must continuously assess and refine their recruitment strategies, employer branding efforts, and employee retention initiatives to stay competitive in the talent market. By prioritising professional development, fostering a diverse and inclusive work culture, and offering compelling compensation packages, companies can create an environment where IT specialists thrive and contribute to the organisation's long-term success. Remember, attracting and retaining top IT talent is not just a one-time effort but an ongoing journey towards building a skilled and motivated workforce that can navigate the challenges of the ever-evolving tech landscape.

If you feel it's far too difficult and you want to spend your time on different aspects of business, find yourself a reliable recruitment agency that will help you secure top talents for all the roles you might have opened!

IT
The evolving landscape of IT recruitment in Europe - Insights for 2023

With the growing reliance on technology and digitalisation across industries, the demand for skilled IT professionals remains high. In this article, we will explore the key trends, challenges, strategies shaping IT recruitment in Europe in 2023 and importance of International Recruitment Agencies.

Growing Demand for IT Professionals

The rapid pace of technological advancements has created an increased need for IT talent. Organisations across Europe are seeking professionals skilled in areas such as software development, cyber-security, data analysis, artificial intelligence, and cloud computing. Emerging technologies, such as blockchain and Internet of Things (IoT), further compound this challenge as specialised skills become increasingly sought after. This demand is driven by companies embracing digital transformation and the need to stay competitive in a technology-driven world as it’s fierce in Europe.

Companies face challenges in attracting and hiring skilled candidates due to skill shortages, an imbalance between supply and demand with inability to run the entire process of hiring themselves.

  • Companies across industries are actively embracing digital transformation to stay competitive in today's fast-paced business environment. This transformation requires skilled IT professionals who can develop and implement digital strategies, design innovative solutions, and ensure the seamless integration of technology into business processes.
  • The adoption of cloud computing continues to rise, offering businesses scalability, flexibility, and cost-efficiency. As organisations migrate their infrastructure and applications to the cloud, there is a high demand for IT professionals with expertise in cloud platforms, such as AWS, Azure, and Google Cloud, to architect, deploy, and manage cloud-based solutions.
  • With the increase in cyber threats and data breaches, organisations are prioritising cyber-security measures. They seek skilled IT professionals who can protect sensitive data, implement robust security protocols, conduct vulnerability assessments, and respond to emerging threats. Cyber-security specialists, ethical hackers, and information security analysts are in high demand
  • Data Analytics and Artificial Intelligence (AI). The ability to leverage data for business insights is crucial in today's data-driven world. Companies are seeking IT professionals who can analyse large volumes of data, derive meaningful insights, and develop predictive models. AI specialists with expertise in machine learning, natural language processing, and data science are particularly sought after.
  • The IoT (Internet of Things) has gained significant momentum, connecting devices, sensors, and networks to enable smart solutions in various industries. IT professionals who can design, develop, and manage IoT infrastructure, as well as integrate IoT technologies with existing systems, are in high demand.
  • The demand for skilled software developers and engineers remains strong as organisations seek to develop customised applications, improve user experiences, and enhance their digital products. Full-stack developers, front-end and back-end developers, as well as DevOps engineers, are highly sought after.
  • Technologies such as blockchain, augmented reality (AR), virtual reality (VR), and quantum computing are gaining traction. Organisations exploring these technologies require IT professionals with expertise in these areas to drive innovation, develop applications, and explore new business opportunities.

Remote and Hybrid Workforce Models Continuation

The COVID-19 pandemic accelerated the adoption of remote and hybrid work models. Many organisations have embraced remote work arrangements, enabling them to tap into talent pools beyond their immediate geographic location. This flexibility has opened up opportunities for companies to recruit IT professionals from different countries and leverage diverse skill sets and this is still in trend let’s say. Even recruitment agencies learned to change their hiring methods and opened their doors to fully remote hiring workflows not only in Europe but worldwide.

Employer Branding and Candidate Experience

To stand out in the competitive IT recruitment market, organisations must focus on building a strong employer brand and delivering an exceptional candidate experience. Job seekers, particularly IT professionals, are looking for companies that offer challenging projects, career growth opportunities, work-life balance, and a positive company culture. Employers need to showcase their unique value proposition to attract top talent.

Here comes the importance of consultancies and recruitment agencies who with their vast experience in the hiring processes are able to not only find the right candidates for those challenging projects but run the entire workflow for employers in any place in the world.

Leveraging Technology in Recruitment

Technology plays a crucial role in streamlining and enhancing the recruitment process. AI-powered applicant tracking systems, automation tools, and data analytics help organisations source, screen, and assess candidates more efficiently. Additionally, virtual interviews and online assessment platforms enable remote hiring processes and ensure a smooth candidate experience.

Professional recruitment agencies offer new approach to finding candidates with in-house emerging technologies making the process fast and easy. An employer is unable to verify, check and test potential candidates with as many in-depth analysis as the hiring agencies are.

Addressing Diversity and Inclusion

Diversity and inclusion have become critical considerations in IT recruitment. Organisations are striving to create diverse and inclusive workplaces that foster innovation and creativity. Employers are actively seeking ways to attract underrepresented groups, address biases in hiring practices, and create inclusive environments that value diversity of backgrounds, perspectives, and experiences.

We are still facing an issue of less women presence in IT with the idea of attracting them to more technological positions and skills development.

Upskilling and Reskilling Initiatives

In response to the rapidly evolving IT landscape, companies are investing in upskilling and reskilling initiatives. They are offering training programs to existing employees to bridge skill gaps and adapt to emerging technologies. Additionally, collaborations with educational institutions and industry partnerships are being established to nurture a talent pipeline and foster a continuous learning culture.

Adapting to Regulatory Changes

Companies operating in Europe must navigate various regulatory considerations, such as GDPR compliance, visa and work permit regulations, and intellectual property protection. Staying up to date with these regulations and ensuring compliance is essential to avoid legal complications and maintain a positive employer brand.

Collaborating with a recruitment agency allows employer to remove all of the pressure legal wise. Professional consultancies offer not only screenings of candidates, full evaluation but documentation support with hiring candidates from outside the ‘search’ country.

Conclusion

As the IT recruitment landscape in Europe evolves in 2023, organizations must embrace innovative strategies to attract and retain top IT talent. By leveraging technology, focusing on employer branding, prioritizing candidate experience,and fostering diversity and inclusion, companies can position themselves as preferred employers in the competitive market. Furthermore, upskilling and reskilling initiatives will enable businesses to stay ahead of technological advancements and build agile, high-performing IT teams.

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