Analytics and Research
Are you wondering how to measure effects of soft HR? Do you want to support a declaration of a need to invest in a selected HR project with numbers and strong arguments? Do you want to implement analytical solutions that will allow you to plan personnel strategy appropriate to needs of business?
We will help you to face any kind of challenge in HR. We will develop analysis or research tailored to your needs, measure their effects and analyse results. On their basis we will advise you what further steps to take.
Tools and technologies
We know what tools and technologies are used by the leaders. We will help you to choose, implement and make good use of them.
We cooperate with suppliers of modern tools that can effectively support HR processes for which you are responsible. We will find a solution and experts in selected areas which are the best for you.
Employer branding and recruitment campaigns
Do you want to build an employer brand that is strong both outside and inside your company? Do you want to attract to your company appropriate candidates with desired skills and experience? Are you wondering how to promote a HR project or a program you are working on in your company? Or maybe you are thinking about building a solid brand of HR Department, which will allow you to pursue your goals even more effectively?
We are good at communication and employer branding. We use a variety of communication tools chosen for needs of a specific target group. We operate effectively and unconventionally.
YOU WORK IN HR
- You want to increase the amount of high-quality applications for positions for which you are recruiting
- You are responsible for employer branding activities inside and outside a company
- You want to increase effectiveness of HR actions for which you are responsible
- You need assistance in selecting measures for goals which you intend to achieve
- You want to know how to evaluate and report results of your projects
YOU ARE A HEAD OF HR
- You want to effectively communicate with candidates and employees in the digital era
- You want to build a strong employer brand
- You want to build a solid brand of your department
- You need tips on how to develop a personnel strategy to support your business objectives, based on hard data
YOU ARE RECRUITING FOR A STARTUP OR A SMALL COMPANY
- You do not know how to begin acquiring candidates
- You are wondering how to reach to the best, how to attract them and recognise their value
- How to communicate with candidates on the market in which they "deal the cards"
Great Digital team consists of consultants and project managers with several years of experience in the field of developing strategies, implementing and evaluating projects for HR teams.
Marta Pawlak-Dobrzańska – founder of Great Digital. A consultant with over 10 years of experience in managing projects in the field of marketing, e-marketing and IT on the largest recruitment website in Poland (Pracuj.pl), where for several years she was a leader of analytics and research teams, and was responsible for product development in the field of big data. Marketer, analyst and researcher. Enthusiast of HR Tech trends, fascinated by the possibilities that data gathered through social media creates in HR. An advocate of agile project management methodologies.
More than 10 years of experience in various areas of marketing. As a Brand Manager in the Grupa Pracuj was responsible for developing and implementing the strategy of positioning and communication for brand Pracuj.pl (the largest recruitment website in Poland) and image campaigns including ATL and BTL channels. She was also a co-author of employer branding strategy for Grupa Pracuj and activities that build the image of the employer (including events, conferences, job fairs, publications, presence at universities, competitions).
Over 10 years of experience in PR, interactive agencies and Grupa Pracuj (the owner of Pracuj.pl). She was responsible e.g. for the preparation of the strategy and implementation of activities in the field of building the employer brand and engaging work environment (communication with candidates - page Career, custom recruitment ads, EB campaigns, communication in social media, job fairs, recruitment materials, NPS survey among the candidates; communication with employees - corporate meetings, conducting corporate social network, custom internal campaigns, internal engagement survey among new employees, the Best Employers survey, etc.).
we worked with
Once again in the middle of May this year I have had the pleasure to attend Pipeline Summit conference targeted at … sales people. Why? The participants and speakers of Pipeline Summit are representatives of very innovative companies. Companies where the customer goes first, where sales are based on understanding and satisfying the real needs
Last week, I attended the third edition of the Pipeline Summit. This is a “first of it’s kind sales event”. Ok, so if it’s a sales event, then what does someone who works with HR on a daily basis do there? I love Pipeline Summit for at least a number of things.
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Posting job advertisements online is a very common method for recruiting new employees. Did you know that there are simple methods for increasing the number of qualified candidates and that you can optimise the process? This will allow you to get much better results – with no change to the budget allocated to posting advertisements.
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photo credit: picmaster
This post will be a little different. In May 2016 I spent a day at the Pipeline Summit, a sales conference. Not by chance but by choice. What can make someone working in HR consider a conference aimed at sales valuable? There are at least a few reasons.
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In this post, based on my experience of applying to booking.com, I will describe a few features that are very easy to implement into normal behaviour and procedure, and at the same time can make the candidate feel like a partner in the recruitment process in which they participate.
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In one of the entries here I wrote about experiences I gathered in 17 interviews and how they led me to sad conclusions on how candidates are being treated. Now, let’s say a few words about what we can do to easily change it.
For those to whom the argument that candidates should be treated with respect is not convincing, I present some additional support.
A number of reasons made me put off writing this post. But instead of pointing them, I will better explain what made me finally decide to do it.
Firstly, for 10 years of my work in Pracuj.pl (the largest recruitment website in Poland) I would spend every day listening to opinions, expectations and pains of both sides of the recruitment process – candidates and employers. Still, when I started looking for a new job, every now and then I was completely stunned.
It is no secret that finding a nice domain that is not yet taken isn’t easy. And being serious…
“Digital” is a must-have
It is not only a fashionable word, a trending topic, a buzzword and a popular #hashtag. Digital means using modern media and tools, more then just the Internet and Facebook. It also means a complete change in approach to candidates and employees. This will be the kind of actions which we will be providing HR teams with to help them keep up with candidates, who have long been digital.