At the end of 2021 Gaspol created a new position in the company to be responsible for the Multichannel strategy. For the first time Gaspol decided to modify their usual recruitment process and give it a more global focus by inviting SHV Energy colleagues from other businesses to take part.
At the end of 2021 Gaspol created a new position in the company to be responsible for the Multichannel strategy. For the first time Gaspol decided to modify their usual recruitment process and give it a more global focus by inviting SHV Energy colleagues from other businesses to take part.
There was positive feedback from everyone involved and it contributes to improvement of EVP (Employee Value Proposition) in Gaspol and demonstrates to candidates the global scope of the business.
Recognition of the importance of international collaboration
As a part of a global organisation Gaspol is building awareness of the importance of international cooperation amongst colleagues when working in international environment. There is a need for candidates to be fluent in English so conducting a job interview entirely in English, on business-related topics, allows a more accurate assessment. It also makes the workplace more attractive, allowing candidates contact with SHV Energy colleagues to see how their future job will look and the real possibilities of international cooperation.
The Multichannel strategy recruitment opportunity trialled the new approach
As the Multichannel strategy in place with Gaspol had a global focus the search for a new colleague to be responsible for this area required specific skills.
Grzegorz Janzen, Sales & Marketing Director at Gaspol, decided to invite stakeholders from SHV Energy to take part in this recruitment process and support him in making the best choice. They were able to check the extent to which the candidates’ skills matched the requirements for this position with a final decision resting with Gaspol.
Grzegorz says, ‘’I believe that if the profile of the position includes international cooperation and collaboration with colleagues, such consultations are vital’’
Applicants are usually involved in a recruitment process with other competing companies and the new process adopted by Gaspol stands out as not relying on a single interview format. It certainly made this role more attractive and contributed to enhancing the Gaspol employer branding by a practical demonstration of the international group the company is part of.
Grzegorz revealed that he received very positive feedback from candidates who participated in this recruitment process. He says, ‘’One of the candidates who didn’t go through the final phase, admitted that he felt disappointed that he wasn’t hired, because the recruitment process itself showed how professional Gaspol is’’.
A successful outcome for Gaspol and the candidate
The successful candidate Rafał Kasprzyk, went through this new recruitment process, which involved interviews with the SHV Energy stakeholders that included covering how collaboration works with international colleagues. This approach takes steps to tackle any issues that might exist if expectations don’t match reality, or any doubt exist about close working with colleagues.
Rafał Kasprzyk commented, ‘’These conversations were important to me, as they showed me who I will be working with and what exactly is expected of me in this role. I now have a good idea of how this cooperation will work.’’
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