Recruitment Services

The standard timeframe is 5-6 weeks.

People Link, together with its Estonian partner Tripod, has established the Latvian branch of Tripod Link, which connects the labour market in all the Baltic States. We also have experience in recruitment in other foreign markets such as Germany and the UK.

New! Starting in 2025, People Link has opened its office in Poland as well. From now on, you can contact our colleagues in Poland for any recruitment services you may need: https://www.peoplelink.pro/

First of all, recruitment service is based on generic criteria: eligibility, motivation. Once these qualities have been selected, candidates are then evaluated by means of a semi-structured interview, which also increases our knowledge of the candidate’s performance, cooperation, self-leadership, and organisational fit. All candidates are also assessed with Tripod personality tests based on the Big Five personality traits. Final candidates are also assessed using Tripod’s ability tests adapted for use in a target country.

We work closely together with our clients to ensure a satisfying result for all parties, especially in complex cases. This allows us to get feedback more easily and quickly. Moreover, this way it is easier to react quickly to changes when faced with a shortage of suitable candidates or the need to compromise. Once the career interviews have been successfully completed, we invite the client to meet with the shortlisted candidates, either face-to-face or, if necessary, with a People Link consultant.

Employing the wrong person can have a significant negative impact on a company, ranging from financial losses to challenges arising within the team. Studies show that choosing the unsuitable employee can cost a company as much as 30% of an employee’s annual salary when including recruitment, training and lost productivity costs. In addition, an unqualified or culture-mismatched employee can cause tension in the team, reduce overall performance and even affect customer satisfaction.

To mitigate these risks, companies should clearly define the requirements of the job position, use structured recruitment methods and, where appropriate, tests. Where there is a lack of resources or expertise in recruitment, it can be particularly useful to use experts to help objectively assess candidates. A reliable recruitment agency can help to reduce the likelihood of bad decisions by using assessment methods that have been tested over many years of experience.

Not only finding the right employee, but also introducing them into the work processes is equally as important. This way, the new team member will adapt more quickly to the team and the working environment ensuring a smoother integration.

Recruitment based on intuition can be successful in some cases. However, modern trends allow for more objective and effective decisions. Data-driven recruitment uses analytics to assess a candidate’s suitability for the job and their likelihood of successfully fitting in with the organisation.

One of the biggest advantages of this approach is that it avoids subjective decisions. For example, the use of personality tests or cognitive assessments can predict which qualities will determine the long-term success of an employee in a particular company.

Data analysis is also helpful in assessing the effectiveness of existing recruitment strategies. Are your job advertisements attracting the right candidates? What criteria determine the selection of the best employees? Which areas experience the highest employee turnover rates? By answering these questions, you can continuously improve your recruitment process and make data-driven decisions. And if such solutions sound complicated, recruitment agencies can help. Every day, recruitment experts apply data-driven models to help companies find the right candidates faster, and reduce staff turnover.

Experienced and highly qualified professionals rarely look for a job through traditional channels. Such specialists are usually already employed and satisfied with their current situation. They often rely on their professional network, recommendations from former colleagues or wait for direct offers from employers and recruitment agencies.

To attract such candidates, a job advertisement alone is often not enough. Headhunting strategies are needed. These include personalised candidate searches via social media or cooperation with recruitment agencies that have access to databases of passive candidates.

If attracting high-level professionals is a challenge, it is advisable to pay attention to your employer image. Highly skilled professionals consider not only the job itself but also the organisational culture, leadership and growth opportunities. A clear value proposition, competitive conditions and a strong image increase the chances of successful talent acquisition.

Does the company often face overly lengthy recruitment processes, high employee turnover or difficulties in attracting the right candidates? This could be a sign that your recruitment strategy is no longer in line with market needs.

Key signals to look out for:

• The selection process is taking too long. The strongest candidates are choosing other offers and other employers who are quicker to decide.
• Job advertisements do not attract quality applications or attract the wrong candidates.
• New employees often leave within the first year. The reason – the position did not match expectations.
• Competitors find it easy to attract talent and the company finds it increasingly difficult.

Often, one solution to overcome all these problems is working with a recruitment agency. A professional recruitment service can provide targeted candidate sourcing, market analysis and modern recruitment techniques that help you find not only the right fit, but also long-term employees.

In today’s job market, companies are often faced with rapid change. This means that recruitment processes also need to be flexible and adapt quickly to the changing situation. Analysing market trends is one of the most important tasks of a recruitment agency, meaning its team is able to react quickly to emerging talent shortage challenges. 

Some of the recruitment solutions an agency can offer include:

• Efficient candidate sourcing, even in highly specific areas.
• Conducting market analysis to help companies understand the shortage of specialists, the prevailing salaries and the most in-demand competencies.
• Optimising recruitment processes by using advanced candidate assessment methods and headhunting strategies.
• Attracting passive candidates who are not actively looking for a job but may be open to new opportunities.

A strong employer image is one of the most important factors in determining whether a company will attract highly qualified employees and be able to retain them for the long term. A good employer image builds trust in the marketplace, encourages more candidates to apply for vacancies and helps to reduce staff turnover.

Today’s talent chooses not only the job, but also the company’s culture, values and attitudes towards employee well-being.  They are interested in feedback on the internet, social networks and other platforms. A negative reputation can discourage even the most motivated professionals. To create an attractive employer image, it is recommended to:

• Ensure clear communication of the company’s values and mission.
• Creating a positive employee experience from the first stage of recruitment through to long-term employee development.
• Provide a positive work environment to ensure that current and former employees are willing to share authentic and positive experiences of working for the company.
• Ensure competitive working conditions and professional development opportunities.