A good professional profile should not be a copy of your CV. It should explain within moments who you are professionally, what you can do and what kind of job you are looking for. An employer should be able to quickly assess whether it is worth getting to know you better, without having to guess your goals and expectations.
In four to six sentences, present your profession or specialisation, level of experience, key areas of expertise and direction for further development. Instead of writing "I am looking for new challenges", explain what tasks you want to perform and how you can help a future employer.
Keep your information consistent. Job titles, employment dates and descriptions of your skills should not contradict the information in your CV. It is worth updating your profile after changing jobs, completing a course, obtaining new qualifications or changing your professional expectations.
Remember that you can also share links, for example to your GitHub repository, social media profiles or website. You can also add three additional links to information that you consider valuable and that may interest a potential employer.
A CV is important, but it usually shows only part of a candidate's situation. It contains employment and education history, but often does not explain what the person is currently looking for, what tasks they want to perform, when they can start work or which conditions matter to them.
A professional profile fills these gaps. It can be updated on an ongoing basis, displayed in the candidate search engine and expanded with skills, expectations, preferred locations, working arrangements and projects. This means the employer does not have to draw every conclusion from a single document prepared several months earlier.
The best results come from a consistent set of information. If the CV says one thing, the profile says another and a third version of expectations appears during the interview, the employer may find it difficult to assess the application.
Remember that the company to which you apply will have access to your profile. It is therefore worth making sure that it serves as your professional calling card.
A description of your experience should answer four questions: what situation you were working in, what you were responsible for, what exactly you did and what the result was. This structure is more credible than a list of qualities such as "hard-working", "accurate" or "resistant to stress".
Instead of: "I have very good organisational skills", it is better to write: "I coordinated the work of a five-person team, set priorities and monitored the deadlines of three parallel projects".
Instead of: "I am accurate", you can write: "Before implementation, I identified errors in the documentation and prepared a corrected version, which helped the team avoid an additional round of revisions".
Numbers are useful, but they should not be invented. If you do not have data on sales growth or savings, show the scale of your responsibility: the number of clients, team size, budget, delivery time, number of cases handled, project scope or impact on work quality and safety.
Companies value specifics, but the information you present must not be exaggerated, overstated or, above all, invented for the purposes of recruitment.
Before you start sending applications, determine what you really need. The point is not to create a list of ideal conditions, but to distinguish essential matters from those in which you can be flexible. You will rarely find an ideal job offer that meets all your requirements.
Also specify the positions that interest you, the type of tasks, the type of contract, willingness to travel, preferred start date and expected salary range. For salary, indicate whether the amount is gross, net or an invoice rate, and the period to which it applies. Remember that on QwertyJobs.com the rates you see are gross, even when they apply to a B2B contract.
Sometimes the problem is not the profession itself, but excessive workload, the management style or a lack of development opportunities in the current company. Consider whether you need a new industry, a new position, a different employer or simply a more organised way of working. An accurate diagnosis reduces the risk that after a few months you will find yourself in a very similar situation.
QwertyJobs.com addresses the above needs. You can publish an "I am looking for a job" listing completely free of charge. You can also announce free of charge that you are changing to an entirely different industry and publish a "Career" listing for free.
An effective application is not about sending the same CV to dozens of companies. Better results usually come from a smaller number of well-selected offers and a deliberate explanation of why your experience fits a specific position.
Record the date the application was sent, the company, position, salary range, stage of the process, expected response date, recruitment tasks and your own impressions. This will help you avoid confusing different processes, prepare more easily for interviews and notice which types of applications produce the best results.
If you submit an application and have an active candidate account with a completed professional profile, the above information is saved automatically and is available in your dashboard. You also have access to the status of every recruitment process in which you have participated. This allows you to stay up to date with the current stage of each process.
After the interview, note the most important arrangements and any questions that remained unanswered. If the company gave a deadline for feedback and has missed it, you can send a short, factual reminder.
Visibility does not mean publishing the same information everywhere. It means making it easy for people looking for candidates to understand your profile, find it using the right skills and contact you at the right time.
Do not assess an offer solely by the job title and first paragraph. The most important information is often spread across the description of responsibilities, requirements, employment conditions and company information.
Treat general claims that cannot be verified with caution, such as "attractive salary", "unlimited development" or "flexible work" without an explanation of the rules. Before the interview, write down questions about unclear points. Recruitment works both ways: the company assesses the candidate, and the candidate checks whether the offer meets their needs.
QwertyJobs.com ensures that every job offer has a salary range no wider than 50%, preventing ranges such as PLN 5,000 to PLN 100,000. We also allow employers to provide absolutely all details of the employment conditions.
As a candidate, note that a company can change the terms of a job offer within 24 hours. After that period, the offer and its conditions can no longer be edited. This protects candidates from dishonest employers who repeatedly change employment terms. In addition, after 48 hours a summary of the job offer appears in eight languages. This makes it possible to identify the most important information quickly and allows people from around the world to review the offer.
An effective job offer should allow a candidate to make an initial decision without having to guess the basic conditions. Its purpose is not to collect as many CVs as possible, but to reach people who understand the role and consciously accept its key assumptions.
The advertisement should also be understandable to someone from outside the company. Internal abbreviations, system names and cultural expressions should be explained. Requirements should result from actual tasks, rather than from a list of everything that might someday be useful.
Before publishing, it is worth showing the offer to someone performing similar work and asking one question: after reading the advertisement, is it clear what a typical week in this position will look like?
Remember that the advertisement should be gender-neutral. Always add (F/M) to the title.
Currently, through our active distribution activities, Optimum offers are viewed by interested candidates between 400 and 2,400 times over a 30-day period, which is the offer's publication period. Offers from Basic packages are viewed between 250 and 1,200 times.
These figures exceed those of the best-known job portals, where offers receive between 70 and 400 views per month.
QwertySmart can organise the application analysis stage, particularly when a company receives many CVs or does not have an extensive recruitment department. The service helps compare candidates according to previously defined criteria and prepares clear material supporting the next decision.
The best results are achieved when, before the analysis begins, the company clearly defines the scope of the position, mandatory criteria and the weighting of individual skills. Imprecise requirements lead to imprecise comparisons, regardless of the tool used.
In addition, as part of the QwertySmart service, we provide extensive feedback to every candidate. The condition is that at least 20 candidates must apply for the job offer.
Every claim in an offer should be translatable into specific information. A candidate cannot verify what "a great atmosphere", "attractive salary" or "excellent development opportunities" mean until the company explains how these declarations work in practice.
Also avoid expressions suggesting that you are seeking a particular age, lifestyle or personality type if these factors are not justified by the tasks. The offer should describe the work and the required skills, not an image of the "ideal person".
A useful quality test is to ask which statements in the advertisement a candidate can verify during the interview. If most of the text consists of declarations without examples, the offer needs to be made more precise.
A job advertisement is often the first company document that a candidate analyses carefully. Its language, level of detail and the way conditions are presented show how the organisation communicates with people and whether it respects their time.
An employer brand is not built solely through office photos and a list of benefits. What matters more is whether the advertisement is consistent with the later interview, the actual scope of work and the offer presented to the selected candidate. A promise that the company cannot keep may cause more harm than the absence of an impressive slogan.
Candidates assess a company not only when they accept an offer. Rejected applicants also remember how the company communicated and may share their experience. A well-managed process strengthens the organisation's reputation even when it ends with a rejection.
QwertyJobs.com also allows every company to create a company profile free of charge, with space for photos, videos, descriptions and the most important information, including details about the people who create the company.
Transparency reduces the number of misunderstandings at every stage of recruitment. A candidate who knows the working conditions, scope of responsibilities and course of the process can assess earlier whether the offer makes sense for them. As a result, the company receives fewer random applications and is less likely to lose candidates just before making an offer.
A lack of information does not remove difficult topics. It merely postpones them until the company and candidate have already invested more time. The earlier matters that could end the process are clarified, the lower the cost for both sides.
Salary and the place where the work is performed are among the basic decision criteria. Hiding this information does not make it less important. Instead, it increases the risk that the candidate will withdraw after the first interview or only after receiving an employment proposal.
Provide the city and workplace, and for a hybrid model also specify the expected number of days in the office. For remote work, indicate the countries or time zones from which the work can be performed. If the position requires travel, work in several locations, relocation, on-call duties or shift work, this information should appear in the advertisement rather than only at the end of the process.
Clear conditions do not discourage the right candidates. They allow applications from people who would not be able to accept the offer anyway to be filtered out earlier.
On QwertyJobs.com, you ALWAYS provide gross salary, even for a B2B contract. Tax rates differ between countries and depend on many factors.
A candidate does not expect daily messages, but should know what is happening with their application. A lack of information for many weeks creates uncertainty, makes it difficult to plan other processes and gives the impression that the company does not control its own recruitment.
Automated messages are better than complete silence, but they should contain useful information. After an interview, it is worth adding at least one element related to that particular stage, especially when the candidate completed a task or participated in several meetings.
Efficient communication reduces the number of reminders, withdrawals and missed interviews. It is also one of the most visible elements of the employer brand.
QwertyJobs.com provides every company with a mini ATS FREE OF CHARGE, making it easy to manage the statuses of individual candidates, arrange meetings, add them to the calendar and much more.
The problem often begins before the advertisement is published. If the company cannot identify the most important tasks and success criteria, candidates receive an unclear offer and recruiters later compare people according to changing expectations.
You do not need to meet every point on the list, but you should understand the key requirements. If an important skill is missing, it is worth clearly describing related experience and a plan for closing the gap. Applying for entirely random positions usually reduces effectiveness and makes it harder to prepare for interviews.
Our experience shows that job offers overloaded with requirements, combined with a long probationary period and average salary, are not very popular among candidates. People with these skills usually already have jobs, and such offers do not encourage them to apply even if they are interested in changing employers.
A fair process does not mean that every candidate will receive a job. It means that the rules are understandable, the criteria are related to the position and participants are treated with respect regardless of the outcome.
After the interview, the candidate should be able to explain what they will be doing, what the company expects from them and what will happen next. If, after several stages, there are still more questions than answers, it is worth asking for clarification before making a decision.
From the perspective of QwertyJobs.com and our conversations with candidates, the biggest problem is a lack of feedback. Candidates often say that even automated feedback is better than none. QwertyJobs.com makes it easy to manage candidate statuses, while candidates can see the current stage of the recruitment process in real time in their dashboards.
The value of work does not depend solely on the prestige of the job title, the level of salary or media visibility. Organisations operate through the cooperation of many people: specialists, production workers, sales staff, administration, logistics, customer service, maintenance, security, cleaning and dozens of other areas.
Respect for work should also be visible in recruitment. Every candidate deserves a clear description of duties, fair conditions, a safe process and information about the decision. Operational positions should not be described less carefully simply because the company conducts many recruitment processes for them.
A well-described and fairly managed recruitment process does more than help fill a vacancy. It shows that the company understands the importance of the people without whom its daily operations would not be possible.
Our guiding slogan, "All industries. One standard. Because every job matters.", states directly that every job is important. As a portal, we ensure that the standard is the same for job offers for engineers, doctors, lawyers, salespeople, mechanics, teachers, cleaners, construction workers, nurses, railway workers, carpenters, drivers and sewing machine operators. The same for everyone.