Staff recruitment and selection

The Group enables existing employees to participate in the recruitment process. Internal recruitment allows to better exploit the potential of current employees, who are given an opportunity to progress their career and gain new experience not only within their company but at any PGNiG Group company. In line with its Code of Ethics, the organisation does not differentiate between candidates because of their gender, age, physical disabilities, race, religion, nationality, political beliefs, trade union membership, ethnic origin, or sexual orientation. Questions that candidates can perceive as discriminatory are prohibited.

The recruitment process helps to get to know the candidates better and to find out more about their competencies, professional experience and personal career goals. It also enables potential employees to learn about the organisational culture and development opportunities offered by PGNiG and the Group. A clear and transparent recruitment process helps to make responsible decisions regarding employment and career development of candidates.

Recruitment tools tailored to a particular job are used, such as analytical tests, work samples, language and knowledge tests, etc. The choice of such tools depends on the position for which recruitment is held. In addition to those tools, all recruitment processes involve interviews. Based on the results of such tests and interviews, a decision is made and ultimately an employment offer is presented to the selected candidate.

The employee selection process at the PGNiG Group is very similar, in keeping with the ‘Employee recruitment and selection standards at the PGNiG Group’ and other internal regulations in place at individual business units, such as Work Rules and the ‘Employee recruitment and selection rules’. Recruitment is initiated by the manager of an organisational unit or business unit where recruitment is to take place. Following announcement of a job posting, candidates employed by a given company are considered first, followed by candidates from other PGNiG Group companies (if the job posting has been published across the PGNiG Group). In justified cases, simultaneous internal and external recruitment may take place.

In addition to a recruitment and HR consultant, the requesting manager and a person designated by the requesting manager (if any) will participate in recruitment meetings. The team will evaluate candidates in formal terms and in terms of their relevant qualifications, and select the candidate who best matches the requirements specified for the job. Various methods are used to facilitate the candidate selection process, including initial interviews, knowledge tests, practical skills tests, case studies, psychometric tools, reference checks, and assessment centres. IT tools supporting the recruitment process: SAP Employee Portal (processing of recruitment requests), eRecruiter (registration of applications, selection of candidates), the Candidate Experience survey database.