{"id":1447,"date":"2026-06-15T12:57:04","date_gmt":"2026-06-15T10:57:04","guid":{"rendered":"https:\/\/www.nobo-auto.cz\/?p=1447"},"modified":"2026-06-15T12:57:06","modified_gmt":"2026-06-15T10:57:06","slug":"the-recruitment-process-doesnt-end-with-signing-the-contract-quite-the-opposite","status":"publish","type":"post","link":"https:\/\/www.nobo-auto.cz\/en\/nabor-nekonci-podpisem-nabidky-prave-naopak\/","title":{"rendered":"The recruitment process doesn\u2019t end with the signing of the contract. Quite the opposite"},"content":{"rendered":"

Large-scale recruitment isn\u2019t just about advertising and interviews. I\u2019ve written before about how we look for staff, recruitment campaigns and recruitment in the Philippines. Today, I\u2019d like to share the next stage of the recruitment process: pre-boarding itself. In short, the process of getting the final selected candidate into employment.<\/p>\n\n\n\n

And this is precisely where I can see several potential pitfalls \u2013 for one thing, I remember this from my own experience. You hand in your notice and are already looking forward to the new job, but at the same time you\u2019re worried \u2013 you don\u2019t know what to expect there, what the standards and rules are in the new company, what sort of people work there, what you need to prepare\u2026 In short, they have a lot of questions, and it has happened to us more than once that a candidate has had a change of heart during their notice period and stayed with their former employer, or decided to take a job somewhere else entirely.<\/p>\n\n\n\n

We\u2019re currently experiencing quite a dramatic period of growth. We\u2019re hiring like mad and have literally gone from 100 to 500 in 10 months. In recent weeks, it seems we\u2019ve been taking on dozens of new employees every month. In March alone there were 32, and in the first week of April there will be another 34. That\u2019s quite a lot of admin work, which makes it worth thinking about what can be automated, streamlined, and where we might devise a system to eliminate errors. And today I\u2019ll describe how things stand, what we\u2019re using, what lies ahead, and where we want to take this in the future.<\/p>\n\n\n\n

In an ideal world, we want our recruitment process to be automated and personalised from start to finish. We\u2019ve already got some parts sorted \u2013 a candidate responds to us on our website or a job portal and is automatically fed into our PlusPort\u00e1l HR system (in the two years the company has been running, over 1,300 people have applied this way). They go through the selection process within the system; we are fully compliant with GDPR, and we collaborate with the hiring manager within the system. Everything is traceable, and we are able to approach candidates for other roles and so on.<\/p>\n\n\n\n

We then select the final candidate and email them a link to a personalised questionnaire, again directly via Plusport\u00e1l. We also include a link to a pre-boarding website, which is tailor-made for each employee from start to finish \u2013 it has a unique link with their first name and surname, and on the landing page we address them by name, as can be seen in the screenshot here:<\/p>\n\n\n\n

<\/p>\n\n\n\n

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personalised link to the pre-boarding website<\/p>\n\n\n\n

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A preview of the website that a new recruit sees after accepting a job offer<\/p>\n\n\n\n

The website itself provides new employees with the information that newcomers are typically interested in. It\u2019s a win-win situation \u2013 we provide the person with detailed information, they can get up to speed before they start, and at the same time they know what to expect on their first day, what to bring with them, where to park, and so on. They can, of course, also view the induction training presentations and sample employment contracts, find out about our medical check-up process, the canteen and other benefits, and they won\u2019t be surprised to find that we all use first names here, or why that is.<\/p>\n\n\n\n

<\/p>\n\n\n\n

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Pre-boarding FAQ preview<\/p>\n\n\n\n

To ensure this website isn\u2019t just one-sided, we\u2019ve added a touch of gamification: as you browse the site, you\u2019ll be asked a series of questions about the topics covered here. Once you\u2019ve answered all the questions and completed the personal questionnaire, you\u2019ll receive a sweet treat from us on your first day at work.<\/p>\n\n\n\n

<\/p>\n\n\n\n

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gamification<\/p>\n\n\n\n

<\/p>\n\n\n\n

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example question from the website<\/p>\n\n\n\n

<\/p>\n\n\n\n

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the result upon completion of all tasks<\/p>\n\n\n\n

<\/p>\n\n\n\n

And of course, it doesn\u2019t end with pre-boarding and the questionnaire. The next step is signing the contract. That\u2019s where we pulled off a real coup Tereza \u0160krdlov\u00e1<\/a>, which has set up framework contracts for individual job categories in Plusport\u00e1l, so we can generate the correct contracts for all new employees with a single click. We therefore avoid manual transcription from paper questionnaires and other \u201emonotonous tasks\u201d, where mistakes can easily occur given the volume of new hires.<\/p>\n\n\n\n

In the future, we also want to move towards electronic contract signing. Given the number of foreign nationals and our legislation, this is obviously a challenge, but we\u2019ll start with local staff and \u201csimple\u201d documents. Here, of course, we\u2019ll again have full integration with our HR system, Plusport\u00e1l: I\u2019ll generate the contract there, the system will send it straight to the employee for signing, and then save the data directly in the HR system.<\/p>\n\n\n\n

I don\u2019t like automation that\u2019s just for show to impress head office \u2013 where a digital application is created for something that nobody actually uses anyway, and it just ends up generating another 15 pieces of paperwork that have to be printed out anyway. My aim is for us to be able to maintain a human approach to recruitment and onboarding, avoid unnecessary administrative errors and, above all, minimise the pointless paperwork that nobody wants to do.<\/p>\n\n\n\n

I believe there are companies that are far ahead of us. I regard Alza as the benchmark in our industry, and everything the team there does Marek Premus<\/a> I\u2019m managing to create them. But at the same time, I know that many large companies still make their employees fill in personal questionnaires on paper and then transcribe everything manually into Word.<\/p>\n\n\n\n

If you\u2019re dealing with this issue too, we\u2019d love to hear about your experiences.<\/p>\n\n\n\n

<\/p>\n\n\n\n

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David Havelec<\/strong><\/a><\/h2>\n\n\n\n

HR Manager in Nobo Automotive Czech Republic<\/p>\n\n\n\n

26 March 2025<\/p>","protected":false},"excerpt":{"rendered":"

Masivn\u00ed n\u00e1bor nen\u00ed jen o inzerci a pohovorech. O tom jak hled\u00e1me zam\u011bstnance, n\u00e1borov\u00fdch kampan\u00edch a n\u00e1boru na Filip\u00edn\u00e1ch u\u017e jsem psal v minulosti. Dneska bych se cht\u011bl pod\u011blit o n\u00e1slednou \u010d\u00e1st n\u00e1borov\u00e9ho procesu = samotn\u00e9m pre boardingu. Zkr\u00e1tka o procesu, kdy pot\u0159ebujeme dostat fin\u00e1ln\u00edho vybran\u00e9ho kandid\u00e1ta do pracovn\u00edho pom\u011bru. A pr\u00e1v\u011b tady vid\u00edm hned n\u011bkolik mo\u017en\u00fdch \u00faskal\u00ed – jednak si to […]<\/p>\n","protected":false},"author":4,"featured_media":1449,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":"","_members_access_role":[],"_members_access_error":""},"categories":[1],"tags":[],"class_list":["post-1447","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-novinky"],"ase":null,"_links":{"self":[{"href":"https:\/\/www.nobo-auto.cz\/en\/wp-json\/wp\/v2\/posts\/1447","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.nobo-auto.cz\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.nobo-auto.cz\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.nobo-auto.cz\/en\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/www.nobo-auto.cz\/en\/wp-json\/wp\/v2\/comments?post=1447"}],"version-history":[{"count":1,"href":"https:\/\/www.nobo-auto.cz\/en\/wp-json\/wp\/v2\/posts\/1447\/revisions"}],"predecessor-version":[{"id":1454,"href":"https:\/\/www.nobo-auto.cz\/en\/wp-json\/wp\/v2\/posts\/1447\/revisions\/1454"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.nobo-auto.cz\/en\/wp-json\/wp\/v2\/media\/1449"}],"wp:attachment":[{"href":"https:\/\/www.nobo-auto.cz\/en\/wp-json\/wp\/v2\/media?parent=1447"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.nobo-auto.cz\/en\/wp-json\/wp\/v2\/categories?post=1447"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.nobo-auto.cz\/en\/wp-json\/wp\/v2\/tags?post=1447"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}