Recruitment and selection process is fully performed under the control of Human resources and standardized procedures of recruitment and selection of new staff is carried out and controlled by psychologists.
The recruitment process of new employees +is lauched as a result of increased workload, seasonal workforce needs, implementation of a new business venture or for the purposes of securing adequate replacement for employees who are temporarily absent or have left the company.
All externally advertised vacancies can be seen in the section WORKING IN ATLANTIC and they are additionally advertised on LinkedIn, the popular web portals such as Moj Posao (Croatia), Posao.ba (BIH), Moje Delo (Slovenija), Najdi rabota (Makedonija), Prekoveze, Infostud (Srbija), Stepstone, Monster i Jobware (Germany, UK, Italy, Spain), and the local employment services, and sometimes in different print media.
In addition, at any time, you can apply for our data base of potential future employees - just follow the link and instructions in the application form under – WANT TO JOIN ATLANTIC?
Once you successfully apply through our on-line form we proceed with initial screening of candidates who meet the minimum requirements stated in the RIGHT CANDIDATE PROFILE of the job ad you are applying for.
THE CAREER & CULTURE FIT ASSESSMENT is performed either through telephone or skype or can be done in a live meeting with HRM department depending on the career stream of the position you are applying or as well as the number of short listed candidates at this phase of the selection process.
This initial screening gives us an opportunity to present you with all the key details of the position as well as the main functions of the department you wish to work for. We would like you to come out of this phase with a clear and straightforward idea of the positions main deliveries, responsibilities and challenges as well as an outline of the developmental perspective you could have from then on in our company.
We will ask you to present your educational and career track record as well as your professional ambitions and expectations to get a clear picture of what your wishes, needs and values are.
FUNCTIONAL COMPETENCY AND A MORE EXTENSIVE PERSONAL PROFILE ASSESSMENT is performed next in the process for the candidates who pass the initial selection and is performed through live or on-line administration of different psychometric tools and assessment methods.
The ideal candidate is neither too little nor overqualified for jobs that should be done given that the level of professional competence is highly correlated with the level of work motivation. Indeed, motivation has a thoroughly researched and high impact on the quality of working performance of every employee. It is crucial to take this relationship into account considering that the total sum of individual efforts is what determines the success of any company.
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