Carmistin: Success stories that inspire future employees

Daniela Stanciu, Recruitment Manager at Carmistin, talked to Business Review to share the key principles of the company’s HR strategy and tell us what the organisation did last year to retain and motivate talent.

How would you describe your HR policy?

Respect, honesty, passion, and hard work are at the foundation of our human resources policy. Of course, this is in line with our general objective of becoming one of the top players in the food industry, and it is built on 9 pillars, which we associate with each letter of the word CARMISTIN. I will go through the most important ones.

Recruitment at Carmistin: We are creative in our strategies to attract talented candidates and we use modern technologies and assessment tools to select the best qualified partners, because that’s how we like to think of our future colleagues.

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Career at Carmistin: Growth opportunities are real and open to all employees, regardless of their position or level in the organisation. There is also an emphasis on skills development, continuous learning, and giving colleagues the opportunity to attend external courses and training progammes.

Change Management at Carmistin: The strategies we have put in place to manage change inside the organisation and keep employees motivated and engaged, thus ensuring a smooth transition and avoiding any negative impact on productivity, are well established with long-term results.

What were the main initiatives the company dedicated to its employees last year?

Many of my colleagues who unfortunately found themselves in difficult situations have received help through the foundation, whose aim is to make people smile again. In addition to financial support, we have a prevention and health education programme which is run by members of our permanent medical team, who also provide support in emergency situations. We are also proud to be perhaps the first Romanian company to employ a psychologist, whose role is to be there for our colleagues by providing counselling and group activities that result in enhanced team unity. Furthermore, employees’ children were able to benefit from the free afterschool programme, during which they took part in educational activities led by qualified staff and received hot meals.

What is your strategy in terms of attracting and retaining talent in your company?

Implementing our development plans over the next 5 years will secure our position among the leading players in the Romanian agri-food industry. Our strategy includes—but is not limited to—several key steps. One such step has to do with our desire to inspire through success stories. As we share them on social media, people who see them could become candidates themselves; and future colleagues can make their own great stories to share. We’ve built a large community through which we reach out to people with similar achievements and passions. We will focus more specifically on our community, in order to capture the interest of potential candidates and familiarise them with our organisational culture. We will certainly launch tailor-made challenges here, being aware that once interest is aroused, we have a good chance to find the right people for available positions within the company.

We will continue to collaborate with top universities in the country as well as with professional schools, depending on our recruitment needs, allowing students to do internships in our company. But the main focus will certainly be on retaining talent.

3 HR challenges for the IT sector in 2023

• Recruiting experienced specialists in a competitive industry;
• The accelerated evolution of technologies reduces the time available to train specialists to keep up with new languages, systems, and models;
• The organic flow of new hires has decreased.