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Peter Chaljawski is Founder and managing director of the Berliner IT-eCommerce-Company Chal Tec. In an interview, he explains why he Recruiting up from the start Employees-Recommendations put.

Peter Chaljawski laid the foundation for today's company immediately after graduating from high school. At the age of 19, he turned his private passion for good music and high-quality DJ equipment into a professional one Business. He sold event technology to music lovers via Ebay and quickly became a power seller on the well-known Online-Marketplace. At the same time Chaljawski designed his first own platform: Under the umbrella of the web shop launched in 2006, the product range has been steadily expanded and now includes 13 own brands and 7.000 products from the areas of home and living, consumer electronics, sound and light, sports and health. The company is active in 21 European countries.

Mr. Chaljawski, how many employees has your company?

We have 350 employees with an average age of 33,82. The positions are represented, ranging from trainee, team leader and head to C-level positions. Only 2016 we are grown by approximately 50 employees.

With the opening of our warehouse in Kamp-Lintfort, Chal-Tec will grow by approximately 2017 employees in the 2018 - 200 period.

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Do you also hire international staff?

Yes, we are also looking for international employees. In our company 25 work different nationalities. Accordingly, German and English are business languages.

Are there positions where you have great difficulty in filling them?

Yes, especially IT positions are currently in high demand in Berlin. Due to the high share of companies in the digital economy in Berlin, the employers' market in IT is particularly fierce.

Flat hierarchies, interesting ones are no longer enough Tasks and promising great colleagues to attract the best software developers. It applies above all to the candidates Candidates to inspire a passion for Chal-Tec's brands and vision.

In fact, we are also noticing a decline in applicants for specialist-level positions. Due to the low unemployment rate, a tough fight for good profiles has now begun at this level and it is no longer atypical here either ways of recruiting, which previously tended to be used for experts and managerial positions.

On your website, I saw that you also target employees externally as testimonials: Please briefly briefly.

It is important for us to point out that it is possible for us to ascend and develop continuously, regardless of the profile. If you are motivated, there is no limit for Chal-Tec. We want to bear these success stories outwards.

They place emphasis on celebrities such as Enie van de Meiklokjes as brand ambassadors: How important are faces in the communication of the employer's brand?

Enie van de Meiklokjes is our long-standing brand ambassador for the Klarstein products and addresses a large part of our target group.

But not only she shows customers and applicants that we, as a company, value high-quality products with a lifestyle Character lay and offer many different possibilities, how People live it out in the kitchen and try out new things. Our brand shops also give a good insight into how Chal-Tec ticks as a company and lives its brand communication.

Where do you see the benefits of employee recommendations?

We are absolutely convinced that a working employee recommendation program reduces recruiting time by a large number and at the same time offers a high cost savings compared to other recruitment channels. Especially in the initial phase, employee recommendations were a very important recruiting tool.

Why this?

As a young founder, your own recruitingNetwork mostly not yet expanded so extensively and in the initial phase of an internal recruitingTeam not to think. Especially in this phase, internal employee recommendations can be particularly helpful Costs significantly reduced for external support. Furthermore, the company's own employees are often deeply networked in the Berlin e-commerce scene.

Are not employees concerned about being held responsible?

Yes, probably - it would be human. However, we try to convey to our employees that they will not be held responsible. The employees are happy that they can play a key role in shaping their work environment. The responsibility for the final closing rests with the management and the HR.

Is there no risk of group formation in the company, because employees only recommend friends?

They are rarely friends, but more often former work colleagues, business partners or recommendations from them. The advantage is that you can see their working methods and strengths – weaknesses profile, that can make a lot of things easier. In any case, this is recommended for key positions. For a scaling phase, every company needs strong HR and recruiting.

We have therefore not experienced group formation and it is also rather atypical for a fast growing environment where everyone has to tackle things together. We are also convinced that an open office design and transparent Communication, as well as cross-departmental work on projects counteracts here.

Which legal points should be observed in employee recommendations?

There are no legal concerns. The employee makes the contact and the lead, which we are very grateful for. In the end, it is up to the HR and management to assess the candidate and the candidate goes through a normal application process.

If it does not fit in the end - what can happen - then we analyze where we as the HR and Managementteam have made the mistake and learn to do so.

Do the employees receive a bonus for your recommendation?

Yes. Employees receive a bonus if the product passed the probationary period. The amount of the bonus depends on the level and thus on the difficulty of filling the position. Nevertheless, an amount is paid for each employee, including interns.

How does this type of recruiting affect company culture?

Not only the company benefits, but also the recommended employees. These strengthen the existing corporate culture, prove initiative beyond their original scope.

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