Welcome to Qreer

Hi there,
Welcome to our European job board Qreer.com. The best place to find jobs and internships all across Europe in the broad fields of Engineering, Software, Science and Technology.
Should you have any recommendations or questions, please don’t hesitate and send us an e-mail using this link
Have a nice day! Qreer.com team

Why Europe

Founded by recruiters and for recruiters Qreer.com facilitates the most convenient methods and technologies to search for the most talented engineers, developers, scientists and technologists on Bachelor, Master and PhD/Post-doc level all across Europe.
Join us

Products Qreer.com

Are you a recruiter and looking for ways to get more exposure for your specific job or internship in Engineering, Software, Science or Technology, let’s go through our products
View our products

European Exposure

We offer you the possibility to expose your jobs and internships on our European platform and reach out to over 2.000.000 job seekers from all across Europe. We can support you with your international recruitment activities where needed. Do you have any questions at all,
Contact us

Sourcing activities

Qreer is not a static job board as so many others resulting in us having our own sourcing department that continuously searches across Europe for the best matches for your jobs and internships listed.

    Tips for HR-specialists. Recruitment mistakes that you can avoid. Part 2.

    In this article we continue analyzing the most popular mistakes being done by recruiters during the process of candidates’ assessment. Today we draw our attention to the crucial part of any recruitment activities – an interview. We came up with our list of some interview-related mistakes that can restrain you from being an efficient recruiter.

    Mistreating a candidate.

    Nobody like being underestimated, not to mention being offended. Be polite and do not make her/him wait for you. Do not ask inappropriate questions regarding a family, religion, health, political views etc. Keep a proper distance. Treat your candidate as your client. Why? Simply because this person may be already your customer or will possibly become one in the future. Always remember about the power of WOM (word-of-mouth) and that negative attitude can consequently result in a significant drop of your future applicants (on the level of HR-department), consumers and business partners (on the level of the whole organisation).

    Not asking permission.
    This point is, of course, closely connected to the previous one. Always ask a candidate if he/she minds you doing something. By ”something” we assume: calling a present employer, making any video or audio records of your conversation, delaying an interview for a certain period of time etc.

    Making surprises.
    Are you going to conduct a group interview? Are there any issues that may block a disabled candidate to enter the building? How long is an interview going to last? 1, 2, 3 hours? How many people are going to speak with a candidate? Always give as much information as possible to your applicants to make sure everything goes in the right order and everybody feels comfortable.

    Asking too many general questions instead of scrutinizing the area of expertise.

    Do not go here and about when talking to an applicant. Make a check list of questions targeted on particular competences your are looking for. Every candidate will appreciate you being specific and saving the time of both of you.

    Not selling the company to your candidates.
    Not only you are evaluate a candidate, a candidate also evaluates your company. Thinking that candidates will grab any position offered because of the high unemployment figures is totally wrong. Be enthusiastic about your personal job in this organisation and the fun of working here: great culture, magnificent experience, attractive benefits – it’s all in your hands.

    Not providing any feedback.
    After your conversation is finished, always sum up with a general conclusion. If a person definitely does not fits in, better inform him/her politely about that. Otherwise, tell your applicant about any planned/possible further steps of the recruitment process.


    Have not registered with us yet? Join us here.

    To post a job on our job board, please, contact our account managers.

    To view information about our services, please, click here.

    Got a question? Read our FAQ or contact us here.

    Got some interesting news regarding recruitment or engineering, science, technologies and software? Share with us on social: FacebookTwitterGoogle+ or LinkedIn.

    Want to offer an article or suggest a topic for our blog? Click here.


    Stay with us,

    Qreer.com team


    Keywords: recruitment, recruiter, engineering, technology, science, career, job, hightech, Europe, candidate, applicant


    To see the current job openings in your field:

    Jobs in Aerospace Engineering
    Jobs in Agricultural Engineering
    Jobs in Architecture
    Jobs in Automotive Engineering
    Jobs in Biomedical Science
    Jobs in Business Engineering
    Jobs in Chemical Engineering
    Jobs in Civil Engineering
    Jobs in Electrical Engineering
    Jobs in Environmental Engineering
    Jobs in Healthcare Science
    Jobs in Industrial Engineering
    Jobs in Marine Engineering
    Jobs in Mathematics
    Jobs in Mechanical Engineering
    Jobs in Mechatronics
    Jobs in Micro / Nano Technology
    Jobs in Physics
    Jobs in Software Engineering