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.
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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
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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,
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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 1.

    Neither candidates nor recruiters are completely perfect. We all make mistakes. However, understanding what exactly causes the loss of appropriate engineering candidates and what harms your company’s reputation can save you money, energy and prevent you from professional burn-out.

    Recruiters’ job is highly demanding. Dealing with tons of information can be overwhelming. We believe that the stress regarding recruitment processes can and should be minimised. Therefore, we composed the following outlay of mistakes based on our observations.

    In this article we highlight specific mistakes that can be done from the moment of making a job description to coming up with a pull of candidates for interviewing.

    An advertisement that does not clearly reflect the essence of a job position.

    Your job layout is a gateway to the application process. Remember that an ambiguously understood vacancy can dramatically decrease the number of suitable candidates. Here are some recommendations on upgrading your vacancy outlay: http://blog.qreer.com/tips-for-hr-specialists-optimizing-a-job-advertisement/

    An “Old” job.

    Refresh your vacancies on the job boards you use. After a while, candidates seeing the same position for a long time tend to think that something is kind of wrong either with this job or the company itself. What is more, they might be right as something can be confusing about your vacancy description – see point N.1 above.

    Not spreading jobs via social media.

    Filling some engineering positions can be quite tough. Many job boards, especially leaders in general internet recruitment, do not take their time to spread particular vacancies in specific social media groups, because they simply have so many jobs in completely different disciplines that are impossible to advertise. The team of Qreer.com believes that keeping in touch with potential candidates is highly important, so we dedicate our time and attention to post jobs exposed on your website in relevant online communities, as a result these jobs attract more applicants. If you feel that your job board is not transmitting your vacancies on social, it is crucial to do this yourself, especially, when it comes to rare engineering specialities and industries.

    Not checking references.
    Unfortunately, some people do exaggerate their skills and expertise in certain areas. Hence, it is prerequisite to control data received from your applicants by calling or at least sending an e-mail to their current or previous employers and/or university. A 5-15 minutes call can save you more than an hour of possible interviewing.

    Not giving any feedback.
    We understand that your time is valuable and that you receive many applications every single day. However, not providing any response to your applicants can cause damage to the organisation and is difficult to correct. In case of ignoring an applicant he/she might 1) stop being a customer or less likely to become one in the nearest future, 2) share this negative experience with his/her family, colleagues and friends, 3) go online and share this on various online platforms and communities. In some cases several comments, in some – only one negative blog post can make a devastating impact to your HR-brand.  Just take your time to send a polite and respectful message and save your time of defending the company’s reputation.

    So, here are some points we wanted to draw attention to. Next time we will discuss mistakes that recruiters make during the interviewing process and further.


    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.

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    Stay with us,

    Qreer.com team


    Keywords: recruiting mistakes, references, technology, science, career, job, engineering, tools, business, reputation, HR,  high-tech, Europe, internet, online, job board, recruiter, hiring