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Cookie Policy

Cookie Policy

Cookie Policy

This Cookies Policy explains how Stabines International Kft uses cookies and similar technologies. Whenever you use Stabines’s websites, products, advertising services or other technologies (“Services”), or visit a website, app or service which uses our Services, information may be collected through the use of cookies and similar technologies. Stabines is committed to protecting the personal information collected when using our Services.

– Cookie: a small amount of data generated by a website and saved by your web browser. It is used to identify your browser, provide analytics, and remember information about you, such as your language preference or login information.

– Company: when this policy mentions “Company,” “we,” “us,” or “our,” it refers to Stabines International Kft (1145 Budapest, Mexikoi ut 65/b fszt. 2), that is responsible for your information under this Cookie Policy.

– Device: any internet-connected device such as a phone, tablet, computer or any other device that can be used to visit Stabines and use the services.

– Personal Data: Any information that directly, indirectly, or in connection with other information — including a personal identification number — allows for the identification or identifiability of a natural person.

– Service: refers to the service provided by Stabines as described in the relative terms (if available) and on this platform.

– Third-party service: refers to advertisers, contest sponsors, promotional and marketing partners, and others who provide our content or whose products or services we think may interest you.

– Website: Stabines International Kft’s site, which can be accessed via this URL: https://Stabines.com/

– You: a person or entity registered with Stabines International Kft to use the Services.

This Cookies Policy provides the following information for users:

 

What are cookies and similar technologies?

A cookie is a small data file, often including a unique identifier, which is sent to your computer, mobile phone or tablet device (referred to in this policy as a “device”) by the web server so the website can remember some information about your browsing activity on the website. The cookie will collect information relating to your use of our Services, information about your device, e.g. the device’s IP address and browser type, broad location and, if you arrived at our site via a link from a third-party site, the URL of the linking page. Suppose you have registered for any Services or are a subscriber. In that case, it may also collect your name and email address, which may be transferred to data processors for registered user or subscriber verification purposes.

Similar technologies are known as “local storage” may also be used in our Services as an alternative to cookies. This is a technology that is similar to cookies and performs very similar functions, such as caching data to enable us to improve our Services, allowing you to register for our Services, tracking activity to enable our advertisers and us to advertise to you by this policy and counting the number of people who view adverts on our Services. When referring to “cookies” in this policy, we mean cookies or similar technologies.

Cookies record information about your online preferences and help us to tailor our Services to your interests. Information provided by cookies can help us analyse your use of our Services and help us to provide you with a better user experience.
In addition to cookies, our Services may also use web beacons, clear GIFs, page tags and web bugs. These are all types of technology implemented by websites or third-party ad servers to allow them to analyse your website use and help improve your experience of the Services.

What are the different types of cookies?

Session cookies are only stored for the duration of your visit to a website and are deleted from your device when you close your browser;

Persistent cookies are saved on your device for a set period of time after the browser has closed and are used where we (or a third party) need to identify you for a later browsing session.

We use the following types of cookies on our website: Essential Cookies, Performance and Functionality Cookies, Analytics and Customization Cookies and Third Party Cookies.

What are cookies used for?

1. Essential Cookies
We use essential cookies to make our website work. These cookies are strictly necessary to enable core functionality such as security, network management, your cookie preferences and accessibility. Without them, you wouldn’t be able to use basic services. You may disable these by changing your browser settings, but this may affect how the Websites function.

2. Functional Cookies
Functional cookies are essential to the running of our Services. They are used to remember your preferences on our websites and provide enhanced, more personal features. The information collected by these cookies is usually anonymised, so we cannot identify you personally. Functional cookies do not track your internet usage or gather the information that could be used for selling advertising, but they do help with serving advertising. These cookies are usually session cookies that will expire when you close your browsing session.

3. Analytical Performance and Measurement Cookies
Analytical performance cookies are used to monitor the performance of our Services, for example, to determine the number of page views and the number of unique users a website has. Web analytics services may be designed and operated by third parties. The information provided by these cookies allows us to analyse user behaviour patterns. We use that information to enhance user experience or identify areas of the website that may require maintenance. The data is anonymous (i.e. it cannot identify you and does not contain personal information such as your name and email address). It is only used for statistical purposes.

4. Third Party Cookies
Some cookies set on our website are not set on a first-party basis by Stabines. The Websites can be embedded with content from third parties to serve advertising. These third-party service providers may set their cookies on your web browser. Third-party service providers control many performance and functionality, advertising, marketing and analytics cookies described above. We do not control the use of these third-party cookies as cookies can only be accessed by the third party that originally set them.

How can users manage cookies?

Some people find the idea of a website storing information on their device a little intrusive, particularly when the data is stored and used by a third party. For example, you may object to being served advertising targeted to your interests based on your browsing history.

Cookies, including those which have already been set, can be deleted from your hard drive. Please see below for more information.
– Google Chrome
– Internet Explorer
– Mozilla Firefox
– Safari (Desktop)
– Safari (Mobile)
– Android Browser
– Opera
– Opera Mobile

Changes To Our Cookie Policy

We may change our Service and policies, and we may need to make changes to this Cookie Policy to accurately reflect our Service and policies. Unless otherwise required by law, we will notify you (for example, through our Service) before we make changes to this Cookie Policy and allow you to review them before they go into effect. Then, if you continue to use the Service, you will be bound by the updated Cookie Policy. If you do not want to agree to this or any updated Cookie Policy, you can delete your account.

Contact Us

For any questions you have, please contact us:
– Via Email: info@stabines-se.com
– Via Phone: +3618001944
– Via this Link: https://stabines-se.com/index.php/contact/

Thank you for your interest!

Leave a request for this service tariff. Our manager will contact you shortly to clarify the details.

How to hire the best employees? 5 rules of recruiting

Employees are the main asset of almost any company. Your profit directly depends on how well your subordinates perform. So by default, you are interested in hiring the best of the best.

Treat candidates like customers.

It is essential to understand that the needs of a professional go far beyond money.
Skilled and experienced employees receive dozens of interview invitations. They can afford to choose the best place to work – and they do it.

Therefore, if you want to hire a great specialist, you need to “sell” your company to him. The easiest way is to imagine that the candidate is just another client.

  1. Be kind, friendly, and polite. Respect the candidate’s time. If you received a response to a vacancy in the messenger, read it. The in-demand specialist would not come to you if you answered only the next day.
  2. Value his time – demonstrate your interest and openness.
  3. Stay in touch. Give the candidates all the information they might need about the company and be ready to answer their questions. The easier it is to reach you, the more attractive the organisation looks.

Work on the content of the vacancies.

A high-level pro usually gets a lot of offers, so he fluently skims through them first. You need to interest him in the first seconds, and the following tips will help with this:

  1. Make a specific headline. Accurate, understandable, transparent.
  2. Put the essential information in the first paragraph. Who do you need and why.
  3. List the main benefits of working for you—the values ​​of your company, its relevance, stability.
  4. Capaciously described requirements and expectations. Write down a list of tasks that the specialist will have to deal with – and in precisely the same way tell about the requirements: the necessary work experience, portfolio, cases.
  5. Contacts. Links to social networks and the site, messengers of responsible persons: make it easy for the candidate to get additional information about you or contact you.

Make the company transparent.

It is not enough to tell what kind your organisation is. You also need to show it. Developing an HR brand is also an essential precondition for making your company more attractive to job seekers. Social media and a blog that reflects your values ​​and demonstrates them in practice is a great way to show your values ​​not only to potential customers but also to your employees:

  • Do you help employees with training? We need news that your specialists have received specific certificates, completed the course, etc.
  • Do you talk about friendly relationships and informal communication? Post photos and reports that show this communication.
  • Do you assert that no industry exhibition can do without you? Submit reports on such events – and announcements for upcoming performances.

 

Tell about your clients, projects, workflow – make the company open and exciting. This is beneficial in terms of recruiting.

Attend specialised events.

When looking for high-level employees, personal connections and acquaintances are important. The more actively you take part in the life of the professional community, the more specialists you know – and the more people can tell about your company and recommend it.

A professional who decides to change his job is rarely searching for more than a week or two: usually, he already knows which organisation he wants to move to. Therefore, let your employees “shine” at every exhibition or conference. This reputation will pay off.

Build good relationships with your current employees.

This point follows from the previous one: nothing turns a candidate off like negative reviews from former employees or those who now work in the company. Try to make sure that all subordinates are happy with their career choices and your leadership – we talked about how to achieve this in the article on building ideal relationships with subordinates.

Carefulness, personal interest, and the time tracking system will help you control the company’s situation. The main thing is not to forget to honestly warn everyone – including candidates – that you are monitoring. Suppose you immediately talk about its availability and goals (to improve working conditions and productivity, without pressure on employees and micro-control). In that case, using a time tracking system will not be a problem.

Good luck finding your specialists!

How to stop being
afraid of job interviews

Uncertainty, fear of a future interview are phenomena that have nothing to do with age, education, or anything else. Everyone is afraid – both young and experienced.

The mechanism of excitement before an interview is the same as before meeting a stranger. The most frightening thing is the unknown: “What will come of this? What impression will I make? Suddenly, they will ask me about what I don’t have ”.
We show you how to overcome your fear of interviews and manage yourself.

Step 1: Gather information

So that the stranger is not so unfamiliar, study the maximum about the company you are going to go to, visit the website, a page on the social network, perhaps the organisation is mentioned in the news. Many people focus on information openness. You just have to find and read.

Step 2: Work on self-presentation

Making a good impression in a job interview is difficult without careful home preparation. Sit down and think about how and what you will talk with a potential employer, stock up on facts confirming your achievements in previous jobs, think over the answers to possible questions:

  • Why are you interested in this position?
  • Why do you want to work with us?
  • Why do you want to change your current job?
  • What are your strengths and weaknesses?
  • Why should we hire you?
  • In what conditions and in a team are you comfortable working?
  • How would friends and colleagues describe you?
  • Who would you like to see yourself in 5 years from now?
  • What salary are you expecting?

This will help you feel more confident in the interview, conduct a dialogue on an equal footing, and cheer you up.

Step 3: Think about the look.

The confidence that you look perfect in this shirt will help you not be distracted by such a trifle. Remember that bright, short, tight, shiny clothes are distracting and annoying for some.

Step 4: Pay attention to body speech.

Remember that what you say and how you say it does not make you. Non-verbal means in business communication play an equally important role. Take a pen that you can hold with you instead of actively gesturing.

Step 5: Prepare the question.

The interview is not an exam but a dialogue. Feel free to ask questions yourself. Taking an active part in the conversation can help you overcome your anxiety. Conversely, if you like to talk, control your talkativeness.

May I ask:

  • What will be my main tasks?
  • In what mode will I work?
  • Who will be my immediate supervisor?
  • Does this position provide for professional growth?
  • Did another employee hold this position, and why did he quit?


And most importantly – do not forget that there is also a person on the other side of the table. And even if you were refused – this is not the problem, try to find out the reason, work on the mistakes, and the next interview will be more successful!

6 phrases to help you
raise your salary

If you haven’t received a salary increase for a long time, then it’s time to remind your superiors about it. We will tell you how to ask for a salary properly and what arguments to give to increase it.

"I overfulfilled the plan by ... percent."

This also includes the number of clients attracted, closed deals, articles written, and so on. Operate with numbers. Statistics, coupled with an eloquent story of your accomplishments, are the best argument in favour of higher wages.

"I know how to make everything work even better."


Do you have an active, innovative solution to improve the company’s efficiency? Fine! This is your chance to show your superiors how valuable you are. Share the solution with your manager, demonstrating your value. Just don’t show all the cards at once. Leave something for last so that your contribution does not go unnoticed.

"My salary is below market."

If you are an expert in your field, this must be reflected in your salary. How do you know if you are getting enough? View the average wage in your segment. Consider your location (in the capital, for example, salaries may be higher) and experience.

"I was offered a good position in another company."

Attention! Use this phrase only when it is true. Don’t try to blackmail your superiors. Otherwise, the consequences may be irreversible.

"I'm ready to take on more responsibility."

Ask management to expand your responsibilities, for which you will receive a pay rise. Or just take on more work.

"I have more responsibilities".

Let’s say you’re a sales manager, and you came to your position a few years ago on the terms of making 15 calls a day and meeting your sales target. But over time, you established yourself as a good salesperson, were entrusted with training newcomers, created a unique, powerful course for them, and took on key customers.

If this happened by itself, and not as in the previous paragraph: there were no agreements with the management to increase salary and remain on the same salary, then it’s time to change the situation. But take your time. First, analyse your effectiveness; you can create a Google spreadsheet and write down all the leading projects and the results you managed to achieve. And only then tell your boss that it’s time for you to talk.

How to write
a CV correctly?

Found a great job? The first step is to get the employer interested by highlighting your best qualities. We’ve prepared a guide for you on how to write a CV, which will at least lead you to an interview and, at the most, help you get your dream job!

On average, it takes 5-10 seconds to view one CV. A little, right? That’s why it’s essential to make a positive impression right away. A CV is self-promotion that should present you with your best side.

The correct CV – where to start?

Before you start writing, it will be helpful to know what HR managers, recruiters and employers pay attention to in the first place in a candidate’s CV.

  • previous work experience (45%);
  • qualifications / skills (35%);
  • ease of reading / perception of information (25%);
  • achievements, dignity, projects (16%);
  • spelling and grammar (14%);
  • education (9%);
  • a clear goal (3%);
  • keywords (2%);
  • Contact information (1%).

TYPES OF CV FOR EMPLOYMENT

The second step is to decide which type of CV is right for you: chronological, functional, or combined.

Chronological summary

Describe your places of work in chronological order, starting with the most recent. Suitable for those looking for work in a familiar field, have extensive experience and strive for career growth.

Functional CV

Emphasises your skills, abilities, and accomplishments rather than where you work. This option is suitable for those who have little experience, who often change jobs and do not want to draw attention to this, and those who wish to change their field of activity or return to the labour market after a break.

Combined CV

Combines the advantages of chronological and functional – includes both a description of skills and a list of jobs. It is considered the most effective. Share and combine your expertise (depending on which position you’re applying for), match your skills with the companies where you got them, and be sure to focus on measurable metrics.

HOW TO WRITE A CV: STEP BY STEP INSTRUCTIONS

Write in simple sentences of 5-7 words. Avoid obscure acronyms. Be sure to divide the text into paragraphs, choose a legible font. Use italics or bold to highlight headings. Remember that your CV should not exceed two pages—ideally 1 page.

Fill in the name and contacts

Everything is simple here. Do not use your work email for communication – specify a personal one or create a separate one for a job search. Be sure to check that your email is in the format namelastname@domain.com.

Add links to Facebook, LinkedIn, or other professional networks like Behance. When specifying personal profiles on social networks, carefully check their content to avoid getting into an embarrassing situation.

Describe the work experience

Start from your current or last job, moving to an older one. Remember: you should only indicate experience relevant to the vacancy for which you are applying. If you don’t have one, consider writing a functional CV and focusing on skills rather than places of work.

Briefly indicate the name and scope of the company. Then – your position and role, as well as the main tasks. List the main achievements and be sure to back them up with arguments and evidence. Remember, accomplishments must be measurable, specific, impressive, and appropriate for the job title.

Describe your education

Indicate education that is relevant to your job and career goals. Include not only essential but also specialized courses, training, etc. If your basic education is not relevant to the job you are applying for, please briefly state the reasons for changing your profession.

Additional information and skills

This block should be approached very responsibly. Indicate your qualities and skills required for the position you are applying for. Here – in what programs you work and what languages ​​you speak.

Additional information and skills

After you fill in the main blocks – fill in the Summary CV. This paragraph should be placed under the contacts. It should answer why you should be invited for an interview and whether it makes sense to go deeper into the CV. Its purpose is to focus the employer’s / recruiter’s attention by immediately highlighting your professional goals, experience, expertise and personality.

Thank you for your interest!

Leave a request for this service tariff. Our manager will contact you shortly to clarify the details.