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Terms and Conditions

Terms and Conditions

Terms and Conditions

These terms and conditions outline the rules and regulations for using Stabines International Kft’s Website, located at https://stabines-se.com/.

By accessing this website, we assume you accept these terms and conditions. Do not continue to use Stabines if you do not agree to take all of the terms and conditions stated on this page.

License

Unless otherwise stated, Stabines International Kft and/or its licensors own the intellectual property rights for all material on Stabines. All intellectual property rights are reserved. You may access this from Stabines for your personal use, subject to restrictions set in these terms and conditions.

You must not:

  • Republish material from Stabines
  • Sell, rent or sub-license material from Stabines
  • Reproduce, duplicate or copy material from Stabines
  • Redistribute content from Stabines

 

This Agreement shall begin on the date hereof.

Meanings

For this Terms & Conditions:

– 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), which is responsible for your information under these Terms & Conditions.

– Country: where Stabines or the owners/founders of Stabines are based, in this case, is Hungary

– 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.

– 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, which can be accessed via this URL: https://stabines-se.com/

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

Cookies

We employ the use of cookies. By accessing Stabines, you agreed to use cookies in agreement with Stabines International Kft’s Privacy Policy.

Most interactive websites use cookies to retrieve the user’s details for each visit. Our website uses cookies to enable the functionality of certain areas to make it easier for people visiting our website. Some of our affiliate/advertising partners may also use cookies.

Content Liability

We shall not be held responsible for any content that appears on your Website. You agree to protect and defend us against all rising claims on your Website. No link(s) should appear on any Website that may be interpreted as libellous, obscene or criminal, or infringes, otherwise violates, or advocates the infringement or other violation of, any third party rights.

Your Privacy

Please read Privacy Policy.

Reservation of Rights

We reserve the right to request that you remove all links or any particular link to our Website. You approve of removing all links to our Website upon request immediately. We also reserve the right to amend these terms and conditions and its linking policy at any time. You agree to be bound to and follow these linking terms and conditions by continuously linking to our website.

Removal of links from our website

If you find any link on our Website that is offensive for any reason, you are free to contact and inform us at any moment. We will consider requests to remove links, but we are not obligated to or so or to respond to you directly.

We do not ensure that the information on this website is correct. We do not warrant its completeness or accuracy, nor do we promise to ensure that the website remains available or that the material on the website is kept up to date.

Disclaimer

To the maximum extent permitted by applicable law, we exclude all representations, warranties and conditions relating to our website and the use of this website. Nothing in this disclaimer will:

 

  • limit or exclude our or your liability for death or personal injury;
  • limit or exclude our or your liability for fraud or fraudulent misrepresentation;
  • limit any of our or your liabilities in any way that is not permitted under applicable law; or
  • exclude any of our liabilities that may not be excluded under applicable law.

 

The limitations and prohibitions of liability set in this Section and elsewhere in this disclaimer: (a) are subject to the preceding paragraph; and (b) govern all liabilities arising under the disclaimer, including liabilities arising in contract, in tort and for breach of statutory duty.

As long as the website and the information and services are provided free of charge, we will not be liable for any loss or damage of any nature.

Changes To Our Terms & Conditions

You acknowledge and agree that Stabines may stop (permanently or temporarily) providing the Service (or any features within the Service) to you or users generally at Stabines’s sole discretion, without prior notice to you. You may stop using the Service at any time. You do not need to inform Stabines when you specifically stop using the service. You acknowledge and agree that if Stabines disables access to your account, you may be prevented from accessing the Service, your account details, or any files or other materials contained in your account.

If we decide to change our Terms & Conditions, we will post those changes on this page and/or update the Terms & Conditions modification date below.

Term and Termination

This Agreement shall remain in effect until terminated by you or Stabines.

Stabines may, in its sole discretion, at any time and for any or no reason suspend or terminate this Agreement with or without prior notice.

This Agreement will terminate immediately, without prior notice from Stabines, if you fail to comply with any provision of this Agreement. You may also terminate this Agreement by deleting the website and all copies from your computer.
Upon termination of this Agreement, you shall cease all use of the website and delete all copies of the website from your computer.

Termination of this Agreement will not limit any of Stabines’s rights or remedies at law or in equity in case of breach by you (during the term of this Agreement) of any of your obligations under the present Agreement.

Updates to Our website

Stabines may, from time to time, provide enhancements or improvements to the features/ functionality of the website, which may include patches, bug fixes, updates, upgrades and other modifications (“Updates”).
Updates may modify or delete certain features and/or functionalities of the website. You agree that Stabines has no obligation to (i) provide any Updates or (ii) continue to provide or enable any particular features and/or functionalities of the website to you.

You further agree that all Updates will be (i) deemed to constitute an integral part of the website and (ii) subject to the terms and conditions.

Notice of Dispute

In the event of a dispute, you or Stabines must give the other a Notice of Dispute, a written statement that sets forth the name, address, and contact information of the party giving it, the facts giving rise to the dispute, and the relief requested. You must send any Notice of Dispute via email to: https://Stabines.com/index.php/contact-us/. Stabines will send any Notice of Dispute to you by mail to your address if we have it or otherwise to your email address. You and Stabines will attempt to resolve any dispute through informal negotiation within sixty (60) days from the date the Notice of Dispute is sent. After sixty (60) days, you or Stabines may commence arbitration.

Binding Arbitration

If you and Stabines don’t resolve any Dispute by informal negotiation, any other effort to resolve the dispute will be conducted exclusively by binding arbitration as described in this section. You are giving up the right to litigate (or participate in as a party or class member). The dispute shall be settled by binding arbitration by the commercial arbitration rules of The Permanent Arbitration Court attached to the Hungarian Chamber of Commerce. Either party may seek any interim or preliminary injunctive relief from any court of competent jurisdiction, as necessary to protect the party’s rights or property pending the completion of arbitration. Any and all legal, accounting, and other costs, fees, and expenses incurred by the prevailing party shall be borne by the non-prevailing party.

Submissions and Privacy

If you submit or post any ideas, creative suggestions, designs, photographs, information, advertisements, data or proposals, including ideas for new or improved products, services, features, technologies or promotions, you expressly agree that such submissions will automatically be treated as non-confidential and non-proprietary and will become the sole property of Stabines without any compensation or credit to you whatsoever. Stabines and its affiliates shall have no obligations concerning such submissions or posts. They may use the ideas contained in such submissions or posts for any purposes in any medium in perpetuity, including, but not limited to, developing manufacturing and marketing products and services using such ideas.

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.