Offer service

Offers added by employers are verified by Career Centre employees. After being accepted, offers are published in the portal and are distributed among candidates (students and alumni) according to their professional preferences.

Offer placement

Adding offers

    In order to add a new offer choose Offer ⇒ Add an offer tab and complete the form carefully.

    Particular information should be placed in an adequate sections. Owing to that offer is displayed and searched by users in a proper way.

    While placing an offer you should remember about entering adequate Type of work and Professional area position as notifications about new offers are sent to the students according to those parameters – it means they should be consistent with offered position and offer’s contents.

Offer acceptance

    Every offer, before being published in the portal, is verified by employee of Career Centre which attends the company placing an offer.

  • Career Centre employee checks if the offer is completed, coherent, in accordance to law.
  • Usually offer is reviewed within 24 hours from the moment of placement (during week days).
  • After accepting an offer an e-mail with direct link to an offer is generated to the employer.
  • If, for any reason, offer cannot be published in the portal, you will receive an e-mail with a comment indicating what should be modified.

    Why do we ask employers to correct / complete offers?

    We believe that, the better described the offer is the bigger chance to find appropriate candidates to work, aware of requirements and duties.

    Devoting more time and attention to creating an offer saves time of recruiters on the further phases of selection process.

Rejecting offers

    Offer may be rejected in the following situations:

  • law incompatibility
    • e.g. discriminating requirements in reference to age (does not refer to internship), gender, religion etc.
  • violation of portal regulations
  • no correction / completion of an offer containing errors / incoherencies / deficiencies
    • e.g. lack of information about conditions of work or unclear employment rules
    • lack of information about tasks / duties at the particular position

Offers status

Offers status

    New offer

    Offer awaiting an acceptance of Career Centre

    Accepted offer

    Offer accepted by Career Centre with valid recruitment time

    Rejected offer

    Offer rejected by Career Centre on the reason of incompatibility with quality standards.

    The offer is not deleted from the database (may be corrected by the employer and accepted by Career Centre).

    Withdrawn and replaced by a new offer

    Offer withdrawn by the employer and replaced by a new offer

    The offer is not deleted from the database (stored for statistic aims)

    Expired offer

    Offer with completed time of recruitment

Offer status vs. visibility in the portal
  • Career Centre employees may see all offers.
  • Students and alumni may search through accepted offers only.
  • Employers may see in their own panels all the offers they have placed in the appropriate tabs.

Offers management

Browsing and editing

    In Offers ⇒ My offers tab it is possible to browse, edit and delete offers on one’s own. Career Centre employees do not have possibility to modify offers.

    In order to modify accepted offer you have to select Edit an offer button and save it as a new offer (option on the bottom of the webpage). After entering changes offer will be saved as a new one – it has to be accepted once again by Career Centre employee.

Change of the offer’s expiry date

    It is possible to change (prolong / shorten) expiry date of an offer. It may be shorten to the day of entering corrections maximum.

Offer withdrawal

    Offer may be withdrawn, e.g. in case of an earlier completion of recruitment process.

Answers to questions referring to placing offers

Is it possible to conduct hidden recruitment process via the portal?

    No. Every offer published in the portal is open, ascribed to a particular employer. There is no possibility to hide part of an information about the employer.

Why are offers verified and resent for further corrections before being published?

    The idea of associated universities in the portal is to deliver high standards of offered services, especially giving candidates access to complete and reliable information about conditions and rules of employment.

    We would like, both parties, employers and candidates, to specify mutual expectations and clear rules of recruitment process.

    We believe that, the better described offer is the bigger chance to find appropriate candidates to work, aware of requirements and duties. Devoting more time and attention to creating an offer saves time of recruiters on the further phases of selection process.

Professional competences

What are the professional competences?

Competence is a resultant of knowledge, skills and attitudes. Competences developed in a proper way allow employees to realize professional tasks on required level.

Grups of professional competences

Description of competences based on the Model of Professional Competences prepared by the Career Centre of The Nicolaus Copernicus University in Toruń. Model of Professional Competences consists of six basic groups of competences. There are four key descriptive competences:


How do I make the analyses?

Competences describing mainly the way of thinking - searching and collecting data, analyzing information, drawing conclusions and forwarding them to the surroundings.

  • Creativity
  • Analytical thinking
  • Flexibility
  • Communication skills


Why do I act?

Group of competences referring to indicators which motivate us to act in the first place and to the level of engagement in task realization, determining why and with what intensity a person is willing to work.

  • Development pursuit
  • Engagement
  • Motivating others


How do I cope with difficulties?

Competences specifying one’s ability to work in difficult conditions under widely understood stress (connected with both internal and external indicators, including those referring to social relations).

  • Persistence and consequence
  • Assertiveness
  • Resistance to stress
  • Being responsible


How do I act?

Bank of competences concentrated on the level of usage of particular methods and tools, aiming in increasing work efficiency (planning time, organizing work, coordinating tasks) as well as achieving complicated goals with a support of a team (delegation of duties, management).

  • Planning and coordination
  • Delegation of duties
  • Team management
  • Work organization


How do I realize tasks / goals?

Competences describing the way of tasks realization - orientation on achieving aims and quality of work effects.

  • Aim orientation
  • Scrupulousness and accuracy
  • Self-independence
  • Business orientation


How do I cooperate with others?

Group of competences describing how a particular person cooperates with others, builds and makes use of interpersonal relations during realization of business goals.

  • Team work
  • Building relations
  • Teaching and training
  • Client orientation
Definitions of professional competences


skilful motivating of colleagues to increase their efforts and achieve targets


perceiving of numerous aspects of reality, effective work with a lot of information, perceiving of relationships and drawing reliable conclusions from data available


searching for business opportunities and making decisions connected with risk and oriented on profitability of undertakings on the basis of the current knowledge about the market, competition and calculated risk


acting effectively in hard conditions (heavy workload, conflict, high requirements)


managing one’s own time and organising one’s own work in a planned and systematic manner, which makes it possible to achieve targets


persistent aiming at a company’s targets by realisation of individual targets (title) and achieving best results by planning, constructive approach to problems and searching for opportunities to exceed targets


awareness and understanding of customers’ needs and fulfilling as well as exceeding of their expectations. If necessary, active searching for and acquisition of new customers for a company


clear setting of priorities and tasks for all team members and consistent coordination of the same by dividing complex tasks into stages, determining of needs as well as ensuring of adequate means and support in realisation


establishing and maintaining of long-term and fruitful cooperation with other employees


building of one’s own and company’s reliability by undertaking activities, which comply with one’s own ethic standards and company’s ethic standards as well as accepted standards of work


ability to achieve agreed targets on one’s own, including, making necessary decisions


focusing on best performance of a given activity, taking care of details and high effects of work (products, services etc.)


readiness and ability to convey one’s knowledge to others in an effective manner as well as share one’s experience with others


timely and consistent realisation of tasks entrusted, including difficult and monotonous tasks


activeness and showing one’s initiative, determination to overcome difficulties and readiness to sacrifice, if necessary


creation and management of teams, understanding of their needs and motivating them for most effective activities

Download definitions of professional competences as PDF.

How to specify the level of possessed competences?

Evaluate professional competences on scale 1-3, where:

  • Level 1 (good) – acting in a correct direction however requiring support, stimulus, outside help; lack of independence in acting
  • Level 2 (optimal) – independent usage of knowledge and skills, efficient and effective performance, pursuit and achievement of goals
  • Level 3 (expert) – helping, supporting, inspiring, crossing borders, improving work, creating new methods of performance

The moment you graduate your competences may be specified probably on level 1 or 2. Expert level can usually be achieved after some time of professional activity. It characterizes people who possess a fully developed competence, additionally helping others in improving it.