Members of the Association of Recruitment Agencies of Moldova (ARA) conducted a working visit to Poland to meet their partner, Personal Service. This was not a formal courtesy trip. It was a field-level operational visit focused on three clear priorities:
- direct meetings with Moldovan workers already employed on projects in Poland;
- tighter coordination with local teams;
- stronger referral-based recruitment capacity for future workforce supply.
For employers, staffing agencies, and labour-market partners across the European Union, this matters for one simple reason: stable recruitment does not start with advertising alone. It starts with real project visibility, direct worker feedback, and active partner coordination on the ground.
Why this visit matters for EU employers
European companies do not need only access to candidates. They need recruitment partners who can monitor projects after deployment, identify operational risks early, improve communication with workers, and help keep staffing pipelines active.
That is exactly why this working visit was important.
By visiting active projects in Poland, meeting workers face to face, and reviewing local coordination directly with Personal Service teams, ARA reinforced the kind of recruitment model that matters most to employers:
- practical;
- transparent,;
- built for long-term results.
Barlinek: direct worker feedback from a live production project
The visit started in Barlinek, where the ARA delegation met Moldovan workers employed at a laminate and parquet production plant.
The goal was not symbolic visibility. The goal was operational clarity.
During these meetings, the delegation reviewed working conditions, accommodation conditions, and the general employee experience on the project. The feedback received from workers was generally positive, which is important not only from a relationship standpoint, but from a staffing-performance perspective as well.
When employers work with international recruitment partners, direct worker feedback from live projects is one of the strongest indicators of whether a staffing model is functioning properly.
Referral recruitment relaunched from 1 March 2026
One of the most important practical outcomes of the visit was the relaunch of the referral system starting from 1 March 2026.
Under this system, workers can recommend new candidates and receive bonuses when those referrals lead to successful recruitment. The first rewards were already given to workers who helped bring new people into the project.
For EU employers, this is more than a motivational tool. It is a recruitment asset.
A strong referral mechanism helps create a more reliable candidate flow, speeds up hiring, improves trust in the recruitment message, and supports workforce growth through personal recommendations from workers already integrated into the project.
Poznan: better coordination, updated offers, stronger process control
The delegation then continued to Poznan, where meetings were held with the local Personal Service team and regional project coordinators.
The discussions focused on two areas that directly affect staffing results:
- updating current job offers;
- improving recruitment processes for existing and future projects.
A key operational decision was made during these meetings: ARA and Personal Service agreed to create a joint working group that will regularly update project information and analyse the factors that influence staff turnover.
This is exactly the kind of detail serious employers look for in a staffing partner.
Not promises. Not slogans. Process discipline.
When project data is updated regularly and turnover factors are analysed structurally, recruitment becomes more predictable, worker replacement becomes faster, and workforce planning becomes more realistic.
Wroclaw: project-level communication on Shein and LG Battery
The working visit continued in Wroclaw, where the ARA delegation met Moldovan workers employed in the Shein and LG Battery projects.
The discussions focused especially on communication around the referral system and on practical opportunities to recommend new candidates into active projects.
Referral bonuses were also awarded there as part of the worker motivation programme.
For employers, the value is clear: when worker communication is active and referral programmes are implemented at project level, recruitment does not remain abstract. It becomes embedded inside real teams.
That creates stronger project loyalty, faster candidate attraction, and better continuity of staffing supply.
What this visit proves about the ARA model
This visit covered three key cities in Poland — Barlinek, Poznan, and Wroclaw — and included direct meetings with workers, coordinators, and local operating teams.
More importantly, it produced practical results:
- better field-level communication;
- stronger coordination with the Polish partner;
- relaunch of a referral-based recruitment tool;
- creation of a joint working mechanism for project updates and turnover analysis.
This is the real value of the ARA model.
ARA does not position Moldova as only a source of labour. ARA positions Moldova as a source of structured, managed, and scalable workforce supply for EU employers who need stability, not chaos.
EU companies: request Moldovan workers through ARA
If your company or recruitment agency in the European Union is looking for a reliable workforce from Moldova for Poland or other EU markets, ARA is ready to support your staffing needs through active partnerships, field-level coordination, and a recruitment system built for long-term results.
Order personnel now or contact us here!
