The IT job market is one of the most active in Romania, being in the Top 5 employing industries. At the national level, there are between 130.000-135.000 employees in companies whose core business is software and IT services, according to the latest ANIS study on the impact of the software and IT services industry in the Romanian economy. Even so, employers are faced with high employee turnover and shortages, while the demand for labour, at over 20,000 new jobs/year, exceeds the supply of around 10,000 new specialists annually.
“Employers face difficulties in the recruiting process, but also in retaining their employees. It is a market dictated by the candidates and the employees. They always get to choose between more options. And the options are, most of the times, good or very good. Each IT candidate that is interested in changing his job, has at least three offers to take in consideration. Also, each IT candidate gets minimum three job offers daily on LinkedIn. In this situation, the employer has at least three competitors – other companies – that bet for the same candidate. Moreover, because of the qualified and specialized personnel deficit, the companies must give up on some of the recruiting criteria, just to have people that help them deliver. As Salesforce Research shows, approximately 70% recruiters perceive the recruiting process in IT, for 2022, as a harder challenge than 5 years ago.”, declared Laura Ciornei, Founder & Managing partner Let’s Talk HR.
The pandemic came with an amazing opportunity for IT specialists. Due to the remote work, Romanian candidates have access to more job offers than before, especially from international companies, and the difference between the salary package offered by them compared to national companies is incommensurable.
“Many times, the candidates’ expectations regarding salary packages go beyond the company’s budget. Therefore, the companies must expand their first agreed budgets, just because they don’t find the resources they need, with the sums from the company’s salary grid. Another solution they use is the reorientation towards candidates that don’t fit exactly into the expected requirements, but they have the potential to successfully do the activity within a reasonable budget. The IT employers started thus to be more flexible about the candidates and the recruiting process became a hot topic that is prioritized by the HR and management teams”, continues Laura Ciornei.
Another challenge on technical recruiting process is the differentiation between companies. Many IT employers don’t have that EVP (employer value proposition) that make a difference between them and other IT companies. Many offers are very good financially, the projects are interesting, the technologies meet the specialists’ needs, and the extra-salary bonuses are high-level. Yet, the candidates must be convinced and retained through the organizational culture and that X element offered by the employer.
It is a real challenge to retain the employees and to create a bond within the team during remote work, even more given the fact that 1 in 4 employees leave the company annually. Besides, if something starts to bother an IT specialist, he can go to an interview in a matter of seconds, because the recruiting process in IT means headhunting and the specialists are always on demand. No matter the experience, we’re talking about a market in which the employee selects the employer, by choosing the job, and by choosing to stay in an organization.