Work-life balance, a requirement for employees in the IT sector

Aon Romania, one of the global insurance market leaders, organized the Bytesize HR Breakfast event for human resources professionals in the IT domain. The event brought together speakers such as Cosmin Dodoc, VP of People & Organisation eMAG Group, Andreea Mircea, Compensation & Benefits Partner Playtika, Simona Șerban, People & Organization Director eMAG Tech, Andrei Vasilescu, Chief Operating Officer MReady. Key topics were trends in technology recruiting, the importance of benefits, employee retention, and wellbeing strategies.

At the international level, the recruitment market and the activity of IT specialists are uncertain due to waves of layoffs, but in Romania, this segment maintains an upward trend. Although Romania is recognized as a favorable environment for outsourcing to international companies, both employees and candidates of companies in the technology field have become increasingly interested in the possibility of collaboration for indefinite periods and are looking for stability in their place of work. Also, a cyclical activity rhythm is observed in this industry, characterized by periods of increased recruitment activity in January-March and May-September, followed by periods of low activity.

“In periods characterized by global economic instability, it is essential for companies to consolidate their employee resilience strategies. To successfully address new challenges, we need to pay special attention to developing strong teams and establishing strong partnerships. At Aon, we recognize that human resources is one of the most valuable assets, along with the organizational culture, which represents, on average, more than half of the market value of a company”, said Eugen Anicescu, CEO of Aon Romania.

In Romania, the discrepancies between employees’ salaries are not as pronounced as in the United States of America or Western European countries. However, in the context of global trends and new legislative regulations, it is expected an increase in salary transparency and employee reward that will no longer be based only on criteria of seniority and hierarchical position but also on the extent of involvement and the value added. These changes will influence how employees manage their careers and preferences, turning employee benefits into critical decision factors in choosing a job.

For example, those who benefit from wellbeing programs at the workplace have a 70% lower probability of turning to another employer, according to data from the Global Wellbeing Survey Report for 2022-2023, conducted by Aon. Moreover, 83% of the companies interviewed globally have implemented a wellbeing employee program, 28% more than in 2020. The companies’ programs in this regard emphasize the financial and professional components (54%), followed by emotional (51%), physical (50%), and social (47%).

According to the annual study conducted by Aon Romania, 67% of the participating companies have implemented employee wellbeing programs, prioritizing a healthy work environment that allows employees to enjoy their personal lives. In addition to personal development programs, employees also want to develop professionally, looking for projects that will help them enrich their knowledge and grow in seniority. The concept of work-life balance has become a priority for many employees, and companies are trying to implement policies and cultures that support and promote this balance for employees.

“The corporate wellness industry has evolved a lot in the last ten years, from one-off initiatives in the past to integrated strategies today. We no longer distinguish between personal and professional lives, as the boundary between them is increasingly blurred. Especially for younger generations, how they feel at work and how that translates into their free time has become a priority. When talking about recruitment, most companies look for that ‘culture fit’ because skills can be developed. And that can only happen successfully in companies with a healthy culture”, emphasizes Armina Dobrića, Senior Consultant in Wellbeing & Culture at Aon Romania.

To streamline the recruitment process, international companies have started to use specific technologies that allow them to filter candidates in the early stages. Although specific programs are used to test the candidate’s professional and technical skills, in Romania, companies rely on interaction with candidates. The event participants stated that the main criterion they consider is the candidate’s integration into the organizational culture.