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Monday, February 26, 2024

The ideal IT employer in 2022. What does it look like and does it exist?

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There is a popular joke in the IT industry: “A programmer is talking to another: I lost my job, it was the worst 5 minutes of my life.” IT professionals and specialists are currently the most sought-after workers on the labor market not only in Poland, but also in the world. The gigantic demand for their services and significant staffing shortages mean they can choose their offerings however they see fit.

The latest report, produced by No Fluff Jobs in partnership with SWPS University, clearly shows what candidates and employees expect from a potential employer. Financial conditions are unchanged and without surprises in the first place. The IT industry is currently the highest paid industry in Poland. Juniors and juniors can count on a salary of 4 to 6 thousand. zlotys in hand, and pensioners up to 25-40 thousand. monthly. Wages, while so high, are growing rapidly and steadily: between the first quarter of 2021 and the first quarter of 2022, the median bottom wage levels increased by 10%. for B2B contracts, and in the period from the first quarters of 2020 to 2022, i.e. over a period of two years, wages increased by 20-30%.

More than just a flexible approach

Next on the list of needs that an ideal employer should meet is a flexible approach, that is, the possibility of remote and hybrid work. This has gained relevance during the pandemic. Up to about 60 percent. IT professionals worked on site, 20 percent. remotely and 20 percent. hybrid. Now the proportions are reversed and 60 percent. workers work from home. More importantly, this mode suits them and is an important factor in deciding whether to start a new job.

The third priority is the possibility of promotion and development. It is not only about the professional path, that is, moving from junior to middle and then senior, but also about developing personal skills. Here, in addition to the desire to develop technical competencies, such as programming languages ​​and technologies, there are also soft skills, such as team management, communication, receiving and providing feedback, etc.

No less important: interesting projects and an opinion about the employer. In the IT industry, as in any other industry, professional burnout can occur, so there are experienced programmers and programmers who prefer to replace a well-paid, but monotonous job with a more exciting and “only” well-paid one.

“In order to stand out from the competition, a good employer must offer jobs with modern technology, programming languages ​​and infrastructure, as well as interesting projects,” explains Tomasz Buyok, CEO of No Fluff Jobs. – The rest, i.e. a good salary, development opportunities or flexible working hours are already the basis of good advertising.

Employers can promote one value over another, Buyoc said. If their project is extremely interesting, they may offer a slightly lower salary. However, if they offer less interesting tasks, such as maintaining a product for the financial industry, the remuneration should be high enough, and employees should be given an appropriate development program and promotion path.

“Development is important above all for young employees who want to move from junior to intermediate level as quickly as possible,” explains Buyok. – Unfortunately, there are not so many offers for starting positions, because employers want experienced specialists who will have a smooth implementation and independence process. We are creating a vicious circle and let’s remember that every junior and every junior one day will become a senior or senior woman.

The IT industry is the fastest to adapt to the trends and expectations of applicants and applicants. Companies have no choice because if they don’t meet the needs of their employees, they will lose them. However, this does not mean that employers have completely eliminated their mistakes.

A decalogue of good practices, i.e. retain an employee

At No Fluff Jobs, we’ve created an informal list of best practices for hiring and retaining IT professionals. One of the main “offences” is the micromanagement of workers. This effect is enhanced for programmers and programmers who are very conscientious workers, know exactly what they want, appreciate a good atmosphere, independence and the trust of their superiors.

Avoiding elementary mistakes and meeting employee expectations will allow a good employer to retain IT people who, as you know, have no problems finding new, often higher paying jobs.

But that’s not all. According to a Gallup study, employee retention decisions can be made in the first weeks of a new company. Research shows that if a remote worker’s onboarding is done incorrectly and they don’t feel integrated with part of the team, that’s 50 percent. Opportunity to change jobs within 18 months.

Well done set

A good employer in the IT industry is also someone who is good at recruiting. The first step is to place a suitable interesting advertisement. An interesting advertisement does not necessarily invite you to work on space rockets, but it must meet a number of requirements: a clear financial range, a description of the project, the technologies used in it, and the system of work. This template should apply to all specializations in the IT industry, not just programming positions, but those related to sales, marketing, testing, project management, and design.

Recruitment of IT professionals must be efficient and flexible. If an employee has to upload their resume to a website and then manually copy it into a spreadsheet, it will be put on hold immediately. Employers are increasingly realizing that they only have a few minutes to get a candidate or candidate interested in their offer.

IT candidates are also expected to be treated accordingly, even if they are not accepted. They want to know how they fared, if they made any mistakes, and what they can improve.

– It is important for the employer to take care of the so-called. experience of the candidate, because every person who takes part in our selection becomes a kind of company ambassador. And who knows, maybe our professional paths will cross. It is worth it for him to have good associations with our company,” explains the CEO of No Fluff Jobs.

According to Tomasz Bujok, companies that want to grow need an appropriate recruitment process. The CEO of No Fluff Jobs says IT recruiting best practices are already spreading to other industries.

We have very low unemployment in Poland, and the unemployment rate among IT specialists and specialists is almost zero. If one wants to hire valuable and experienced professionals, one must keep an eye on the trends and changing expectations of applicants and applicants.

Source: WPROST.pl

Source: Wprost

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