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IT&C Talent Map
Romania, 2015
Market Overview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ...
Ana Giurca
Managing Partner
Brainspotting
In Brainspotting, we work on an annual basis with over 100 IT employers to place...
The IT & C sector has been proudly named the
sector with zero unemployment and this
achievement is mainly due to the great...
IT Employers actively looking for talent
Iasi
Timisoara
Bucharest
5
Cluj
Market
Overview
IT Employers actively looking for new talent
Galati
Sibiu Tg.-Mures
Pitesti
Craiova
Brasov
6
Market
Overview
IT&C Talent Quality
Approx. 100,000 IT&C specialists
at national level.
Technical education includes 5 top
polytechnic uni...
8
2
3
4
5
Most desired employers in Bucharest
Romania
Talent Map
319,000 inhabitants
Timisoara used to be the second IT hu...
2
3
4
5
Most desired employers in Timisoara
Romania
Talent Map
319,000 inhabitants
Timisoara used to be the second IT hub ...
2
3
4
5
Most desired employers in Cluj
Romania
Talent Map
319,000 inhabitants
Timisoara used to be the second IT hub in
Ro...
2
3
4
5
Most desired employers in Iasi
Romania
Talent Map
Java
1,249
.NET
1,271
11
1
7
8
9
10
6
The region attracted less ...
Additional talent hubs
12
SIBIU
147,000 inhabitants
Less than 500 IT&C gradu-
ates per year, out of a total
of 1,200 techn...
13
Talent Hubs
Key Facts
Available
talent
Technical talent
(IT&C Professionals)
Talent suitability
Larger pool for
managem...
14
Talent Hubs
Key Facts
Available
talent
Technical talent
(IT&C Professionals)
Talent suitability
Pool of Web Developers,...
15
Talent Hubs
Key Facts
Available
talent
Technical talent
(IT Development, Telecom,
Support/Administration,
IT Consultanc...
16
Foreign
Languages
24%
0,77%
1,13%
1,62%
4,29%
6,90%
9,92%
12,95%
27,45%
98,38%
0% 20% 40% 60% 80% 100% 120%
I don’t spe...
University Graduates
17
Romania
Talent Map
Graduates
Iasi
Tech Students
4,500
IT&C Grads – 1,100
Brasov
Tech Students
2,50...
Salaries in Bucharest (Euro, net monthly sums)
18
Comp & Ben
Project Manager
2,000 – 2,500 Euro
IT Manager
2,000 – 3,000 E...
Salaries in Bucharest (Euro, net monthly sums) – 2015 new wave tech
19
Comp & Ben
Moving from the classic positions, we ha...
Most frequent benefits requested by IT professionals in Bucharest
20
Comp & Ben
64% of IT professionals ask for Medical In...
21
HR Insights
Depending on the desired language, the process might take from 2 weeks up to 3 months.
For highly requested...
22
HR Insights
28.21% of the IT profiles have changed
their job at least twice, while almost
one quarter of the market (23...
Employee Churn
23
HR Insights
Usually when candidates are looking for a job (actively or passively) there are
certain aspe...
24
HR Insights
Over 3,000 IT &C jobs
advertised across many
industries
1 in every 3 jobs
available in IT is
Java related
M...
25
HR Insights
Emerging in 2015
Scala
Android
iOS
Ruby
PythonErlang
Clojure
Haskell
Golang
Programming
languages to
know i...
26
HR Insights
IT Recruitment Trends
Job fairs are not that
crowded with IT
professionals but
conferences,
hackathons and ...
What are the professional objectives
you want to accomplish in the next 3
years?
The most striking pattern we notice for o...
28
HR Insights
IT Recruitment Trends
In case you are / have coordinated a team, how much experience do you have doing this...
29
Candidate
Behavior
Insights
Most Desired Employers Survey - IT Market
446 Developer/Programmer Respondents
Becoming a s...
30
Candidate
Behavior
Insights
Most Desired Employers Survey - IT Market
446 Developer/Programmer Respondents
Programmers ...
31
Candidate
Behavior
Insights
Most Desired Employers Survey - IT Market
446 Developer/Programmer Respondents
Programmers ...
32
Candidate
Behavior
Insights
Most Desired Employers Survey - IT Market
446 Developer/Programmer Respondents
Programmers ...
In order to have successful recruitments, there are a few tips & tricks to be taken into consideration.
First of all, the ...
Proof of know-how
The level of seniority is not only
dependent on the number of years
spent In a position but the amount
o...
Thank you for your time and interest!
Please feel free to share your thoughts and insights
or contact us for questions, re...
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IT Talent Market Romania (2015 - 2016)

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The IT&C Talent Map Report is our annual account of the talent market in Romania. We base it on insights we have from over 100 clients per year and 500 placements, as well as from surveying and networking with over 20,000 IT&C professionals.

The report aims to highlight the hotspots of the IT&C industry and clarifies certain key-questions that both companies and employees have to answer before taking strategic decisions, vital for their future growth and development.

Key Content

Overview of the IT&C talent market
The most representative facts & figures in technology recruitment
The most important technological hubs in the country
Number of graduates per cities
Required / offered salaries & salary packages
Required foreign languages
Tips & tricks for employers & employees
Management of a recruitment process, etc.

Published in: Recruiting & HR
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IT Talent Market Romania (2015 - 2016)

  1. 1. IT&C Talent Map Romania, 2015
  2. 2. Market Overview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Romania Talent Map . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Bucharest . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Timisoara . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Cluj . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Iasi . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Additional talent hubs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Talent Hub Competitive Advantages . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Foreign languages . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Graduates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Comp & Ben . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . HR Insights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Candidate Behavior . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Tips & Tricks for a successful recruitment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 7 8 9 10 11 12 13 16 17 18 21 29 33 Content
  3. 3. Ana Giurca Managing Partner Brainspotting In Brainspotting, we work on an annual basis with over 100 IT employers to place +500 IT professionals. For this, we interact with probably over 20,000 IT profiles on each year. Out of this interactions, we build the IT Talent Map, an annual report presenting the status of the IT skills in Roma- nia. We validate and expand our experience with annual surveys to form a better view at the challenges and opportunities the employers face in this highly competitive market. Needless to say that starting with 2014, there’s an increased positive vibe in the IT industry – new companies are opening centres, large development projects are migrated in Romania, there is now a large enough pool of profes- sionals with complex skills. Some of the specificities of 2015: Java is the most desired skill in the market, with a record number of job offerings starting with 2015 (40-50% of job openings in IT require Java). The candidates’ interest in working for start-ups or small IT companies is higher than in the past. Remote / work from home starts to be very attractive and requested by professionals. New cities become attractive for opening a secondary office – e.g. Craiova, Targu Mures, Galati. One out of 4 professionals receives a counter-offer and 50% of them will take it. However, counter-offers prove to be a short term solution as most of the candidates will still leave the employer in 2 to 12 months. Companies focus more on graduate recruitment and training. This report covers nine Romanian cities with IT skills (with focus on Bucharest, Cluj, Timisoara, Iasi) and provides a comparison based on seven variables such that you will have an overview of the potential of each city to support new operations. We also look at the candidate insights (most desired employers, employment behaviour, attractive benefits, etc.), a high level view of salary packages and other HR variables – churn, time to fill, etc. We hope the insights are of real help to your expansion plans and we appreciate your feedback and additional insights. 3
  4. 4. The IT & C sector has been proudly named the sector with zero unemployment and this achievement is mainly due to the great quality of the talent pool, high numbers of IT graduates, the expansion of current companies and the birth of many start-ups. In 2015 the development of IT companies will continue to create job openings for IT graduates as well as senior professionals. Companies from various IT & Telecom sectors are planning to expand their teams or enter the market: Research & Development Centers, Technology Centers, NOC Centers. Over 50 of the largest IT players have operations in Romania and have expansion plans for the next 2 years. Around 3,000 IT job openings advertised at any given time 3.000 50 4 Market Overview
  5. 5. IT Employers actively looking for talent Iasi Timisoara Bucharest 5 Cluj Market Overview
  6. 6. IT Employers actively looking for new talent Galati Sibiu Tg.-Mures Pitesti Craiova Brasov 6 Market Overview
  7. 7. IT&C Talent Quality Approx. 100,000 IT&C specialists at national level. Technical education includes 5 top polytechnic universities, 59 domain-specific universities, 174 private colleges. In 2014 Romania has been proudly represented at the Informatics Olympics where the team won one gold medal and 3 silver medals in a competition where 11 countries were present. More than 90% of IT professionals speak English. IT professionals in Romania are drawn to obtaining international recognized certification like: Linux, Cisco, Microsoft, Oracle, SUN, ISTQB, PMP, CBAP. 7 Romania Talent Map
  8. 8. 8 2 3 4 5 Most desired employers in Bucharest Romania Talent Map 319,000 inhabitants Timisoara used to be the second IT hub in Romania, before the rapid expansion of Cluj Approximately 1,100 IT&C graduates per year, out of a total of approximately 2,500 technical graduates The availability for French is low and the city compares to Iasi in terms of this skill. Numerous production companies are estab- lished in the area, which is considered one of the best developed in Romania. Lately the official unemployment figures are close to the ones before the crisis. Java 5,298 .NET 6,024 1 7 8 9 10 6 Talent Highlights 1,883,000 inhabitants – the official figure according to the 2011 census; we estimate the actual figure to be around 1,5 times higher. Bucharest continues to concentrate more than half of the IT workforce in Romania. Large non-IT companies have their IT teams here (e.g. OMV Petrom, BCR etc.). Compared to the other cities, it has the largest variety of skills and number of very experienced candidates, but also the highest salaries. Around 2,000 IT&C graduates per year, out of a total of 5,700 technical ones, higher numbers than in any other university center in Romania. Graduates from other cities (e.g. Constanta, Iasi, Craiova) relocate to Bucharest and enrich the pool, but the talent is not sufficient for the demands of the market. It went up in the Tholons’ top 100 outsourcing sites, from number 44 in 2013 to number 40 in 2014. It remains the only Romanian city in top 100.
  9. 9. 2 3 4 5 Most desired employers in Timisoara Romania Talent Map 319,000 inhabitants Timisoara used to be the second IT hub in Romania, before the rapid expansion of Cluj Approximately 1,100 IT&C graduates per year, out of a total of approximately 2,500 technical graduates The availability for French is low and the city compares to Iasi in terms of this skill. Numerous production companies are estab- lished in the area, which is considered one of the best developed in Romania. Lately the official unemployment figures are close to the ones before the crisis. Java 1,020 .NET 1,393 9 1 7 8 9 10 6 319,000 inhabitants Timisoara used to be the second IT hub in Romania, before the rapid expansion of Cluj Approximately 1,100 IT&C graduates per year, out of a total of approximately 2,500 technical graduates The availability for French is low and the city compares to Iasi in terms of this skill. Numerous production companies are established in the area, which is considered one of the best developed in Romania. Lately the official unemployment figures are close to the ones before the crisis. Talent Highlights
  10. 10. 2 3 4 5 Most desired employers in Cluj Romania Talent Map 319,000 inhabitants Timisoara used to be the second IT hub in Romania, before the rapid expansion of Cluj Approximately 1,100 IT&C graduates per year, out of a total of approximately 2,500 technical graduates The availability for French is low and the city compares to Iasi in terms of this skill. Numerous production companies are estab- lished in the area, which is considered one of the best developed in Romania. Lately the official unemployment figures are close to the ones before the crisis. Java 1,785 .NET 1,988 10 1 7 8 9 10 6320,000 inhabitants Approx. 1,700 IT&C graduates per year, out of a total of 4,200 technical graduates. It offers the second richest grad pool in Romania. 4 years ago it became one of the hot spots in Romania for IT and BPO services. The area has been attracting large investments from production companies, too. It offers a rich pool of graduates, a history of established companies in the region, mix of foreign languages, the public authorities & universities are more open to collaborations with the companies, compared to other regions in Romania. Cluj has been so attractive as an IT location, that it surpassed Timisoara and become the second IT hub in Romania. But the attractiveness backfired and now the demand for IT talent is now too high and the IT salaries became comparable to Bucharest. Talent Highlights
  11. 11. 2 3 4 5 Most desired employers in Iasi Romania Talent Map Java 1,249 .NET 1,271 11 1 7 8 9 10 6 The region attracted less investments than Bucharest, Transylvania and Banat, including in IT. The scarcity of direct flights from Western Europe, limited office space in the past, less effective strategies of the local administration and long distance from the boarder with Western Europe hindered its development. In 2013 a local IT cluster (the second one in Romania after Cluj) was born. It comprises 20+ IT companies (especially small companies, 500 – 800 employees in total), 4 universities and it is backed up by the local administration. Talent Highlights
  12. 12. Additional talent hubs 12 SIBIU 147,000 inhabitants Less than 500 IT&C gradu- ates per year, out of a total of 1,200 technical graduates Small IT pool, whose size is limited by the low number of graduates The availability of German skills is higher than national average, which attracted employers looking for this skill BRASOV 253,000 inhabitants Small number of IT&C graduates (approximately 500 per year, out of a total of 2,500 technical graduates) The availability of German speakers is higher than in other major cities Brasov hosts several outsourcing companies, whose teams developed steadily across time It is also preferred as location for opening a secondary office for a company headquartered in Bucharest or Cluj. Romania Talent Map CRAIOVA 270,000 inhabitants Around 440 IT&C graduates per year. Small IT pool, whose size is limited by the low number of graduates. Craiova lacks the power to attract IT candidates from the main hubs, and the current talent need of the IT companies located here is covered to a large extent by the talent supply from the University of Craiova. PITESTI 156,000 inhabitants Pitesti has recently evolved into an IT hub since many IT players have decided to open offices there Many individuals born in Pitesti but who live in Bucharest if given the opportunity will return to work here TG MURES 145,000 inhabitants Approx. 110 IT&C graduates per year Due to the fact that the city has a small number of graduates, it can hardly accommodate large teams. Graduates and professionals chose to relocate to Cluj or overseas The availability for Hungarian speakers is very high
  13. 13. 13 Talent Hubs Key Facts Available talent Technical talent (IT&C Professionals) Talent suitability Larger pool for management and senior roles; larger Telecom pool, than compared with other cities 25,000 4,000 6,000 3,000 – 3,500 Foreign languages Salary expectations Complex technologies (Technology Mix) Technical Graduates IT & C Graduates Availability of spaces with over 1000 sqm Graduates Real Estate Historical and respected IT hub with multiple tech universities, candidates more open to relocate than in other cities Larger pool for new trends in technology (mobile, UI/UX, etc.); large IT hub, second after Bucharest Smaller hub than Cluj, but also oriented towards new technologies 90% of the candidates speak English; a large demand for German speaking candidates Larger pool for technical French speaking candidates Largest pool for technical German and Hungarian speaking candidates Large pool for technical German and Hungarian speaking candidates Remain a reference for the rest of the country 20% smaller than Bucharest Almost equal to those in Bucharest due to the massive market expansion in the last years 10 % smaller than in Bucharest Being a large pool, the candidates are more specialized on their area of expertise, the mix of technologies is more rare than in other cities Medium to large pool of Java & .NET Developers, as well as C/C++ (Embedded) Developers Largest pool of full stack developers and remote working candidates, as well as Java, C#/.NET, PHP/Web Developers Large pool for Front-End / Web Developers and SAP Consultants, as well as Telecom Engineers 5,700 4,500 4,200 2,500 2,000 1,100 1,700 1,100 YES YES YES YES Bucharest Iasi Cluj Timisoara
  14. 14. 14 Talent Hubs Key Facts Available talent Technical talent (IT&C Professionals) Talent suitability Pool of Web Developers, C++ developers and Helpdesk Engineers 1,800 – 2,000 2,000 – 2,200 600 Foreign languages Salary expectations Complex technologies (Technology Mix) 500 500 230 Brasov Sibiu Craiova Technical Graduates IT & C Graduates Graduates Small hub for German speakers 20% smaller than in Bucharest Pool for C++ developers and Helpdesk Engineers 2,500 Cloud & virtualization experts, as well as C/C++ Developers Smaller pool of Web/PHP There is a rather limited pool of .NET and Java Developers, as well as Web Developers, due to the limited number of companies that activate here Bigger hub for German speakers 20% smaller than in Bucharest Reduced pool for Cloud & virtualization experts 1,200 English speaking candidates 30% smaller than in Bucharest Small pool for automotive & QA gaming engineers 500
  15. 15. 15 Talent Hubs Key Facts Available talent Technical talent (IT Development, Telecom, Support/Administration, IT Consultancy, BA/PM) Talent suitability The majority of IT people migrate to Cluj , Sibiu or Timisoara 350 - 400 200 - 250 300 - 350 Foreign languages Salary expectations Complex technologies (Technology Mix) 110 Targu Mures Galati Pitesti IT & C GraduatesGraduates Small hub for Hungarian speakers 20% smaller than in Bucharest Front-End & CMS Developers, Gaming The majority of IT people migrate to Brasov or Bucharest Small pool of IT Talent, they usually migrate to Bucharest Lack of technical profiles with foreign language skills 40% smaller than in Bucharest C++, Java, .NET Developers Lack of technical profiles with foreign language skills 30% smaller than in Bucharest Java & PHP & .NET Specialists, a very small pool of mobile developers, helpdesk
  16. 16. 16 Foreign Languages 24% 0,77% 1,13% 1,62% 4,29% 6,90% 9,92% 12,95% 27,45% 98,38% 0% 20% 40% 60% 80% 100% 120% I don’t speak any foreign language Other Languace Russian Hungarian Italian German Spanish French English German is one of the most in-demand skills in the market. Almost 180 jobs requiring German are advertised at any time. But German speakers are mostly spread in the West and middle of Romania, so relocation rises real difficulties to employers. Hiring German speakers is doable due to the richness of the salary & benefits package.
  17. 17. University Graduates 17 Romania Talent Map Graduates Iasi Tech Students 4,500 IT&C Grads – 1,100 Brasov Tech Students 2,500 IT&C Grads - 500 Ilfov Tech Students 5,700 IT&C Grads – 2,000 Sibiu Tech Students 1,200 IT&C Grads – 500 Timis Tech Students 2,500 IT&C Grads – 1,100 Cluj Tech Students 4,200 IT&C Grads – 1,700 Over 7,000 IT&C graduates
  18. 18. Salaries in Bucharest (Euro, net monthly sums) 18 Comp & Ben Project Manager 2,000 – 2,500 Euro IT Manager 2,000 – 3,000 Euro The development of the IT sector in Romania is encouraged through exemption from the income tax of 16% of the IT employees who graduated a long-term IT academic specializations approved by the Government. When reaching managerial seniority the importance of the salary starts to decrease and other perks become imperative: benefits, flexible schedule, international projects, remote working, friendly environment. Quality Assurance (Software)* Software Developer** System / Network Administrator Junior 500 – 750 Euro Middle 850 – 1,400 Euro Senior 1,500 – 2,500 Euro Junior 750 – 1,000 Euro Middle 1,200 – 1,800 Euro Senior 1,800 – 3,000 Euro Junior 550 - 850 Euro Middle 900 – 1,500 Euro Senior 1,400 – 2,000 Euro When changing jobs IT professionals will want an increase of at least 30 % compared to what they currently have. The salary ranges reflect different offers across the market depending on company policy & hierarchy (small startups will offer sometimes bigger salaries than a multinational company with strict salary policies). Also there is a difference in pay from industry to industry; IT focused areas will subsequently reward employees better. In terms of contract type the situation differs from case to case; there are companies who will offer a permanent work contract, project-based or sole proprietorship (PFA). It’s hard to determine the ratio of these contract types but we can certainly say that full time contracts are the most common. *Manual + Automation **Various programming languages
  19. 19. Salaries in Bucharest (Euro, net monthly sums) – 2015 new wave tech 19 Comp & Ben Moving from the classic positions, we have the latest and most sought after titles of 2015; from Mobile technologies to Security and all the way to Big Data this is the know-how that will determine what 2016 will bring! Mobile Developer (iOS/Android) Mac iOS Developer (usually former iOS Developers) Big Data Analyst Junior 500 – 700 Euro Middle 800 – 1,500 Euro Senior 1,500 – 3,000 Euro Junior 1,100 – 1,400 Euro Middle 1,600 – 2,000 Euro Senior 2,000 – 3,500 Euro Junior 1,100 – 1,500 Euro Middle 1,600 – 2,000 Euro Senior 2,000 – 3,500 Euro Security Monitoring Engineer Virtualization Engineer DevOps Engineer Full Stack Developer Junior 500 – 1,000 Middle 1,500 – 2,000 Euro Senior 2,000 – 3,000 Euro Junior 500 – 1,000 Euro Middle 1,600 – 2,000 Euro Senior 2,100 – 2,900 Euro Junior 900 – 1,100 Euro Middle 1,100 – 1,700 Euro Senior 1,850 – 2,500 Euro Junior 1,000 – 1,300 Euro Middle 1,300 – 2,000 Euro Senior 2,000 – 3,000 Euro The salaries are calculated accordingly to the average of the market, outliers may exist (exceptions for very good/experienced professionals or companies that have the internal policy of paying at the 90th percentile)
  20. 20. Most frequent benefits requested by IT professionals in Bucharest 20 Comp & Ben 64% of IT professionals ask for Medical Insurance 46% of IT professionals ask for Financial Support for Training 43% of IT professionals ask for Flexible Hours 25% of IT professionals ask for Meal Vouchers 22% of IT professionals ask for Religious Holiday bonuses 16% of IT professionals ask for Gym Subscription 14% of IT professionals ask for Vacation Bonus
  21. 21. 21 HR Insights Depending on the desired language, the process might take from 2 weeks up to 3 months. For highly requested languages (French and German) the process might even surpass the 3 months mark. From searching for a profile fit to signing the deal the process might encounter the following obstacles: A limited number of good profiles that meet both language and tech requirements A lack of interest in a new position A sudden change of mind from the applicant’s side (reasons might be strictly personal or related to company profile) A counter-offer from the applicant’s current employer (most common obstacle). An analysis done for 2014 on over 550 successfully filled roles by Brainspotting, highlighted the following fill in time frame on different seniority levels: Entry level – 4 weeks (for students/candidates without notice period); Mid-level – 8 weeks; Senior level – 8 – 10 weeks; Managerial level – 16 – 20 weeks. Intervals above are for recruitment processes where client interview and testing is done immediately after the recommendation. Otherwise, the duration may increase with 20 to even 50%. Duration takes into consideration the notice period. Time to fill a role
  22. 22. 22 HR Insights 28.21% of the IT profiles have changed their job at least twice, while almost one quarter of the market (23.93%) have changed jobs three times. The chart shows the job changing fre- quency for programmers / developers; the pool consists of 446 respondents from across the country with a maximum age of 38. More than four; 6,55% Other; 1,71% Four; 7,69% One; 31,91% Three; 23,93% Two; 28,21% IT Professionals with over 2 years work experience have had on average between 2 and 3 jobs, while less experienced IT individuals are still at their first job. Other; 1% One; 22% More than four; 8% Four; 10% Three; 29% Two; 20% Other; 2% More than four; 4%Four; 1% Three; 8% Two; 2% One; 63% N*IT Professionals 2 yrs+ Experience = 320 N*IT Professionals 0-2 yrs+ Experience = 125 Q: How many jobs have you had until now? Data is taken from the Most Desired Employers Survey 2014 for the IT Industry Employee Churn
  23. 23. Employee Churn 23 HR Insights Usually when candidates are looking for a job (actively or passively) there are certain aspects that are missing from their current job. From the market data we gathered we observed different patterns for entry level professionals and seniors. Junior level (1 – 3 years experience) – they change jobs more frequently, on average every 1-2 years; they are attracted to the salary & benefits package, cool working environment and tend to switch job based on these aspects. Medium level (3 – 5 years experience) – they change jobs every 2 to 4 years and they look for a mix of challenging projects, new technologies and financial incentives. Senior level (5 years + experience) – they are more stable, career oriented, changing jobs only if a true development opportunity appears; on average they spend 4 to 5 years on a position. Team leaders – there are not as many jobs on the market as for pure developers so they show more stability; on average they spend 5 to 7 years on the job then they promote to project management or software delivery management roles.
  24. 24. 24 HR Insights Over 3,000 IT &C jobs advertised across many industries 1 in every 3 jobs available in IT is Java related Most requested programming languages Most advertised job openings for IT&C professionals Job type percentage across all industries Software Developers 55% Other (ex: Tech Support) 15% Mobile Developers (iOS/ Android) 4% Project Managers 6% Consultants 5% Business Analysts 3% Architects 3% Testers / QA 9% Programming Languages Other 23% .Net / C# 15% Java 28% C / C++ 12% PHP 15% Mobile 7% Others: SQL, PL/SQL, Cobol, Python, Ruby, Perl, JavaScript
  25. 25. 25 HR Insights Emerging in 2015 Scala Android iOS Ruby PythonErlang Clojure Haskell Golang Programming languages to know in 2015 3D Printing Smart Machines IoT/IoE Big Data Analytincs Cyber Security Cloud Computing Virtual Reality Technologies & Trends to watch for in 2015
  26. 26. 26 HR Insights IT Recruitment Trends Job fairs are not that crowded with IT professionals but conferences, hackathons and tech events are a good place to find talent. Shifting from the traditional offer to a package that includes: international exposure, work from home and a variety of trainings. There is an increased interest for a mix of known technologies plus a foreign language (German is one of the most sought after, as are more exotic ones like Dutch). Hiring talent with niche skills at any time due to the lack of offer on the market. It’s no longer a question of having an opening, but seizing talent when given the chance. Students count on job boards and company websites to scout for jobs while professionals go to connections in companies Training programmes and a friendly office environment are some of the perks IT people look for A targeted employer brand survey will unveil insights into specific groups and their opinion on certain companies Job fairs are still attended by candidates but not as crowded as other events like: tech conferences, gaming events, hackathons and university open days A transparent career development plan will challenge the candidate to achieve project goals. 72%of IT professionals are FULL-TIME employed 65%of IT professionals are not actively looking for a job, but would be open for discussion if the opportunity arises Company sites Are the most used channels for looking & applying for jobs for both IT students & professionals Recruitment practices should be distinctly divided between the two target groups: students and professionals. Talent attraction strategies should rely on these facts:
  27. 27. What are the professional objectives you want to accomplish in the next 3 years? The most striking pattern we notice for objectives is the attention individuals give to becoming an expert in their field. They will look for employers that offer training programmes, challenging projects with technology mix, but who also respect the work-life balance. 27 HR Insights IT Recruitment Trends What are the most common criteria IT professionals use when choosing an employer? Work-life balance 54% Coordinating projects 22% Becoming a specialist 62% Becoming a manager 17% Be well paid 46% Challenging responsibilities 26% Safe jobs (27%) Training programs (37%) Flexible working hours (27%) Good reputation / image (33%) Salary & benefit package (51%) Friendly environment (37%) The figures in brackets () represent the percentage of IT professionals for whom the criteria is one of their 3 most important ones.
  28. 28. 28 HR Insights IT Recruitment Trends In case you are / have coordinated a team, how much experience do you have doing this? I'm not coordinating / I never coordinated 53% 0-6 months 16% 7-12 months 7% 1-2 years 9% 2-3 years 6% 3-5 years 5% 5-10 years 3% Over 10 years 1%
  29. 29. 29 Candidate Behavior Insights Most Desired Employers Survey - IT Market 446 Developer/Programmer Respondents Becoming a specialist Work-life balance Be well paid Challenging responsibilities Coordinating projects Creating new products Reacing a material positions Starting my own company Working abroad Working on a strategic level Job Rotation Other objective 62,25% 64,61% 46,29% 24,04% 21,35% 17,08% 15,51% 13,93% 13,48% 13,48% 4,49% 2,70% 0,45% 0% 10% 20% 30% 40% 50% 60% Programmers / Developers *Percentages out of total valid N*IT Professionals = 446 Professional Objectives Professional objectives show what candidates want from a job and help you in building a coherent employer branding strategy. Becoming a specialist shows that candidates are looking for training plans, interesting projects that will help them grow. Q: Please select maximum 3 professional objectives that you want to accomplish in the next 3 years. (Please choose maximum 3 options.)*
  30. 30. 30 Candidate Behavior Insights Most Desired Employers Survey - IT Market 446 Developer/Programmer Respondents Programmers / Developers *Percentages out of total valid N*IT Professionals = 446 Criteria for choosing an employer When looking for a new job, candidates pay close attention to aspects like salary & benefit package and having a friendly environment. Advertising this information will attract and retain the right candidates. Q: Which are the 3 most important factors that you take into consideration when choosing an employer? (Please choose maximum 3 options). Salary & benefit package Friendly environment Flexible working program Good reputation / image Challenging jobs Safe jobs International opportunities Creative & dynamic environment Availability of mentorship Rapid promotion opportunities Accesible office Well known products / services Other Training programs 52,36% 41,12% 31,69% 30,34% 30,56% 25,62% 22,70% 15,28% 12,36% 10,79% 8,76% 8,76% 5,17% 0,22% 0% 10% 20% 30% 40% 50% 60%
  31. 31. 31 Candidate Behavior Insights Most Desired Employers Survey - IT Market 446 Developer/Programmer Respondents Programmers / Developers *Percentages out of total valid N*IT Professionals = 446 The most wanted benefit is the medical subscription, closely followed by flexible working hours. Allowing employees more freedom with their schedule proves that the company has an employee satisfaction oriented policy. Q: Please choose 3 benefits that you consider as fundamental for the offers of the employ- ers. (Please choose maximum 3 options.) Medical subscription Flexible working hours Finnancial support for trainings Christmas / Easter bonuses Meal vouchers Gym subscription Vacation bonuses Catering Laptop Transportation allowance Private pension Life insurance Work car Mobile phone Other benefits 64,49% 48,99% 35,73% 28,54% 28,09% 18,65% 14,38% 12,81% 11,01% 8.09% 4,94% 4,49% 4,27% 1,12% 1,35% 0% 10% 20% 30% 40% 50% 60% 70% Most wanted benefits
  32. 32. 32 Candidate Behavior Insights Most Desired Employers Survey - IT Market 446 Developer/Programmer Respondents Programmers / Developers *Percentages out of total valid N*IT Professionals = 446 When asked why they accepted their last job most candidates answered that the flexible working hours determined them in saying yes. Again this perk attracts candidates surpassing the richness of the salary offer. Q: What determined you to accept your last job? (Please choose maximum 3 options.) 0% 5% 10% 15% 20% 25% 30% 35% Job/Offer acceptance criteria 40% 45% Flexible working program Salary & benefit package Good reputation / image Friendly environment Challenging jobs Training programs Safe jobs Accessible office International opportunities Creative & dynamic environment Availability of mentorship Well known products / services Rapid promotion opportunities Medical subscription 41,35% 38,65% 32,36% 30,34% 25,84% 21,80% 18,65% 16,18% 10,79% 10,11% 8,54% 6,74% 3,82% 2,25
  33. 33. In order to have successful recruitments, there are a few tips & tricks to be taken into consideration. First of all, the recruitment process must be fast & dynamic, but placed in realistic timeframes, allowing quality sourcing and interviewing. Given the great variety of jobs in the sector, good candidates receive many offers and they can conclude a recruitment process after only 1 interview or in less than 1 week’s time. The process must also be completely transparent (between the HR department/provider - Hiring Manager/client), with constant, in-real-time feedback from both parties (about the recruitment process and the market, the pool of candidates, difficulties in the process, plans of improvement, suggestions, etc.) Then, marketing of the opening and candidate attraction: it is well known that a well marketed role can attract a higher number of candidates and a better quality of applicants. The first step for a good “job marketing” is to put together a short, but comprehensive Job Description, that includes a catchy, but understandable title -that will grab the reader’s attention-, the company history / profile and a brief description of the projects. The JD must contain the job summary (3 - 6 line overview of the opening), future responsibilities (essential functions and tasks of the job), required skills & qualifications (must-have & nice-to-have) and other details such as department, language requirements, travel availability and included benefits. 33 Brainspotting Tips & Tricks to successful IT%C Recruitment There is a common practice nowadays that companies make counter-offers to the employees who have decided to leave their roles, but what is to take into consideration is the fact that, from our experience, more than 50% of all employees who accept counter-offers change either way companies within the following months. Once a candidate shows that he is willing to leave, it is a signal that he is unhappy or that he is in an active search. After accepting to stay in the current company, his involvement and dedication are often questioned and he/she might reconsider the reasons of his/her desire to leave in the first place.
  34. 34. Proof of know-how The level of seniority is not only dependent on the number of years spent In a position but the amount of technicalskills accumulated in the process. While tests will can easily be sidestepped a face to face interview will uncover gaps & over inflated skills. Honesty about your levelof knowledge (especially language and programming skills) can onlyensure a perfect match with thejob. International exposure Working or studying in an international environment improves the individual’s skill set from many different perspectives: -cultural awareness - project variety - increases adaptability - improves leadership - widens professiona network Students & graduates Good grades and scholarships go best with extracurricular activities like: workshops, open days and personal projects Finally, once a recruitment process was happily ended (role filled) it is important to remember that the new employee expects a professional on-boarding experience (assigning the new hire to a team with either a coach/ buddy, meeting all the colleagues, showing him/her that he/she is a part of the company) and signs of a good retention strategy (one-to-one periodic evaluations, employer’s trying to meet the initial requests, recognition of the work and breakthroughs, a transparent and meritocratic career plan). All the above can lead to a much higher rate of success and can also position the company as a cool employer focused on its employees, by creating a strong employer brand. 34 Brainspotting Tips & Tricks to successful IT&C Recruitment Maria Hostiuc Senior IT&C Recruitment Consultant This report is property of, and embodies proprietary information belonging to Brainspotting. The contents of this document can be reproduce only by mentioning Brainspotting as source.
  35. 35. Thank you for your time and interest! Please feel free to share your thoughts and insights or contact us for questions, remarks or suggestions: Violeta Ciutac Sales & Marketing Manager violeta.ciutac@brainspotting.ro ro.linkedin.com/in/violetaciutac (+40) 725 584 962

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