Report on recruitment possibilities and nearshoring in romania november 2014 with salary survey

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Report on recruitment and nearshoring in Romania
November edition
The recruitment factory nr. 2 /2014 – contact us at www.recruitment-company-romania.ro
To unsubscribe send unsubscribe to office@recruitment-company-romania.ro
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Index:
1. Salary survey ICT Romania
2. Employ engineers and ICT people in Romania via the recruitment factory – flat fee per
month in our business and incubation centers
3. Engineers in Romania situational survey for young engineers
4. Our services for offices and company creation in our incubation centers
5. Our recruitment services
1. Salary survey ICT Romania
As one of the fastest-growing Information Technology (IT) locations in Central and Eastern
Europe, Romania has made considerable progress within the Information and
Communications Technology (ITC) sector.
Over the past 15 years, Romania’s ITC industry has become deregulated, modernized and
expanded to make it an attractive location for IT recruitment and IT staffing.
IT&C TALENT QUALITY
- Over 95,000 IT&C specialists at national level
- Technical education includes 5 top polytechnic universities, 59 domain-specific
universities, 174 private colleges
- Romanian universities have been Top 3 in the IEEE Design Competition every year
since 2001
- Romania has more Informatics and Math Olympiad medals than any other European
nation, and is 3rd globally after Russia (URSS) and China
- The number of engineers per capita is greater than the US, India, China, or Russia
- Top 10 globally in the number of certified IT specialists
- Almost 90% of IT professionals speak English

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University Graduates
Cluj
Iasi
Timis Brasov
Sibiu
Bucharest
Students -
55.700
Students -
55.500
Students -
39.000
Students -
46.000
Students -
22.000
Students -
222.000
IT&C Grads
- 1.750
IT&C Grads -
2.004
IT&C Grads -
1.118
IT&C Grads –
493
IT&C Grads
- 461
IT&C
Grads -
2.004
27% of IT bachelor & master students start obtaining technical certifications while in college.
Salaries in Bucharest (Euro, net monthly sums)
Project Manager - 1.700 - 2.000 Euro
IT Manager - 2.100 - 2.700 Euro
Quality Assurance
Software Developer
Network Administrator
Junior 400-500 Euro Junior 450-1000 Euro Junior 450-750 Euro
Middle 650-800 Euro Middle 1100-1700
Euro
Middle 800-1200 Euro
Senior 1200-1500 Euro Senior 1850-2500 Euro Senior 1300-1800 Euro
The development of the IT sector in Romania is encouraged through exemption from the
income tax of 16% of the IT employees who wished a long-term IT academic specializations
approved by the Government.
TYPE OF CONTRACTS
- 11% of the persons working on IT positions are receiving their entire salary through a self
employed contract
- 75% are registered as employees of the companies where they are working
- 14% are receiving their salary through both an employment contract and a self employed
person contract
Most frequent benefits offered by IT employers in Bucharest
78% of IT employers offer Meal Vouchers
78% of employers offer Refreshments
72% of IT employers offer Private
72% of IT employers offer Private Healthcare
43% of IT employers offer Assistance in Education
42% of IT employers offer Laptop
40% of IT employers offer Sport activities
37% of IT employees offer Work from home days

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KEY FACTORS THAT CAN DRIVE CANDIDATES FOR IT&C COMPANIES
Flexibility: A variety of incentives built into the contract, flex-time, the number of hours
worked per week, and allowing for other personal circumstances can be strong selling points.
Physical Working Environment: Are there shuttle buses or transportation incentives? What
other facilities, including break rooms does the company provide?
Brand Reputation: Does the company have a strong reputation both on social media and
web? Candidates pay a great attention to a company’s reputation, accomplishments etc.
Company Culture: Some aspects that are considered to be a plus include: transparency,
sincerity, and open adult communication in interpersonal relationships.
Size of the IT department: The greater the size of the IT department and areas of specialties,
the greater the attraction for a potential employee to apply.
KEY TO BRINGING IN A GREAT NEW HIRE
Communication skills vs Technical skills: By focusing on evaluating a potential new
hire’s technical skills rather than their communication skills, you will probably hit the
mark in your hiring evaluation. Many Romanians in programmer jobs are strong in
written communication and will pick up better verbal communication cues from their
co-workers over time.
Technical Experience: If you focus on formal school or diplomas as a basis for
experience, you might not see the technical skill set that has been put together in the
workplace over time by these potential great IT candidates. You will likely be
successful if you emphasize referrals and a display of prior knowledge via either a
portfolio or summary.
New Technologies: Many of those following an IT career path in Romania are
interested in learning and adding new technologies to their skill sets. Evaluating their
potential as someone who is trainable in a company setting can net you a strong hire
over time.
STRATEGIES TO A SUCCESSFUL TALENT ATTRACTION
Building implementing strategies addressing undergrad students, as they start
working on full time positions or internships during college.
Investing in the well being of employees and a great work environment.
Offering trainings / support for technical certifications.
Defining and implementing clear and constant employer branding strategies, based on
genuine Employer Value Propositions.
Advertising the technically challenging projects or top notch technologies is an
increasing trend.

4. Actively approaching potential candidates instead of waiting for them to apply to jobs.
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http://investromania.be/nl
http://www.recruitment-company-romania.ro
2. Employ engineers and ICT people in Romania via the recruitment factory
with a flat fee per month in our business and incubation centers
If you want we employee people for you without having a Romanian company:
Procedure:
1. We discuss in general with the potential client - intake
2. We make a profile in detail with the client
3. We recruit the profile
4. The selected candidate has to do some tests and interviews with the client
5. We hire the selected candidate
6. The client pays a monthly flat fee to us
7. We supervise and coach the selected candidate who is managed by the client
In order not to have any confusion this is not interim. The selected candidates work in
Romania under the management of the client while we employ them in our businesss and
incubation centers.
When they leave Romania, for maximum 60 days, they get a daily allowance established with
the client and legally supported by the Romanian law in function on the daily allowances in
Europe and outside of Europe.
You can find info on company creation and assistance for startup and recruitment on:
www.investromania.be
http://www.recruitment-company-romania.ro
3. Engineers in Romania situational survey for young engineers
All organizations need to recruit outside personnel from time to time. In doing so, there are
mainly two options: DIY (do it yourself) or RPO (recruitment process outsourcing). Choosing
one over the other is determined by volumes (how many people needed), by difficulty (how
hard to find the people are), by urgency (how fast need positions be filled) or by forecasted
risk (what are risks of bad hire?). Generally, recruitment and selection are time consuming,
pricey and sometimes risky which is why the support of professionals may be very fruitful.
Today’s shifting business environment requires quick reaction and high flexibility. Usually,
businesses use both internal and external flexibility tools which are in most cases related to
headcount structure, employment relations, working time and salary levels. In this respect,

5. organizations may apply the regular internal employer-employee flexibility tools or they can
turn towards the multiple external flexibility tools available and compliant with the legislation
in force.
Civil engineering graduates are welcome on general engineering schemes and in sectors such
as financial management, but every year most choose to pursue their careers in the
construction industry. Graduates typically apply for a civil or structural engineering job in a
particular specialism or industry. Larger employers usually hire graduates into a specialist
division or business, while smaller organizations often focus on one or two specialists in total.
Whichever sector you choose, however, the nature of the job will differ depending on the type
of employer you work for.
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Most civil and structural engineers work for either a consultancy or a contractor.
• Consultants are involved with a project from the outset and work closely with the client,
often managing the project on their behalf. Civil and structural engineers at consultancies
are responsible for designing structures. Once building begins they help to resolve any
design-related difficulties but, apart from the occasional visit to the site, are largely office-based.
• Contractors, meanwhile, actually build the project once the designs are finalized. They
may contract out some work to specialist subcontractors, but they are responsible for the
construction process and based on site. Civil and structural engineers at contractors
manage teams and oversee the implementation of designs.
Starting out at a consultancy, you might assist with designs or gather data under the
supervision of a team leader. Working for a contractor, you would start out by managing a
small section of the project or ‘package’ on site. Recruiters will expect you to know the
difference between consultancies and contractors and have considered reasons for applying to
their type of organization. There are also some graduate jobs with very specialist contractors.
For example, in coastal and marine, there are companies specializing in dredging and
reclamation, off-shore installations and specialist shipping. In some industry sectors,
including water and rail, you can work for client organizations (such as Network Rail, a water
supply company or a local authority), often in a design-based or project management role.
As engineering employers only hire into areas where they have a pipeline of projects in place,
you’ll find more vacancies in the areas that have been less affected by the recent economic
troubles. These include the energy and power sectors, rail, and water and public health.
However, it’s worth investigating how individual employers are performing in different
specializes; even parts of the industry that are suffering overall may have a handful of firms
that are managing to turn a profit.
The main industries or specialisms for engineers are:
• Airports: Typical projects involve modifying existing airports, including the runways and
taxiways (‘airside infrastructure’), maintenance and cargo facilities (‘airside support
services’), and terminal buildings.
• Bridges: Engineers need a strong understanding of structural engineering and the ability
to work closely with highways, geotechnical, railway and environmental engineers. In
addition to contractors and consultants, specialist structural organizations are involved in
the superstructure design. Geotechnical engineers advise on the substructure and
foundations. Specialist subcontractors and suppliers focus on areas such as bearings or

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post-tensioning. Typical clients include the Highways Agency, Network Rail and local
authorities.
• Buildings: Sustainability is often a key consideration. Civil engineers work with building
services engineers and other specialists to ensure buildings are designed with climate
change in mind and to meet ever-evolving regulations.
• Coastal and marine: Projects focus on protecting coastal communities against rising sea
levels and erosion using sea defenses – both hard defenses, constructed from concrete, for
example, and soft defenses, which involve man-made or reconstructed beaches. Engineers
may also be involved in building and maintaining ports, offshore wind farms and
structures to harness tidal energy.
• Energy and power: Engineers design and build the infrastructure needed to create
energy. Graduates could work on projects such as the designs for an offshore wind
facility, the maintenance of an oil platform or the decommissioning of an old nuclear
power plant.
• Environmental: Engineers can become environmental consultants, a role in which they
will ascertain and then reduce the impacts of a proposed project on the environment. They
can specialize in specific areas, such as flood risk.
• Geotechnical: In this specialist area, engineers are responsible for the foundations of
structures. They assess field data about the ground, soil, rock and boreholes, and find
ways to make sure that foundations or slopes are safe and stable. They could specialize in
completing site investigations, designing foundations or overseeing the on-site
construction work. Specialist postgraduate study is often advantageous.
• Highways: This job involves overseeing temporary works and permanent works and
finding ways to ease traffic congestion, lessen environmental impact and improve road
safety.
• Offshore: This sector is concerned with the safe and profitable development of
hydrocarbon resources. Engineers undertake the design and installation of oil production
platforms, sub-sea structures, pipelines, permanent and temporary anchorages, and
assessments of seabed stability. This can involve conceptual and feasibility studies, site
assessments, design of foundations and structures, installation supervision and operational
management. Projects can be in isolated locations.
• Rail: Engineers use their technical knowledge to design, build and maintain the railway
system’s infrastructure, including tracks, earthworks and drainage, and telecoms and
power. Cost is a particular consideration for engineers in this sector.
• Tunneling: This area chiefly calls on specialist structural and geotechnical knowledge but
can also involve many elements of underground engineering – rock tunnels, shafts,
caverns and stations, for example, may come under the remit of a tunneling engineer.
Engineers also take decisions on a project’s viability in terms of safety, location and cost,
and ensure it has a limited impact on the environment and any buildings nearby.
• Water and public health: The ultimate objective of these projects is to provide clean
drinking water and treat wastewater. Engineers might be involved in implementing
sustainable water drainage systems, creating energy-efficient treatment plants or
improving infrastructure to prevent urban flooding.
Look at : http://www.recruitment-company-romania.ro and mail office@recruitment-company-
romania.ro

7. 4. Our services for offices and company creation in our incubation centers
Our business incubators serve as a launching platform for young and small businesses. We
create your company and build your business on a tailor made time frame with little or a lot of
involvement from our expert teams. If required we will do the entire start-up phase for you
and then teach you how to run the business and keep supporting you in the next phases of
your growth cycle.
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We offer everything from virtual support, rent-a-desk, secretary support through “plug
play” tailor build companies (e.g. transport companies with trucks, drivers and a transport
license) and everything in between for different sectors. We provides a nurturing, instructive
and supportive environment for entrepreneurs during the critical stages of starting up a new
business. The goal of our business incubators is to increase the chance that a start-up will
succeed, shorten the start-up period and reduce the cost of establishing and growing its
business.
What are the benefits of being part of a our business incubator?
• Minimal start-up costs: we offer competitive ‘rental' rates, which assist with minimizing
costs so that you can focus more on developing your business rather than worrying about
paying the next big bill.
• The executive director, program managers, support staff and other consultants provide
ongoing assistance to the incubator.
• Secretary services with experience in start-ups and your sectorial business.
• Instant peer support and networking opportunities created with other small business
owners and managers.
• Shared administration facilities and meeting rooms training rooms.
• Start-up with well-defined deliverables in the time frame that we agree with clients.
• Shared-use spaces: reception and product display area, conference rooms in each building;
training rooms and central office services: up to 2 or 4 hours per day.
• Facilitation for your recruitment: we recruit the personal and experts needed for a quick
start.
• The experts in our business incubator handle the local government and license and permit
issues. You can relax. We will accelerate and facilitate the time consuming files and we
always get what you need.
• And last but not least we provide with a secure environment in offices were the employees
can enjoy the working day.
5. Our recruitment services
We offer complete solutions within recruitment were advertisement, networking, and
databases search are included. We differentiate by offering search as a natural part and
complement of the recruitment process. This will give the full picture of the candidates that
are available on the market and we will select the best candidates for the assignment. We
assign our experienced recruitment consultants to clients according to the number of positions
which need to be filled. If requested, these consultants will take over the entire recruitment
process, including interviews and candidate selection, advising respective departments and

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drafting contracts. If needed we hire the candidates for our clients and register the labor
contracts.
Executive search and middle management
We are specialized in the recruitment of executives, management and specialists in
engineering and sales. We implements demanding and interesting recruitment assignments for
domestic and international companies. We work with targeted direct search in the market,
including executive searches, handling advertisements and recruitment processes.
Employees and workers
We help companies to find workers and employees on a tailor made basis. Our “organized
recruitment” of workers and employee is a system of recruiting unskilled and skilled labor for
industry, construction, transportation and farming. Recruiting the best employees for your
organization is an ongoing challenge for every manager, supervisor and human resources
professional. If you're looking for solid, proven best practices and up-to-the-minute ideas in
recruitment, interviewing and selection, you've found the right partner in recruitment. Our
approach is tailor made and we provide you with workers and employees that will fit in your
organization with the defined skills and experience.
Here is what we offer:
• Analyzing your business strategy and personnel requirement.
• Evaluating employee qualifications.
• Identifying the skills and staff you’ll need today and in the future.
• Designing a recruitment strategy around your business goals.
• Implement national and international recruitment programs.
• Integrated management of all channels in order to find the right candidates.
• Assessments using a wide range of recruitment procedures and skill profiles.
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