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21(116) 2015
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HR & Professional Training

From recruiter’s perspective – trends on the Silesian labour market

by Agnieszka Kolenda, regional manager, Hays Poland
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In July 2015, Silesia’s unemployment rate dropped below 9%. 

The region is experiencing a continuous inflow of new investments; with it comes a rise in demand for employees, most clearly observed in the IT, engineering and business services sectors.

It’s a good time to take a closer look at employer-employee relations on the Silesian labour market. How do employers assess the availability of specialists? What tools do they use to maintain motivation within their teams and to reduce the employee attrition rate? And what do the employees expect from their bosses to perform their everyday duties with satisfaction?

In the first half of this year, Hays Poland conducted a research among companies and employees from the production sector. The results revealed that the most sought-after competences, apart from expert knowledge and language skills, are proactive attitude, task-based performance abilities and loyalty. Regardless of the position occupied, soft competences are of the highest importance with emphasis placed on communicativeness and teamwork ability.

Employers tend to value their personnel more openly, which is displayed by the means of internal promotion. Now, over 25% of specialists questioned fill their current roles as a result of promotion. 

Companies are also more likely to increase efforts to raise the satisfaction level of their workers. Over 70% of employers carry out personnel satisfaction surveys, over 80% have established onboarding programmes to ensure that new employees are correctly introduced to their new responsibilities and over 50% of respondents set internal career and development paths for their employees. And a growing number of companies offer benefits such as free meals, sports/gym cards and private medical care, which apart from flexible working hours is a benefit most sought after by candidates. Flexible working hours are also the most attractive benefit from the students’ point of view. It shows that this group of employees is most focused on establishing a work-life balance.

Interestingly, over 75% of professionals point to the opportunity to gain knowledge and competences as the most valued career aspect. Slightly less common expectations are financial welfare and stable employment. Nowadays, a well-paid job is not satisfying by default as workers tend to associate a good position with new challenges and interesting tasks. Employees find their relationship with supervisor to be of high importance. The majority of questioned professionals believe that boss should support their team in everyday work, treat their subordinates equally and be decisive. Expert knowledge lies in fourth place on the list of supervisors’ most sought after features. 

Both employers and employees are more likely to give priority to loyalty, fairness and honesty in their relations. Companies try to prevent the attrition of employees by addressing their needs and taking into consideration their development plans. Direct communication and care about the wellbeing of personnel are the key to retaining employees. Such efforts prevent situations in which professionals change employer because they receive a better job offer or career development perspective elsewhere. When faced with such a situation, employers – aware of the difficulties that sourcing for a new employee brings -- often make counter-offers to retain the employee. 

On an increasingly competitive market, the importance of employer branding continues to grow. Even though firms often outdo themselves to make their offer more attractive and skilfully streamlined to potential candidates, they still tend to underestimate the professionals for whom the recruitment process ended without success. It is worth remembering that these individuals are also a source of information about the company, which can be easily shared in the age of social media. A candidate who received unsatisfying experience during the recruitment process is later unlikely to buy the company’s products as a customer. Over 80% of questioned firms cooperate with external recruitment agencies, which help them to find the best qualified employees as well as to create and develop their brand on the labour market.

Almost 20 years ago Daniel Goleman published his bestselling book, Emotional Intelligence. The publication introduced a new trend to human relations, which now can be easily applied to professional environment. Emotional intelligence covers not only the ability to understand oneself and one’s own emotions, but also the ability to self-motivate and demonstrate empathy. All these features are equally important to employers and employees on the ever-changing situation on the labour market.

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