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How much are recruitment fees in Poland?

In an era of constant change and rapid business development, effective human resource management is a key element of development and maintaining competitiveness for companies. Especially in the technology industry, where the competition for talented specialists is particularly fierce, effective recruitment of new employees is often a crucial factor for the success of a business. However, hiring new employees is not only about the effort and time devoted to the recruitment process but also involves certain costs. One of the most important issues that often concerns both employers and recruitment agencies is the question of the amount of recruitment fees. In this article, we will take a closer look at this issue, with a particular focus on the situation in Poland. 

It’s worth starting by understanding the concept of recruitment fees. These are the charges that a recruitment agency levies from a client for services related to acquiring new employees. These fees can be collected in various ways, depending on the agency’s operating model and the type of agreement made with the client. 

There are different models of operation for recruitment agencies, which affect how fees are calculated. One of the most popular models is the Success Fee, where the agency charges a fee only in the case of a successful recruitment, meaning when the client hires a candidate proposed by the agency. This model incentivizes agencies to effectively search for the best candidates, as they only charge a fee for the results of their work. Another popular model is RPO (Recruitment Process Outsourcing), which involves outsourcing the recruitment process. In this case, the recruitment agency takes over the entire recruitment process, acting as an external HR department for the client. Fees in the RPO model can be calculated in various ways, such as a fixed monthly fee or as a percentage of the contract value for conducting recruitment processes. 

 

What does cooperation with dotLinkers look like in the Success Fee model? 

  1. Initial discussion and Briefing: We start with a conversation filled with questions for you to understand all the project’s advantages you want to develop. We want to precisely understand your needs and get to know you better. 
  2. Active talent search and selection: Our team embarks on the search. We carefully select top-of-the-line candidates, and you get to choose those who best fit your company. 
  3. Your involvement in the recruitment process: Your company verifies the candidates selected by dotLinkers, and you make the decisions. Remember – we’re with you throughout the process from start to finish. 
  4. Agreement: When you decide to hire candidates, we’ll assist you in making the offer and finalizing all formalities. 

 

What does cooperation with dotLinkers look like in the RPO model? 

  1. Consultation and planning: We begin by thoroughly understanding your recruitment needs and goals. We create a personalized action plan tailored to your company and industry. Regular consultations and planning sessions will form the foundation of our collaboration. 
  2. Implementation: We proceed with implementing the plan, crafting job postings, conducting candidate screenings, and holding interviews. This process is iterative and flexible to adapt to changing recruitment conditions and requirements. 
  3. Verification and adjustment: We regularly assess progress in executing the plan and verify to ensure we are on the right track. If necessary, we adjust our action plan, taking into account new information and challenges. 
  4. Hiring: We find and recommend the best candidates for your company. The hiring process is based on continuous review and adjustment of the recruitment strategy to meet changing needs. 

 

In Poland, as in many other countries, recruitment fees typically depend on several factors, such as the industry, the level of the position, location, and the skills and experience of the desired candidate. Generally, however, recruitment fees in Poland range from 15% to 20% of the candidate’s annual salary offered. 

It’s worth noting that there are differences between recruitment fees for permanent and contract employees. For permanent positions, fees are often determined as a percentage of the new employee’s annual salary. However, for contract employees, fees may be calculated in various ways, such as a percentage of the contract value for a specified period. It’s also important to remember that the amount of recruitment fees is negotiable, especially for larger enterprises or when acquiring a larger number of employees. Recruitment agencies often offer a flexible approach to fee setting to accommodate the needs and financial capabilities of their clients. 

Additionally, an important aspect to consider when determining recruitment fees is the possibility of replacing an employee who does not meet expectations or does not perform well in a given position. In such situations, some recruitment agencies offer their clients the option to exchange the employee for another candidate, at no additional cost or for a nominal fee. This is a significant safeguard for clients, allowing them to avoid financial losses if the initially chosen employee proves unsuitable for the role. Employee replacement can also be beneficial for recruitment agencies, as it helps them maintain good relationships with clients and ensures high-quality services. By adopting a flexible approach to negotiating recruitment fees, agencies can accommodate this possibility and provide their clients with additional certainty and security in the recruitment process. 

 

Summary:

Recruitment fees are a significant component of the process of acquiring new employees for both companies and recruitment agencies. Understanding the standard rates and factors influencing their level is crucial for effective recruitment budget planning. In Poland, recruitment fees typically range from 15% to 20% of the candidate’s annual salary offered. However, it’s important to remember that each case may vary, and negotiations regarding fees are often possible, especially with larger-scale collaboration. In today’s competitive job market, proper management of recruitment costs is essential for achieving success in attracting top talent. And if you are currently looking for an IT recruitment agency or have questions regarding recruitment fees, we encourage you to contact us. We are here to provide assistance and guidance, supporting you in effectively acquiring new employees and developing your business. 

How to Choose the Best Employment Contracts: Everything You Need to Know

Expanding business operations into the Polish market, understanding the nuances of employment contracts is crucial for effective team building. In this article, we will examine the four most common types of contracts in Poland, shedding light on their advantages and considerations. This knowledge will enable you to make informed decisions and attract the right specialists to your growing company. 

 

Employment Contract 

The employment contract is the most commonly used form of employment in Poland, providing both employees and employers with legal protection. Regulated by the Labor Code, this contract guarantees a range of benefits such as minimum wage, paid leave, sick pay, regulated working conditions, and clear termination rules. Despite higher costs for the employer associated with additional contributions, it is the most favorable form of employment for employees with varying salary levels. An employment contract can be concluded for a trial period, for a fixed term, or indefinitely. 

 

 Advantages: 

  • The employment contract offers the company stable employment for the employee, translating into continuity of operations and greater employee loyalty. 
  • Employees on an employment contract benefit from full employment rights, such as paid leave, health benefits, and sick pay. 
  • Protection against potential termination of the contract. 
  • Employees with an employment contract are typically subject to greater control by the company, facilitating better management of processes and work outcomes. 

Disadvantages: 

  • Employment contracts entail higher costs for the company, including mandatory contributions to social insurance and leave pay. 
  • There is no possibility of delegating the duties specified in the employment contract to another person by the employee. 
  • Rigidity in terms of specified working hours and location. 
  • Termination of the employment contract can be more complex and time-consuming. 
  • Employment contracts involve greater administrative burdens for the company, such as maintaining personnel documentation and fulfilling various formalities related to employment. 

 

B2B Contract 

B2B contracts (abbreviation of business-to-business), also known as self-employment agreements, sole proprietorship contracts, or contracts under civil law, are commonly used in the dynamic IT industry. They are characterized by exceptional flexibility, providing benefits to both companies and self-employed specialists. In a B2B contract, one party undertakes to provide specific services to the other party, and the other party agrees to pay the first party the appropriate remuneration. The precise definition of the contracting entity is the most crucial element. This helps to avoid doubts and misunderstandings during the course of cooperation. 

 

Advantages: 

  • Lower costs for the employer, which can consequently translate into higher remuneration for the self-employed individual. 
  • This type of contract allows for greater flexibility compared to an employment contract (flexible working hours or locations for performing specific tasks). 
  • The company is not required to provide additional social benefits, such as leave or health insurance, resulting in limited obligations for the employer. 
  • Opportunity for collaboration with multiple entities. 

Disadvantages: 

  • The self-employed individual must independently pay contributions and settle taxes. 
  • This agreement does not include certain privileges that apply to employees hired under an employment contract (e.g., protection of the employment relationship of pregnant women). 
  • Employees hired under a B2B contract often do not benefit from traditional social benefits, such as paid leave or health benefits. 
  • Due to the lack of job stability, employees with a B2B contract may be less loyal to the company, which in turn can affect the duration of professional relationships. 

 

Assignment Contract 

A Assignment Contract, also known as a civil law contract, is a legal contract in which one party (referred to as the principal) commissions another party (referred to as the contractor) to perform a specific task. This is a flexible form of collaboration, particularly popular for short-term tasks or projects that do not require permanent employment. Due to the established minimum hourly rate, the entrepreneur must keep a record of the time worked by the contractor. It is important to note that when hiring someone based on a service agreement, the entrepreneur is obligated to calculate and pay social security contributions, although sickness insurance is optional. Additionally, it should be noted that the contractor can terminate the cooperation abruptly, without prior notice. The service agreement has its advantages and disadvantages, which should be carefully considered before signing. 

 

Advantages: 

  • The employer has the possibility to terminate the contract at any time (unless a notice period is specified in the agreement). 
  • It is a more economical way of employment. 
  • The service agreement provides flexibility in determining the place, time, and method of task execution. 
  • There is no specified hourly workload, including the absence of strict start and end times for work. 
  • Student contractors (up to the age of 26) are exempt from paying contributions (pl. ZUS). 

Disadvantages: 

  • There is an obligation to maintain a minimum hourly wage. 
  • Lack of supervision over the employee. 
  • Lack of guarantee benefits, such as compensation for downtime, illness, or maternity leave. 

 

Umowa o dzieło 

Umowa o dzieło (a service agreement) is a form of contract in which the party accepting the order undertakes to perform a specific task, while the ordering party agrees to pay compensation. It is often referred to as a results-based contract, as its subject matter involves actions aimed at achieving a specific end result. The contractor bears full responsibility for the outcome of their work, including any potential defects in the completed task, for which they may be held accountable by the client. A service agreement is also characterized by lower employment costs compared to other forms of contracts. 

 

Advantages: 

  • The company is not obliged to pay contributions for social insurance or other social benefits. 
  • Service agreements are legal relationships that do not require permanent employment, which is beneficial for short-term projects. 
  • It is the cheapest and least cumbersome method of employment. 

Disadvantages: 

  • Service agreements do not provide permanent employment, which may lead to the continuous need to search for new specialists for short-term projects. 
  • Due to the contractor’s greater independence, the company may have less control over the work process and project implementation. 
  • Contractors under a service agreement do not enjoy full employment rights, which may lead to less commitment. 

 

Understanding various types of employment contracts is crucial for effective personnel management in a company expanding its operations into the Polish market. In this article, we have discussed four of the most common types of contracts in Poland, analyzing their advantages and disadvantages. This knowledge enables informed decision-making during recruitment and helps in building strong relationships with employees and collaborators. 

As an IT recruitment agency, we possess this knowledge and are ready to answer your questions. Remember that choosing the appropriate contract type depends on the nature of the company’s operations, its needs, and business goals. As you strive to develop your company, it’s also valuable to seek legal advice and consult with experts in labor law. By doing so, you’ll be able to effectively build a team and grow your business in the Polish market. 

Recruitment Process Outsourcing (RPO): A Key Partner in Building Efficient IT Teams

Recruitment Process Outsourcing (RPO) is an innovative recruitment strategy that goes beyond traditional approaches to hiring. Under RPO, an IT company outsources the entire recruitment process to an external provider, from strategic planning to the final hiring of an employee. However, RPO is not just about delegating responsibilities – it is a collaborative approach where the RPO provider becomes an integral part of the client’s recruitment team. 

In practice, this means that with RPO, you not only get an external recruiter but a true partner who engages in understanding the unique needs of your IT company. RPO not only accelerates and streamlines processes but also provides expertise, technology, and flexibility crucial in the dynamic environment of the IT job market. 

 

How Does RPO Revolutionize Recruitment Processes? 

 

Daily Administrative Support: RPO provides daily administrative support, ranging from workforce planning to structuring the onboarding process. This solution eliminates administrative burdens for employers and HR professionals, allowing them to focus on key aspects of team management. 

Utilization of Recruitment Technologies: RPO leverages modern tools such as Applicant Tracking Systems (ATS), delivering exclusive candidates not shared with other clients. This contributes to the speed and effectiveness of the recruitment process. 

Cost Optimization: Internal hiring costs can be high, especially when the HR team lacks proper training or experience. RPO serves as a flexible and scalable solution, offering cost savings through faster hiring, shortened onboarding times, and flexible pricing models. 

Compliance and International Recruitment: 

Managing compliance with employment regulations across diverse markets can be challenging for in-house recruiters. RPO, especially those specializing in international recruitment, keep abreast of evolving regulations, ensuring legal compliance. 

Diversity Focus and Reporting: 

Through established partnerships and connections, RPO aids in attracting diverse talent. Integrating inclusivity into the recruitment strategy also enhances team retention and productivity. RPO provides reliable analytical data, facilitating strategic decision-making. 

 

Tactical and Strategic Approaches to Recruitment: Differences between RPO and Success Fee 

 

Significant distinctions exist between Recruitment Process Outsourcing (RPO) and Success Fee on various fronts. RPO provides comprehensive support, encompassing the entire recruitment process, built on a collaborative approach, delivering expertise and flexibility. This commitment extends to long-term collaboration, talent management, and the cultivation of relationships. In contrast, Success Fee focuses on outcomes, compensating the provider only upon a successful recruitment. It represents a more transactional approach, concentrating on a singular recruitment goal and success-dependent payments, without necessarily forging a prolonged partnership. RPO also offers a broad spectrum of support, including strategic planning, technological recruitment solutions, and employer branding, setting it apart as a holistic tool for crafting effective IT teams. In the case of Success Fee, costs are more closely tied to specific recruitments, potentially advantageous financially but lacking the assurance of enduring provider engagement. The ultimate choice hinges on individual needs, the scale of recruitment activities, and the IT firms’ strategies. 

 

RPO versus Other Forms of Recruitment Outsourcing 

 

Traditionally associated with large organizations handling extensive recruitment projects, RPO is now adapting to the needs of small and medium-sized enterprises. Differences between RPO and traditional recruitment strategies include: 

Long-term Relationships: RPO focuses on understanding the organization, business goals, and development plans, making recruitment a more proactive rather than reactive process. 

Expertise in Employer Branding: Functioning as a partnership, RPO emphasizes showcasing the employer brand through various channels, including social media, networks, job portals, and referrals. 

Access to Talent Networks: RPO not only identifies the best candidates for the present but also builds the employer brand by maintaining continuous contact with talents and creating recruitment pipelines. 

Candidate Assessment and Care: RPO ensures long-term retention by assessing candidates for cultural fit, competencies, and motivation. 

 

Summary: 

Recruitment Process Outsourcing isn’t just help with hiring; it’s like a teamwork strategy that can totally change how your IT company finds new talent. It’s like a super useful tool for businesses that want to build their teams effectively in the fast-changing tech world, offering flexibility, cost adaptability, access to global talents, compliance management, and a focus on diversity. 

 

dotLinkers – Your Trusted Partner in Recruitment Process Outsourcing (RPO) 

Acquiring talent stands as a crucial component of the overall business development strategy. Outsourcing recruitment processes represents one of the most fruitful and effective partnerships aimed at crafting the right team for your organization. Research conducted by Aberdeen has shown that 43% of top-performing companies in their industries typically engage in partnerships with RPO providers. Currently, nearly 60% of organizations manage their recruitment processes internally. However, many lack the skills or training for the successful implementation of a robust recruitment strategy. At dotLinkers, we stand as a reliable ally, ready to collaborate in optimizing your talent acquisition processes through our expertise in Recruitment Process Outsourcing. 

Recruitment Agency vs. Freelancer vs. In-House Team: Choose the best solution for Your company

In the business world, where the pace of change is as dynamic as the diversity of projects, having a team composed of the most competent and suitable specialists becomes crucial. However, with the development of the company, a fundamental question arises: What recruitment solution best meets our needs? Is it worth using the services of a recruitment agency, hiring an experienced freelancer, or perhaps investing in an in-house team? 

In today’s blog, we will closely examine each of these options, analyzing both the advantages and challenges to help you make an informed decision. With us, you will discover which approach could be the key to success in your industry. 

 

Freelancer: Flexibility and ondividual approach 

 

Flexibility: Freelancers represent an attractive solution for short-term or seasonal projects where a quick and flexible response to changing needs is required. Their independence allows for swift adaptation to the project and remote work, which can be beneficial for companies seeking variable support. 

Financial savings: Collaborating with a freelancer often involves lower costs compared to a recruitment agency. The fact that freelancers work independently eliminates the expenses associated with maintaining an office and a team. 

Availability risk: However, the risk associated with availability can be a significant factor. Freelancers, juggling multiple projects simultaneously, may be unavailable at crucial moments, potentially impacting the project schedule. 

Lack of skill diversity: Freelancers typically possess specialized skills in their field, but obtaining a broad diversity of skills, especially for extensive projects, might pose a challenge. 

 

 

In-House Team: Control and continuous availability 

 

Full control: Having an in-house team provides complete control over the recruitment process and the project. This is crucial if a company aims to maintain strategic control over key elements of its business. 

Continuous availability: An in-house team is typically available consistently, which is essential in the long run. This solution is suitable for projects requiring continuous attention and commitment. 

Higher fixed costs: However, the salaries, benefits, and other expenses associated with maintaining a permanent team may be higher than when using the services of a recruitment agency or freelancers. 

Lack of flexibility: The lack of flexibility in adjusting the team to changing needs can be a limitation for companies experiencing cyclical changes in project scopes. 

 

 

Recruitment Agency: Precision, speed, and industry specialization 

 

Recruitment expertise: Recruitment agencies, due to their specialization, possess deep industry knowledge and experience in identifying candidates with the most desirable skills. Our recruitment agency, with years of experience across various sectors, can guarantee a high level of precision in selecting the ideal candidates. 

 

Wide access to qualified candidates: Thanks to extensive networks and recruitment tools, agencies have access to a broad database of potential talents. This means we can quickly identify candidates who best fit your requirements. 

 

Reduced recruitment time: In a competitive business environment, time is crucial. Recruitment agencies can minimize the recruitment time, delivering ready-to-act professionals in a shorter timeframe compared to other options. 

 

Costs: Collaborating with a recruitment agency may involve certain costs, but it’s worth viewing it as an investment in the long-term success of the company. The qualifications and experience of candidates provided by the agency can contribute to increased efficiency and profitability. 

 

Less control over the process: While recruitment agencies operate based on precise criteria, some companies may feel they have less control over the recruitment process. Nevertheless, open communication with the agency allows for adjustments and adaptations to any changes. 

 

For companies seeking quick, precise, and well-matched CVs, collaboration with a recruitment agency is usually the best option. The benefits of wide access to candidates, industry specialization, and shortened recruitment time often outweigh any potential challenges. 

 

Considering individual needs and company goals: Key to informed decision 

 

The ultimate choice between a recruitment agency, freelancer, and an in-house team depends on the individual needs and goals of the company. It’s essential to contemplate the budget, project specifics, and long-term benefits for the organization. Each option has its merits and drawbacks, so finding the best fit for specific business requirements is crucial. 

 

1.Budget: Consider the costs associated with each recruitment solution. Recruitment agencies may be more expensive, but they provide advanced tools and expertise. Freelancers are often more financially accessible, while an in-house team entails fixed employment costs. 

2.Project specifics: Analyzing the specifics of the project is crucial. Do you need a specialized team for a specific period? The flexibility of freelancers? Or the full control over the process offered by an in-house team? Tailor the option to the project’s specific requirements. 

3.Long-term benefits for the organization: Reflect on the long-term benefits the chosen solution will bring. Recruitment agencies offer professionalism and experience, freelancers provide flexibility, and an in-house team ensures stability. Determine which aspects are key for you in the context of the company’s long-term strategy. 

 

Remember that there is no one-size-fits-all solution. Each option has its merits and drawbacks. The key is to find the best fit for specific business requirements, considering both short-term and long-term goals for the company. The ultimate choice is an investment in the future of your business. Be confident that your decisions are well thought out, and the chosen solution aligns seamlessly with the unique character and goals of your organization. 

dotLinkers Recognized on the Clutch 1000 List for 2023

dotLinkers is proud to announce its inclusion in the prestigious Clutch 1000 list by Clutch, the leading global marketplace for B2B service providers. This exclusive ranking showcases the top 1000 highest-rated business service providers on the platform, chosen from a pool of over 280,000 providers worldwide.

 

Honorees are selected based on four key criteria: 

  • Quantity, quality, and recency of verified Clutch reviews 
  • Diversity and scope of clientele and portfolio of work  
  • Robust company profile with competitive specializations and considerable experience 
  • Strong brand awareness and industry recognition 

 

We are honored to have earned a spot on the esteemed Clutch 1000 list, representing the pinnacle of excellence among B2B companies worldwide. This recognition underscores our commitment to delivering exceptional service and nurturing client relationships. We take pride in being listed as a top service provider on the Clutch platform among many successful companies.

 

Sonny Ganguly, CEO of Clutch, remarked, “The Clutch 1000 is one of the most prestigious awards a service provider on Clutch can earn. By featuring these top 1000 companies, we aim to connect businesses with the right service providers for their goals and, in turn, accelerate their own growth. Congratulations to these service providers for not only this recognition but for their steadfast commitment to delivering value for their clients.”

 

View the complete list of 2023 Clutch 1000 honorees here.  

View our recent work and reviews on our Clutch profile: dotLinkers Clutch Profile

 

About dotLinkers

dotLinkers is a leading IT recruitment agency based in Poland, specializing in providing high-quality IT recruitment services globally, with a focus on recruiting in Poland. Our primary clients are companies from the US, Europe, and Israel. Founded by two passionate IT recruitment professionals, Artur and Kamil, dotLinkers recognized the need for a recruitment company dedicated to helping startups and software product companies find the best IT talent available.

 

About Clutch 

Clutch empowers better business decisions as the leading global marketplace of B2B service providers. More than 1 million business leaders start at Clutch each month to read in-depth client interviews and discover trusted agency partners to meet their business needs. Clutch has been honored for the past 6 consecutive years as an Inc. 5000 fastest-growing company and by the Washington Business Journal as one of the 50 fastest growing private companies in the DC metro area for 2023. 

What are the best benefits for employees in Poland?

The job market in Poland is changing fast, and what employees want from their employers is changing too. Nowadays, employees want more than just interesting work and good pay. They also want a bunch of things that help them in their everyday life, keep them healthy, and let them balance work with their personal life. 

To keep up with this, Polish companies are working hard to create good packages of benefits for their employees. It doesn’t matter if a company is big or small, offering attractive benefits has become really important to get and keep good workers. In Poland, the most important things for employees seem to be healthcare, having flexible work options, and chances to learn and grow at work. Companies that offer these things are seen as more attractive to employees in Poland. 

Before a company hires people in Poland, it’s really important to offer them benefits that follow the rules of Polish laws about work. Poland is part of the European Union (EU), so it has to follow certain rules to protect workers. 

In the rest of this article, we’ll talk about the most important benefits that Polish companies offer their employees, like healthcare, flexible work hours, and chances to learn more at work. We’ll also look at how these benefits can make people want to work for a company, and we’ll talk about the new ideas companies have for helping their workers. 

 

The most popular benefits for employees in Poland: 

Private healthcare: Private healthcare has become one of the most popular benefits for employees. Access to quick doctor visits, specialized advice, and the possibility of faster health issue resolution without long waits in the public healthcare system attract many people to companies offering this service. An important aspect of private healthcare is access to specialists and support for mental well-being. 

 

Gym Memberships: Providing gym memberships to employees is not just an encouragement for them to take care of their health through regular physical activity, but also a way to support a healthy lifestyle. These memberships give employees flexibility in choosing their preferred physical activity, offering access to various sports activities or gyms. These benefits help employees balance their professional and personal lives, improving their well-being and physical fitness. 

 

Group life insurance: This is an important element that provides employees and their families with additional financial security in case of unexpected life events. 

 

Fuel discount cards: Offering discounts on fuel is a practical benefit, especially for employees who commute to work by their own cars. 

 

Shopping vouchers: Access to vouchers providing discounts at grocery stores is a practical benefit that assists employees in their daily shopping. 

 

Online shopping discounts: Virtual discounts or promotional codes for employees are an appealing addition to the benefits package, allowing savings during online purchases. 

 

Free office meals: Providing free meals during work hours is not only a cost-saving measure for employees but also a way to ensure they have a healthy and regular meal during long working hours. 

 

Discounts on company products and services: Offering discounts on company products or services is an additional incentive for employees. 

 

Financial support in difficult situations: The opportunity to receive financial support during crises is highly valued by employees. 

 

Professional training and courses: The opportunity for professional development through training and courses increases the attractiveness of job offers for many employees. 

 

Funding for Learning Foreign Languages: Financial support for learning foreign languages opens doors for employees’ professional development. Such funding allows employees to enhance their communication skills in various languages, boosting their value in the job market. It’s an investment in the team’s global competencies and strengthens the company’s position in the international business market. 

 

Workation: It’s a work format enabling employees to perform their job duties from anywhere in the world, usually in a setting designed for relaxation. It combines remote work with the opportunity to merge work with leisure and explore new places. For employees, workation means flexible scheduling and location, leading to increased productivity and higher job satisfaction. Such benefits facilitate short business trips to attractive locations, potentially influencing employee motivation and commitment to their professional responsibilities. For companies, it’s a way to gain fresh perspectives and inspiration, fostering innovation and business growth. 

 

Pet Owner Benefits: This is an increasingly common aspect of employee benefit packages (e.g., PETHELP). They encompass various forms of assistance for employees who have pets, such as flexible work hours for pet care, the option of remote work for pet supervision, or additional days off for tending to sick pets. 

 

Motivating Non-Monetary Benefits 

According to the Bergman Engineering report titled “The Significance of Additional Non-Monetary Benefits as a Motivating Factor among Engineers in 2022,” it is evident that among this professional group, the most highly valued benefits were: 

43% – Commuting subsidies 

40% – Additional paid time off 

12% – Free childcare/preschool services 

5% – Discounts and purchase vouchers 

 

Summary 

Hybrid work, remote work, and providing company equipment for personal use have become the norm in today’s work environment, no longer merely considered as additional perks. Employers increasingly adopt these solutions as a consistent part of their operational strategies, offering employees flexibility in their work locations and ensuring the necessary tools for efficient work regardless of where they are located. This shift in work norms responds to evolving employee expectations and needs, concurrently creating a more flexible and adaptable professional environment. 

The work landscape in Poland is dynamically evolving, accompanied by changing expectations among employees regarding the benefits offered by employers. Modern employees seek not only challenges or attractive salaries but also comprehensive benefit packages supporting both their professional and personal lives. Companies are focusing more on providing advantageous benefits that are crucial for job attractiveness and employee retention. Subsidizing professional training and courses can be a significant factor in attracting employees to the job market. Support for professional development often forms a crucial component of benefit packages. The opportunity for continuous improvement of professional skills is undoubtedly an attractive factor for employees seeking new career development opportunities. 

Looking for a Job in the IT Industry? Here Are the Top Job Boards in Poland

In the era of dynamic technological advancements, the IT industry becomes the hub of innovation and creativity. For coding enthusiasts, software architecture geeks, or data analysis experts, Poland stands as a place full of opportunities. When seeking employment in this domain, there are several platforms that offer not just job listings but also serve as hubs for interaction, professional growth, and discovering the latest trends. 

The IT industry is more than just code and algorithms; it’s a space where innovations thrive, digital revolutions are fostered, and products that change the world are created. For anyone aiming to grow in this field, choosing the right recruitment platform is a crucial step toward professional success. 

 

Unique Opportunities for All Specializations 

Regardless  you are interested in mobile application development, data analytics, cyber security or artificial intelligence, Polish recruitment platforms offer a wide range of job offers. These aren’t just places where you’ll find job postings; they are also spaces where communities are built, experiences are exchanged, and new skills are learned. 

While seeking employment in the IT industry, it’s valuable not only to focus on job listings but also on the educational resources and networking opportunities these platforms provide. They are spaces that offer a chance for skill development, knowledge sharing, and gaining valuable experiences. 

 

Discover the Best Platforms 

In Poland, there are numerous platforms specializing in job offerings within the technological sphere. Before diving into the ocean of possibilities, it’s worth taking a closer look at some of the most valuable platforms that not only offer diverse job listings but also a range of additional benefits for job seekers. 

Now, let’s delve closer into seven of the most significant platforms that represent extraordinary career opportunities for IT enthusiasts in Poland. Are you ready to explore the most fascinating websites that could be your key to a dream job in the tech industry? 

 

1.JustJoin.it 

JustJoin.it is a platform that aggregates job offers exclusively related to the IT industry. Its simple interface makes browsing offers and applying for positions easy and intuitive. You’ll find job propositions here for programmers, network administrators, and UX/UI designers. 

 

2.NoFluffJobs.com 

NoFluffJobs.com is a dedicated platform for job offers in the technological field. It’s a highly esteemed platform due to its high-quality offers and precise alignment with the needs of IT specialists. You’ll find announcements from various IT domains here, and its clear interface facilitates the quick discovery of employment opportunities that interest you. 

 

3.Bulldogjob.com 

Focusing primarily on technological job offers, Bulldogjob.com is an excellent resource for employment opportunities for programmers, testers, and IT specialists. This platform offers a wide range of advertisements from various IT sectors, ensuring high-quality offers and tools that facilitate the application process. 

 

4.Pracuj.pl 

Pracuj.pl is one of the largest and most versatile recruitment platforms in Poland. Not only does it offer a wide range of job offers across different sectors, but it also serves as a key source of employment opportunities in the IT industry. On this platform, you’ll find positions ranging from programmers to data analysts, along with tools for easy job searching and application. 

 

5.LinkedIn 

LinkedIn, although a global social platform for professionals, offers significant opportunities for those seeking IT-related jobs. In addition to building a professional profile, you can find a wide selection of employment offers in Poland and worldwide. 

 

6.Glassdoor 

Glassdoor, aside from employer reviews, also provides numerous job offers in the IT sector. It’s a place where you can find valuable opinions about potential employers and explore diverse employment opportunities in the technology field. 

 

7.IT-Leaders.pl 

IT-Leaders.pl is a recruitment platform that changes the traditional dynamics of IT job searches. Candidates create an anonymous, technical profile, specifying their preferences for a new job. Companies send tailored job offers, considering the candidates’ expectations. This innovative approach allows candidates to control the recruitment process and receive personalized job proposals. 

 

Summary 

Searching for jobs in the IT industry in Poland is becoming increasingly accessible thanks to various recruitment platforms. From JustJoin.it to IT-Leaders.pl, each of these platforms offers unique solutions that make it easier for candidates to find the ideal job. 

The diversity of job websites, intuitive interfaces, and matching offers to candidates’ preferences are just some of the advantages of these platforms. Thanks to them, searching for a job in the IT industry becomes more efficient and personalized. 

 

Your Future in Your Hands 

There isn’t a single best way to find your dream job in IT. Each of these platforms offers unique tools and opportunities. Therefore, it’s worth trying out different options, experimenting with searches, and also leveraging the feedback of other users. 

Let this journey through recruitment platforms for IT be just the beginning. Remember, in today’s world of technology, your professional future is in your hands. Use these platforms as tools to find a job that matches your passions, skills, and aspirations. 

With them, you’re one step closer to landing your dream job in the fascinating and dynamically evolving IT industry! 

The Art of Out of Office: Managing Absences Professionally 

Out of Office Message: The Key to Effective Business Communication 

In today’s dynamic work environment, where mobility and flexibility are crucial, effective communication is extremely important. When we leave the office for various reasons, from vacations and training to focusing on remote projects, our Out of Office Message (OOO) becomes our primary communication tool. How can we use this brief message to improve business relationships and maintain clear communication? 

 

What an OOO Message Should Include 

An automatic email response is a message you receive when the person you’re trying to reach is out of the office. These notifications typically contain the following information: 

  • Duration of the person’s unavailability (dates, etc.) 
  • Whom to contact in their absence 
  • The expected return date of that person 

 

In Out of Office auto-responses, there are several key elements worth considering. Why are they so important? 

 

1.Content Quality: Clarity and Information 

An invaluable aspect of an effective OOO is the clarity of its content. It’s essential to include specific information, such as dates of absence and the expected return date. This ensures clarity regarding when to expect a response. Additionally, informing about any availability limitations helps avoid frustration for those expecting contact. 

 

2.Personalization and Human Touch 

Although an OOO is often an automatic message, adding a personal touch can make the contacts feel that their matter is important to you. While standard phrases are important for professionalism, subtly expressing gratitude or sympathy can make your message more friendly and human. 

 

3.Alternative Contacts 

When immediate contact or issue resolution is necessary, providing alternative contacts is advisable. Indicating a person responsible for your duties during your absence significantly facilitates the work of colleagues or clients, ensuring service continuity. 

 

4.Flexibility and Creativity 

OOO examples don’t have to be rigid. Through moderate creativity, you can stand out, but remember to maintain professionalism. This is where a bit of casualness can make your message more memorable while still upholding professional standards. 

 

Inspiration for Your Automated Email Response 

If you’re struggling with determining what information to include in your automatic email responses, here are examples and templates you can use as a reference and guide: 

 

Example 1:  

[Your Greeting] 

Thank you for your message. I am currently out of the office and will return on November 25. During this time, I will have limited access to my mail.  

If there is an urgent need, please call me at (your phone number).  

 

Best Regards, 

[Your Name] 

  

Example 2:  

[Your Greeting] 

  

I will be out of the office from December 10 to 15.  

If you need immediate assistance, please contact (Name of Contact Person).  

  

Kind Regards, 

[Your Name] 

  

 Example 3:  

[Your Greeting] 

  

I will be absent from January 1 to January 10.  

For urgent matters, please contact (Contact Person’s Name) at (Contact Person’s Email Address). Otherwise, I will reply to your messages as soon as I return.

  

Warm Regards, 

[Your Name] 

  

Example 4:  

[Your Greeting] 

  

Thank you for your message. I currently do not have access to mail and will return on February 20.  

For urgent matters, please contact me via cell phone – (Your Phone Number).  

  

Kind Regards, 

[Your Name] 

  

Example 5:  

[Your Greeting] 

  

I appreciate your message. It is important to me, and I will try to answer it as soon as possible.  

  

Thanks!  

[Your Name] 

 

Avoiding Pitfalls in Out of Office Messages 

 

1.Overly Detailed Absence Information: Avoid providing too many personal details about the reason for absence. Excessive details might invade privacy or be inadequate in a business context. 

2.Promises That Can’t Be Kept: Avoid promises of an immediate response if you don’t have quick access to messages. Instead, indicate a realistic response time. 

3.Excessive Informality: While a bit of informality might be desired, avoid a tone that’s too casual, which might be inappropriate in a business context. Aim to maintain professionalism. 

4.Unclear Contact Information: Avoid providing outdated or unclear contact details. Ensure you give current information about the alternate contact person or methods in case of urgent matters. 

5.Lengthy Communication: Avoid overly lengthy messages. Try to be concise and clear so that the recipient quickly understands your unavailability and possible ways of contact. 

 

Summary 

The Out of Office (OOO) message is more than just an acknowledgment of our absence. It’s a critical element of our business relationships, shaping how we are perceived in the workplace. Ensuring clarity, including essential information, adopting a delicate tone, and providing alternative contacts are key to maintaining smooth and effective communication in business. 

The clarity in the content of an OOO guarantees that those awaiting our response are fully aware of our absence and expected return date. Additionally, the element of personalization, even in automated messages, adds a human touch and demonstrates care for our business partners. 

Providing alternative contacts or information about individuals responsible for our duties during our absence ensures service continuity, which is crucial for maintaining professionalism. Let’s not forget about the flexibility in crafting OOOs. Creativity combined with moderation can make our message memorable while maintaining the required level of professionalism. 

Therefore, an OOO message is not merely a polite formality but an essential element in building business relationships. A well-crafted absence communication reflects our commitment, professionalism, and effectiveness in maintaining contact, even when we are absent. 

 

How Much Should I Pay a Recruiter to Find Tech Talent in UK?

If you are searching for tech talent in the UK, you have a few options to consider. First and foremost, you could hire a tech recruiter or head hunter to find tech talent for you. This option is viable if you don’t know where to start in your tech talent search, but you are keen on finding top-level talent.

However, you need to think about the costs associated with technology talent recruiters/head hunters.

 

How much do tech recruiters in the UK charge?

 

This is a common question asked by curious companies, and individuals focused on using recruiters to fill up their vacant roles. While recruiters make the recruitment process easier, especially for highly technical jobs like IT, they come at a cost.

 

We’ve done the work for you and summarized what recruitment agencies in the UK charge. Honestly, there is no direct answer to this question, given the variables that come into play. Generally, the cost of hiring recruiters in the UK will depend on factors like role being filled and the type of employment contract in play.

 

Role factors

 

The cost will definitely vary depending on the IT role you are trying to fill. Generally, recruiters will charge more for high-level roles. The seniority of a role will also matter. Senior tech executives will attract higher recruitment fees compared to junior assistants. The urgency to fill a role will also drive up cost. Lastly, the ability to find the preferred tech talent also dictates the overall cost. For instance, Artificial Intelligence experts are scarcer than java developers. It, therefore, costs more to recruit AI experts than typical developers.

 

Employment contract in play

 

The type of contract you expect to give your tech talent will also dictate how much the recruiter charges. Permanent contracts usually attract higher fees in the UK than temporary contracts.

 

From our survey of different tech talent recruiters in the UK, it cost 15-20% of the average first-year contract value for typical/normal permanent IT roles (which translates to £;7,500 – £;10,000). High-level permanent tech roles that are harder to fill cost up to 25% of the value of the first year’s contract (which translates to approximately £;12,500 or more).

 

Recruiters charge less to fill temporary IT contract roles. For instance, companies looking for one-off tech employees to sign a 1-year contract should expect to pay 12-15% of the annual pay as recruitment fees. Most UK tech recruitment agencies will charge a 12-15% fee even if you intend to hire temporary staff for less than a year.

 

Recruiting tech talent from Poland instead of the UK

 

Given the above information, it can be costly hiring UK tech talent. What other options do you have? Well, it may be better to outsource in CEE (Poland) through a local IT recruitment boutique given Poland’s high standing as a tech hub. Sourcing tech professionals from Poland comes with unique advantages. In fact, you stand to enjoy more benefits from opening a tech subsidiary in Poland.

 

At a glance, this may seem more costly than dealing with UK tech recruiters. However, outsourcing works best for short term strategies. Companies keen on building strong IT teams for years stand to enjoy long-term benefits that outweigh any cost savings linked to outsourcing. A tech subsidiary in Poland or satellite office eliminates the disadvantages of having physical operations in Poland.

 

However, you need professionals to guide you if you wish to have a properly functioning satellite office. Offshoring has unique risks and costs that can be reduced by using professional recruiters with experience in helping international software companies set up presence in Poland.

 

You’ll enjoy services like advisory and consulting that will let you know everything there is to know, from who to hire to setting up and organizing your IT team. Professionals will also help you eliminate the high costs associated with offshoring. Other unique benefits include the ability to safeguard intellectual property and your company’s core culture and values, maintaining full control over every aspect, including development and skills.

 

Polish programmers available for hire are ranked 3rd globally (way above UK developers). Poland also ranks higher than UK in many other tech talent aspects. Poland is also home to over 250,000 of the 1 million developers based in Central &Eastern Europe. Polish tech is also cheaper than those found in most countries in Europe. Recruiting from Poland through an IT recruitment agency is better.

The Impacts of Technology on Talent Acquisition

Technology on Talent Acquisition

The talent acquisition industry has evolved with time as a result of technological innovations. A decade ago, hiring was all about credentials. Employee assessment was based on academic papers, work experience, and any other tangible material in their possession. Nowadays, hiring is on a different level.

IT recruitment has pushed recruiters to consider both soft and hard skills when scouting for the best candidate. Charisma, personality, fast thinker, and learner with problem-solving skills are some of the characteristics valued more than credentials. Notably, most of these skills can be assessed technologically.

 

Keyways Technology Has Impacted Talent Acquisition

 

The convergence of Recruiters and Candidates via Mobile Apps

Information dissemination is among the significant challenges facing talent acquisition. For companies to have qualified people fill their vacancies requires seamless communication channels. Although there is an array of channels to use, many of them are not efficient. As a result of these flaws, companies have sought technology to help them recruit efficiently.

The idea can be coined around a company’s mobile phone app where recruiters can provide the format of filling and submission of applications. Moreover, by routing all traffic to one channel, hiring becomes easy and faster.

 

The Use of Cloud Services

The problem of employee records mars many HR departments. Even though the recruitment campaign, advertising, and hiring could have gone smoothly, the data is always at risk of landing in the wrong hands. Moreover, the storage of this data on computer drives is still unsafe since they are prevalent to be manipulated or destroyed by fire.

The implementation of cloud technology has eased the recruitment process. HR personnel can now upload all vital information into the cloud and retain only necessary information on their physical devices. Furthermore, cloud storage has proved to be the best in cutting costs derived from operating multiple physical devices.

 

Faster and Bigger Data Speeds Spice up things.

Incorporating a more significant influx of data speeds has reduced TA teams’ work in a company. Many interviews nowadays are conducted either virtually or through IQ Tests, thus reducing the time needed in the process. Moreover, the TA team can accommodate their candidate’s needs, which will form a basis for creating a friendly working environment upon hiring.

Notably, the TA analytics correlation to big data is immense. This process involves assessing an employee’s performance and comparing the results with existing analytical data to determine their future success. With such matrices, companies can forecast their HR goals and plan accordingly.

 

The Use of Blockchain to Enhance Security

Currently, cyber-attacks have necessitated a higher control, with companies shifting focus to blockchain technology. Moreover, HR records need safekeeping and ease of access. Not only does blockchains keep the systems safe, but it also provides transparency. Recruitment has seen a major overhaul with the use of blockchain in HR. Currently, recruiters can store recruits’ information, work feat, and success factors data and training data safe from tampering or theft. This has enabled the HR departments to have a better impression of their internal analytical data.

 

The Power of Social Media

Currently, social recruiting is emerging as a new way of TA. However, it is not a new concept, but it worth the task. Most HRs are embracing the influence of social media and incorporating in their hiring procedures. Social media is a fantastic way for recruiters to know more about the candidate and their social life.

Furthermore, job advertising and posting have been made easier through the use of social media platforms. This is turning to be a better method of reaching masses with their opening. Additionally, it is less costly as compared to paying recruiting firms and websites.

 

Technological TA Problems

 

It is a Distraction

As much automation of the recruitment process is a blessing, it is also a curse. Most important TA activities happen outside the tech space. Moreover, identifying the right candidates, crafting authentic messages, reaching out in a personalized way, and influencing through the offer process cannot be done digitally. However, technology can help improve service delivery but can never provide an alternative for those essential skills.

 

Too Good to be True

The battle to acquire the best talent is not yet won even with the automation process. The HR department still has to use orthodoxy ways to recruit. Additionally, not all companies who have invested heavily in TA automation have it sweet. Occasionally systems are prone to failure and end up costing you a fortune to do maintenance.

 

Conclusion

Emerging trends, such as COVD-19, have shaped the recruitment process. This has stressed more about the use of technology to advertise, hire, and issue work.

We can establish that at the end of the day technology will never replace the direct human contact between an experienced recruiter and a candidate. Therefore, the future forecasting matrices won’t show complete automation of TA.

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