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Return to the office: Is this the new reality of the job market?

The COVID-19 pandemic has revolutionized our approach to workspace, forcing companies worldwide to swiftly transition to remote work models. This paved the way for flexible solutions like hybrid work, which have become the new norm. However, recent data indicates a growing trend towards returning to traditional offices. Employers are increasingly urging employees to bid farewell to home offices and return to company premises, implementing stricter attendance policies. Is this a step backward in the evolution of the job market, or an inevitable development aimed at optimizing productivity and team efficiency? Join us as we delve into the topic and analyze the benefits and challenges associated with returning to the office in the context of modern business realities. 

 

The productivity imperative 

So, can employers compel a return to the office? Companies are pushing for a return primarily out of concern for productivity. Despite the potential for hybrid work to enhance efficiency, many business leaders remain skeptical. In today’s economic realities, firms are reluctant to take risks and prefer having employees physically present to better monitor their work. 

 

Conflict between business needs and employee expectations 

Employers must balance their expectations with what employees want. Many value remote work and are willing to leave if forced back to the office. However, the shifting job market conditions give employers more leverage than in previous years. 

 

Benefits of the return to office trend:

Increased control, effective communication, and fostering workplace community 

Better control and monitoring of productivity: Working in the office allows managers to directly supervise their team, enabling quicker identification and response to potential issues. The ability to monitor work in real-time makes task management more efficient. Managers have greater control over processes, leading to higher quality work and faster goal achievement. In crisis situations, immediate intervention is much easier and more effective. 

Improved communication: Direct interaction fosters more effective communication and quicker problem-solving. Working in the same location allows teams to consult on issues promptly, reducing the risk of misunderstandings and delays. Face-to-face meetings facilitate dynamic discussions that often lead to creative solutions and innovative ideas. In the office, communication flows more naturally and spontaneously, enhancing information exchange. 

Team integration: Working in the office supports building relationships and organizational culture. Daily presence in the same place helps employees get to know each other better, promoting mutual understanding and collaboration. Team integration is crucial for creating a strong, cohesive organizational culture that enhances employee engagement and loyalty. Regular meetings, both formal and informal, enable building bonds that are harder to achieve in a remote setting. 

Mentoring opportunities: Returning to the office opens up greater opportunities for mentoring and professional development. Direct presence of mentors and experienced colleagues allows for real-time advice, support, and knowledge-sharing. Younger employees can learn through observation and participation in daily interactions, accelerating their professional growth. Mentorship and training programs are more effective when conducted in the office environment, where mentors and mentees can regularly meet and work together on skill development. 

Working in the office brings many benefits that contribute to increased productivity, better communication, team integration, and employee development. However, to fully leverage these advantages, it’s important for companies to manage the return to the office consciously, considering the needs and expectations of their employees. 

 

Drawbacks of the return to office trend:

Costs for employees, decreased morale, and technological integration challenges 

While returning to the office offers certain benefits such as better work control and team integration, it also comes with numerous challenges and drawbacks. Financial costs, the need for technological integration, potential conflicts, and changes in work-life balance are just some of the issues that companies must address. Therefore, it’s crucial to make informed and balanced decisions, taking into account the needs and expectations of employees, to ensure success and harmonious functioning of the organization. 

Costs for employees: Returning to the office comes with additional expenses that can be burdensome for employees. Daily commutes incur costs for fuel, public transportation tickets, and also result in lost time spent traveling. Additionally, employees need to cover expenses for lunches and other office-related needs, significantly impacting their budget. These costs, which were minimized during remote work, can negatively affect their motivation and job satisfaction. 

Decreased morale: Mandating a return to the office can lead to frustration and lowered morale among employees. Many value the flexibility and comfort of remote work, and the requirement to be physically present in the office daily may be seen as a step backward. Lack of trust from the employer in implementing such a move can further deteriorate the work atmosphere. Employees who felt more productive and happier working remotely may experience demotivation, leading to decreased efficiency. 

Overcoming technological dependency: Shifting back to a more office-centric model requires seamless integration of technology and infrastructure. Companies need to assess and enhance their office setups to support productive collaboration between remote and office teams. Transitioning from remote to office work may require additional investments in equipment, software, and training to ensure smooth operations and minimize disruptions. Neglecting these aspects can lead to communication and coordination issues, thereby reducing productivity. 

Conflicts and turnover: Strict requirements regarding office presence can lead to conflicts between employees and employers. Employees who are unhappy with returning to the office may express their dissatisfaction, negatively impacting the workplace atmosphere. Additionally, companies risk increased employee turnover as some may seek more flexible employment opportunities that better suit their needs. 

Work-life balance shift, adaptation from hybrid work: Employees who have become accustomed to the flexibility of hybrid work may struggle to adapt to the new model. Returning to the office means readjusting their personal lives to a more rigid work schedule. This can affect their work-life balance, leading to increased stress and decreased job satisfaction. Changing habits and adapting to new conditions can be challenging, especially for those who valued the flexibility of remote work. 

 

Benefits of hybrid work:

Flexibility and efficiency in the modern workplace 

Hybrid work offers numerous benefits that contribute to improving employee satisfaction and productivity. Flexibility, cost savings, better work-life balance, additional perks, and lower costs are just some of the advantages of this model. Companies that implement and effectively manage hybrid work can expect increased employee engagement and loyalty, which translates into organizational success and growth. 

Flexibility: Hybrid work provides employees with the flexibility to better manage their time, leading to higher satisfaction and productivity. The ability to choose work hours and locations allows for adjusting schedules to individual needs and preferences. Employees can better balance professional and personal responsibilities, reducing stress and increasing engagement. Such flexibility also supports creativity as employees can work in conditions most conducive to their productivity. 

Cost savings: Hybrid work significantly reduces costs associated with commuting and other office-related expenses. Less travel to work means lower expenditures on fuel or public transportation tickets. Additionally, employees can save on lunch costs, and employers can reduce expenses on coffee and other daily office expenditures typical in a stationary work environment. These savings can have a substantial impact on both personal and company budgets, increasing satisfaction and financial comfort for employees. 

Improved work-life balance: Hybrid work facilitates balancing professional obligations with personal life, leading to better work-life balance. The option to work from home enables employees to spend more time with family, participate in social activities, and prioritize their health and well-being. Employees have more time to pursue hobbies and interests, enhancing overall life satisfaction. Improved work-life balance also reduces burnout and enhances mental health. 

Additional employee benefit: Hybrid work is an attractive benefit that can incentivize potential candidates to accept a job offer. Companies offering flexible work models can attract and retain top talent who value the ability to choose and adapt work conditions to their needs. For many employees, flexibility is a key factor in choosing an employer, and the option for hybrid work can be a decisive factor in employment decisions. 

Lower costs for employees: Hybrid work reduces not only commuting costs but also other office-related expenses such as lunches, public transportation fares, or work attire. Reduced financial burdens can improve employees’ economic situation, enhancing overall job satisfaction and life comfort. Moreover, these savings can be allocated to other needs or goals, increasing motivation and job satisfaction. 

 

Challenges of hybrid work:

What are the challenges associated with the hybrid work model? 

Hybrid work, despite its numerous advantages, also comes with certain challenges and drawbacks that can impact productivity and employee well-being. Difficulties in monitoring work, communication issues, and feelings of isolation are just some of the potential problems that companies must address when implementing this work model. It is important for organizations to consciously manage these challenges by implementing appropriate solutions and strategies that support effective collaboration, as well as the mental health and motivation of employees. 

Challenges of monitoring work: Managing hybrid teams can be challenging for managers. The lack of direct presence in the office makes it harder to monitor employees’ work and efficiency. Managers may struggle to assess employee engagement and performance, leading to ineffective resource and task management. The absence of physical presence can also affect response times to urgent matters and decision-making speed. 

Communication issues: Hybrid work can lead to communication challenges within teams. The absence of face-to-face interaction in the office can hinder quick problem-solving and effective collaboration. Virtual meetings may be less efficient than in-person discussions, leading to ambiguity, delays in information transmission, and reduced synergy among team members. Misunderstandings and communication errors can also result in frustration and decreased motivation within the team. 

Isolation: Remote workers may experience isolation and a sense of detachment from the team. The lack of daily presence in the office can lead to social and emotional isolation. Isolation can negatively impact employees’ mental health and well-being, which in turn can lead to decreased motivation and professional effectiveness. The absence of daily interactions with colleagues can also reduce the sense of belonging to the team and organizational culture. 

 

Summary 

 

As we observe current changes in the job market, the increasing number of days spent in the office may be seen as a return to traditional work formats by some, while others view it as an opportunity to regain lost collaboration and increase productivity. Finding a balance between office-based and remote work appears crucial. Many employees have experienced enhanced efficiency, reduced stress, and improved quality of life through hybrid and remote work models. 

Instead of enforcing unilateral solutions, companies can effectively adapt their approach by exploring methods to optimize these models through flexible strategies and creating conducive environments for both remote and office work. Adopting such an approach not only acknowledges the value of remote work but also considers the benefits of flexibility for employee well-being and organizational efficiency. 

In the face of strong employee voices, companies have the opportunity to adapt to the evolving work landscape in Poland by flexibly responding to their teams’ needs. Key to success will be skillfully managing changes that accommodate employees’ capabilities and preferences, aiming for harmony and high workplace effectiveness. 

What is ghosting in IT recruitment?

What is ghosting in IT recruitment? Understanding the causes and prevention methods 

 

Introduction 

Recruitment in the IT industry is a challenging process for both candidates and recruiters alike. One of the most frustrating phenomena that is becoming increasingly common is ghosting. This term, commonly known in interpersonal relationships, refers to a situation where one party suddenly stops responding to attempts at contact without any explanation. In the context of IT recruitment, ghosting can have serious consequences for all parties involved, negatively impacting the hiring process and professional relationships. Ghosting in IT recruitment has become a significant issue for employers and candidates alike, causing frustration, uncertainty, and negative experiences for everyone involved. In this article, we will discuss the causes of ghosting, its impact on employers and candidates, and present strategies to reduce its occurrence during IT recruitment. 

 

Definition of ghosting in IT recruitment 

Ghosting in IT recruitment refers to the sudden cessation of communication by one party involved in the recruitment process without prior warning or explanation. This applies to both candidates and recruiters. For candidates, ghosting can occur after an initial interview, during salary negotiations, or even after accepting a job offer. On the other hand, recruiters may cease communication with a candidate at various stages of the recruitment process, failing to inform them about further steps or the outcome of the recruitment process. 

 

When and why does ghosting occur?  

 

Ghosting can occur at various stages of the recruitment process. It typically happens when: 

Candidates ghost recruiters: 
  • After initially expressing interest in a position, candidates suddenly stop responding to messages and fail to attend scheduled meetings. This can happen for various reasons such as receiving another job offer, changing priorities, lack of transparency in the recruitment process, or simply avoiding confrontation. 
 Recruiters ghost candidates: 
  • Recruitment agencies or HR departments cease communication with a candidate after one or several stages of interviews. Reasons for this may include internal changes within the company, decisions to hire another candidate, or simply a lack of time to inform all applicants about the progress in the recruitment process. 

 

What does ghosting mean in recruitment? 

 

Lack of communication and transparency 

One of the primary reasons for ghosting is the lack of clear and consistent communication between employers and candidates. When employers fail to provide timely updates or feedback, candidates may lose interest or assume they are no longer being considered. Conversely, candidates may not respond to inquiries or interview invitations due to lack of interest or competing job offers. 

 

Competitive job market 

In a highly competitive job market, candidates often juggle multiple job offers. This abundance of choices can lead to ghosting as candidates prioritize other offers or simply feel overwhelmed by their options. Similarly, employers may unintentionally ghost candidates due to the sheer volume of applications, focusing on more promising candidates. 

 

Unattractive job offers or internal hiring changes 

Candidates may ghost employers if they receive unattractive job offers with low salaries, weak benefits, or unfavorable working conditions. Negative experiences during the recruitment process can also discourage candidates from further communication. On the other hand, employers may ghost candidates due to sudden changes in hiring plans or shifts in organizational priorities. 

 

Cultural factors influencing ghosting behavior 

Cultural norms and expectations regarding communication and professional etiquette can contribute to ghosting behaviors. In some cultures, abruptly ending communication without explanation may be more accepted. The anonymity and distance provided by digital communication also facilitate ghosting without a sense of personal commitment or accountability. 

 

Consequences of ghosting 

 

Ghosting in IT recruitment results in several negative consequences, including: 

  • Loss of trust:

    Both candidates and recruiters lose mutual trust, which can impact future professional relationships. 

  • Negative company image:

    Practicing ghosting can effectively discourage candidates from applying to the company in the future, which is particularly harmful in the competitive IT job market. 

  • Increased recruitment costs:

    Poor communication management can lead to the need to restart the recruitment process, generating additional costs and prolonging the time required to hire the right candidate. 

 

How to prevent ghosting? 

 

Building strong relationships

Regular, transparent communication is crucial. Every interaction with a candidate or client should be an opportunity to build trust and a professional relationship. Whether through email, phone calls, or face-to-face meetings, each interaction should be treated as a chance to foster trust. Transparency in communication entails openness and honesty—providing updates on the progress of the process, potential delays, and any changes in expectations or requirements. This strengthens relationships and builds a professional image, which is vital for long-term collaboration. 

Clear expectations

Before the recruitment process begins, it is crucial for all parties—both recruiters and candidates—to have a clear and unequivocal understanding of expectations. This includes precisely defining job requirements, expected competencies and experience, as well as timelines and specific recruitment steps. Clearly outlined stages of recruitment, from initial contact through interviews to the final decision, help avoid misunderstandings and ensure that everyone knows what to expect. Such a transparent process not only facilitates recruitment management but also builds a positive image of the company as organized and professional. 

Feedback at every stage 

Providing regular feedback at every stage of the recruitment process is not only a sign of respect for candidates but also a crucial element in building positive experiences. Even if the feedback is negative, it should be delivered constructively and respectfully. Explaining why a candidate did not progress to the next stage can provide valuable insights for the future and demonstrates that the company values their time and effort. Such transparency and openness in communication can significantly enhance the company’s reputation in the job market, increasing its attractiveness as a potential employer. 

Utilizing automation tools 

Implementing modern Applicant Tracking Systems (ATS) can greatly improve the efficiency of the recruitment process. These tools automate many routine tasks such as sending application confirmations, interview reminders, or regular status updates on recruitment progress. This allows recruiters to focus on more strategic aspects of recruitment, while candidates receive regular, personalized updates on their status in the process. Automation also helps reduce the risk of ghosting—where candidates do not receive any response to their applications—significantly improving their experience and perception of the company. 

Streamlining and optimizing recruitment processes 

Lengthy and complex recruitment processes can lead to more cases of ghosting. Employers should strive to simplify and streamline these processes, ensuring that each stage is transparent and well-communicated to candidates. Shortening unnecessary stages and minimizing delays helps maintain candidates’ interest and reduces their frustration. 

Building a strong employer brand 

An essential aspect of attracting and retaining top talent is building a positive employer brand. Companies should focus on showcasing their culture, values, and offered benefits to present an attractive proposition to candidates. A strong employer brand can increase candidate engagement in the recruitment process and decrease the likelihood of ghosting. 

 

Conclusion 

Ghosting in IT recruitment is a serious issue that requires a deliberate approach and preventive actions. By building strong relationships, clearly communicating expectations, and providing regular feedback, this phenomenon can be significantly reduced. Ultimately, prioritizing communication and transparency in the recruitment process will benefit all parties involved, leading to more efficient and satisfying hiring processes. Ask yourself: Is it normal to be ghosted by a recruiter? No, it is not. At dotLinkers, we guarantee clearly defined terms and conditions, hassle-free contact with recruiters, and the opportunity to choose from a myriad of job offers. Are you seeking a job in the IT industry? Check out our Job Offers tab.

 

dotLinkers Recognized as a Clutch Global Leader for Spring 2024

dotLinkers Recognized as a Clutch Global Leader for Spring 2024 

dotlinkers, a top Tech Recruitment agency in Poland, has been honored as a 2024 Spring Global Award winner for Best Recruiting Services by Clutch, the premier global marketplace for B2B service providers. 

 

 

dotlinkers, a leading Tech Recruitment agency in Poland, today announced our recognition as a 2024 Spring Global Award winner for Best Recruiting Services on Clutch, the leading global marketplace of B2B service providers. Honorees are selected based on their industry expertise and ability to deliver outstanding results, with scores calculated based on client feedback from thousands of reviews published on Clutch. 

  

We at dotlinkers are honored to be recognized as a 2024 Spring Clutch Global Award winner. This award is a testament to the excellent client work we have delivered this year, as recognized through the voice of our customers in their reviews on Clutch. We’re proud to be recognized as a Best Recruiting Services leader on a global scale. Clutch Global Awards showcase the very best in the B2B services industry worldwide. 

 

These accolades are a result of the dedication and hard work of the entire dotlinkers team. Congratulations to each member for their commitment and contributions. We are fortunate to have such a talented and dedicated team, and we look forward to continued success together. 

 

 

About dotLinkers 

dotLinkers is a leading IT recruitment agency in Poland. We specialize in providing high-quality IT recruitment services to businesses across the globe recruiting in Poland.  WE’RE DAMN GOOD AT RECRUITING IT PEOPLE. We attract the best IT talents by carefully selecting the Clients we work for. We believe that what sets us apart is our unwavering commitment to providing exceptional service to our clients. At our IT recruitment agency, our mission is to connect businesses with the most talented and skilled IT professionals available. We believe that every company deserves to have access to the best talent in the industry, and we’re committed to making that a reality for all of our clients. Our values of integrity, transparency, and professionalism guide everything we do, and we take pride in providing our clients with exceptional service every step of the way. Check out our case studies to see who, and how, we work with.

 

About Clutch 

Clutch empowers better business decisions as the leading global marketplace of B2Bservice providers. More than 1 million business leaders start at Clutch each month toread in-depth client interviews and discover trusted agency partners to meet theirbusiness 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 the50 fastest-growing private companies in the DC metro area for 2023. Check out our dotLinkers profile on Clutch and read our customer reviews. 

 

At dotLinkers IT Recruitment, we are delighted to support you in establishing or growing your remote software team in Poland, Europe, and beyond. Reach out to us today and let’s build your success story together! 

Official Holidays in Poland: A Guide

In Poland, these official days off are not just an opportunity to take a break from work, but also a time to immerse yourself in local culture and tradition. As the vacation time approaches, it’s always worth checking when these holidays fall, as it can impact the planning of trips, family gatherings, or even just relaxation at home. But that’s not all! Each of these holidays has its own stories and traditions, which are fascinating for everyone, not just those who are working. So we have prepared a comprehensive guide to the official holidays in Poland for you to better understand their significance and draw joy from them, whether you’re planning a trip or staying at home. 

According to the regulations outlined in the Law on Public Holidays, Poland observes 13 days off, known as holidays. Official Holidays in Poland: Detailed Overview 

 

 January 2024: Bank holiday Poland

1st January – New Year: The beginning of the new year is a time for reflection and setting goals for the future. It’s not just an occasion for celebration, but also a moment for formulating New Year’s resolutions and planning future achievements. Traditionally in Poland, we welcome the New Year with shared meals, festivities, and mutual well-wishes. 

6th January – Epiphany: Celebrations associated with the arrival of the Three Kings in Bethlehem. This holiday holds deep religious significance, symbolizing the moment when the Three Kings, according to Christian tradition, reached the stable to pay homage to the newborn Jesus. In Poland, it’s also a day for traditional rituals, including singing carols and visiting various places by carolers’ groups. 

 

April 2024: Bank holiday Poland

1st April – Second Day of Easter: Continuation of the Easter holiday celebrations. After the intense period of Holy Week and Easter, the Second Day of Easter offers the opportunity to continue joyful celebrations with family and friends. It’s a time to enjoy festive meals, spend time with loved ones, and reflect on the religious messages of this time. 

 

May 2024: Bank holiday Poland

1st May (Wednesday) – Labor Day: A day dedicated to celebrating the labor movement. It’s a day to honor the contributions of workers to all aspects of social life. Traditionally in Poland, it’s celebrated through demonstrations, parades, and various cultural events. It’s also an opportunity to reflect on workers’ rights and their protection. 

3rd May (Friday) – Constitution Day: Commemoration of the adoption of the first European national constitution. This is one of the most important national holidays in Poland, celebrated in honor of the adoption of the 3rd May Constitution in 1791. It’s a day of national pride and patriotism, as well as an opportunity to reflect on the values of democracy and civil liberties. 

May 30th (Thursday) – Corpus Christi: A Catholic holiday dedicated to the Eucharist. Corpus Christi is celebrated forty days after Easter and commemorates the truth of Christ’s presence in the sacrament of the Eucharist. For believers, it is a day of solemn processions, during which the faithful parade through the streets, adorning them with flowers and floral carpets. 

 

August 2024: Bank holiday Poland

August 15th (Thursday) – Assumption of the Blessed Virgin Mary: The Assumption of the Blessed Virgin Mary, also known as the Feast of the Assumption of the Blessed Virgin Mary, is a deeply respected day in the Catholic Church, commemorating the assumption of Mary into Heaven. For Polish believers, it is a day of religious observance and national pride, marked by church services and patriotic ceremonies. Additionally, it falls on Polish Armed Forces Day, honoring the courage and sacrifice of soldiers throughout history. It is a time for reflection on both spiritual and national aspects, combining faith, patriotism, and community spirit. 

 

November 2024: Bank holiday Poland

November 1st (Friday) – All Saints’ Day: A day of remembrance for the deceased. Traditionally, Poles visit the graves of their loved ones, laying flowers and lighting candles. It’s a time to honor the memory of those who have passed away and come together in prayer and reflection. 

November 11th (Monday) – Independence Day: Celebrations associated with Poland’s regaining of independence. It is a national holiday commemorating the day in 1918 when Poland regained independence after 123 years of partitions. It’s a time of national pride, patriotism, and reflection on history and the values that shape the national identity of Poles. 

 

December 2024: Bank holiday Poland

December 25th (Wednesday) – Christmas: Celebrations associated with the birth of Jesus Christ. It’s one of the most important days in the Christian calendar, celebrated with joy and shared meals among family and friends. Traditionally in Poland, Christmas Eve is a time of special customs and Christmas Eve dishes. 

December 26th (Thursday) – Second Day of Christmas: Continuation of Christmas celebrations. It’s a day for continuing the festive festivities, often spent with family or friends. Poles often use this day for relaxation and rest after the intense celebrations of Christmas Eve and Christmas Day. Family gatherings or walks are also common, to enjoy the atmosphere of holiday joy and peace. For many people, the Second Day of Christmas is a time for reflection on the values of family traditions and spending time together. 

 

What happens when a holiday falls on a day that is already a non-working day? 

The regulations regarding this issue, which were in force until the end of 2010, were clear. According to the Labor Code from November 30, 2006, to December 31, 2010, any holiday falling on a day other than Sunday resulted in a reduction of working hours by 8 hours. If such a holiday fell on a day that was already a non-working day for the employee (e.g., Saturday for those who work from Monday to Friday), the employer was required to grant an additional day off until the end of the current settlement period in which such an event occurred, for example, until the end of the month for a monthly settlement period. 

In Poland, official non-working days are not only an opportunity to rest from work but also a time to plan future activities. As the holiday season approaches, it’s important to check when these holidays fall exactly, as it can affect the organization of trips, family gatherings, or simply relaxation at home. What else is important? Setting up an automatic email response at work – don’t forget about it and enjoy your vacation! 

Krakow DIANA Accelerator: Innovative support for security

Krakow, known for its rich history and cultural heritage, is now becoming a hub for modern defense innovations. By joining forces with the Krakow Technology Park and the AGH University of Science and Technology, the city is entering the NATO DIANA network, offering an advanced program of incubation and acceleration. Krakow DIANA Accelerator is not just a state-of-the-art technological laboratory, but also a platform for idea exchange, collaboration, and development for scientists, innovators, and startups. 

DIANA provides companies with the resources, networks and guidance to develop deep technologies to solve critical defence and security challenges, from operating in denied environments to tackling threats to our collective resilience.

Collaborating for security 

Krakow DIANA Accelerator is not an ordinary research or technological project. It is an innovative initiative that combines scientific and technological expertise with the needs of the defense and military sectors. Through the DIANA network, Poland has the opportunity to enter the global defense innovation arena, offering its potentials and solutions in areas such as artificial intelligence, space, and quantum technologies. 

 

The potential of polish Universities and Technology Parks 

The inclusion of AGH and Krakow Technology Park in the DIANA program is not only a prestige for the Polish scientific community but also an opportunity to harness the rich research and innovative potential inherent in Polish universities and technology parks. Krakow DIANA Accelerator also presents an opportunity for Polish innovators who will be able to develop their ideas and technologies under the supervision of experts from the defense and military sectors. This project becomes a place where ideas transform into real solutions ready for implementation in both civilian and defense sectors. 

 

Support for dual-use innovation 

The aim of Krakow DIANA Accelerator is not only the development of cutting-edge technologies but also their adaptation and utilization for security and defense purposes. The acceleration program offers support not only for technological solutions but also for their business implementation. It’s a comprehensive approach aimed at turning ideas into actions, introducing new standards in the field of defense innovation. 

 

Cooperation with NATO: A step into the future 

The Polish branch of the NATO Defense Innovation Accelerator – Krakow DIANA Accelerator – is not only another step towards modern defense but also evidence of Poland’s potential in the field of innovation and technology. Engaging in global initiatives such as DIANA opens up new opportunities for Poland’s development and collaboration on the international stage. 

 

Summary 

Krakow DIANA Accelerator is not just another research or technological project. It is a manifestation of Poland’s determination in the field of defense innovation. It is also an opportunity to harness scientific and technological potential in the service of security and defense. Partnership with NATO is not only a commitment but also an opportunity to build a better and safer future for all. 

 

Detailed information on the DIANA program: https://www.diana.nato.int/  

Unraveling the secrets of efficient developer teams: Is Poland a world-class leader?

In light of the latest findings by technology experts from Stanford University, an intriguing question arises: does Poland truly boast the most efficient developer teams in the world? Research conducted by Yegor Denisov-Blanch and Simon Obstbaum suggests there’s a strong possibility that this is indeed the case. 

According to these researchers, Polish developer teams, along with their counterparts in Brazil and Romania, outperform the global average by approximately 50%. Furthermore, the algorithm developed based on these studies enables the measurement of developer efficiency in an innovative and objective manner. 

 

 

But how exactly does this algorithm work and what sets it apart from traditional productivity indicators? It’s worth delving into. 

Traditional methods of productivity measurement often focus on quantitative aspects such as the number of commits or lines of code. However, as experts point out, these metrics may not be entirely reliable or objective. On the other hand, the algorithm employed by Stanford University researchers utilizes source code analysis, allowing for a more comprehensive understanding of developer and team performance. 

This algorithm not only reads source code from repositories but also analyzes it from various dimensions, such as utilized APIs, persistence layers, or dependencies. This approach enables the generation of objective metrics for assessing the productivity of developer teams. 

However, it’s essential to emphasize that productivity assessment should not be limited solely to the quantity of code written or the number of commits. Yegor Denisov-Blanch also highlights the importance of focusing on the overall team productivity rather than individual achievements. 

The findings of these studies not only shed light on the potential of Poland, Brazil, and Romania in terms of developer team efficiency but also underscore the significance of employing objective performance evaluation methods in today’s technology-driven world. 

In conclusion, while the question of whether Poland leads in developer team efficiency remains open, the research conducted by technology experts from Stanford University undoubtedly offers a fresh perspective on this matter. In light of these findings, it appears that the key to success lies not only in leveraging innovative productivity measurement tools but also in fostering collaboration and team dynamics. 

For more insights into the most efficient developer teams globally, visit: link to the LinkedIn post 

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. 

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