What will the new year bring to the job market? Not much good

According to Hays research conducted in the past year, more and more organizations worldwide are experiencing shortages of suitable job candidates. At the same time, the majority of firms plan to expand their structures and increase hiring. Therefore, 2017 will be a period of intense recruitment activity and competition for top talent. Companies should focus on all areas that signal an attractive offer, as neglecting key employee priorities may significantly hinder building a competitive advantage in the job market. 

CHALLENGES FOR COMPANIES

Challenges for employers

The biggest challenges for employers will involve two aspects: recruitment amid a strengthening candidate position, and retaining top employees. The labor market will be especially visible in the modern technology, business services, and engineering/technical sectors. Consequently, employees considering a job change will increasingly receive counteroffers from their current employers. As many as 64% of firms report having made such proposals to at least some employees in 2016.

Counteroffers and decision speed

Organizations must maintain a positive image, use non-standard recruitment methods, and ensure a short decision-making and recruitment process. With an increasing number of job offers on the market, speed will be crucial. This will help prevent situations where delays in decision-making or offer submission lead to candidates accepting offers from other companies. According to Paweł Aniołkowski, HR consultant at Hays Poland, younger generations of employees also expect different forms of communication with employers. −

Using social media, seeking information, and job hunting are standard for them, and they expect greater online activity from employers. Therefore, companies should pay more attention to their online presence. – he states.

Hiring foreigners

The vast majority of firms anticipate recruitment difficulties in 2017. Therefore, employers are opening up to hiring foreigners—primarily in hospitality and sales. This will require companies, on one hand, to understand applicable legal regulations, and on the other, to effectively manage culturally diverse teams.

In the context of the labor market, another challenge will be responding to changing employee expectations regarding salaries and additional benefits. Currently, flexible working arrangements and remote work opportunities are of great importance. Creative and dynamic candidates are also increasingly seeking less formal work environments and friendly workplaces.

One of the strongest trends will be the use of technology and mobile solutions. The popularity of gamification—recruitment solutions incorporating gaming elements—is also growing. Implementing such mechanisms helps attract candidates’ attention and engage them more effectively.

− To reduce the risk of poor hiring decisions, employers will increasingly turn to psychometric questionnaires and online tests assessing specific employee skills (e.g., analytical or verbal abilities) and their fit with both organizational culture and teams they may join. – states Paweł Aniołkowski.

Increasing competition on the market and decentralized recruitment will force companies to adopt innovative solutions that help streamline processes. There will be a rise in the sophistication of outsourcing processes and the popularity of custom-tailored solutions. However, as the Hays expert notes, employers are also becoming increasingly demanding regarding candidate competencies. – We expect that hiring firms will increasingly use tools, tests, and methods to assess candidates during the recruitment phase. – comments Aniołkowski.

WHAT WILL THE NEW YEAR BRING?

2017 on Poland’s recruitment scene will be marked by digitalization and fierce employer competition for talents. The number of vacancies is growing, while the supply of qualified specialists and managers remains insufficient. One possible solution is to enhance migration policy and ease the process for foreigners to take up employment in Poland. On the other hand, competing companies will need to refine the non-financial elements of their offers to ensure their staff opportunities for development.

Summary

2017 will be marked by digitalization and intensified competition for talents. Hays indicates that 64% of firms made counteroffers, and the shortage of specialists will force employers to hire foreigners and use online tests. Key will be fast recruitment processes, presence in social media, and flexible work arrangements. As Paweł Aniołkowski from Hays Poland states, younger employees expect greater employer activity online and less formal work environments.