Brainspotting ITC Talentmap 2015-20162

7/23/2019 Brainspotting ITC Talentmap 2015-20162

1/35

IT&C Talent Map

Romania, 2015


2/35

Market Overview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Romania Talent Map . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Bucharest . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Timisoara . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Cluj . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Iasi . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Additional talent hubs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Talent Hub Competitive Advantages . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Foreign languages. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Graduates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Comp & Ben. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

HR Insights. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Candidate Behavior. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Tips & Tricks for a successful recruitment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

4

7

8

9

10

11

12

13

16

17

18

21

29

33

Content


3/35

Ana Giurca

Managing Partner

Brainspotting

In Brainspotting, we work on an annual basis with over 100 IT employers to place +500 IT professionals. For this,

we interact with probably over 20,000 IT profiles on each year.

Out of this interactions, we build the IT Talent Map, an annual report presenting the status of the IT skills in Roma-

nia. We validate and expand our experience with annual surveys to form a better view at the challenges and

opportunities the employers face in this highly competitive market.

Needless to say that starting with 2014, theres an increased positive vibe in the IT industry new companies are

opening centres, large development projects are migrated in Romania, there is now a large enough pool of profes-

sionals with complex skills. Some of the specificities of 2015:

Java is the most desired skill in the market, with a record number of job offerings starting with 2015 (40-50%

of job openings in IT require Java).

The candidates interest in working for start-ups or small IT companies is higher than in the past.

Remote / work from home starts to be very attractive and requested by professionals.

New cities become attractive for opening a secondary office e.g. Craiova, Targu Mures, Galati.

One out of 4 professionals receives a counter-offer and 50% of them will take it. However, counter-offers

prove to be a short term solution as most of the candidates will still leave the employer in 2 to 12 months.Companies focus more on graduate recruitment and training.

This report covers nine Romanian cities with IT skills (with focus on Bucharest, Cluj, Timisoara, Iasi) and provides a

comparison based on seven variables such that you will have an overview of the potential of each city to support

new operations. We also look at the candidate insights (most desired employers, employment behaviour, attractive

benefits, etc.), a high level view of salary packages and other HR variables churn, time to fill, etc.

We hope the insights are of real help to your expansion plans and we appreciate your feedback and additional

insights.

3


4/35

The IT & C sector has been proudly named the

sector WITH zero unemployment and this

achievement is mainly due to the great quality of

the talent pool, high numbers of IT graduates, the

expansion of current companies and the birth of

many start-ups.

In 2015 the development of IT companies will con-tinue to create job openings for IT graduates as well

as senior professionals. Companies from various IT

& Telecom sectors are planning to expand their

teams or enter the market: Research & Develop-

ment Centers, Technology Centers, NOC Centers.Over 50 of the largest IT

players have operations in

Romania and have expansion

plans for the next 2 years.

Around 3,000 IT job

openings advertised

at any given time

3.000

50

4

Market

Overview


5/35

IT Employers actively looking for talent

Iasi

Timisoara

Bucharest

5

Cluj

Market

Overview


6/35

IT Employers actively looking for new talent

Galati

Sibiu Tg.-Mures

Pitesti

Craiova

Brasov

6

Market

Overview


7/35

IT&C Talent Quality

Approx. 100,000 IT&C specialists

at national level.

Technical education includes 5 top

polytechnic universities, 59

domain-specific universities, 174private colleges.

In 2014 Romania has been proudly

represented at the Informatics

Olympics where the team won one

gold medal and 3 silver medals in a

competition where 11 countries

were present.

More than 90% of IT professionals

speak English.

IT professionals in Romania are

drawn to obtaining international

recognized certification like: Linux,

Cisco, Microsoft, Oracle, SUN,

ISTQB, PMP, CBAP.

7

Romania

Talent Map


8/35

8

2

3

4

5

Most desired employers in Bucharest

Romania

Talent Map

19,000 inhabitants

imisoara used to be the second IT hub in

Romania, before the rapid expansion of Cluj

Approximately 1,100 IT&C graduates per year,

ut of a total of approximately 2,500 technicalraduates

he availability for French is low and the city

ompares to Iasi in terms of this skill.

Numerous production companies are estab-

shed in the area, which is considered one of the

best developed in Romania. Lately the official

nemployment figures are close to the ones

before the crisis.

Java

5,298

.NET

6,024

1

7

8

9

10

6

Talent Highlights

883,000 inhabitants the official figure according to

he 2011 census; we estimate the actual figure to be

round 1,5 times higher.

ucharest continues to concentrate more than half of

he IT workforce in Romania. Large non-IT companies

ave their IT teams here (e.g. OMV Petrom, BCR etc.).

ompared to the other cities, it has the largest variety

f skills and number of very experienced candidates,ut also the highest salaries.

round 2,000 IT&C graduates per year, out of a total

f 5,700 technical ones, higher numbers than in any

ther university center in Romania.

Graduates from other cities (e.g. Constanta, Iasi,

raiova) relocate to Bucharest and enrich the pool,

ut the talent is not sufficient for the demands of the

market.

went up in the Tholons top 100 outsourcing sites,

rom number 44 in 2013 to number 40 in 2014. It

emains the only Romanian city in top 100.


9/35

2

3

4

5

Most desired employers in Timisoara

Romania

Talent Map

19,000 inhabitants

Timisoara used to be the second IT hub in



out of a total of approximately 2,500 technicalraduates

The availability for French is low and the city




best developed in Romania. Lately the official


before the crisis.

Java

1,020

.NET

1,393

9

1

7

8

9

10

619,000 inhabitants

Timisoara used to be the second IT hub in



out of a total of approximately 2,500 technical

raduates

The availability for French is low and the city


Numerous production companies are

stablished in the area, which is considered

one of the best developed in Romania. Lately

he official unemployment figures are close to

he ones before the crisis.

Talent Highlights


10/35

2

3

4

5

Most desired employers in Cluj

Romania

Talent Map

19,000 inhabitants

imisoara used to be the second IT hub in



ut of a total of approximately 2,500 technicalraduates

he availability for French is low and the city




est developed in Romania. Lately the official


efore the crisis.

Java

1,785

.NET

1,988

10

1

7

8

9

10

620,000 inhabitantsApprox. 1,700 IT&C graduates per year, out of a

otal of 4,200 technical graduates. It offers the

econd richest grad pool in Romania.

years ago it became one of the hot spots in

Romania for IT and BPO services. The area has

been attracting large investments from

production companies, too.t offers a rich pool of graduates, a history of

stablished companies in the region, mix of

oreign languages, the public authorities &

niversities are more open to collaborations

with the companies, compared to other regions

n Romania.

Cluj has been so attractive as an IT location, that

t surpassed Timisoara and become the second

T hub in Romania. But the attractiveness

backfired and now the demand for IT talent is

ow too high and the IT salaries became

omparable to Bucharest.

Talent Highlights


11/35

2

3

4

5

Most desired employers in Iasi

Romania

Talent Map

Java

1,249

.NET

1,271

11

1

7

8

9

10

6The region attracted less investments than

Bucharest, Transylvania and Banat, including in

T. The scarcity of direct flights from Western

Europe, limited office space in the past, less

ffective strategies of the local administration

nd long distance from the boarder withWestern Europe hindered its development.

n 2013 a local IT cluster (the second one in

Romania after Cluj) was born. It comprises 20+

T companies (especially small companies, 500

800 employees in total), 4 universities and it is

backed up by the local administration.

Talent Highlights


12/35

Additional talent hubs

12

SIBIU

147,000 inhabitants

Less than 500 IT&C gradu-

ates per year, out of a total

of 1,200 technical graduates

Small IT pool, whose size is

limited by the low number

of graduates

The availability of German

skills is higher than national

average, which attracted

employers looking for thisskill

BRASOV

253,000 inhabitants

Small number of IT&C graduates

(approximately 500 per year, out of a

total of 2,500 technical graduates)

The availability of German speakers is

higher than in other major cities

Brasov hosts several outsourcing

companies, whose teams developed

steadily across timeIt is also preferred as location for

opening a secondary office for a

company headquartered in Bucharest

or Cluj.

Romania

Talent Map

CRAIOVA

270,000 inhabitants

Around 440 IT&C graduates per year. Small IT pool,

whose size is limited by the low number of graduates.

Craiova lacks the power to attract IT candidates from

the main hubs, and the current talent need of the ITcompanies located here is covered to a large extent by

the talent supply from the University of Craiova.

PITESTI

156,000 inhabitants

Pitesti has recently evolved into an IT

hub since many IT players have

decided to open offices there

Many individuals born in Pitesti but

who live in Bucharest if given the

opportunity will return to work here

TG MURES

145,000 inhabitants

Approx. 110 IT&C graduates per year

Due to the fact that the city has a small number of

graduates, it can hardly accommodate large teams.

Graduates and professionals chose to relocate to

Cluj or overseas

The availability for Hungarian speakers is very high


13/35

13

Talent Hubs

Key Facts

Available

talent

Technical talent

(IT&C Professionals)

Talent suitability

Larger pool for

management and

senior roles; larger

Telecom pool, than

compared with other

cities

25,000 4,000 6,000 3,000 3,500

Foreign languages

Salary expectations

Complex technologies

(Technology Mix)

Technical Graduates

IT & C Graduates

Availability of spaces with

over 1000 sqm

Graduates

Real Estate

Historical and

respected IT hub with

multiple tech

universities,

candidates more

open to relocate than

in other cities

Larger pool for new

trends in technology

(mobile, UI/UX, etc.);

large IT hub, second

after Bucharest

Smaller hub than

Cluj, but also

oriented towards

new technologies

90% of the

candidates speak

English; a large

demand for German

speaking candidates

Larger pool for

technical French

speaking candidates

Largest pool for

technical German and

Hungarian speaking

candidates

Large pool for

technical German and

Hungarian speaking

candidates

Remain a reference

for the rest of the

country

20% smaller than

Bucharest

Almost equal to those

in Bucharest due to

the massive market

expansion in the last

years

10 % smaller than in

Bucharest

Being a large pool,

the candidates are

more specialized on

their area of

expertise, the mix of

technologies is more

rare than in other

cities

Medium to large pool

of Java & .NET

Developers, as well as

C/C++ (Embedded)

Developers

Largest pool of full

stack developers and

remote working

candidates, as well as

Java, C#/.NET,

PHP/Web

Developers

Large pool for

Front-End / Web

Developers and SAP

Consultants, as well

as Telecom

Engineers

5,700 4,500 4,200 2,500

2,000 1,100 1,700 1,100

YES YES YES YES

Bucharest Iasi Cluj Timisoara


14/35

14

Talent Hubs

Key Facts

Available

talent

Technical talent

(IT&C Professionals)

Talent suitability

Pool of Web Developers, C++

developers and Helpdesk

Engineers

1,800 2,000 2,000 2,200 600

Foreign languages

Salary expectations


(Technology Mix)

500 500 230

Brasov Sibiu Craiova

Technical Graduates

IT & C Graduates

Graduates

Small hub for Germanspeakers

20% smaller than in

Bucharest

Pool for C++ developers and

Helpdesk Engineers

2,500

Cloud & virtualization experts,

as well as C/C++ Developers

Smaller pool of Web/PHP

There is a rather limited

pool of .NET and Java

Developers, as well as Web

Developers, due to the

limited number of

companies that activate

here

Bigger hub for Germanspeakers

20% smaller than in

Bucharest

Reduced pool for Cloud &

virtualization experts

1,200

English speaking candidates

30% smaller than in

Bucharest

Small pool for automotive &

QA gaming engineers

500


15/35

15

Talent Hubs

Key Facts

Available

talent

Technical talent

(IT Development, Telecom,

Support/Administration,

IT Consultancy, BA/PM)

Talent suitability

The majority of IT people

migrate to Cluj , Sibiu or

Timisoara

350 - 400 200 - 250 300 - 350

Foreign languages

Salary expectations


(Technology Mix)

110

Targu Mures Galati Pitesti

IT & C GraduatesGraduates

Small hub for Hungarianspeakers

20% smaller than in

Bucharest

Front-End & CMS Developers,

Gaming

The majority of IT people

migrate to Brasov or

Bucharest

Small pool of IT Talent, they

usually migrate to

Bucharest

Lack of technical profiles withforeign language skills

40% smaller than in

Bucharest

C++, Java, .NET Developers

Lack of technical profileswith foreign language skills

30% smaller than in

Bucharest

Java & PHP & .NET

Specialists, a very small

pool of mobile developers,

helpdesk


16/35

16

Foreign

Languages

24%

0,77%

1,13%

1,62%

4,29%

6,90%

9,92%

12,95%

27,45%

98,38%

0% 20% 40% 60% 80% 100% 120%

I dont speak any

foreign language

Other Languace

Russian

Hungarian

Italian

German

Spanish

French

English

German is one of the most in-demand skills in

the market. Almost 180 jobs requiring German

are advertised at any time. But Germanspeakers are mostly spread in the West and

middle of Romania, so relocation rises real

difficulties to employers. Hiring German

speakers is doable due to the richness of the

salary & benefits package.


17/35

University Graduates

17

Romania

Talent Map

Graduates

Iasi

Tech Students

4,500

IT&C Grads 1,100

Brasov

Tech Students

2,500

IT&C Grads - 500

Ilfov

Tech Students

5,700

IT&C Grads 2,000

Sibiu

Tech Students

1,200

IT&C Grads 500

Timis

Tech Students2,500

IT&C Grads 1,100

Cluj

Tech Students

4,200

IT&C Grads 1,700

Over 7,000IT&C graduates


18/35

Salaries in Bucharest (Euro, net monthly sums)

18

Comp & Ben

Project Manager

2,000 2,500 Euro

IT Manager

2,000 3,000 Euro

The development of the IT sector in

Romania is encouraged through

exemption from the income tax of

16% of the IT employees who

graduated a long-term IT academic

specializations approved by the

Government.

When reaching managerial

seniority the importance of the

salary starts to decrease and other

perks become imperative:

benefits, flexible schedule,

international projects, remote

working, friendly environment.

Quality Assurance (Software)* Software Developer** System / Network Administrator

Junior

500 750 Euro

Middle

850 1,400 Euro

Senior

1,500 2,500 Euro

Junior

750 1,000 Euro

Middle

1,200 1,800 Euro

Senior

1,800 3,000 Euro

Junior

550 - 850 Euro

Middle

900 1,500 Euro

Senior

1,400 2,000 Euro

When changing jobs IT professionals will want an

increase of at least 30 % compared to what they

currently have. The salary ranges reflect different

offers across the market depending on company

policy & hierarchy (small startups will offer

sometimes bigger salaries than a multinational

company with strict salary policies). Also there

is a difference in pay from industry to industry;

IT focused areas will subsequently reward

employees better.

In terms of contract type the situation differs from

case to case; there are companies who will offer a

permanent work contract, project-based or sole

proprietorship (PFA). Its hard to determine the

ratio of these contract types but we can certainly

say that full time contracts are the most common.

*Manual + Automation **Various programming languages


19/35

Salaries in Bucharest (Euro, net monthly sums) 2015 new wave tech

19

Comp & Ben

Moving from the classic positions, we have the latest and most sought after titles of 2015; from Mobile

technologies to Security and all the way to Big Data this is the know-how that will determine what

2016 will bring!

Mobile Developer (iOS/Android) Mac iOS Developer(usually former iOS Developers)

Big Data Analyst

Junior

500 700 Euro

Middle

800 1,500 Euro

Senior

1,500 3,000 Euro

Junior

1,100 1,400 Euro

Middle

1,600 2,000 Euro

Senior

2,000 3,500 Euro

Junior

1,100 1,500 Euro

Middle

1,600 2,000 Euro

Senior

2,000 3,500 Euro

Security Monitoring Engineer Virtualization Engineer DevOps Engineer Full Stack Developer

Junior500 1,000

Middle

1,500 2,000 Euro

Senior

2,000 3,000 Euro

Junior

500 1,000 Euro

Middle

1,600 2,000 Euro

Senior

2,100 2,900 Euro

Junior900 1,100 Euro

Middle

1,100 1,700 Euro

Senior

1,850 2,500 Euro

Junior

1,000 1,300 Euro

Middle

1,300 2,000 Euro

Senior

2,000 3,000 Euro

The salaries are calculated accordingly to the average of the market, outliers may exist (exceptions for verygood/experienced professionals or companies that have the internal policy of paying at the 90th percentile)


20/35

Most frequent benefits requested by IT professionals in Bucharest

20

Comp & Ben

64% of IT professionals ask for Medical Insurance

46% of IT professionals ask for Financial

Support for Training

43% of IT professionals ask for

Flexible Hours

25% of IT professionals ask

for Meal Vouchers

22% of IT professionals ask for

Religious Holiday

bonuses

16% of IT professionals

ask for Gym Subscription

14% of IT professionals

ask for Vacation

Bonus


21/35

21

HR Insights

Depending on the desired language, the process might take from 2 weeks up to 3 months.

For highly requested languages (French and German) the process might even surpass the

3 months mark. From searching for a profile fit to signing the deal the process might

encounter the following obstacles:

A limited number of good profiles that meet both language and tech requirements

A lack of interest in a new position

A sudden change of mind from the applicants side (reasons might be strictly personal or

related to company profile)

A counter-offer from the applicants current employer (most common obstacle).

An analysis done for 2014 on over 550 successfully filled roles by Brainspotting,highlighted the following fill in time frame on different seniority levels:

Entry level 4 weeks (for students/candidates without notice period);

Mid-level 8 weeks;

Senior level 8 10 weeks;

Managerial level 16 20 weeks.

Intervals above are for recruitment processes where client interview and testing is done

immediately after the recommendation. Otherwise, the duration may increase with 20

to even 50%. Duration takes into consideration the notice period.

Time to fill a role


22/35

22

HR Insights

28.21% of the IT profiles have changed

their job at least twice, while almost

one quarter of the market (23.93%) have

changed jobs three times.

The chart shows the job changing fre-

quency for programmers / developers;

the pool consists of 446 respondents

from across the country with a

maximum age of 38.

More than

four;6,55% Other; 1,71%

Four;

7,69%

One; 31,91%

Three; 23,93%

Two; 28,21%

IT Professionals with over 2 years work experience have had on average between

2 and 3 jobs, while less experienced IT individuals are still at their first job.

Other;1%

One; 22%

More than

four;

8%

Four; 10%

Three; 29% Two; 20%

Other;

2%

More than

four;

4%Four;

1%

Three; 8%

Two; 2%

One; 63%

N*IT Professionals 2 yrs+ Experience = 320 N*IT Professionals 0-2 yrs+ Experience = 125

Q: How many jobs have

you had until now?

Data is taken from the Most

Desired Employers Survey

2014 for the IT Industry

Employee Churn


23/35

Employee Churn

23

HR Insights

Usually when candidates are looking for a job (actively or passively) there are

certain aspects that are missing from their current job. From the market data we

gathered we observed different patterns for entry level professionals and seniors.

Junior level (1 3 years experience) they

change jobs more frequently, on average

every 1-2 years; they are attracted to the

salary & benefits package, cool working

environment and tend to switch job based

on these aspects.

Medium level (3 5 years experience)

they change jobs every 2 to 4 years and

they look for a mix of challenging projects,

new technologies and financial incentives.

Senior level (5 years + experience) theyare more stable, career oriented, changing

jobs only if a true development opportunity

appears; on average they spend 4 to 5

years on a position.

Team leaders there are not as many jobson the market as for pure developers so

they show more stability; on average they

spend 5 to 7 years on the job then they

promote to project management or

software delivery management roles.


24/35

24

HR Insights

Over 3,000 IT &C jobsadvertised across many

industries

1 in every 3 jobsavailable in IT is

Java related

Most requested programming languages

Most advertised job openings for IT&C professionals

Job type percentage across all industries

Software

Developers

55%

Other (ex: Tech

Support)

15%

Mobile

Developers (iOS/

Android)

4%

Project

Managers

6%

Consultants

5%

Business Analysts

3%

Architects

3%

Testers / QA

9%

Programming Languages

Other

23%

.Net / C#

15%

Java

28%

C / C++

12%

PHP15%

Mobile

7%

Others:

SQL, PL/SQL, Cobol,

Python, Ruby, Perl, JavaScript


25/35

25

HR Insights

Emerging in 2015

Scala

Android

iOS

Ruby

PythonErlang

Clojure

Haskell

Golang

Programming

languages to

know in 2015

3D Printing

Smart

Machines

IoT/IoE

Big DataAnalytincs

CyberSecurity

Cloud

Computing

Virtual

Reality

Technologies &

Trends to watch

for in 2015


26/35

26

HR Insights

IT Recruitment Trends

Job fairs are not that

crowded with IT

professionals but

conferences,

hackathons and tech

events are a good

place to find talent.

Shifting from the

traditional offer to a

package that

includes:

international

exposure, work from

home and a variety

of trainings.

There is an increased

interest for a mix of

known technologies

plus a foreign

language (German is

one of the most

sought after, as are

more exotic ones like

Dutch).

Hiring talent with

niche skills at any

time due to the lack

of offer on the

market. Its no longer

a question of having

an opening, but

seizing talent when

given the chance.

Students count on job boards and company websites

to scout for jobs while professionals go to

connections in companies

Training programmes and a friendly office

environment are some of the perks IT people look for

A targeted employer brand survey will unveil insights

into specific groups and their opinion on certain

companies

Job fairs are still attended by candidates but not

as crowded as other events like: tech conferences,

gaming events, hackathons and university open days

A transparent career development plan will challenge

the candidate to achieve project goals.

72%of ITprofessionals are

FULL-TIMEemployed

65%of ITprofessionals are not

actively looking for a job,

but would be open for

discussion if the

opportunity arises

Company sitesAre the most used channels for

looking & applying for jobs for

both IT students &

professionals

Recruitment practices should be distinctly divided

between the two target groups: students and

professionals. Talent attraction strategies should

rely on these facts:


27/35

What are the professional objectives

you want to accomplish in the next 3

years?

The most striking pattern we notice for objectives is the attention individuals give to becoming an

expert in their field. They will look for employers that offer training programmes, challenging projects

with technology mix, but who also respect the work-life balance.

27

HR Insights


What are the most common criteria IT

professionals use when choosing an

employer?

Work-life

balance

54% Coordinating

projects

22%

Becoming

a specialist

62%

Becoming

a manager

17%

Be well

paid

46%

Challenging

responsibilities

26%

Safe jobs

(27%)

Training

programs

(37%)

Flexible

working

hours (27%)

Good

reputation /

image

(33%)

Salary & benefit

package

(51%)

Friendly

environment

(37%)

The figures in brackets () represent the percentage of IT professionals for whom the criteria is one of their 3 most important ones.


28/35

28

HR Insights


In case you are / have coordinated a team, how much experience do you have doing this?

I'm not coordinating /

I never coordinated

53%

0-6 months

16%

7-12 months

7%

1-2 years

9%

2-3 years

6%

3-5 years

5%

5-10 years

3% Over 10 years

1%


29/35

29

Candidate

Behavior

Insights

Most Desired Employers Survey - IT Market

446 Developer/Programmer Respondents

Becoming a specialist

Work-life balance

Be well paid

Challenging responsibilities

Coordinating projects

Creating new products

Reacing a material positions

Starting my own company

Working abroad

Working on a strategic level

Job Rotation

Other objective

62,25%

64,61%

46,29%

24,04%

21,35%

17,08%

15,51%

13,93%

13,48%

13,48%

4,49%

2,70%

0,45%

0% 10% 20% 30% 40% 50% 60%

Programmers / Developers

*Percentages out of total valid N*IT Professionals = 446

Professional Objectives

Professional objectives show what

candidates want from a job and help you in

building a coherent employer branding

strategy. Becoming a specialist shows that

candidates are looking for training plans,interesting projects that will help them grow.

Q: Please select maximum 3 professional

objectives that you want to accomplish in the

next 3 years. (Please choose maximum 3

options.)*


30/35

30

Candidate

Behavior

Insights





Criteria for choosing an employer

When looking for a new job, candidates pay

close attention to aspects like salary & benefit

package and having a friendly environment.

Advertising this information will attract and

retain the right candidates.

Q: Which are the 3 most important factors that

you take into consideration when choosing an

employer? (Please choose maximum 3

options).

Salary & benefit package

Friendly environment

Flexible working program

Good reputation / image

Challenging jobs

Safe jobs

International opportunities

reative & dynamic environment

Availability of mentorship

Rapid promotion opportunities

Accesible office

Well known products / services

Other

Training programs

52,36%

41,12%

31,69%

30,34%

30,56%

25,62%

22,70%

15,28%

12,36%

10,79%

8,76%

8,76%

5,17%0,22%

0% 10% 20% 30% 40% 50% 60%


31/35

31

Candidate

Behavior

Insights





The most wanted benefit is the medical

subscription, closely followed by flexible

working hours. Allowing employees more

freedom with their schedule proves that the

company has an employee satisfactionoriented policy.

Q: Please choose 3 benefits that you consider

as fundamental for the offers of the employ-

ers. (Please choose maximum 3 options.)

Medical subscription

Flexible working hours

Finnancial support for trainings

Christmas / Easter bonuses

Meal vouchers

Gym subscription

Vacation bonuses

Catering

Laptop

Transportation allowance

Private pension

Life insurance

Work car

Mobile phone

Other benefits

64,49%

48,99%

35,73%

28,54%

28,09%

18,65%

14,38%

12,81%

11,01%

8.09%

4,94%

4,49%

4,27%

1,12%

1,35%

0% 10% 20% 30% 40% 50% 60% 70%

Most wanted benefits


32/35

32

Candidate

Behavior

Insights





When asked why they accepted their last job

most candidates answered that the flexible

working hours determined them in saying yes.

Again this perk attracts candidates surpassing

the richness of the salary offer.

Q: What determined you to accept your last

job? (Please choose maximum 3 options.)

0% 5% 10% 15% 20% 25% 30% 35%

Job/Offer acceptance criteria

40% 45%

Flexible working program

Salary & benefit package

Good reputation / image

Friendly environment

Challenging jobs

Training programsSafe jobs

Accessible office

International opportunities

Creative & dynamic environment

Availability of mentorship

Well known products / services

Rapid promotion opportunities

Medical subscription

41,35%

38,65%

32,36%

30,34%

25,84%

21,80%18,65%

16,18%

10,79%

10,11%

8,54%

6,74%

3,82%

2,25


33/35

In order to have successful recruitments, there are a few tips & tricks to be taken into consideration.

First of all, the recruitment process must be fast & dynamic, but placed in realistic timeframes, allowing quality

sourcing and interviewing. Given the great variety of jobs in the sector, good candidates receive many offers and

they can conclude a recruitment process after only 1 interview or in less than 1 weeks time.

The process must also be completely transparent (between the HR department/provider - Hiring Manager/client),

with constant, in-real-time feedback from both parties (about the recruitment process and the market, the pool of

candidates, difficulties in the process, plans of improvement, suggestions, etc.)

Then, marketing of the opening and candidate attraction: it is well known that a well marketed role can attract a

higher number of candidates and a better quality of applicants. The first step for a good job marketing is to put

together a short, but comprehensive Job Description, that includes a catchy, but understandable title -that will grab

the readers attention-, the company history / profile and a brief description of the projects. The JD must contain

the job summary (3 - 6 line overview of the opening), future responsibilities (essential functions and tasks of the

job), required skills & qualifications (must-have & nice-to-have) and other details such as department, language

requirements, travel availability and included benefits.

33BrainspottingTips & Tricks

to successful

IT%C Recruitment

There is a common practice nowadays that companies make counter-offers to the employees who have decided

to leave their roles, but what is to take into consideration is the fact that, from our experience, more than 50% of all

employees who accept counter-offers change either way companies within the following months. Once a

candidate shows that he is willing to leave, it is a signal that he is unhappy or that he is in an active search. After

accepting to stay in the current company, his involvement and dedication are often questioned and he/she might

reconsider the reasons of his/her desire to leave in the first place.


34/35

Proof of know-how

The level of seniority is not only

dependent on the number of years

spent In a position but the amount

of technicalskills accumulated in the

process. While tests will can easily

be sidestepped a face to face

interview will uncover gaps & over

inflated skills. Honesty about your

levelof knowledge (especially

language and programming skills)

can onlyensure a perfect match with

thejob.

International exposure

Working or studying in an

international environment improves

the individuals skill set from many

different perspectives:

-cultural awareness

- project variety

- increases adaptability

- improves leadership

- widens professiona network

Students & graduatesGood grades and scholarships go

best with extracurricular activities

like: workshops, open days and

personal projects

Finally, once a recruitment process was happily ended (role filled) it is important to remember that the new

employee expects a professional on-boarding experience (assigning the new hire to a team with either a coach/

buddy, meeting all the colleagues, showing him/her that he/she is a part of the company) and signs of a good

retention strategy (one-to-one periodic evaluations, employers trying to meet the initial requests, recognition of

the work and breakthroughs, a transparent and meritocratic career plan).

All the above can lead to a much higher rate of success and can also position the company as a cool employer

focused on its employees, by creating a strong employer brand.

34BrainspottingTips & Tricks

to successful

IT&C Recruitment

Maria Hostiuc

Senior IT&C

Recruitment Consultant

This report is property of, and embodies proprietary information belonging to Brainspotting. The contents of this document can be reproduce only by mentioning Brainspotting as source.


35/35

Thank you for your time and interest!

Please feel free to share your thoughts and insights

or contact us for questions, remarks or suggestions:

Violeta Ciutac

Sales & Marketing Manager

ro.linkedin.com/in/violetaciutac

(+40) 725 584 962

Documents

Brainspotting ITC Talentmap 2015-20162