The COVID-19 pandemic has had a huge impact on the way we function professionally, and as a result there have been significant changes in remote work and hybrid models. Companies around the world, including Poland, have begun to recognize the advantages of remote work. At the same time, they are forced to adapt to the changing demands of remote and hybrid work models. Let’s take a look at recent trends, challenges and changes taking place in the Polish labor market based on the latest data and insights from industry experts.

Definitions of remote work in Poland

The definition of remote work and occasional remote work is one of the key new issues. Polish labor law now formally recognizes these concepts, which creates a legal framework for employers and employees. 

According to Article 6718 of the Labor Code, “Work may be performed completely or partially at a place designated by the employee and agreed with the employer on a case-by-case basis, including at the employee’s home address, in particular using means of direct communication at a distance (remote work).”

The Labor Code provides for both total remote work and hybrid remote work, i.e. work done partly at home and partly at the company, according to the needs of the individual employee and the employer.

Under the new regulations, an employee who is hired on a full-time basis will also gain a new right to request up to 24 days of remote work per year from the employer, known as occasional remote work. The new changes therefore contribute to greater flexibility of work performed. 

However, in addition to these positive changes, there are new obligations and rules of remote work for employers, especially with regard to covering remote work by employees.

Changes in employers’ obligations

New regulations on remote work create new obligations for employers, including establishing work regulations:  policies and guidelines for remote work, creating personal data procedures and data protection, implementing health and safety protocols or modifying employee contracts. 

Employers are required to provide the necessary materials and work tools, including technical equipment, for remote work and to cover the costs associated with it for their employees. Provisions on remote work also provide for an employee’s use of private work tools, such as a laptop, in the event that both parties to the employment relationship agree. In such a case, the remote employee is entitled to a cash equivalent in the amount agreed with the employer.

The employer is also obliged to provide the employee whose work is performed remotely with the training and technical assistance necessary to perform work. 

An employee’s remote work brings costs, such as the need to cover expenses such as energy bills, which can be challenging to calculate. Employers should take into account market prices and the amount of materials and tools consumed on working remote in Poland.

Conditions for determining remote job 

Both the employee and the employer have the right to request a change in the terms of the contract in case of remote work. The employer may request the employee to work under the conditions of remote work in certain situations. This may include a condition when the employer is temporarily unable to provide safe working conditions. 

Employees also have their rights and can request remote work in certain circumstances, i.e. a pregnancy, an employee raising a child under the age of 4, or an employee who supervises the care of another family member with a disability certificate. 

Both the remote workers and the employer have the right to withdraw from remote work in favor of on-site work. Together, they should then set a deadline for reinstating working conditions on a traditional basis. 

An employee who wishes to work remotely can hold jobs in different locations, as long as each location is approved by the employer. In the event of a change in work location, the employee should inform the employer. 

The Evolving Work Market in Poland: Trends and Insights on working from home

In recent years, the work market in Poland has experienced significant shifts, influenced by global trends and local dynamics. Let’s take a look into the current tendencies in the Polish work environment, drawing from recent data to highlight key changes and emerging trends.

Labor Policy and Remote Work in Poland: Conclusions from a recent industry meeting

As Recruitment agency in Poland we are part of different association of companies. In May we joined a call with other companies (around 40) active in the Polish market.

These are the findings of the call:

Over the past six months, only 11.9% of companies have altered their work policies, indicating a relatively stable approach despite the broader industry trends. 

• No changes: 88.1%
• Changes implemented: 11.9%

This stability could be a result of companies having already adapted their policies during the earlier stages of the pandemic or being cautious about making further changes.

Work from Abroad Flexibility

When it comes to the number of days employees are permitted to work from abroad annually, the responses indicate a cautious approach:

• N/A: 54.8%
• Up to 30 working days per year: 16.7%
• Up to 20 working days per year: 11.9%
• Up to 15 working days per year: 4.8%
• Up to 10 working days per year: 2.4%
• Up to 2 months per year: 2.4%
• Up to 3 months per year: 2.4%
• Up to 6 months per year: 2.4%
• Unlimited: 2.4%

A significant majority either do not allow working from abroad or have not specified a policy (N/A). However, a notable segment, 16.7%  offers up to 30 days, reflecting a flexible yet controlled approach.

Issues with Local vs Corporate Work from Office Policy

Challenges arise when aligning local and corporate work-from-office policies, with 28.6% of respondents reporting issues. 

Those reporting issues cite increased attrition and challenges related to potential unfair treatment under labor law as primary concerns.

Work From Home Trends

The extent of fully remote work varies widely:

• Below 10% fully remote: 57.1%
• 10-20% fully remote: 21.4%
• 40%+ fully remote: 14.3%
• 21-30% fully remote: 4.8%
• 31-40% fully remote: 2.4%

This distribution shows that while remote work is becoming more common, a significant proportion of the workforce still operates primarily from the office.

Incentives for Office Work

To encourage office attendance, some companies offer benefits:

• Yes: 43.9%
• No: 56.1%

A slight majority (56.1%) of companies do not offer specific benefits or incentives for office work, which may reflect a shift towards valuing remote work as part of the standard employee experience.

Office Attendance

Most employees work from the office 1-3 days a week (66.7%), suggesting a strong preference for hybrid work models that balance remote work with office presence. 19% of employees work from the office 1-3 days a month. Only a small portion (4.8%) work from the office 4-5 days a week.

This trend highlights a dominant hybrid model where employees split their time between home and office.

Hybrid Work Model

The hybrid work models in place vary:

• Uniform Rules for Everyone: 45.2%
• Flexible based on teams: 40.5%
• Policy applied globally: 31%
• Dependent on role: 26.2%
• Fully flexible: 7.1%
• Other: 7.1%

There is a clear preference for either universal rules or team-based flexibility, with a smaller proportion offering full flexibility.

Trends in office work (2021-2024)

Office attendance has fluctuated but shows a gradual increase:

• May 2021: 5.6%
• May 2022: 21%
• May 2023: 24.7%
• May 2024: 24.6%

Forecast for June 2024: 25.6%

The average daily percentage of employees working from the office steadily increased from 5.6% in May 2021 to 24.6% in May 2024, with a projection of 25.6% in June 2024. This trend suggests a gradual return to office environments, albeit at a moderate pace

IT Industry Perspective 

In the context of the IT industry, which plays an important role in Poland, different approaches and preferences of employees are evident. According to Bulldogjob’s 2023 report, 65% of IT workers participating in the survey worked remotely and 27% on a hybrid model. More than half, 54%, of those surveyed indicate working remotely as their preferred mode of work and only 9% work fully from the office. When asked about the number of days respondents would like to work remotely, 54% said every day, 29% 3-4 days and only 3.6% said they did not want to work remotely. These results indicate that the majority of candidates in this industry prefer flexible working, such as hybrid work, which allows them some freedom to choose where they work. 

There are occupations where the tendency to work remotely is higher than others. Due to the nature of some jobs, remote work may be a better choice that affects the employee’s efficiency and workflow. However, there is still a need for face-to-face interaction in some jobs, which influences decisions to work on-site. Therefore, it is worthwhile for employers to listen and take into account the capabilities and preferences of their employees when writing employment contracts. 

From the companies’ perspective, on the other hand, onsite work can often prove to be a more desirable choice. Our own observations show that most employers have decided to return fully or partially to the office after the pandemic. 

Conclusion

The Polish labor market is characterized by a cautious approach to remote and hybrid work, with an emphasis on structured policies and gradual adaptation to new work models. While most companies have not changed their work policies recently, there is a clear trend toward hybrid models and a balanced approach to office presence. Companies are focusing on recruiting, retaining employees and maintaining a positive work culture in the face of these changes.

The dynamic transformation in the way we work is now noticeable. Remote and hybrid work are becoming more common, and appropriate regulations are key to ensuring the smoothness and security of this process. The challenge for employers and employees is to balance flexibility with the need for social interaction.

At ITSelecta Recruitment, we have supported companies in recruiting talent for fully remote, hybrid and on-site positions. We are ready to help your company as well, tailoring the recruitment process to your company’s specific needs, both in and out of the office.

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One common question asked by our foreign clients when hiring new employees in Poland is about the bank holidays they need to respect. Unlike some other countries, Poland has a slightly higher number of bank holidays, for example last year in Italy there were 12 public holidays, in the USA you can find 11 bank holidays or in the UK just 10 of them. In 2023 in Poland we will have 13 bank holidays, you can find the list below also with their Polish names and dates:

It’s important to take these holidays into consideration when offering a cooperation agreement to a Polish IT professional because a majority of them expects to have it as a holiday. If you need to employ IT professionals in Poland, we are here for you and we can suggest the best way to handle everything from the bureaucratic point of view.

Contact us at info@itselecta.com. We can provide you with more information and guidance, not only regarding bank holidays but also other useful information.

If you liked this, you might find also interesting our other articles: 5 reasons why Poland is the best place for IT Developers or How to attract a foreign talent?

Sources:

1. https://www.gov.uk/bank-holidays
2. https://publicholidays.it/2023-dates/
3. https://www.chicagofed.org/utilities/about-us/bank-holidays
4. https://kadry.infor.pl/kadry/indywidualne_prawo_pracy/czas_pracy/5673928,kiedy-przypadaja-dni-wolne-od-pracy.html

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We, as recruiters, all know how difficult it is to find foreign talents for some projects. There are very often many differences and even obstacles. We try to use the best methods that we have but not always they work, why is that? In this article, we will try to answer this question.

Bear in mind different cultures and languages

First of all we need to understand cultural differences and language barriers: not in every country we will have the same recruiting patterns or even working standards: for ex., in Italy it’s important to have a stable contract and know the hiring company even before knowing salary expectations while in other countries the renumeration issue might be the most important.

Also, about the salary, we need to consider the lowest wage in every country as well as cost of living and currency changes. These small details will help you understand if the conditions that you offer are sufficient and it’s worth trying to launch a new recruitment process.

Relocation package: doesn’t always need to be money

Many people are willing to relocate abroad especially to gain new experience, especially if they are freshly graduated students. This is the best moment to attract foreign talents and offer them a great development of their future career. The only problem is that not always they are aware of living abroad and they will need assistance for relocation. Many candidates before moving to another country always ask about any kind of relocation package that can help them decide whether to start their career abroad. It isn’t always about money, it can be some guidance on working styles, finding an apartment or even buying flight tickets.

Remote working possibilities: at least in the first phase of work

Another important fact can be that most candidates very often ask about remote opportunities. Nowadays, after a pandemic situation, it is more natural to ask about this type of working as well as it is easier to hire someone and also find a job. We all know that many companies want to have their employees back on site but for new talents especially when they live abroad it is very often better to start working remotely at least at the beginning of a new job. It will definitely help you attract more candidates without losing the opportunity to get in touch with the best ones and find a long and fruitful collaboration.

More experience = less willingness to relocate

From some of our experience, we can assume that many foreign talents are not willing to relocate once they have settled down with their family. For these candidates it can be more difficult to consider changing countries or sometimes even companies. The older people get, the less likely they are open to changes not only in their private life but also in the professional one. It can also be based on cultural and personal beliefs. Sometimes it seems to be a good solution to look for less experienced talents but focus more on personalities and soft skills of each individual. Supporting career development of the employees and believing in their potential can result in better work and company engagement.

Benchmarking job markets of interested countries

This point can be an obvious one but in some cases extremely difficult, especially if you are a company that does not have any experience in hiring foreign talents or is just about to enter a foreign market. Before starting any recruitment process it is essential to build and prepare a strong analysis of the job market and take into consideration cultural and language differences, economical and sociological aspects as well as working culture. There can be some details that you don’t pay attention to but can result in big problems later, such as contracting types, bonus programs or working conditions in a specific country.

If you are looking for your new foreign talents in Poland or you want to enter into the Polish labour market, we would like to help you to avoid all the difficulties that you are not even aware of. We will take care of all the recruitment procedures not only considering finding the best talents but also helping you implement your company in the Polish market.

Please don’t hesitate to contact us if you have any questions: info@itselecta.com or +48 508 033 065.

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The world is experiencing rapid changes, the digital landscape is evolving and it comes as no surprise that the demand for tech-savvy people is increasing every day. It is fundamental for any business to adapt to these changes in order to stay competitive.

Selecting a programming language for any project requires extensive research of its features. It also depends on what technologies are trending on the market. In today’s blog we would like to make decision making for both our clients and candidates one step easier. Check out the list of the trendiest technology breakthroughs to watch out for.

Python holds the top spot as the most widely used programming language worldwide in 2023, as per the Github PYPL Index. Java is the most googled technology in 80 out of 162 countries and has a market share of over 50%. Languages like Swift, Rust and Go are showing an increase.

Let’s dive in and see what are the top programming languages with the largest developer communities this year.

Python

Python, the king of programming languages, is regarded as the future of programming languages and is making a strong showing on the market. Python is a very versatile, simple and a powerful option. It is used not only to create applications and websites but to automate daily tasks and processes. It is perhaps the most user-friendly language, used for a range of routine activities including managing finances since it is very simple to learn. Python’s syntax is intuitive, clear, and almost English-like.

Online giants like Google, Instagram, Pinterest, Youtube, NASA use Python for development.

Java

Java, a force in today’s digital world. It is one of the most powerful programming languages. More than 3 billion devices utilize Java in artificial intelligence, desktop applications, web development, mobile applications, cloud applications, and more. One of the oldest languages, created back in 1995. It is the main language used behind Android. Features: object-oriented programming, high level of security and huge number of open-source libraries.

Companies that use JAVA in their development process are Netflix, Google, Adobe, Airbnb, Spotify, Amazon.

JavaScript

According to Stack Overflow’s Developer Study for 2022, JS is the most popular language among developers for the tenth year in a row. JavaScript is a friendly language for beginners due to its flexible syntax and it is crucial to front-end web development. This is a functional programming language, used for web pages and non-browser environments.

Companies like Microsoft, PayPal, Uber, Twitter, Gmail and Facebook use JavaScript to create interactive web pages and dynamically display content to users. It is a great language that allows creating rich interfaces, it is very fast and used everywhere on the web. Investing in JavaScript training might be a great professional move to make in 2023.

C#

Microsoft created C# back in 2000. This is a programming language that runs on the .NET framework. This is a general-purpose language which makes it a very good choice for many projects. A highly demand simple and fast language with great integrity and interoperability. C# can also be used to create interactive APIs if you want to provide data service to other developers or applications. Perfect for Windows, Android, and iOS apps. Top choice for mobile and video games. C# and C++ are the languages used for the Unity engine.

It has been a choice for many leading companies like Accenture, Delivery Hero, Stack Overflow etc.

C/C++

They look familiar but the difference is significant. C is a middle level language; C++ is a high-level one. C/C++ is used as a foundation for understanding other languages. C++ is the extension of the C programming language. It is frequently used to create desktop applications, GUI applications, 3D games and real-time mathematical answers. A popular choice when it comes to creating games, animations and mobile apps. C++ provides excellent tools for managing complex and large projects.

It is used by LinkedIn, Opera, NASA, Evernote and Facebook.

PHP

PHP is one of the initial server-side languages. It is best suited for web development and can be embedded with HTML. PHP is open source and it is extremely user-friendly for new developers. Easy to learn, faster than other scripting languages, highly secure to prevent threats. Currently PHP developers are in great demand and it looks like the language will maintain its significance in the next years. The majority of mobile applications are created using PHP and its coding skills. Nowadays, it has become more common to construct healthcare applications with PHP.

Websites like Slack, MailChimp, Wikipedia, Yahoo, and Facebook run on PHP.

TypeScript

One of the most used programming languages among developers. TypeScript is a syntactic superset of JavaScript that adds static typing. This basically means that TypeScript adds syntax on top of JavaScript, allowing developers to add types. TypeScript is allowing to specify the types of data being passed around within the code, and has the ability to report errors. For example, TypeScript will report an error when passing a string into a function that expects a number. JavaScript will not. It uses compile time type checking, therefore checks if the specified types match before running the code, not while running the code.

Slack, Accenture, Kavak, Asana use TypeScript in their tech stack.

Swift

Swift is a powerful and intuitive programming language developed by Apple in 2010 and released in 2014. It is used for iOS, iPadOS, macOS, tvOS, and watchOS. Writing Swift code is interactive and fun, the syntax is concise yet expressive. Swift includes modern features loved by developers. Code is safe by design and produces software runs lightning-fast.

Apple isn’t going anywhere as a tech industry leader, and iOS apps continue to be the most profitable in the mobile app marketplace. If you are interested in Apple products and mobile app development, Swift is a very good programming language to consider.

Startups using Swift are Uber, Glovo, DoorDash, Asana, Robinhood and more.

Go

Go is the language created by Google and it is fast. It was built for speed and it is considered to be among the fastest programming languages in 2022. Go is an open-source language, and ambitious developers can see their personal contributions adopted and enjoyed by programmers worldwide. Go is perfect language for building web servers, data pipelines, and machine-learning packages. It facilitates AI and data science processes.

Huge companies like Google, Dropbox, SoundCloud and Twitch use.

It’s decision time – choose your coding path!

The IT sector is changing and evolving every day. It is exciting to see the new tech trends which emerge on the market. We have shown here just a number of the most popular language trends at the moment. Whatever your interests or needs are, the tech world has plenty of possibilities for you to choose from.

If you are a company looking to expand your IT Development team to Poland, get in touch with us and we will help you do the magic. We have a strong network of skilled professionals who can help you achieve your business goals.

If you are a developer looking for a new rocking experience – get in touch with us and send your CV to info@itselecta.com – We will be happy to discuss exciting opportunities.

Sources:

1. https://insights.stackoverflow.com/survey/
2. https://pypl.github.io/PYPL.html

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After graduation, I will find a new job. Easier said than done. How to be prepared to face this abyss between studies and your first work experience? Where should we look for new opportunities or future employment choices?

Focus on your skills

First of all, we should understand what our studies can give us that we can exchange for our product and that it can be a good solution for our future employer. In other words, we should think more about the questions that many recruiters ask us: Why should the company hire you and not other candidates? We need to answer this question honestly and find out what practical skills we have gained so far during our studies. Is it good time management skills or good communication skills? Then we need to give an example of when we used this skill or how it helped us to resolve a problem in the past. This model of interviewing is called the STAR model.

Manage your LinkedIn profile

Secondly, think about your Linkedin profile! Many job offers can be found right away after your graduation, they don’t require any kind of experience, and the most difficult part is to find the right candidate. Linkedin platform can be a form of your online CV where your future employer can easily contact you if you use special keywords that can describe your skills or study field. Just focus on your strengths and put them on your profile in order to be better visible and easier reachable by recruiters that can offer you your first career after graduation.

Some useful keywords:

• Entry level, junior, no experience required
• Internships, programmes for graduates

Get to know the companies that already work in your study field

As your next step, you can do a search on the internet about the companies that work already in your study field. There can be people who finished the same university and have already found jobs in good workplaces. You can ask them directly or just find out what kind of jobs they have been doing so far. Then follow the companies and understand their way of working, the most important is to understand if you like it and if you want to be a part of their team in the future. Your honest motivation and real interest in a company is sometimes the best thing that you can show during the interview!

Final thoughts about finding your dream job after graduation

You can also follow recruitment agencies that can have a wide variety of job offers not only for one company but many others so you can find out about market need at a particular time but also the recruiters from these kinds of agencies are more willing to help and advice young graduates how to be better prepared before their first interview with important companies!

If you are looking for new opportunities feel free to check our open vacancies. We are recruiting all over Europe for many sectors. Our multicultural team is dedicated to finding the best opportunity for you so feel free to reach us.

YOU CAN REACH US AT INFO@ITSELECTA.COM OR +48 506 033 065.

Check our website to be sure you will not miss any vacancy that might be your future dream job also with different languages: www.itselecta.com

We wish you GOOD LUCK for your future interviews,

your ITSELECTA TEAM

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In case this is the first time you are hearing about Clutch, they are a B2B ratings and reviews platform based in Washington, DC. They evaluate technology service and solutions companies based on the quality of work, thought leadership, and client reviews.

Going back to our year in review, our company was able to receive a total of 4 new reviews last year with an average review rating of 4.9 out of 5.0. Furthermore, all 4 of our reviewers noted that they are 100% willing to recommend us to their friends, family, and colleagues in the industry.

These are incredible figures considering that this is our first-ever year on Clutch! To be recognized as one of the top HR consulting firm and IT companies on their platform is another thing that we are very proud of! We are going to work harder to help improve the review numbers and average review rating next year.

We are your best choice for outsourcing your IT process and for recruiting your internal or external team! Give us a call and let’s talk about how we can help you and your business further.

The post ITSELECTA Revisits Debut Year on Clutch’s Platform with Latest Year in Review appeared first on ITSELECTA.

We offer customized solutions and services, partnering with different kinds of firms with various niches. Our team implements a unique and rigorous HR approach to business development, making sure that we take into account every possible variable to achieve optimal results for our clients.

To help you understand how far we go for our clients, we’re going to tell you a bit more about what our clients say about us. Just recently, we’ve been made aware that one of our beloved clients wrote an online review for our services on Clutch.

Clutch is an independent B2B review and rating platform based in Washington DC. The site sees millions of browsers that want to know more about different B2B industries globally.

For our latest review, Andrea Fragola, the sales officer of Fragola S.p.A., a turnkey plant designer and manufacturer, wrote a comprehensive review about our previous human resources project.

Back in 2020, our client wanted to expand their international sales team as they scale their operations. They needed a service provider that has roots in the thriving Polish market to recruit top-class sales managers to drive their global revenue.

“Thanks to ITSelecta we were able to identify and interview several good candidates for our team. We ended up with new agents for the Polish market. They helped to increase our sales and branding in this country. ITSELECTA acted not only as a recruitment partner but also as a consultant suggesting us the best way to start the cooperation with the selected candidate also in terms of the agreement.” — Sales Officer, Fragola S.p.A

Our clients’ trust allows us to continue doing what we love to do. Their feedback provides countless opportunities for our team to flourish and grow. We couldn’t be more grateful for them.

If you want to see the full scope of our review, you can check our profile on Clutch to take a personal look. Thank you so much to Fragola S.p.A. for this wonderful rating!

Aside from our newest Clutch review, ITSELECTA is also listed on The Manifest, a business news platform dedicated to providing in-depth B2B wisdom. According to their latest findings, our team ranks among the top 60 highest-performing HR consulting firms in Poland this 2021.

See why we’re ranked with the best and why our clients love working with us! Send us a message and let us know how we can help. The entire ITSELECTA team is looking forward to working with you!

If you are looking for new opportunities feel free to check our open vacancies. We are recruiting all over Europe for many sectors. Our multicultural team is dedicated to finding the best opportunity for you so feel free to reach us.

You can reach us at info@itselecta.com or +48 506 033 065.

Photo by krakenimages on Unsplash

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During lockdowns, companies that could still operate had to adapt very quickly to social distanciation. One year and a half later, many workers worldwide still operate online.

When working from home was unusual before, it is now very common.

Companies had also to adapt their recruitment processes to social distanciation. Most organizations are digitalizing their recruitment processes: calls, video calls, online assessments, and online onboardings are now largely widespread.

Many companies choose to employ candidates remotely, or partially remotely. Most of the time, when you get hired for a remote contract, you will have to stay in the city, or at least the country in which the head office is located. You will see later in this article how you can make a difference from other candidates.

The pandemic impacted many activities and so increased unemployment

Many industries have been highly affected by the pandemic:

• Travel & Tourism: in Poland, in March 2020, the occupancy rate declined by about 40% in comparison to March 2019.
• Hotels, bars and restaurants
• Entertainment
• Conferences and trade shows
• Manufacturers

Overall, when it comes to high contact services, activity in these sectors was 25% below pre-COVID-19 trends.

Hence, it is not surprising that many people lost their jobs, or closed their businesses because of the pandemic.

On the other side, some sectors became winners in this pandemic

Fortunately, some activities have experienced unprecedented growth with the COVID-19 pandemic.

The following sectors are in high hiring demand:

• Pharmaceutical & Life Science: Healthcare jobs are in high demand and are projected to grow by 14% between 2019 to 2029 (Bureau of Labor Statistics).
• IT: with increasing digitalization among companies, IT is now a key success factor. Roles such as Database Architect/ Designer, Tech Support Engineer, Software Developer and ERP Consultant are currently in demand.
• Wellness: the global wellness market is increasing and now worths $1.5 trillion globally.
• Education: social distancing is also increasing digitalization in the educational system. This growing industry is expected to hire more in the next months.
• Digital Marketing: with the number of people shopping online, digital marketing professionals will continue to grow and be in high demand.

Priorities are changing: concerns for sustainability and equity are growing

More consumers are declaring that they are willing to pay more for sustainable products and services. This sector is expected to grow: over the past five years, the popularity of searches for sustainable goods increased by 71% (Economist Intelligence Unit). From 2016 to 2020, the number of companies committed to sourcing practices that protect biodiversity increased by 45% in the food, cosmetic and natural pharmaceutical industries.

Recommendations:

1. Differentiate yourself from other candidates in the recruitment process

As mentioned previously, many companies are recruiting remotely. But others still want their employees to come to the offices (when the sanitary situation allows it).

Many people got very comfortable working from home during the lockdowns. This means that when they are looking for a job, they will only look for remote opportunities.

If you want to increase your chances of being hired, do not be afraid of coming back to the offices. You can still negotiate a few days per week remotely. Recruiters will highly appreciate someone who is flexible and motivated!

Another way of being noticed by recruiters is to check our guide to approach recruiters.

2. Don’t be afraid of change in work and life

Have you ever considered changing sectors, or locations? If not, it could be the right time to take risks and experience new things.

If you have this possibility, you can target the hiring sectors mentioned previously in your job search. If you are open to relocalization, Poland is a great option and here you can find out why.

If you are looking for new opportunities feel free to check our open vacancies. We are recruiting all over Europe for many sectors. Our multicultural team is dedicated to finding the best opportunity for you so feel free to reach us.

You can reach us at info@itselecta.com or +48 506 033 065.

Check our website to be sure you will not miss any vacancy that might be your future dream job also with different languages: www.itselecta.com

We wish you GOOD LUCK for your future interviews,

your ITSELECTA TEAM

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