By Alessandro Lombardi  – ITSelecta Talent Solutions | AISelecta I IT Recruitment & Outsourcing in Poland

A Director from a fast-growing IT company said something to me recently that I haven’t stopped thinking about:

That landed differently than I expected. Because he wasn’t dismissing technology. He was pointing at something technology still can’t replicate: judgment.

The recruiter AI will replace isn’t the one who builds relationships. It’s the one who was already acting like an algorithm—filtering only by keywords, skipping the call, rejecting the candidate whose CV doesn’t tick every box in exactly the right order.

The difference between Intelligence and Judgment in Recruitment

Recent analysis from Sequoia Capital frames it perfectly: writing code is mostly intelligence; knowing what to build next is judgment. The same principle applies directly to IT recruitment and outsourcing.

Translating requirements into candidate searches, parsing CVs, matching keywords, the rules are complex, but they are rules. This is intelligence work, and AI excels at it.

But judgment? That requires experience and taste. Instinct built on years of practice. Deciding which candidate will thrive in a specific company culture. Recognizing when a “unusual” profile carries exactly the fresh perspective a team needs. Understanding that a business isn’t hiring a job description, it’s betting on a person.

Why IT Outsourcing in Poland demands Human expertise

Poland has become one of Europe’s premier destinations for IT talent and outsourcing. But this success creates its own challenge: everyone is fishing in the same talent pool with the same automated tools.

When every recruitment agency uses AI to scan the same databases with the same keywords, differentiation disappears. The companies that win the best talent aren’t those with the fanciest algorithms, they’re those whose recruiters understand the nuances of the Polish IT market, the cultural dynamics of different tech hubs from Warsaw to Kraków to Wrocław, and the subtle signals that indicate true potential.

AI can tell you a developer knows Python. A great recruiter can tell you whether that developer will lead your team transformation two years from now.

The “Services Revolution”: from Copilots to Autopilots

The recruitment and staffing industry represents over 200 billion USD globally—one of the largest services markets in existence. Industry analysis suggests that the top of the hiring funnel (screening, matching, outreach) is pure intelligence work, increasingly automatable.

But closing a candidate and assessing culture fit remains judgment built on years of pattern recognition.

This creates a clear divide:

• Transactional recruiting = intelligence work = increasingly automated
• Strategic recruiting = judgment work = irreplaceably human

The best recruiters don’t just filter resumes. They help businesses see opportunities they might otherwise miss. like Prashanth Raj thinks. They act as true consultants to their leaders, advising them on what to do and how to do it, not just ticking boxes from a requirements list.

Adaptability: the “New” survival skill

“The companies and professionals that will survive and prosper are those that adapt to this new world and make the personal touch special.” as Romek Lubaczewski believes.

The big shift now is all about adaptability learning, unlearning, and getting comfortable working with AI instead of trying to outrun it. Because at the end of the day, hiring isn’t just about matching keywords. It’s about judgment, nuance, and understanding which story has the potential to change the next chapter of a business like Jan Glodzak thinks.

A CV Is a Document. A Candidate Is a Story.

Great recruiters don’t just screen. They read between the lines. They ask the uncomfortable questions. They understand that sometimes the right story is exactly what a business needs to write its next chapter.

That’s not something you automate. That’s something you craft.

Every model improvement makes transactional recruitment faster and cheaper. But it also raises the bar for what human recruiters must deliver. The future belongs to those who combine AI’s processing power with distinctly human capabilities: relationship building, cultural intuition, and strategic judgment.

What this means for IT Recruitment in Poland?

Poland’s IT sector is projected to continue its rapid growth, with demand for skilled developers, engineers, and tech leaders intensifying. Companies seeking IT outsourcing partners in Poland face a critical choice:

• Work with agencies that treat recruitment as a keyword-matching exercise
• Partner with specialists like ITSelecta and AISelecta who understand that building a great team requires judgment that no algorithm can replicate

The task that’s already outsourced, finding candidates is the wedge. But the long-term value lies in the judgment-heavy work: identifying which of those candidates will transform your business.

The post AI will not replace recruiters, it will replace those who already work like algorithms appeared first on ITSELECTA.

Did you know that over 5.3 billion people – almost 65% of the world’s population – are active social media users today? This is where everyday life takes place, including professional life.

Traditional recruitment channels are often insufficient to reach the best candidates. Social media offers the advantage of building relationships, strengthening employer branding, and precisely targeting messages – provided you know how to use them.

What is social media recruitment and what are its benefits?

Social media recruitment is not just about posting job ads. It’s the strategic use of social media platforms to attract, engage, and identify potential candidates, including passive ones who are not actively looking for work.

Social media also supports employer branding efforts, allows tracking and analysis of campaign performance, and offers a lower cost of reach compared to traditional job boards.

Choosing the right channels, such as LinkedIn, Facebook, Instagram, or TikTok, should depend on the profile of the ideal candidate and the company’s recruitment goals.

How to plan an effective social media recruitment strategy?

Social media undoubtedly serves as an attractive tool to support recruitment activities. However, to deliver the expected results, it is worth preparing a well-thought-out strategy.

• Define your target audience – Who are your ideal candidates? Where do they spend time online, what are they looking for, and how do they communicate online?
• Choose the right communication channels – Each social media platform has its own characteristics and audience. LinkedIn brings together a wide group of professionals. Facebook can help reach technical or production candidates. Instagram supports employer branding efforts, while TikTok is ideal for reaching younger generations of candidates.
• Define the goal of your recruitment – Quick hires, building a talent pool, or employer branding activities?
• Create engaging content – Clear, catchy messages and polished visuals increase engagement. Remember to include the most important details: job title, location, work mode, salary. Creative phrases and slogans can also effectively catch candidates’ attention.
• Maintain interaction and respond – Reply to comments, answer questions, and build dialogue. The greater the engagement, the greater the reach.
• Measure results and optimize actions – Analyze the effectiveness of your activities to know what works best and what needs improvement.

How do you recruit on social media?

Choosing the right social media channel can be crucial for recruitment success. Each platform works differently and requires a tailored approach. When is it worth using specific ones?

LinkedIn – Professional support for recruiters

LinkedIn is the most popular professional networking site connecting specialists with companies and recruiters. It allows job postings, running recruitment campaigns, monitoring candidate activity, and analyzing professional profiles. LinkedIn also offers tools that support recruiters, such as LinkedIn Recruiter. This tool allows for advanced candidate searches, filtering, saving recruitment projects, and sending messages.

LinkedIn’s advantage is its professional character – focused on work-related relationships. Recruiters can reach both active job seekers and passive candidates. Job postings can be promoted and targeted at users who meet the criteria outlined in the ad. Additionally, the platform supports networking and contact building, allowing recruiters to communicate directly with candidates and use recommendations from other members.

Facebook – The power of groups and local communities

Facebook is one of the most popular social media platforms globally. Although mainly used for communication and entertainment, it increasingly serves as a recruitment channel. Its major strength lies in thematic and professional groups.

Employers can publish and target job postings to specific user groups. Facebook also has the Facebook Jobs feature, allowing direct job listings. Local and industry groups bring together many active job seekers. Participating in these groups enables not only posting job ads but also building relationships and brand recognition among followers.

Instagram – The visual side of employer branding

Instagram is primarily a visual medium, but its potential in employer branding is enormous. It’s a great place to showcase company culture, the team, and behind-the-scenes life.

On Instagram, both static and audiovisual content play a key role. Instagram Stories, on the other hand, are tools that allow dynamic and more informal presentation of job offers or inside company life.

TikTok – A tool for recruiting the younger generation

TikTok is a platform where users – mainly younger ones – spend the most time today. It requires a creative approach, but in return offers vast organic reach.

Content should be personalized and tailored to audience expectations. A casual tone, behind-the-scenes work, challenges, or educational formats – all these work well on TikTok. This platform is excellent for building brand awareness and attracting younger candidates.

How to measure the effectiveness of social media recruitment efforts?

Effective recruitment is measurable and can be optimized. What metrics are worth tracking?

The most visible are reach and engagement under posts. While the number of likes or comments doesn’t always translate into concrete results, it shows how many people you reached and how they responded to the content.

A more reliable metric is CTR (Click-Through Rate), which indicates how many people interacted with the offer, e.g., by clicking a link to the job post. This is a good indicator of interest in the content.

Other important data include the number of applications and their quality – how well candidates meet the job requirements. It’s also worth analyzing whether the time-to-hire has shortened due to social media efforts.

Most social media platforms offer analytics tools that help track user engagement. Regular analysis of this data allows for optimizing activities and increasing their effectiveness.

Social media and recruitment – why is it worth it?

Social media is not just a space for entertainment. It’s also an effective channel to reach candidates. Well-executed social media recruitment helps you stand out from the competition, increase the reach of your efforts, and build long-term relationships with potential employees.

Do you want to learn how to professionally recruit IT specialists? Sign up for our IT recruitment training and get certified!

Source:

1. Digital 2025 April Global Statshot Report

The post Social Media Recruitment – How to Use Social Media to Find Top Talent appeared first on ITSELECTA.

Artificial Intelligence (AI) has come a long way – from a science fiction concept to a practical tool that supports a wide range of industries. Today, AI automates processes, analyzes data, and generates innovative solutions. More and more companies recognize its potential and are integrating AI into their operations, which significantly increases the demand for qualified professionals in this field.

According to data from No Fluff Jobs, the number of AI-related job postings in Poland grew by 22% in 2024 compared to the previous year. This trend is likely to accelerate further as more enterprises adopt AI technologies.

How much do AI developers make in Poland

Salary is undoubtedly one of the key factors when choosing a career path. The IT sector has consistently offered some of the highest salaries on the market, and the AI field is no exception. So, how much do professionals working in Artificial Intelligence earn?

1. Artificial Intelligence / Machine Learning Engineer

Average B2B salary: 16,000 – 21,000 PLN (Mid), 23,500 – 30,000 PLN (Senior)
Key responsibilities: Designing, training, and deploying machine learning models. Preprocessing data, optimizing algorithms, monitoring results, and integrating models with existing systems.
Most in-demand skills: Python, PyTorch, TensorFlow, Scikit-learn, Git, CI/CD.

2. Data Scientist

Average B2B salary: 13,000 – 19,000 PLN (Mid), 19,000 – 24,000 PLN (Senior)
Key responsibilities: Analyzing data, building predictive models, interpreting results, and supporting business decisions. A mix of analytical, mathematical, and programming skills is essential.
Most in-demand skills: Python, SQL, Machine Learning, Data Visualization.

3. AI Architect

Average B2B salary: 25,000 – 29,000 PLN (Mid), 26,000 – 32,000 PLN (Senior)
Key responsibilities: Designing end-to-end AI systems with a focus on scalability, security, and efficiency. Combines a technical and architectural role, often managing engineering teams.
Most in-demand skills: Azure, AWS, Java, Python, NLP, Project Management.

4. AI Product Manager

Average B2B salary: 17,000 – 23,000 PLN (Mid), 20,000 – 26,000 PLN (Senior)
Key responsibilities: Managing the entire lifecycle of AI-powered products – from concept and MVP to full deployment and further development. Must understand both technical aspects and user needs.
Most in-demand skills: Product development, lifecycle management, Agile/Scrum, Jira.

5. NLP Engineer

Average B2B salary: 17,000 – 23,000 PLN (Mid), 24,000 – 30,000 PLN (Senior)
Key responsibilities: Building natural language processing systems, including chatbots, content classification, and machine translation tools.
Most in-demand skills: Python, Transformers, NLTK, SpaCy, BERT.

How to get a job in AI in 2025

Starting a career in AI often requires a degree in computer science, mathematics, robotics, or data analytics. Leading technical universities in Poland, such as Warsaw University of Technology, Wrocław University of Science and Technology, AGH University of Krakow, and the University of Warsaw, offer specialized AI programs.

However, not having a degree doesn’t mean the door is closed. Alternative learning paths include:

• Online courses (e.g., Coursera, Udemy, DataCamp, edX);
• Tech bootcamps (e.g., SDA, CodersLab);
• Certifications from tech giants: Google Cloud ML, Microsoft AI Fundamentals, IBM Applied AI.

The demand for AI education is rapidly growing. According to Coursera’s data, over 3.2 million learners enrolled in generative AI courses in 2024 alone, showing how much interest there is worldwide, especially in countries like India and the USA.

The most important factors are hands-on skills: Python proficiency, knowledge of ML libraries, data processing, and model development. Aspiring AI professionals should engage in open-source projects, participate in AI hackathons, and build a strong portfolio (e.g., on GitHub). In addition, understanding how recruitment platforms evaluate candidates can give job seekers an edge in the hiring process.

Challenges in Artificial Intelligence career development and recruitment

While AI offers attractive salaries and exciting development opportunities, it also presents challenges. Rapidly evolving technologies require constant learning and adaptability. At the same time, competition for top roles is increasing. Candidates must demonstrate not only technical expertise but also communication, creativity, and flexibility. In today’s IT world, soft skills are more valuable than ever.

From the employer’s perspective, Artificial Intelligence and recruitment go hand in hand. Hiring top AI talent has become a race. Companies must offer more than just attractive salaries – flexible work arrangements, a culture of innovation, and growth opportunities are now essential. The recruitment process is evolving to keep up with the future of hiring.

Interestingly, AI is also changing recruitment itself. Automated tools are increasingly used in the hiring process to screen resumes, schedule interviews, and assess candidates. While this can increase efficiency, over-reliance on algorithms, chatbots, or generic messaging may discourage top applicants. Striking the right balance between automation and human touch in the recruiting process is one of today’s biggest challenges for recruiters.

Also read our article on the role of AI in recruitment process here.

Looking to recruit top AI specialists? Get in touch today – we’ll help you find the best candidates faster and more efficiently.

Sources:

1. Coursera, data for Future of Jobs Report 2025, World Economic Forum
2. inhire.io, IT Market Snapshot Q1 2025
3. No Fluff Jobs, IT Job Market Report 2024/2025

The post Artificial Intelligence and Recruitment: Top AI Careers in 2025 appeared first on ITSELECTA.

IT developers play a crucial role in driving innovation and supporting organizations across various industries. In the ever-evolving job market, especially in the IT sector, there is a consistently high demand for experienced and skilled professionals, with salaries remaining competitive compared to other industries. What kind of earnings can specific IT specialists expect in Poland, and how do these compare to salaries in other European countries and the USA?

B2B vs Employment Contract: How Do IT Engineers Work in Poland?

In Poland, IT professionals most commonly work under a B2B (Business to Business) contract or a traditional employment contract (UoP – “Umowa o Pracę”), with B2B being the most popular form of cooperation. In this model, specialists are hired as independent contractors, allowing them to negotiate higher rates and work with multiple clients simultaneously – a highly attractive option for many. From the employer’s perspective, this also provides flexibility and cost savings, as B2B workers handle their own taxes, social security, and health insurance contributions.

On the other hand, an employment contract offers greater job stability and additional benefits but usually comes with a lower salary.

In the following sections, we take a closer look at salary ranges for selected IT specializations in Poland under both employment models, based on data from job postings and salary reports from platforms such as NoFluffJobs, JustJoinIT, Bulldogjob, Pracuj.pl, Glassdoor, and Inhire.io, as well as our internal market observations and candidate insights gathered during recruitment processes.

Java Software Engineer Salaries

Java Software Engineers develop backend applications using the Java language. They are responsible for server-side logic, database management, and system integration, often working with frameworks like Spring or Hibernate.

Junior:

• B2B: 7,000 PLN – 12,000 PLN/month
• UoP: 6,000 PLN – 9,500 PLN/month
• Median: 9,500 PLN (B2B), 7,750 PLN (UoP)

Mid:

• B2B: 14,000 PLN – 22,000 PLN/month
• UoP: 13,000 PLN – 19,000 PLN/month
• Median: 18,000 PLN (B2B), 16,000 PLN (UoP)

Senior:

• B2B: 21,000 PLN – 28,000 PLN/month
• UoP: 17,000 PLN – 23,000 PLN/month
• Median: 24,500 PLN (B2B), 20,000 PLN (UoP)

Frontend Developer Salaries

Frontend Developers focus on user interface (UI) and user experience (UX), using HTML, CSS, JavaScript, and frameworks like React, Angular, or Vue.js to create attractive, interactive, and responsive websites and web applications.

Junior:

• B2B: 7,000 PLN – 11,000 PLN/month
• UoP: 6,000 PLN – 9,000 PLN/month
• Median: 9,000 PLN (B2B), 7,500 PLN (UoP)

Mid:

• B2B: 13,000 PLN – 19,000 PLN/month
• UoP: 11,000 PLN – 16,000 PLN/month
• Median: 16,000 PLN (B2B), 13,500 PLN (UoP)

Senior:

• B2B: 19,000 PLN – 27,000 PLN/month
• UoP: 17,000 PLN – 23,000 PLN/month
• Median: 23,000 PLN (B2B), 20,000 PLN (UoP)

DevOps Engineer Salaries

DevOps Engineers blend software development skills with systems administration, automating application lifecycle processes. Their key responsibilities include supporting Continuous Integration (CI) and Continuous Deployment (CD) workflows, as well as monitoring and scaling cloud applications.

Junior:

• B2B: 7,000 PLN – 12,000 PLN/month
• UoP: 6,500 PLN – 9,000 PLN/month
• Median: 9,500 PLN (B2B), 7,750 PLN (UoP)

Mid:

• B2B: 16,000 PLN – 21,000 PLN/month
• UoP: 12,000 PLN – 17,000 PLN/month
• Median: 18,500 PLN (B2B), 14,500 PLN (UoP)

Senior:

• B2B: 22,000 PLN – 28,000 PLN/month
• UoP: 18,000 PLN – 24,000 PLN/month
• Median: 25,000 PLN (B2B), 21,000 PLN (UoP)

QA Engineer Salaries

QA Engineers are responsible for testing applications to ensure they meet specifications. They perform manual and automated tests, identify bugs, and collaborate with development teams to improve product quality.

Junior:

• B2B: 6,500 PLN – 10,000 PLN/month
• UoP: 5,500 PLN – 8,000 PLN/month
• Median: 8,250 PLN (B2B), 6,750 PLN (UoP)

Mid:

• B2B: 12,500 PLN – 17,500 PLN/month
• UoP: 10,000 PLN – 15,000 PLN/month
• Median: 15,000 PLN (B2B), 12,500 PLN (UoP)

Senior:

• B2B: 19,000 PLN – 25,000 PLN/month
• UoP: 15,000 PLN – 20,000 PLN/month
• Median: 22,000 PLN (B2B), 17,500 PLN (UoP)

Security Engineer Salaries

Security Engineers protect applications, systems, and networks from cyber threats. They identify vulnerabilities, implement security measures, and monitor for security incidents.

Junior:

• B2B: 8,000 PLN – 13,000 PLN/month
• UoP: 6,000 PLN – 9,000 PLN/month
• Median: 10,500 PLN (B2B), 7,500 PLN (UoP)

Mid:

• B2B: 15,000 PLN – 21,000 PLN/month
• UoP: 13,000 PLN – 18,000 PLN/month
• Median: 18,000 PLN (B2B), 15,500 PLN (UoP)

Senior:

• B2B: 23,000 PLN – 29,000 PLN/month
• UoP: 19,000 PLN – 25,000 PLN/month
• Median: 26,000 PLN (B2B), 22,000 PLN (UoP)

Salary Comparison: Poland vs Other Countries

Salaries in Poland are competitive compared to those in Central and Eastern Europe. However, there are significant differences when compared to Western Europe, Scandinavia, or the USA.

Source: Glassdoor

For example, while a mid-level developer in Poland earns around 3,500 € gross per month, the same position in Germany or the UK can earn nearly double – around 5,300 € in Germany and 5,000 € in the UK. Junior positions in Poland, with an average of 2,500 €, are competitive for the CEE region but lag behind Western European standards.

At the senior level, the gap persists – experienced developers in Norway, for example, can earn around 7,000 €, significantly more than in Poland, where the average is 4,600 €. Still, this is attractive relative to the CEE region.

These differences stem from factors like cost of living, IT market maturity, and a higher demand for skilled professionals in the West. Additionally, remote-first models allow companies to hire top talent regardless of location. This presents Polish professionals with opportunities to work for international firms while maintaining lower local living costs.

Shaping the Future as an Engineer in Poland

To secure competitive salaries in IT, professionals must continuously develop their skills – especially in areas like cloud computing, security, system architecture, and artificial intelligence. English fluency, international project experience, and industry certifications are major factors in negotiating better compensation, regardless of the employment model.

Also read: Soft Skills in the Job Market – What to Develop to Succeed?

From the perspective of foreign companies, Poland remains an attractive market for hiring skilled IT professionals. Thanks to strong technical education, a large pool of experienced engineers, and flexible employment models, Polish specialists offer high-quality solutions with a more favorable cost-to-skill ratio than in many Western European or North American markets.

Interested in how Polish developers rank globally? Check out: The Global IT Rankings: Poland at the Top with the Best Programmers in the World, to learn why hiring from Poland is a smart move.

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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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