Brainspotting - IT Talent Romania 2015

IT&C Talent MapRomania, 2015

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 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

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Content

Ana GiurcaManaging 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 pro�les 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, there’s 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 speci�cities of 2015:

Java is the most desired skill in the market, with a record number of job o�erings 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 o�ce – e.g. Craiova, Targu Mures, Galati.

One out of 4 professionals receives a counter-o�er and 50% of them will take it. However, counter-o�ers

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

bene�ts, etc.), a high level view of salary packages and other HR variables – churn, time to �ll, etc.

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

insights.

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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

continue 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 &

Development 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

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Market Overview

IT Employers actively looking for talent

Iasi

Timisoara

Bucharest

5

Cluj

Market Overview

IT Employers actively looking for new talent

Galati

Sibiu Tg.-Mures

Pitesti

Craiova

Brasov

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Market Overview

IT&C Talent Quality

Approx. 100,000 IT&C specialists

at national level.Technical education includes 5 top

polytechnic universities, 59

domain-speci�c universities, 174

private 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 certi�cation like: Linux,

Cisco, Microsoft, Oracle, SUN,

ISTQB, PMP, CBAP.

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RomaniaTalent Map

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Most desired employers in Bucharest

RomaniaTalent Map

319,000 inhabitantsTimisoara used to be the second IT hub in Romania, before the rapid expansion of ClujApproximately 1,100 IT&C graduates per year, out of a total of approximately 2,500 technical graduatesThe availability for French is low and the city compares to Iasi in terms of this skill. Numerous production companies are estab-lished in the area, which is considered one of the best developed in Romania. Lately the o�cial unemployment �gures are close to the ones before the crisis.

Java5,298

.NET6,024

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Talent Highlights

1,883,000 inhabitants – the o�cial �gure according to

the 2011 census; we estimate the actual �gure to be

around 1,5 times higher.

Bucharest continues to concentrate more than half of

the IT workforce in Romania. Large non-IT companies

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

Compared to the other cities, it has the largest variety

of skills and number of very experienced candidates,

but also the highest salaries.

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

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

other university center in Romania.

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

Craiova) relocate to Bucharest and enrich the pool,

but the talent is not su�cient for the demands of the

market.

It went up in the Tholons’ top 100 outsourcing sites,

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

remains the only Romanian city in top 100.

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Most desired employers in Timisoara

RomaniaTalent Map


Java1,020

.NET1,393

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6319,000 inhabitantsTimisoara used to be the second IT hub in Romania, before the rapid expansion of ClujApproximately 1,100 IT&C graduates per year, out of a total of approximately 2,500 technical graduatesThe availability for French is low and the city compares to Iasi in terms of this skill. Numerous production companies are established in the area, which is considered one of the best developed in Romania. Lately the o�cial unemployment �gures are close to the ones before the crisis.

Talent Highlights

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5

Most desired employers in Cluj

RomaniaTalent Map


Java1,785

.NET1,988

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6320,000 inhabitantsApprox. 1,700 IT&C graduates per year, out of a total of 4,200 technical graduates. It o�ers the second richest grad pool in Romania.4 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.It o�ers a rich pool of graduates, a history of established companies in the region, mix of foreign languages, the public authorities & universities are more open to collaborations with the companies, compared to other regions in Romania. Cluj has been so attractive as an IT location, that it surpassed Timisoara and become the second IT hub in Romania. But the attractiveness back�red and now the demand for IT talent is now too high and the IT salaries became comparable to Bucharest.

Talent Highlights

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Most desired employers in Iasi

RomaniaTalent Map

Java1,249

.NET1,271

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6The region attracted less investments than Bucharest, Transylvania and Banat, including in IT. The scarcity of direct �ights from Western Europe, limited o�ce space in the past, less e�ective strategies of the local administration and long distance from the boarder with Western Europe hindered its development.

In 2013 a local IT cluster (the second one in Romania after Cluj) was born. It comprises 20+ IT companies (especially small companies, 500 – 800 employees in total), 4 universities and it is backed up by the local administration.

Talent Highlights

Additional talent hubs

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SIBIU 147,000 inhabitantsLess than 500 IT&C gradu-ates per year, out of a total of 1,200 technical graduatesSmall IT pool, whose size is limited by the low number of graduatesThe availability of German skills is higher than national average, which attracted employers looking for this skill

BRASOV

253,000 inhabitantsSmall 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 citiesBrasov hosts several outsourcing companies, whose teams developed steadily across timeIt is also preferred as location for opening a secondary o�ce for a company headquartered in Bucharest or Cluj.

RomaniaTalent 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 IT companies located here is covered to a large extent by the talent supply from the University of Craiova.

PITESTI

156,000 inhabitantsPitesti has recently evolved into an IT hub since many IT players have decided to open o�ces thereMany individuals born in Pitesti but who live in Bucharest if given the opportunity will return to work here

TG MURES

145,000 inhabitantsApprox. 110 IT&C graduates per yearDue 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 overseasThe availability for Hungarian speakers is very high

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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

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Available talent

Technical talent(IT&C Professionals)

Talent suitabilityPool of Web Developers, C++

developers and Helpdesk Engineers

1,800 – 2,000 2,000 – 2,200 600

Foreign languages

Salary expectations


500 500 230

Brasov Sibiu Craiova

Technical Graduates

IT & C Graduates

Graduates

Small hub for German speakers

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 German speakers


Reduced pool for Cloud & virtualization experts

1,200

English speaking candidates


Small pool for automotive & QA gaming engineers

500

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Available talent

Technical talent (IT Development, Telecom,

Support/Administration, IT Consultancy, BA/PM)

Talent suitabilityThe majority of IT people migrate to Cluj , Sibiu or

Timisoara

350 - 400 200 - 250 300 - 350

Foreign languages

Salary expectations


110

Targu Mures Galati Pitesti

IT & C GraduatesGraduates

Small hub for Hungarian speakers


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 pro�les with foreign language skills


C++, Java, .NET Developers

Lack of technical pro�les with foreign language skills


Java & PHP & .NET Specialists, a very small

pool of mobile developers, helpdesk

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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 don’t speak anyforeign 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 German speakers are mostly spread in the West and middle of Romania, so relocation rises real di�culties to employers. Hiring German speakers is doable due to the richness of the salary & bene�ts package.

University Graduates

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Romania Talent Map Graduates

IasiTech Students

4,500IT&C Grads – 1,100

BrasovTech Students

2,500IT&C Grads - 500

IlfovTech Students

5,700IT&C Grads – 2,000

SibiuTech Students

1,200IT&C Grads – 500

TimisTech Students

2,500IT&C Grads – 1,100

ClujTech Students

4,200IT&C Grads – 1,700

Over 7,000 IT&C graduates

Salaries in Bucharest (Euro, net monthly sums)

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Comp & Ben

Project Manager 2,000 – 2,500 Euro

IT Manager2,000 – 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: bene�ts, �exible schedule,international projects, remote working, friendly environment.

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

Junior500 – 750 Euro

Middle850 – 1,400 Euro

Senior1,500 – 2,500 Euro

Junior750 – 1,000 Euro

Middle1,200 – 1,800 Euro


Junior550 - 850 Euro



When changing jobs IT professionals will want an increase of at least 30 % compared to what they currently have. The salary ranges re�ect di�erent o�ers across the market depending on company policy & hierarchy (small startups will o�er sometimes bigger salaries than a multinational company with strict salary policies). Also thereis a di�erence in pay from industry to industry; IT focused areas will subsequently reward employees better.

In terms of contract type the situation di�ers from case to case; there are companies who will o�er a permanent work contract, project-based or sole proprietorship (PFA). It’s 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

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

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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

Junior500 – 700 Euro



Junior 1,100 – 1,400 Euro



Junior1,100 – 1,500 Euro



Security Monitoring Engineer Virtualization Engineer DevOps Engineer Full Stack Developer

Junior500 – 1,000









Junior1,000 – 1,300 Euro



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

Most frequent bene�ts requested by IT professionals in Bucharest

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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

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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 pro�le �t to signing the deal the process might encounter the following obstacles:A limited number of good pro�les that meet both language and tech requirementsA lack of interest in a new positionA sudden change of mind from the applicant’s side (reasons might be strictly personal or related to company pro�le)A counter-o�er from the applicant’s current employer (most common obstacle).

An analysis done for 2014 on over 550 successfully �lled roles by Brainspotting, highlighted the following �ll in time frame on di�erent 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 �ll a role

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HR Insights

28.21% of the IT pro�les 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 thanfour; 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 �rst job.

Other;1%

One; 22%

More thanfour; 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

Employee Churn

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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 di�erent 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 & bene�ts 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 �nancial incentives.

Senior level (5 years + experience) – they are 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 jobs on 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 orsoftware delivery management roles.

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HR Insights

Over 3,000 IT &C jobs advertised across many

industries

1 in every 3 jobs available in IT is

Java related

Most requested programming languages

Most advertised job openings for IT&C professionals

Job type percentage across all industries

SoftwareDevelopers

55%

Other (ex: TechSupport)

15%

Mobile Developers (iOS/

Android) 4%

ProjectManagers

6%

Consultants5%

Business Analysts3%

Architects3%

Testers / QA9%

Programming Languages

Other23%

.Net / C#15%

Java28%

C / C++12%

PHP15%

Mobile7%

Others: SQL, PL/SQL, Cobol, Python, Ruby, Perl, JavaScript

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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

CloudComputing

VirtualReality

Technologies & Trends to watch

for in 2015

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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 �nd talent.

Shifting from the traditional o�er 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 o�er on the market. It’s 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 o�ce environment are some of the perks IT people look for

A targeted employer brand survey will unveil insights into speci�c 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-TIME employed

65% of IT professionals are not

actively looking for a job,but would be open for

discussion if theopportunity arises

Company sites Are 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:

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 �eld. They will look for employers that o�er training programmes, challenging projects

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

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HR Insights


What are the most common criteria IT professionals use when choosing an

employer?

Work-life balance

54% Coordinating projects

22%

Becominga specialist

62%

Becominga manager

17%

Be wellpaid46%

Challengingresponsibilities

26%

Safe jobs (27%)

Trainingprograms

(37%)

Flexibleworking

hours (27%)

Goodreputation /

image (33%)

Salary & bene�t package

(51%)

Friendly environment

(37%)

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

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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 months16%

7-12 months7%

1-2 years9%

2-3 years6%

3-5 years5%

5-10 years3% Over 10 years

1%

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CandidateBehaviorInsights

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.)*

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Criteria for choosing an employer

When looking for a new job, candidates pay close attention to aspects like salary & bene�t 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).



Flexible working program

Good reputation / image

Challenging jobs

Safe jobs

International opportunities

Creative & dynamic environment

Availability of mentorship

Rapid promotion opportunities

Accesible o�ce

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%

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The most wanted bene�t is the medical subscription, closely followed by �exible working hours. Allowing employees more freedom with their schedule proves that the company has an employee satisfaction oriented policy.

Q: Please choose 3 bene�ts that you consider as fundamental for the o�ers 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 bene�ts

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 bene�ts

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When asked why they accepted their last job most candidates answered that the �exible working hours determined them in saying yes. Again this perk attracts candidates surpassing the richness of the salary o�er.

Q: What determined you to accept your last job? (Please choose maximum 3 options.)

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

Job/O�er acceptance criteria

40% 45%

Flexible working program


Good reputation / image


Challenging jobs

Training programs

Safe jobs

Accessible o�ce

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

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 o�ers and

they can conclude a recruitment process after only 1 interview or in less than 1 week’s 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, di�culties 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 �rst 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 reader’s attention-, the company history / pro�le 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 & quali�cations (must-have & nice-to-have) and other details such as department, language

requirements, travel availability and included bene�ts.

33Brainspotting Tips & Tricks to successful

IT%C Recruitment

There is a common practice nowadays that companies make counter-o�ers 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-o�ers 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 �rst place.

Proof of know-howThe 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 in�ated skills. Honesty about your

levelof knowledge (especially language and programming skills)

can onlyensure a perfect match with thejob.

International exposureWorking or studying in an

international environment improves the individual’s skill set from many

di�erent 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 �lled) 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, employer’s 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.

34Brainspotting Tips & Tricks to successful

IT&C Recruitment

Maria HostiucSenior 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.

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 CiutacSales & Marketing Manager

[email protected]/in/violetaciutac

(+40) 725 584 962

Brainspotting - IT Talent Romania 2015

Recruiting & HR

Transcript of Brainspotting - IT Talent Romania 2015