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Antal Report: 6 Candidate's Market Trends of 2018

Karina Chowaniak

The latest edition of Antal's "Job-Seeking Activity of Professionals and Managers" finds that one in two employees want to be able to telecommute and have flexible working hours. The number of job offers received by candidates is also growing, however 72% of respondents are not actively looking for new jobs. Candidates wait passively for employers to present them with attractive jobs offers. What challenges will companies and HR departments face in 2018?

60% of professionals and managers claim that their career prospects have improved, and 65% have received raises. Furthermore, one in two respondents are certain that they will be able to find a job that fits their competences and preferences in less than 3 months. That makes recruiting processes more challenging, as candidates will not be willing to waste any time. 

The most common methods used to recruit qualified employees have long been outdated. That is because the job market is becoming more and more tilted in favour of candidates. In addition to the ongoing worker shortage, we see that many employees remain passive and expect recruiting agencies or companies to come forward with job offers. Employer brand image will most certainly become one of the key factors allowing companies to recruit the best talent. That, however, is only one of the countless challenges that we will have to deal with when faced with a candidate's market – says Artur Skiba, Antal Chairman.

Trend 1 

Candidates want better jobs, but it is the employers who have to reach out to them

The "Job-Seeking Activity of Professionals and Managers" report finds that 72 percent of candidates are not actively looking for jobs, and 7 percent of that group do not want to change jobs at all. Furthermore, the percentage of professionals and managers who are actively looking for jobs has dropped to 28 percent this year. The data proves that candidates have become passive which makes recruiting all the more difficult.

Trend 2 

Candidates receive an average of 9 job offers 

Candidates are receiving more and more job offers. Professionals and managers receive an average of 9 offers per year. Traditionally, IT professionals are in highest demand. Engineers are also sought after and have received 25% more job offers compared to the previous year. Finance specialists and leaders will have no trouble finding a job given Poland's booming shared services industry  This means that the number of dropouts in recruiting processes will grow due to counteroffers, promotions and raises. 

Trend 3

One in two employees want to be able to telecommute or work flexible hours 

The importance of work-life balance is growing with each coming year. Employers should be aware that one in two candidates will reject job offers that do not include flexible working hours and/or telecommuting (a 7% increase from the previous year). 54% of respondents require an employment contract, but the percentage of those who prefer a B2B contract is on the rise (10% compared to 7% in the previous year). Vacation-related benefits are another important factor – 28% of respondents require extra paid vacation days and 12% want a vacation allowance. 

Trend 4

Employers miss recruiting opportunities by delaying hiring decisions

Only 11 percent of respondents who took part in recruiting processes last year claimed that they were flawlessly executed. A half of respondents complained that employers take too long to decide whether or not to hire them. 34% of respondents were provided no details about the recruiting process that they were taking part in, 28% received no information about the company, the role or the department that they would be working in. Furthermore, 23% of respondents were offered remunerations below their initial expectations. 

Companies want to hire the best candidates as fast and as efficiently as possible, but research carried out by Antal shows that instead of making recruiting processes easier and more streamlined, employers often unwillingly make them more complex than they need to be. Time and candidate experience are key. Companies have to maintain high recruiting standards, but also remain aware of the fact that the competition may snatch up the best candidates. Establishing clear and efficient communication with candidates is crucial, as it avoids questions and misunderstandings that delay the decision process. When recruiting processes run smoothly, the organization's brand image receives a positive boost – explains Agnieszka Pastuła, Team Manager, Antal HR & Legal

Trend 5

Lack of development prospects and raises are the main reasons for job change

Professional growth prospects have topped this year's list of job-change motives (45% of respondents claimed that it is the most important reason). Similar to last year, 40% of respondents are motivated by raises. Negative factors, such as incompetent management and unfriendly work atmosphere, can also contribute to job-change decisions. 

Trend 6

Candidates want at least a 22-percent raise 

65% of respondents have received raises this year (compared to 63% last year). It is worth noting that high raises are becoming more common – 15% of professionals and managers have received raises of more than 20% of their base remuneration. Professionals and managers expect a 22-percent raise when changing jobs (a 2-percentage-point increase from last year). 

The candidate's market is here to stay

The above data demonstrates that candidates have the upper hand over employers and their expectations are growing. They demand more freedom, flexibility and the ability to manage their working time. Furthermore, each professional is worth their weight in gold due to growing worker shortages, especially in certain industries. Consequently, companies and recruiters will have to face up to major challenges in the future.

When faced with growing attrition, companies that are unable to compete using traditional methods may consider alternative recruiting strategies. Improving the company's brand image, HR policies, recruiting processes and keeping a close eye on labour market trends are the only way to prevail in the ongoing tug-of-war over employees – concludes Agnieszka Pastuła.  


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