What is the biggest challenge in recruiting in the IT sector today?
There are several significant challenges in recruiting in the IT sector in Poland today, including:
- The difficulty for students, graduates, and career switchers to secure their first IT jobs due to the limited number of positions for junior specialists.
- Some companies are reducing the employment of IT specialists, especially software developers and testers as they seek cost savings due to project losses.
- AI replacing some tasks of IT specialists, particularly in software development (e.g., writing parts of code), although AI-generated products still require human oversight.
- IT recruiters need to be more vigilant, as there are instances of candidates using AI to alter their personalities and deceive recruiters to gain the job.
What economic outlook do you see for 2025? What are your expectations for the intellectual labor market?
The economic outlook for 2025 appears cautiously optimistic. The first two months of 2025 have shown an increase in job offers for recruiters in Poland, indicating that some companies plan to hire. On the other hand, the minimum salary raise that took place in January 2025 in Poland might result in companies being more cautious with their investments.
Where can AI add value in recruitment selection?
AI can add significant value in recruitment selection by automating repetitive tasks, such as CV screening, preparing presentations etc. It can also provide data-driven insights to improve decision-making.
What are some recruitment challenges you would highlight specifically in Poland?
In Poland, some recruitment challenges include the competition for top talent and the need to attract and retain skilled professionals in a dynamic market. Employers are not only looking for substantive skills in candidates but also value strong communication and cooperation abilities, as well as motivation, flexibility. Another emerging challenge is the implementation of salary transparency regulations by 2026, which some companies may not yet be prepared to meet. Additionally, some companies are requesting a return to office work (either 100% or hybrid), but not all employees are ready for this change, having set up their workspaces at home during the pandemic. As our society ages and population growth slows, we need to adapt by focusing on various strategies to retain talent for example upskilling and reskilling.
If you could give one piece of advice to the industry, what would it be?
If I could offer more than one 😉 piece of advice to the industry, it would be to invest in continuous learning and development. This approach will help everyone adapt more easily to a dynamic and rapidly changing market. As technology advances quickly, we need to be prepared to change our chosen professions or the way we do things. Companies should also consider upskilling or reskilling their employees. With an aging society, we need to find ways to gain and retain employees to stay competitive in the market.
Thank you for the answers Justyna Cichorz, the ambassador of recruiTECH CEE from Poland!
