Poland has a large labor pool with many qualified professionals, but many of them are currently content with their current jobs. However, certain factors could persuade them to switch jobs, including better pay, improved benefits, the option to work remotely, and a safer work environment.
To attract and retain top talent, companies in Poland may need to consider implementing these changes in their work policies and practices. If you're thinking about recruitment in Poland, there are some important things you need to be aware of. In this article, we will delve into the top 5 factors that should be taken into account when looking for talent in Poland.
1. Poland’s workforce: high number of educated individuals
With a population of more than 38 million individuals, Poland is home to a highly educated workforce. According to the World Bank, over 50% of the population aged 25-64 has completed higher education. This means that there is a large pool of highly skilled workers available for recruitment in Poland.
2. Employer branding is important in recruitment in Poland
To stand out in the competitive labor market in Poland, it's important to have a strong employer brand. This includes having a positive reputation, offering competitive salaries and benefits, and having a positive work culture. With a highly competitive job market in Poland companies must differentiate themselves to attract the best candidates. The brands that have an advantage on the Polish market provide a positive work culture, offer opportunities for career growth and development, and promote work-life balance.
3. Recruitment is also sales
Recruitment is not only about finding suitable candidates for job vacancies, but it is also a form of sales. The recruiter acts as a salesperson, promoting the company and the position to the potential candidates. The recruiter must build a relationship with the candidates and establish trust to ensure that they accept the job offer. Recruiters in Poland must not only find qualified candidates but also persuade them that their company and the job vacancy are the best fit for their career goals. They must understand the local job market and culture to make a compelling case to candidates.
4. There are specific labor laws and regulations in Poland
When recruiting in Poland, it's important to be aware of the specific labor laws and regulations. This includes things like minimum wage, working hours, and holiday entitlements. You can have 3 types of work contracts in Poland: employment contracts, contracts of mandate and B2B (consultancy) contracts. B2B consultancy contracts are agreements between two businesses where one business (the consultant) provides professional advice and expertise to the other business (the client). These contracts may cover a wide range of areas, including financial management, marketing and branding, human resources, and IT.
5. Remote work in Poland is becoming more popular
Remote work is becoming more popular in many countries. This can be a good way to access a wider pool of talent and can be particularly attractive to young employees in Poland. The new legal regulations on remote work were introduced in Poland after the Covid-19 pandemic. As such, it is important for companies to develop clear policies and procedures for remote work to assure that employees understand their roles and responsibilities and are able to work effectively in a remote environment.
If you’re interested in recruiting talent in Poland, do not hesitate to contact Spondeo’s recruitment team [https://www.spondeo.pl/recruitment].
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