The labor market is changing, and along with it there are variations in recruitment dynamics. From some time all increases and decreases instead of the letter V are reminiscent of a flat letter U. This means that companies with more caution decide as on employment, as and dismissals. The year 2025 will be similar under this relation to the minute. However, how much further stagnation will not result in widespread reductions of employment, that even significant food may improve the appetite of companies for recruitment.
- In 2025 year companies are planning to continue a cautious, but open to a changing market situation, the approach to recruitment – results from the latest Payroll Report, published by agency consulting personal Hays Poland. The search for employees plans 86 percent of employers. The majority forecasts, that their recruitment activity will not change or will be more than in year 2024.
- Recruitments still provoke challenges, a difficulty in this field expects 53 proc. of these. From one side the competencies seeked by companies are not always the same as those available on the market. From the other, the problem are budgetary constraints and high wage expectations of candidates, who have these capabilities, but are not actively seeking jobs.
- Professionals still feel confident in the employment market and 52 proportion of their positively assess their perspectives for year 2025. Despite less recruitment activity of companies, specialists believe that their competencies will be properly appreciated. In the moment of recruitment they can go in the seek of better jobs. Changing employer in this year is considered because almost 51 proc. professionals.
– Firms are accustomed to operate in conditions of uncertainty and numerous variables, which often force their strategy to new conditions. In the context HR translates this into more cautious decisions about increasing employment, a in moments of crisis – on shifts in structure and upskilling instead of reductions. Employers are aware of how valuable resources are competencies and focus on retaining key employees in the organization – says Alex Shteingardt, director managing director of Hays Poland.
The economy may revise plans
This is confirmed by the results of a study described on fractions of the Wage Report of Hays Poland 2025, in which participated by nearly 1.5 thousands. employers andNearly 1.4 thousand specialists and managers. Despite high uncertainty, which defines the employment strategy of companies for the year 2025, 86 percent of employers plan recruitments.
To start seeking still however will be decided with much caution, after a thorough analysis of needs. Also the results of the survey reflect the decline in the concern that has been measured by companies in the past year. In comparison with last year’s edition report the interest of organizations planning recruitments dropped by 4 points percent. Still however about that the number of recruitments for permanent jobs will increase compared with the year 2024, there are as much 41 proc. employers. In the case of temporary and external employment, the interest on such responses is 35 proc, a contracts B2B – 34 percent.
Employers take with this under
consideration, that the market situation is changing
dynamically, a along with it – the actual needs and capabilities of the company. Hence therefore expecting that the year 2025 may bring the awaited food, as the main reason for planned recruiting indicate the development business (49 proc.) and the need to find replacements for employees, who decide to leave (35 proc.).
Companies experience recruitment challenges
Less recruitment activity has not made sourcing employees easy for employers . Still over half of their (53 percent) expect difficult recruitment in year 2025.
Despite that companies on the call for job less than receive many applications, that the VVs submitted very often are not matched to their bold expectations. From both candidates, who could fulfill these and usually do not actively seek jobs. This translates into their high financial expectations, which they intended to compensate for their potential risk of changing jobs.
– Professionals suited to the recruitment profile very often are not interested in changing jobs, and their financial expectations exceed the provisioned recruitment budget. Thus employers are less likely to increase the planned remuneration under the impression of pay candidates. This is resulting from the still valid in many companies of cost discipline, like and wage grids , which were in the last time unaligned with the thought of the approaching
big steps directive of equality and
the directive.openness of remuneration – notes Agnes Kolenda, Executive Director at Hays Poland.
As many as 58 proc. employers agree with the statement, that candidates have unrealistic financial expectations, a 38 proc. – that there is no shortage of candidates for specialist and managerial positions. At the same time as by 13 pct percentage has increased from respondents perceiving that there are more candidates applying for jobs.
The recovery will result in increased rotation
Despite uncertain situation in the labor market, 52 proc. experts positively assess their prospects for
the coming months. At the same time almost 51 percent
of specialists consider changing their place of employment in the year 2025.
Although considering such step is not tantamount to actively seeking to change an employer, this truly represents the teenage prevailing in today’s market. Among specialists and managers by 7 pct percent. there has been a decrease in general satisfaction with work. Lower satisfaction with work life may encourage to consider different scenarios, including those that include changing jobs.
– We recognize, that experienced experts, exhibiting advanced knowledge mercial, knowledge of technology and soft skills, still feel very confident. Although that in the last time they didn’t always want to change their place of employment, that in year 2025 they may enter the market in the seeking better jobs. Indicates that there is a decrease in employee satisfaction -both that generally, and related to pay or the balance between private life and work. At the moment even slight nutrition, many of these may decide to changeemployer-summarizesAgnesKolenda.
AsAlexShteingardt notes,inthenexttimethebiggestchallengeforcompanieswillbefindingthegoldmeanbetweenbudgetary constraints,taking careofthesatisfactionofyear-oldemployeesandcreatinganattractiveoffertocandidates.-Thiswillnotbeeasy,especiallyconsideringthechangingmarkettrends.Neverthelessit seemsthatoverthelastfewyearsorganizationshavebecomeaccustomedtofunctioninginsuchconditions.Those,whicharebesttohandlethischallenge,atthemoment.revivalgainacompetitive advantageinthefightfortalent.