In 2022, our agency conducted a survey on this topic. The article was published before the start of the full-scale invasion. Immediately after February 24th, many things changed, including in the field of IT recruiting. People were losing their jobs, finding new ones, changing their fields of activity, and relocating. They also faced challenges that were previously unknown to them. The market became unstable, and some companies started entering foreign markets. In this article, we will discuss all of this and even more.
RESPONDENTS' PERSONALITY
This year's survey involved 210 respondents. Among them, 56% hold recruitment positions, 14.4% are sourcers, 13.9% combine both recruitment and HR tasks, and 12% are Recruitment/HR Leads. Additionally, Talent Acquisition Specialists, Sourcer+Recruiters (sometimes even +HR), and professionals engaged in Employer Branding joined our initiative. Interestingly, the percentage distribution of positions looked almost the same as in the previous year.
Regarding the division between recruiters and sourcers, in half of the companies (55.2%), this division doesn't exist. In the other 42.9%, it does. In fewer cases, companies have both sourcers and recruiters, but recruiters also handle sourcing.
39.5% of respondents work in outsourcing companies.
Second place (27.6%) is occupied by product companies.
Recruitment agencies and outstaffing share the third position, each with 11%.
Startups account for 6%, while only 5% of respondents are freelancers.
Furthermore, some companies combine multiple directions simultaneously. For example, outsourcing and outstaffing, or outsourcing/outstaffing + product. Some respondents work in multiple companies at once, while others came from marketing agencies.
Many Ukrainians were forced to leave the country to find temporary refuge abroad. At the same time, our statistics show that 80% of the respondents stayed in Ukraine. This fact is immensely reassuring because it means that we are preserving our intellectual elite.
Only 16.8% of specialists moved to Europe.
And no more than 4% went to Asia, North, and South America.
We sincerely believe that soon every Ukrainian will be able to return home, and next year, the statistics will look different!
In general, we can say that the vast majority of respondents are experienced professionals. They have at least a year of experience and many have even more. Here are the details in numbers:
- 1-3 years of experience - 38.3%,
- 3-5 years of experience - 23%,
- More than 5 years of experience - 29.2%,
- Only 1.9% have less than 6 months of experience,
- 6 months to 1 year of experience - 7.6%.
Unfortunately, this indicates that very few new specialists are entering the job market at the moment.
PROFESSIONAL QUESTIONS
For sourcing, 98% of respondents prefer using LinkedIn.
Second place (around 70%) is shared between using X-Ray search and searching through Job Boards.
The third position goes to searching on professional platforms - 40.5%.
The fourth place is occupied by messenger search (Telegram, Slack, Gitter) at 33.3%, and the fifth is social media search (Facebook, Instagram, Twitter) at 24.8%.
From other responses, some respondents use Djinni, some listen to recommendations from colleagues, and some check out HireEz.
LinkedIn works best for our respondents, as 91.9% consider it the primary channel for candidate communication.
Next is Telegram (71.4%) and Email (33.3%).
Skype is not as popular (8.1%), along with phone calls or SMS (4.3%) and Djinni (2.9%).
From other responses, our respondents also use Whatsapp, Viber, Behance, Google Meet, and Artstation.
Regarding the positions that respondents worked on most frequently this year, the most popular ones include Front End Dev (48.1%), QA (39.5%), Project / Product Manager (36.7%), Sales/Marketing (35.2%), DevOps (34.8%), Java Dev (34.3%), and .Net Dev (31%).
You can also add UX/Ui Designer, Python Dev, C++ Dev, PHP Dev, Ruby Dev, and Data Engineer to this list.
Less common vacancies include Node.js, Clojure developer, 3D Artist, Security researcher, DS, and SEO specialist.
Respondents consider DevOps (25.2%) the most challenging position. Sales/Marketing also turned out to be one of the most challenging, with 19.5%.
Other positions mentioned include IAM Engineer, Cloud Engineer, Business analyst, AI Designer, and Embedded Dev.
The biggest challenge in closing vacancies is that candidates fail technical interviews, as noted by 53.3% of respondents.
Second place is shared by the following reasons: candidates not responding to messages or not meeting Soft Skills requirements (27.1%).
26.7% of respondents encounter difficulties in sourcing (due to changes in candidate locations or the search for suitable candidates).
23.8% of respondents faced challenges in recruiting in new markets.
16.7% of failures occur due to Job Offers rejections.
Only 11% of respondents faced difficulties with power and internet issues.
And 10% of respondents did not face any challenges over the past year.
Among 85 respondents, the response rate ranges from 10 to 30%.
For 62 respondents, this figure increases to 30-50%.
42 respondents either don't know how to calculate this metric or don't consider it.
14 respondents have a response rate of over 50%.
In a small percentage of respondents, this metric ranges from 20-40%.
Regarding the number of times they contact a candidate, 74.3% of respondents send 2-3 messages. 15.7% believe that one message is sufficient. 7.6% of respondents send 4-6 messages.
Other responses include: "Usually once, but if the candidate is a star that we really need, I can send 2-3 messages," "2 times and I get a response," "Until they respond."
As for the number of simultaneous vacancies they work on (non-identical), 52.9% of respondents work on 1-3 vacancies at once. 41% have 3-6 vacancies in progress simultaneously. Working on 6-10 vacancies is less popular, with only 9 respondents doing so. More than 10 vacancies are held by only 3 respondents.
The most popular paid resource for our respondents is LinkedIn, used by 82.9%.
Djinni takes the second place, with 74.3% of users among all respondents.
Dou and Job Boards show similar results, with 55.7% and 42.4%, respectively.
The last positions are occupied by Turbo Hiring, Salesql, Widenest, Justjoin, Contactout, and HireEz.
As for the candidate database, 17.1% of respondents maintain it on Cleverstaff. 14.8% find it convenient to use custom systems. 10% use Taleo and Excel for their database. Among other popular systems, our respondents highlighted the following: People Force, GreenHouse, Hurma, Breeezy, Traffit, Recruitee, BambooHR, and Trello.
PERSONAL BRAND AND PROFESSIONAL DEVELOPMENT
The question of personal branding is highly debated among many respondents, but almost all of them would like to develop in this direction. They face various obstacles on their path, including fears, not knowing where to start, being afraid of not being interesting, lacking inspiration or time. That's why the statistics look as follows:
- 47.6% of respondents work on their company's brand as an employer.
- 28.1% don't have the time to develop themselves as professionals on social media.
- Only 11.9% regularly write articles and actively share content on social media.
- 3.3% don't see any point in developing their personal brand.
The favorite method of professional development among our respondents is webinars, with 84.3% of those surveyed watching them.
In the second place are articles and thought leaders, read by 78.6% and 70%, respectively.
Third place is shared between events and courses. 45.7% attend professional events, and the same percentage takes courses.
The fourth spot is occupied by professional communities (31.9%) and books, which are read by 31% of respondents.
Among other forms of professional development, respondents also mentioned personal consultations.
We are happy to share with you all the most popular resources where our respondents find professional information :)
SALARY
Let's take a look at the average salary level of the respondents, considering only the base salary.
So, 34.3% of the respondents receive $500-1000. The second position is occupied by salaries in the range of $1000-1500, which accounts for 23.8%. The third place is held by salaries in the range of $1500-2000, making up 14.8%. The fourth position is for salaries in the range of $2000-3000. The last place, with 7.6%, is shared between salaries below $500 and salaries above $3000.
The bonus component is typically structured as follows: it's a fixed bonus (used by 42.4% of the respondents). On average, this ranges from $100 to $400, depending on the candidate's level. Less frequently, it ranges from $300 to $900.
The second position is occupied by a percentage of the hired candidate's salary (19.5% of the respondents work under this scenario). The average bonus in this case ranges from 7% to 30%.
In summary, the average monthly income (base salary + bonus) for our respondents is as follows:
- 27.6% earn between $500 and $1000.
- 23.8% have a salary in the range of $1000-1500.
- 21.4% earn $1500-2000.
- 15.2% of respondents receive between $2000-3000.
- 6.7% earn $3000-5000 per month.
- 3.3% receive less than $500.
- Only 1.9% have a salary of $5000 or more.
LIFE AFTER FEBRUARY 24
67.1% of the respondents are still working in the same company as before the war.
16.7% experienced layoffs and were forced to leave their jobs.
Despite these circumstances, many respondents independently made the decision to leave their jobs and find new ones. Some of the respondents even learned a new profession during the war. We are inspired by their courage!
In the case of 117 respondents, the amount of work decreased after February 24, 2022. On average, they report a decrease in workload by 20-50% from their full capacity. However, many complain that their workload has decreased by 60-80%.
As for the job market, we have previously mentioned that it currently favors job seekers. Our respondents confirmed this. 72.4% believe that there are significantly more candidates responding to a single job vacancy. 11.9% did not notice any changes, and 11% believe that there are fewer candidates available.
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