Things you should know about recruiting in Poland
Recruiting IT specialists in Poland is common practice among multiple international businesses regardless of their size and location. The reason is a large number of benefits enjoyed by employers. They include reasonable salary expectations of candidates, a large pool of talents, high professionalism, outstanding work ethics, etc.
Whether employers plan to recruit developers using internal recruitment teams or partner with Polish recruitment agencies, they need to learn how IT recruitment in Poland works in any case. Below, we examine everything you need to know about recruitment in Poland.
If you google top job boards, you are most likely to come across such websites as Indeed and Glassdoor. However, IT recruitment agencies in Poland mainly use different job sites. Every skilled recruiter knows that before deciding on a priority sourcing channel, it is crucial to consider two factors that are location and the industry.
Generally, job sites are an effective sourcing channel adopted by most Polish IT recruiters. The question is what sites do they mostly employ to find the greatest talents? Our experience shows that inhire.io, Bulldogjob, No Fluff Jobs, and dotLinkers have proved the most effective.
Besides, LinkedIn is also widely used in Poland by both candidates and recruiters. This site is especially fruitful if you want to fill Middle- or Senior-level vacancies.
The tech industry is among the most globalized worldwide nowadays, and building international teams within it is already a well-established norm. Therefore, it comes as no surprise that competent and motivated developers in Argentina, India, Georgia, and Poland have a good level of English.
Poland ranks 16th out of 112 countries in English skills. At the same time, many international businesses turn to recruitment agencies in Poland rather than engaging their internal recruitment teams just because they need someone who speaks Polish.
Poles demonstrate the greatest pride in their nationality among Europeans. They may often have their resumes or LinkedIn profiles created in Polish and be more favorable to recruiters who contact them in the Polish language.
While you are learning everything you need to know about recruitment in Poland, the Polish recruitment process is among the first topics to check. Employers may wonder why? since the recruitment process appears to be the same in any country, especially within the tech industry.
However, this process in Poland may have several peculiarities critical to highlight. For example, Poles are not used to discussing their salary expectations at the beginning of the recruitment process. Recruiters are advised to bring up this topic only after the first step is already taken.
Moreover, developers may feel more comfortable if Polish recruitment agency’s experts get straight to the point, without small talks. It happens because Poles’ communication behaviors are slightly different from those of Americans and Western Europeans.
Legal issues: GDPR and contracts
Every employer should consult a lawyer or IT recruitment agency in Poland in order to prevent any legal problems. Typically, hiring employees in Poland is similar to recruitment in any other EU country.
Polish IT specialists sign either employment contracts or B2B contracts with their employers. Depending on the type of contract, taxes are charged differently. If businesses choose to use their recruitment team rather than partner with a recruitment agency in Poland, they must explore the topic thoroughly. The reason is candidates usually share their net salary expectations, so employers need to convert them into gross salary on their own, considering contract types.
GDPR is applied to all employers who hire Polish developers. GDPR is a regulation on data protection and privacy that sets standards for communication between candidates and recruiters and rules for managing ATS. It is essential to comply with GDPR to avoid huge fines.
Working hours and salary expectations
Polish IT specialists are used to a 40-hour workweek when they work 8 hours a day on workdays. Working overtime may be acceptable for some developers (not everyone) if employers are ready to pay extra.
There are 13 public holidays in Poland, some of which take place on workdays, so employers need to remember it. Besides, the average annual paid vacation leave may ranges between 20 and 26 days.
Finally, salary expectations of Polish IT specialists differ, depending on years of experience, current position, etc. Yet, generally speaking, their salary expectations are lower than those of Western and Central Europe, US, and Canada residents.
We have discussed everything you need to know about recruitment in Poland. No matter whether you engage your own recruiters or a Polish recruitment agency to search for candidates to fill vacancies, it is essential to know the basics of Polish tech recruitment.
AboutHR team of recruiters highlights the importance of the five aspects mentioned above for international businesses. If you consider hiring IT specialists in Poland and have additional questions, please leave a request, and we will contact you asap.