Category: Новости

So that you do not get bored during the quarantine period, we launched the first newsletter of our Newsletter from the Recruit Alliance. We publish the text of the first letter on the site:

It is customary to say that a time of crisis is a time of opportunity. Entrepreneurs are exploring ways to transform their business and ways to optimize costs. Even taking into account all the benefits that the Ukrainian state is ready to provide to businessmen, the issue of the payment of wages, taxes and the solution of labor issues during the quarantine period force many to reconsider the composition of the staff.

It may seem that the selection of new employees now is an untimely waste of effort and money. However, based on our experience, the best time to form the strongest team within the company cannot be found.

Business owners will have to focus on keeping it afloat. For this, it will be useful to him already “ready-made”, experienced workers who know the market and its mechanics well. There is simply no time left for growing talent within the company and correcting mistakes.

On the other hand, reloading the entire sphere of services and goods, closing long-standing companies and a sharp jump in online commerce will give us many talented specialists. Right now, they decide to slow down, review their resume, brush up on knowledge and find themselves in a new team.

The ideal time to invest in the most valuable resource: in your business and your team.

Some tips regarding the company’s operation during the quarantine period:

• With an experienced, creative team, it’s easier to adapt to the trends of a changing market. It is better to find a cool specialist with Executive Search once than to lose time and money with yesterday’s students;
• Young projects will need to be reinvested on the go. Most likely, a marketing director and a sales manager with experience in successfully starting startups will come in handy.
• The desire to “wait out” the crisis can be too disastrous. Eat resources, and miss all opportunities.

Our current analytics about the labor market:

Quarantine IT recruiting
What awaits general recruiting
Who needs Executive Search

If everything is clear with the leisure and entertainment industry, then in recruiting (or rather in IT recruiting) there is a not-so-obvious jump. Thanks to Zoom, Skype and other programs for remote communication, the IT recruitment market is likely to survive this crisis.

Out of 120 active projects, only 3 applications were paused, although the number of incoming requests is growing. The most popular vacancies, as before, are artificial intelligence specialist, robotic engineer, Data Scientist, Full-stack developer and smart sales managers. The force majeure situation unpleasantly affected the work of startups and small outsourcing companies, but after the reformation of the departments they will return to projects again.

What is advised to do to maintain a working atmosphere during a forced remote:

• Start the work day at the same time as usual. Having a good night’s sleep is, of course, nice, but a week in a relaxed mode can affect the results not in the best way.
• Try to make a list of tasks in the morning and discuss its feasibility with the management / team every day. This will help keep the situation under control.
• Stop updating the Facebook feed – there is always bad news, too many distractions. Of course, this recommendation is not relevant for SMM managers, recruiters and other workers in the media industry.

What are the forecasts and recommendations for sourcing?

• Today, social networks and instant messengers are the most visited sites. At least 15 job offers / resumes are published daily in trade unions.
• Take all of the automated matching courses you’ve heard of before. Coursera, Youtube and other sites are now as open as possible.
• Do not worry that your workplace will be reduced. According to studies, the number of it-vacancies is still several times higher than the number of relevant candidates.

A couple of weeks at home, silence and everything will be all right.

If you are now in search of the right person for your project, we are ready to help you – Recruit Alliance is working as usual.

While the coronavirus is raging in the world and the whole of Ukraine has gone to quarantine, we continue to receive these strange letters with recommendations on how to safely select it-specialists. Most often, spammers advise not to shake hands, use masks, or better yet, conduct interviews on Skype. However, if you have been in it-recruiting for a long time, you know that out of 10 interviews, 9 will definitely be online.

What is really happening on the market right now?

While our relocate-invasive developers are discussing the minuses of working and living abroad on the forum, local it-workers had to temporarily refuse the possibility of moving and study more closely the proposals of companies with offices in Kiev, Dnipro, Kharkov, Lviv or Odessa. These cities are still leading in terms of the number of vacancies, and over the past year they have increased the average proposed salary by 26% (according to studies by the State Statistics Service for 2019).

On the other hand, IT specialists have even more often requested vacancies with the conditions of remote work – now it is 4.2% instead of 2% a year earlier. Developers are most interested in remote – they account for almost 16% of all vacancies with the ability to work partly or permanently at home. A similar trend is visible all over the world, but it is important to understand that employers are ready to give greater freedom to Senior +, or at least Middle, but not Junior at all.

What other questions to a vacancy (working conditions) may be?

• adherence to the agreed schedule for the revision of salaries (it turns out that many companies promise an increase in salaries every six months, but this does not happen more often than every 2 years and then, after a reminder)
• unpaid overtime, but strict control over tracking in case of a flaw (here it’s more about personal attitude within the team, of course)
• poorly functioning ventilation in the workplace (summer is ahead, and working in a stuffy open space is too uncomfortable)
• few initiatives from leadership in the direction of career growth, development, courses, training, etc.
• too aggressive HLS propaganda in the workplace (it is interesting that in parallel there is a question to the lack of compensation for visiting the gym)

To summarize, then ahead of us:

• A slight stagnation in the selection process due to force majeure at the state level. But if you urgently need valuable personnel – you know what to do
• If you do not already have a process HR on staff – urgently look for him/her, it will save you from unpleasant publications on DOU.ua and one well-known Italian site (s)
• Think about giving remote more often

Do not be sick and good luck in the hiring!

Our Irish colleagues recruiters for the first time recorded a minimum unemployment rate of 4.8% in 2019. The main reason is called the rapid increase in the number of jobs in it (about 900 development companies with more than 20,000 people appeared on the island) and a considerable amount of export (16 billion euros per year). But what is good for job seekers complicates the lives of business owners. For example, in the selection of personnel, a real struggle for valuable personnel began. Therefore, local recruiting companies have to come up with the most effective methods for closing vacancies, make more flexible conditions and prepare interesting social packages.

It was the Irish who suggested that regular hr and recruiters pay attention to the following trends, which are likely to come in handy next year:

1.More Artificial Intelligence at Sourcing

The written code helps filter out those who do not exactly fit the request. It is not always possible to entrust the selection of suitable candidates to the program, but he will cope with the preparation of the most representative sample. Another good invention is chatbots, which saves sorsers. Firstly, they are always in touch, and secondly, they help to give answers to primitive questions without spending man-hours.

2. Focus on candidates’ soft skills

Predict by 2030 the value of emotional intelligence will significantly increase in the selection. Up to 22% of the solution for European employers will depend on its compliance. Recruiters are advised to pay attention to the following candidates: result-oriented, focused on building healthy relationships in the team and with business partners, respecting the rules and feeling comfortable in the processes, innovative, experimenters, pragmatists.

Ideally, during the withdrawal of an application, find out from the client which processes he would like to automate and which remain with the employees. And push away from his development plan to seek appropriate personnel.

3. Automation boom in HR

Employers began to understand how much time is spent on HR managers to create comfortable conditions for each employee. Therefore, sweat tasks will be automated soon and they will help to control, rather than generate requests. Simply put, record the presence / absence of an employee, give the go-ahead or ban on vacation, etc.

To summarize, we can say that the future of recruiting is confidently moving in the direction of automation. However, the interview process and the preparation of cases will still remain under the control of the performers. Let’s see if such changes are relevant for our region.

This year, the turnover of the Ukrainian it-business will exceed the $ 5 billion mark, experts say. According to the database of recruiting agencies, which regularly cut and analyze the it-market, now there are approximately 4000 companies in Ukraine. In addition, we are regularly contacted in search of IT personnel for relocate to Europe and the USA. And this is a small fraction of the $ 3.7 trillion spent per year on information technology in the world. Basically, recruiters are asked to pay a Middle specialist, which means that his salary level will start at $ 3,000. You can actually earn a similar amount (and even more) by closing one such vacancy. Therefore, there are many who want to join the it-sphere and the Ukrainian it-recruiting market is growing. Although it happens, it is going through difficult times due to high competition.

Each agency has its own base of developers / QA / support / designers / etc, who were interviewed earlier, but for some reason they did not come up or were not interested in the offered vacancy. These people are a very valuable resource: they have a high level of knowledge and are rarely in an open job search. They have 4 years of experience in the it field and a portfolio worth hunting for.

In very small it-recruiting agencies, there may be a “virtual” base of potentially interesting it-employees, formed through deep sourcing or using ready-made selection algorithms. It’s normal practice if there is no free, ideally suitable candidate at the moment. In this case, the timing of closing a vacancy depends on the professionalism of recruiters (as a rule, the first “show” of 2-3 relevant applicants in the first week).

Therefore, it is necessary to choose it-recruiters at the call of the heart, no matter how arrogant it sounds. The best minds and reliable professionals are involved in the field now, but the one to whom the client can truly trust will show a good result. Indeed, too much depends on a properly functioning communication chain.

If you have questions that will help you decide whether to apply for a service, you can ask us.

Increasingly, recruiters, especially Executive Search, are finding it harder to close a project. This applies to three groups of applicants in Ukraine: high-level IT specialists (Middle +), TOP management and unique specialists. In 2020, recruiting companies spend many hours looking for a competent contractor in new directions, such as promotion, smm, PPC, production, etc. And every year there are more vacancies with highly specialized skills in the field of online promotion, the age of the candidates is younger, and their requirements for a new job are more original.

Global trends affect everything: fashion, nutrition, lifestyle, and therefore working conditions. If earlier people sought wealth as such for the sake of status and material wealth, now the focus has shifted to the possibility of self-realization, creativity and life-work balance. More recently, in large cities, working hours occupied all daylight hours, and “life” began closer to night. A couple of hours to sleep was enough for young people in the morning to again plunge into a not-so-interesting labor routine necessary for survival. During this period of time, the main arguments in negotiations with potential candidates for Executive Search specialists were: money, official bonuses (car, payment of relocate, etc.), status.

In the 21st century, values ​​have changed rapidly. According to Phillips research, 92% of people surveyed who work think that quality sleep is the most important element in their health. In their opinion, a dream is their personal guarantee of well-being, which affects good relations with a partner, interest in life and motivation in work. They will not sacrifice personal comfort even for the sake of very financially attractive long-term job offers.

The second necessary minimum for the dream to work in 2020 is the opportunity for spiritual growth and self-development. Of great importance is belonging to something important, developing. An ideal company should have a good library, courses, paid hours for training. However, managers often meet subordinates who want to grow professionally. It’s just that before employees did not always talk about their desire, while the Z generation considers this a must-have item on any offer.

Well, the last thing that is important is the focus on caring for the environment. Of course, in Ukraine it is more difficult to do this – waste recycling, the use of decaying materials in production and energy saving do not stand on stream. But you can start small and thereby gain confidence.

Therefore, it is important for a recruiter to be in a trend, follow the news in the world, be interested in new professions. This will allow us to give higher indicators for work, and to feel ourselves “on the wave”.

At the end of last year, LinkedInk compiled a list of the most sought-after specialists in 2020. The assumption was based on the number of vacancies posted, a study of their growth and open communications between companies, recruits and job seekers. In short, in the future our world is waiting for Isaac Asimov and IT-technologies – robotics, artificial intelligence and engineering. But, dear humanitarians, do not rush to be upset – for us, too, have left few places with good pay.

Of course, the posted data will be more relevant for those who are looking for an opportunity to relocate or already work in IT in the USA. Trends tend to spread, especially in the era of remote work, interviews on Skype and globalization.

So, dear agencies and companies for it and the general selection of personnel, pay attention to the resume of the following specialists:

Artificial intelligence specialist

Annual growth rate: 74%

Skills: machine learning, deep learning, TensorFlow, Python, natural language processing

Robotics engineer

Annual growth: 40%

The leading industries hiring these job seekers are: information technology and services, industrial automation, computer software, financial services, automotive

Average annual wage: $ 85k

Data scientist

Annual growth rate: 37%

Skills: Machine Learning, Data Science, Python, R, Apache Spark

Average annual wage: $ 143k

Full-stack engineer

Annual Growth: 35%

Skills: React.js, Node.js, JavaScript, AngularJS, CSS

Average annual wage: $ 82k

SP Engineer

Annual growth: 34%

Skills: Amazon Web Services, Ansible, Kubernetes, Docker Products, Terraform

Average annual wage: $ 130k

Specialist in working with customers

Annual growth: 34%

Skills: Software as a Service, Salesforce, Customer Relationship Management, Account Management, Customer Retention

Average annual wage: $ 90k

Sales Manager

Annual growth: 34%

Skills: Salesforce, Software as a Service (SaaS), Leadership, Sales

Average annual wage: $ 60k

Data engineer

Annual growth: 33%

Skills: Apache Spark, Hadoop, Python, Extract / Transform / Load (ETL), Amazon Web Services

Average annual wage: $ 100k

Behavioral Health Technician

Annual growth: 33%

Skills: Applied Behavioral Analysis, Autism Spectrum Disorders, Behavioral Health, Mental Health

Average annual wage: $ 33k

Cybersecurity specialist

Annual growth rate: 30%

Skills: cybersecurity, information security, network security, vulnerability assessment, information security

Average annual wage: $ 103k

Backend developer

Annual growth rate: 30%

Skills: Node.js, JavaScript, Amazon Web Services, Git, MongoDB

Average annual wage: $ 100k

Chief Revenue Officer

Annual growth: 28%

Skills: strategic partnerships, startups, software as a service, market entry strategy, executive management

Average annual wage: $ 70k

Cloud Engineer

Annual growth rate: 27%

Work-unique skills: Amazon Web Services, cloud computing, Docker, Ansible, Jenkins products

Average annual wage: $ 80k

Javascript developer

Annual growth rate: 25%

Skills: React.js, Node.js, AngularJS, JavaScript, CSS

Average annual wage: $ 110k

Product creator

Annual Growth: 24%

Leading industries: information technology and services, financial services, computer software, insurance, hospitals and healthcare

Average annual wage: $ 115k

Interested in analytics in terms of salaries in the IT sector in Ukraine?

Contact us 🙂

We provide a brief translation of the material “Why HR Leaders Never Become the CEO, but Should,” which may be useful to recruiters planning to move from staffing to managerial functions.

A small introduction: we took up this text so that young people from recruiting agencies do not look at their profession as a temporary life stage. This article will help dispel doubts about the foggy future of hr. In addition, foreign practices are not the first to raise the topic of the prospects of working with staff and, in particular, the potential for vertical growth within the company.

In the modern world, the main assets of a company are its values, culture and team. Trends and technologies change too rapidly to make a single bet on them. At the same time, a well-coordinated team of professionals can quickly pick up a new vector of enterprise development and thereby help it stay afloat. Therefore, HR is always aware of what is happening inside and a lot depends on it.

There is an opinion that appointing an employee to the position of CEO is a reward or a bonus, but in fact it is a challenge that requires even more effort, talent and a desire to learn. To a greater extent – to become a team leader and competently manage it. However, if the CEO of an enterprise becomes the head of one of the areas, then he risks allocating resources incorrectly, focusing only on his specialization. This may result in:
– Incorrect distribution of staff load
– The collapse of the team due to incorrect leadership
– Loss of customers due to inability to build a dialogue

All these errors can be avoided by an expert in communications and human resources management – HRD. Moreover, he/she can:

• Increase the company’s income from mergers and acquisitions. It’s no secret that any changes in the organization of the company affect the morale of the team. According to the Harvard Business Review, up to 90% of the prospects and potential of the company after the merger is not realized due to the inability to reorganize the staff. On the other hand, HRD can prepare people: organize training, test opportunities. Become a coach, not a boss, thereby preserving both jobs and efficiency.
• Avoid dismissal of the “rock stars” of the state, helping them not to stagnate for a long time. Such people cannot work without a clear goal and moral support from the leader. As soon as they feel that they are losing ground, they will immediately begin to look for another job. Personnel specialist will be able to “catch” the moment, and even better to carry out prophylaxis.
• Build trust in the company, both inside and outside. Business ethics, the brand of a reliable and caring employer, and many other factors strongly influence the company’s position in the market. Here you can recall about #MeToo and other social actions that greatly shook the position of the seemingly mastodons of the industry. An experienced HR could foresee any excess of powers or find the most painless way to resolve the conflict without public disclosure.

On our own, we add that the ability of HRD to become CEO, at the moment, is low. But the movement in this direction has begun, and perhaps soon in Ukraine the situation will change dramatically.

Traditionally, by the end of the calendar year, Forrester prepared a forecast for Visa for IT trends (including recruiting, outsourcing agencies, prospects for specialists, etc.).

Global automation is coming, focus on the interaction with artificial intelligence and, logically, interest in Big Data. Over the past 3 years, marketing has seen a decline in customer happiness: free shipping, bonuses, and loyalty systems are no longer decisive factors when choosing a manufacturer. Now almost 60% of decisions are made based on company values.

In recruiting and HR, the behavior model will also change: now the IT director or company manager will invest even more in the knowledge of employees. Subordinates will learn more complex technologies and become more mobile, which means groups for projects will become more flexible. The gap between the best and the lagging employees will grow. All this will lead to a reduction in the staff of the customer service department: Forrester predicts up to 25% of layoffs. The main goal is to get the most out of the trend for automation, and take the lead in a changing market.

Budgets for data processing will grow at least 2 times a minimum, which means more investment will be directed to training Big Data literacy. Also, the security sector expects more effort and expense, as dipfeiks and other harmful developments will become even more active. Large corporations will introduce new rules on the protection of personal data, but the number of claims from users about immunity will still grow by 300% or more.

AI workers will replace mass workers, but those who stay will earn more. Up to 1 million layoffs of office staff of a narrow specialization are planned, although multidisciplinary staff will receive up to 330,000 new jobs.

Well, bad news for startups: now the leader’s charisma will not be enough to get investment. Venture funds will be ready to give money only for thoughtful and calculated business plans.

Translation of the report was prepared by Liga.Tech for which many thanks to them 🙂

A company researching the international business market, Fortune Business Insights predicts that in 2025 the market for recruiting software will grow to $ 3,000 million. Of course, the field of personnel selection will always remain the most communicative direction, where the main emphasis will be put on live communication. But at the initial selection, digital technologies help out a lot with samples of high-level specialists, especially in the IT field.

Foreign markets hr focus on selection automation for the following reasons:

1. The ability to connect to huge amounts of information, convenient work with them (fast processing, filters, output)
2. Integration of different tools during the course of hr work, for example, the ability to automate the distribution of vacancies and connect bots for auto answer or configure auto redial for suitable candidates through CRM
3. The presence of a “cold calculation”, which excludes the human factor in the initial screening of resumes
4. Analysis of the performance of the sercer and the quality of communications of the recruiter

Our foreign colleagues have prepared a list of current software that helps to search, select and hunt the best personnel in the labor market. Perhaps not all the tools will be relevant for Ukraine, but the general principles will definitely be useful to recruiters working with international markets.

1. Ascendify is a development that allows not only to find a suitable candidate, but also with the help of artificial intelligence to determine his possible career growth within the company. Having a predicted development path, it will be easier for internal hr to understand employee performance.
2. ADP Workforce Now offers automated publication of information about the vacancy and the company, generates an approximate period and cost of hiring in the selected field. Data is generated in collaboration with job portals.
3. Freshteam, which is popular in the pharmaceutical, media and technology sectors, offers a developed algorithm for finding and adapting employees to a new location.
4. HappierHire is a handy application for small businesses that downloads thousands of suitable resumes from all possible sites.
5. JazzHR offers not only search assistance, but also a micro-space for internal hr, where you can create your own discussion boards, vote for your chosen strategy and conduct dialogs.

These developments are projected to be relevant in 2020. However, no one bothers to try them in work already in 2019.

Illustration and 5 more relevant tools taken from the site for HR

Before you submit your resume to an it recruiting agency, be sure to read this analysis of the profession. We agree that you can learn any kind of activity, but it’s about hard skills. Soft skills are of great importance here – the character’s warehouse, the ability / desire to sell, work with objections, feel “your own” both in direct selection and at the stage of approving a marketing strategy. But come on in more detail.

920,000 people graduate from Ukrainian universities annually
Only 15% of them work by profession
Every day we get about 15 responses to the position of an it-recruiter
Of the 15 CVs sent, only 1 indicate relevant experience in recruiting / it / hr or, at least, there is a brief cover letter that indicates the candidate’s capabilities and real skills
In a month, we were able to select only 5 people suitable for all characteristics
2 were hired

What is this talking about?

• That to start work in it-recruiting you need:
• Have skills or be able to “sell” yourself
• Read the announcement in detail and be ready to learn (you cannot work with it without knowledge of the materiel)
• Realistically assess the volume and uniformity of the work ahead

If everything is clear with the first two points, then we’ll talk more about the everyday life of an it-recruiter. In general recruiting, the main work is the analysis of job sites / resumes, the study of open profiles on social networks or direct calls to candidates selected by the client. In IT, monotonous sourcing in LinkedIn, Djinni, GitHub and other sites, where the working skills of specialists are openly represented, occupies 80% of the time.

To collect a pool of 5 suitable Senior + candidates, you need to process 500+ profiles. But the most difficult thing begins in personal communications at the time of transition to the 2nd and 3rd stage: after a technical interview and at the stage of receiving an offer.

The it-recruiting market is tailored for candidates: developers, engineers, testers, designers, etc. Middle + specialists can afford to choose between 3 offers and, as a rule, the recruiter who knows how to sell will work with him.

But there is good news for those who like to work. For example, a good it-recruiter:

• Closes 3-4 vacancies per month, earning from $ 1,500
• He receives a small percentage for the recommendation of his specialist (and in the case of a strong friendship, it-schnicks work with one recruiter, there is at least a few)
• If desired, changes qualifications to it faster and develops faster within its framework
• The first to know about the most interesting projects, technologies; will fall into a progressive, fun and active “party”
• Mastering psychology, marketing and other useful sciences without much effort and in practice
• Can work from anywhere in the world
• They can become very successful if they do a little more than their colleagues. After all, only 1 out of 10 IT recruiter speaks with one candidate more than 3 times and almost none of the colleagues in other companies / agencies seek to automate their work. Although it helps a lot to not forget anything and earn a reputation as a responsible specialist.

The Wall Street Journal has published material based on the arguments of HRD and the founders of well-known American companies about the role of corporate culture in recruiting staff. We offer a free translation of a fascinating discussion.

It all starts with the fact that business owners come to understand what their ideal employee should look like. In their opinion, such a person is easier to hire or hire through a selection agency, because the company’s offer fits perfectly into his lifestyle. According to ex-HRD Netflix Patty McCord, this “cultural code,” as recruiters call it, actually has nothing to do with a set of soft skills in the corporate world. It is just a desire to select those people with whom it is pleasant to chat on abstract topics and drink beer after work. HR receive tasks from bosses to find a person in a party, and not to complete tasks.

According to the Korn Ferry consulting firm, in 2018, 100% of 1,100 simplified recruiters took a new trend among job seekers: the need to work in a comfortable environment added to the motivation with the level of wages. Moreover, now candidates first of all look at the atmosphere within the team and all those intangible benefits that the company gives before making its choice. This is good news for employers: such employees value their workplace more, they are more difficult to lure and they enjoy working even when they are not controlled.

But there is some bad news:

1. Interviewers begin to hire only those people with whom they could get along at an interview. Their level of education and professionalism may fade into the background, which will adversely affect the work of the company (opinion of the Head of the Department of Cultural Transformation Kirsta Anderson from Korn Ferry)
2. Any innovation, especially if it toughens the corporate culture even a little, is perceived by employees as a personal insult and distrust. People forget that they are at work, not at the resort (Ms. McCord, author of Powerful Workplace Culture Book)
3. The role of corporate culture is sometimes overstated. According to Deloitte polls, about 7% of workers aged 24 to 36 say they dislike their employer’s culture so much that they intend to quit their job over the next two years. This means that employers cannot “play long” with their staff, expect them to maintain common values.
4. Lack of flexibility, an extraordinary view of the solution to the problem. Employees similar to each other think and work approximately the same, which gives less room for maneuver in case of a non-trivial situation.

And most importantly, what is included in the concept of corporate culture?
– Collective enthusiasm for a company’s mission or goal
– A similar approach to work (collectively or individually)
– Understanding which decisions will be right, which risks will be assessed, and which will not.

 What is not included in the concept of corporate culture?
– Recruiting for the same diploma / ethnicity / career path
– Waiting for a feeling of comfort in communication with colleagues
– Organization of gifts, games and alcohol in the workplace

What services does a recruiting agency provide?

Recruiting or staffing, headhunting, executive search (unfortunately, the term does not have an established analogue in Russian / Ukrainian), outsourcing, outsourcing and various analytics, research, consulting. As a rule, every Ukrainian or foreign agency or hr-company on outsourcing can work in these areas, but not always on their own. We tell in which case it is better to contact residents and non-residents.

With recruiting, everything is clear – in Ukraine there is a law that clearly regulates this type of activity. The differences begin when working on outstaffing, outsourcing and analytics. If you strive to work only in the legislative field, then be sure to study if your contractor has the appropriate type of activity on the CEEA and is a resident. Only officially recruiting companies operating in Ukraine retain the benefits and pension contributions of the client’s staff. If you care about your employees, then try to take this point into account.

The second is working with relevant information. International recruiting agencies involve local recruiters in cooperation. Without a resident, they cannot determine the real salary market and the ratio of open vacancies to the number of job seekers. Therefore, they will take longer to complete the task, take higher payment and, most likely, will not be able to give real numbers to the client. On the other hand, international companies may have more experience in relocating and closing several vacancies for offices in different companies at once.

Local agencies work well with TOP specialists, because they better understand their values ​​and motivation system. They know all the major industry representatives on the market, so they will quickly make up a short-list of candidates. However, the same information is relevant for mass selection. The disadvantage of Ukrainian headhunting companies is that they may not know all the nuances of international relations, for example, the candidate’s passport has no notes about visiting countries unfriendly to the client or additional taxes. Although this nuance is usually closed by a full-time lawyer.

Our it recruiting agency has estimated that about 190,000 Middle + level developers work in Ukraine today. Thanks to the proud 21st place in the Eurasian rating of data transfer rates via the Internet, the selection of Ukrainian IT specialists is becoming a popular task for recruiters from all over the world. Therefore, the 4000 it-companies registered with us practically do not leave the state of searching for it-frames.

Another important point for the rating is knowledge of the English language. According to surveys, 70% of Ukrainian developers own foreign at the average and higher levels. However, an it-recruiting agency, before submitting candidates for consideration, still checks their real level of knowledge and it approximately corresponds to statistics.

PricewaterhouseCoopers published a report where the growth of the IT segment in Ukraine was recorded at 15-20 percent annually. In addition, many companies such as Microsoft, Samsung Electronics, Apple, Wargaming, Boeing, Skype, eBay, Siemens, IBM have already opened their R&D centers. European IT Outsourcing Intelligence Report recorded Ukrainian specialists in 4th place out of 10 in terms of professionalism. On the other hand, HackerRank gave Ukrainians 11th place in the Best software developers rating for their quick and accurate solutions.

As for payment, on freelance / outsourcing prices for work start for Senior + from $ 25 / hour. This is one of the lowest numbers for a fairly high quality of tasks in the global IT field. Therefore, our specialists understand their relevance, can choose between job offers. If the developer is really a master of his craft, then the line of recruiters is waiting for the end of his project. A good option to “get around” the waiting list is to contact a recruiting agency that has established itself in the market. It better understands the true motives of the applicants and, in the case of a categorical refusal, will be able to offer a worthy replacement.

Instead of conclusions, we suggest that you focus not on the speed of closing vacancies, although this is also important, but on the number and quality of calls for guarantee closing of vacancies. However, you always need to hire those recruiters who are comfortable working with. If you are looking, we at Recruit Alliance will be happy to discuss all possible terms of cooperation.

On October 20th, the second course of the School of IT Recruiting from the recruitment agency Recruit Alliance will begin. Visit us if you dreamed of working in the IT field, want to learn more about how programs, applications, development are created and why finding good specialists is a challenge every time. IT recruiting is a completely different area to learn.

As a result of our first year, 2 people are already doing a test assignment for employment, and 1 more has accepted an offer from our IT company client. We are pleased to create jobs and help people find “their own.”

What awaits the future IT recruiter in our school?
– First, we’ll explain what it is a recruiting agency and how it works.
– We’ll give a little theoretical basis: we will talk about programming languages, frameworks, testing, ux / ui design, system administrators, DevOps, types of projects and roles in it. Learn how to work not only on LinkedIn, but even on a professional level
– We will give a lot of practice: you will learn how to withdraw applications yourself (and this, for a minute, is perhaps the most important step when working with a client), communicate with applicants, give the right feedback, persuade, “sell” the offer and close even the most complex requests. As a nice bonus, get your interest for work (yes, while studying)
– Then a small test task and a job invitation or a letter of recommendation and certificate

Recruiting it personnel is that new profession in which active people are needed. Not “processors” who are comfortable with treadmill activities for a long time, but those who are close to the “come-see-win” principle will do their job well.

About the course program: 4 weeks of in-patient training at the office of Recruit Alliance (Kyiv, Lev Tolstoy Station)

You will close senior + vacancies, which is much more interesting and more profitable for recruiters. In addition, create your base of loyal job seekers, which will remain relevant for years to come.

If you are interested in earning from $ 1000 per month, being in the know about Ukrainian and foreign it-market news and chatting with interesting people – welcome.

Link to detailed information: https://www.it-recruting-school.com

IT companies are increasingly recruiting staff through it-recruiting agencies. Since this is one of the most promising business areas in Ukraine, the number of it-recruiters and HR companies is growing every day. So that it-people and selection specialists can quickly find each other, ratings like “The best Ukrainian it specialist recruitment agencies” are created. We asked our colleagues from the jury of such awards how to become the winner of one of them.

First, you need to determine on which site it would be more interesting for you to act as an expert: thematic, like DOU.ua, or professional society like rabota.ua

Secondly, it-recruiting agencies should meet certain requirements. Each site, of course, has its own. For some, it’s enough to be a Premium subscriber or pay for participation in the rating. For others, one should conduct professional practice in a high-quality manner and be distinguished by good indicators of project “closure”.

More details about the quality of practice depends on.

• The absence of negative reviews or competent work to neutralize them. Portal administrators and editors are open to feedback from their users. If a certain recruiter (company) raises a lot of complaints about the incompetence or unacceptable tone of communication, then it will most likely be banned. He will have one or two chances to explain his behavior, which is important to use. Otherwise, no additional payments will help to become a winner.
• The correct compilation of vacancies and their closure, timely feedback to applicants. Projects that have been hanging on the same profile for years have a bad effect on reputation.
• Work with a personal brand: an exhaustive amount of information in the profile, photos, thematic publications, participation in events, reviews. There is nothing wrong with self-PR, on the contrary, it attracts attention and simplifies the work of the jury.
• Ideally, a couple of large IT companies in the portfolio or several well-known startups
• The presence of “added” value: social activity, work at the international level, the initiation of projects relevant to the field, own developments, for example, various techniques, tools or applications.

Now more about “closure”. Of course, an it-recruiting agency will not provide true information about its overall effectiveness. But you can understand the level of success by looking at several components:

• the level of candidates they are looking for
• regularity of opening / closing vacancies
• the proportion of customers in the general it-market

Simply put, it’s certainly easier to hire June for outsourcers than architects for a start-up food company, because the quantitative indicator does not work. But according to statistics, the agency that closes Senior + for at least a month is successful. The rest is decided individually.

We wrote a column for ain.ua about how the recruitment of Senior + IT candidates to Ukrainian and foreign companies occurs.

More in the material about:

• Portrait of the perfect candidate
• Why relocate is not always a good idea
• How much and for what a recruiting agency receives
• Place of Ukrainian developers in the Global Technical Hiring & Skills Report 2019
  …and much more.

Figures, statistics and analytics from Recruit Alliance – more information here.

Thank you for your trust!