Employers expect recruitment difficulties and specialists don't say "no" to a job change. Will their declarations translate into real action? Given the widespread uncertainty surrounding current economic and geopolitical trends, much will depend on developments in these areas. However, this does not change the fact that the majority of organisations have included recruitment and pay raises in their plans for 2024. How high will they be? Let's find out!
Hays Poland Salary Guide 2024 | Labour Market Trends & Salaries
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THE LABOUR MARKETTrends & Salaries in Poland for 2024
RECRUITMENT TRENDS
Despite the challenges posed by lower recruitment dynamics and increased uncertainty, up to 90% of employers are planning to recruit in 2024, and nearly half of them believe that permanent recruitment will increase compared to 2023. But while workforce strategies involve sourcing full-time employees, an increasing number of organisations are looking to strengthen their teams with B2B contractors and temporary workers. This shift towards a more flexible hiring strategy is likely due to less predictable economic conditions and the difficulty in estimating what the job market will look like in 2024.
59% of organisations still expect challenges in talent acquisition. While this group has decreased by 13pp over last year, the number of organisations that are uncertain about the challenges they may face has increased by 9%. In addition, 47% of organisations believe that there is a shortage of suitable candidates for specialist and managerial positions, while 36% believe that competition for employees is high in Poland.
Employers are therefore waiting for the situation to develop. However, while some might believe that the recruitment of specialists may be slightly easier than two years ago, all are aware that the skills gap is not working in their favour, so when the labour market improves, finding the right people won't be an easy task.
REMUNERATION STRATEGIES
Our analysis of salary trends indicates that the peak of salary increases has passed. While 81% of organisations have included salary raises in their 2024 strategy, only 19% anticipate increases exceeding 10%. This represents a significant decrease from the 34% of companies that reported such increases in 2023.
Moreover, salary pressure seems to be waning, with 60% of employees expecting a pay increase. However, the vast majority of these employees expect a raise of less than 10%. Conversely, 39% of employees believe that their pay will remain the same, which may reflect a growing awareness of the challenges organisations face due to high inflation and economic trends, as well as increased uncertainty among employees.
SOUGHT-AFTER SKILLS
One in five organisations are convinced that they do not hold all the skill resources needed to meet their current objectives. The most commonly identified skills gaps include leadership, technology, and sales.
Why these specific skills? Strong managerial skills are particularly important for organisations that are facing increased pressure due to economic downturns, declining consumption, or reduced investment. Meanwhile, IT skills are essential for businesses undergoing digital transformation, and sales skills are crucial for meeting financial targets - especially in uncertain economic times.
To address these skills gaps, organisations are investing in development programmes for their employees. While employees appreciate these efforts, many are still seeking additional opportunities for upskilling and reskilling. For instance, 79% of employees would like to participate in programmes that focus on artificial intelligence.
BENEFITS PACKAGES
Organisations often find themselves constrained by budget limitations, which can make it difficult to meet the financial expectations of their employees. As a result, more and more employers are shifting their focus towards non-financial benefits as a means of retaining their workforce. Our survey results indicate that in 2023, 77% of professionals received non-financial benefits at work - a 12pp increase from the previous edition of our report.
Typical benefits packages include a sports card, basic private medical cover, team-building events, life insurance, and a company phone for private use. However, some of the less common benefits include co-financing of childcare, extended parental leave, and unlimited leave - which was offered by only 1% of the surveyed organisations.
Despite the range of benefits on offer, not all packages align with the expectations of employees. Many place a greater emphasis on flexibility, free time, and benefits that can help reduce the cost of living. It's important for employers to consider these priorities when designing benefits packages to ensure they meet the needs of their workforce.
SATISFACTION AND WORK-LIFE BALANCE
Our recent survey found that the vast majority of employees, 69%, are satisfied with their current job. This satisfaction is influenced by a variety of factors, including remuneration, recognition, meaningful tasks, atmosphere, and a sense of belonging. However, the balance between private and professional life also plays a major role in job satisfaction.
In fact, 70% of specialists and managers reported being satisfied with their work-life balance. Our analysis of the survey results suggests that satisfaction with work-life balance is closely tied to access to remote working. Interestingly, the highest level of satisfaction with work-life balance was not among those working remotely, but among those who enjoy full flexibility in choosing where they work from.
ARTIFICIAL INTELLIGENCE
Artificial intelligence has penetrated the business world with gusto over the past year, with both employers and employees keeping a close eye on its potential benefits and risks. Organisations are carefully examining the benefits and risks of AI-based solutions, determining the appropriate approach and investment level.
According to our survey results, 23% of employees currently use generative AI tools (such as ChatGPT) in the workplace. These tools are most commonly used for writing support, paraphrasing text, defining terms, and creating visual content. Organisations have also recognised the many advantages of using AI in the workplace, including increased productivity and creativity, as well as a reduced risk of errors.
As AI continues to evolve, it's natural for employees to wonder whether they may eventually be replaced by machines. However, most employees are not concerned about the development of AI leading to fewer job opportunities in the labour market. It's clear that AI will continue to play an increasingly important role in the workplace, but it's important to remember that it will also create new opportunities for employees to develop new skills and take on new roles.
SALARY TABLES
The full Hays 2024 Salary Guide has been sent to your email address. In the guide you will find both updated salary levels and overviews of recruitment trends in each specialism.
You can also access this information by selecting the specialism of your interest in the table below. Just click on the industry to navigate to that section on your device right now.
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