So the moment has come! It’s time to reach the stars. Climb the next rung of the professional evolutionary ladder. The click is accompanied by a hint of adrenaline and hope for a better tomorrow. Here, your eyes can see, in all their glory – job advertisements. But wait, something is missing… Why didn’t the employer provide information about salary? Where is it…?
You know it, right? Unfortunately, the transparency of the organization on the IT job market is still not a standard, and important information in job advertisements is sometimes concealed. Although awareness in this area is growing year by year, employers and candidates still seem to “play for different goals”.
Transparency of the organization is a common good
And yet, in theory, companies should strive to be transparent.
Transparency of rules and openness of processes build trust on the candidate/employee-employer line. Simple math: Trust comes from respect. Respect comes from honesty. Without these values, there is no need to look for synergy in the structures of the organization, which directly translates not only into the quality of work, but also into the market value of the organization.
This is a good moment to emphasize that transparency in business isn’t only about HR trends and promoting well-being. The issues discussed should also be on the lips of people who base their actions and decisions on tangible benefits.
Modern organizations unite around a common mission, which is best carried out in partnership relations based on mutual respect and honesty.
Mysterious job advertisements vs the needs of candidates
Importantly, the job advertisements aren’t all about salary. As the data from our reports show, candidates pay attention to numerous elements of the offer.
Some of us are lucky to combine business with pleasure. While working, they do what they like and even pursue their passions. However, “at the end of the day”, any professional activity is associated with a pragmatic need to generate income. The research results contained in the Candidate Experience in IT report seem to confirm this thesis.
As many as 87% of the respondents look for the salary range in the first place. At the same time, as many as 72% of respondents admit that the information about earnings most often is missing in the job advertisements they review. It’s easy to notice that this state of affairs gives rise to a certain dissonance.
Subsequently, the respondents pay attention to employment conditions and duties at the workplace. It’s worth noting that almost every third (29%) IT specialist believes that job advertisements often lack job descriptions. This could be because these sometimes seem to be curt or made with familiar keyboard shortcuts, if you know what I mean.
Digression. Here we come to another important issue related to the transparent organizational culture. All information should be specific, i.e. convey the essence of the matter in an understandable way, without any fluff. It can be different. End of digression.
What about juniors in IT? As we can learn from the Junior Candidate Experience report, people starting their adventure with the IT industry pay special attention to the required technologies, which with a result of 82% are almost as important for IT juniors as earnings.
Mysterious job advertisements vs the first contact
The content of the job advertisement is one thing, contact with the recruiter – another. Let’s check to what extent the expectations of the candidates and the recruiter’s agenda coincide.
The data suggests some very interesting and valuable conclusions. It turns out that during the first contact, both sides focus the most on the job description. As many as 86% of the candidates indicated that they expect this information. Similarly, 72% of them admit that these issues are actually raised during the meeting.
Well. That’s it for common points.
Remuneration
While as many as 72% of the surveyed IT specialists expect specific salaries during the first contact with the employer, only 15% have the opportunity to find out about the proposed rates.
Recruitment stages
The length and complexity of the recruitment process interests respondents almost as much as the issue of remuneration. 71% of IT specialists admitted that they expected the recruitment process to be discussed. Only 44% of the respondents receive specific answers.
Project
“Participation in interesting projects” has become a legendary element of an IT job advertisement. Let’s put aside the memes. Why interesting projects? Because in times of a staffing gap, there is a choice. Details about the specifics of the project are expected by 53% of respondents, and only 30% receive it.
About company
Plot twist! The situation turns 180 degrees. According to the data, as many as 71% of respondents receive extensive information about the company. A much smaller percentage of respondents (50%) need them.
Also for IT juniors, the job description is the most important (73%). 65% of the respondents seek details about the recruitment stages. Every second junior wants to know the details of the salary during the first contact with the recruiter. Every third junior believes that the information provided by the recruiter in the initial recruitment process is insufficient.
Transparency of the organization, from start to finish
The purpose of each recruitment is to hire a person who best meets the needs of the organization. Rejection of numerous applications is an indispensable element of this process.
It should be remembered that the responsibilities and best practices of transparent organizations don’t end when the application is rejected. Candidates see great value in feedback. As many as 77% of the respondents want to find out as much as possible about the reasons for rejecting their candidacy. In the case of the junior group it’s as much as 87%. Meanwhile, more than half of specialists and IT specialists don’t receive feedback. These statistics are significant and reflective.
Transparent job advertisements, or how to get employees and win over candidates?
It’s clear from the data quoted that we are at best in the “break-in” stage. Employers and applicants don’t speak the same language and have separate agendas. Statistics on the amount of earnings or on (not) receiving feedback suggest that there is no partner relationship between the employer and potential employee. Without it, it’s hard to find trust and respect. Apparently, there is a high fluctuation in employment in the IT industry. Apparently, IT professionals aren’t loyal. Mic drop.
Translated by: Agnieszka Szostakowska
