{"id":60039,"date":"2022-12-16T14:44:18","date_gmt":"2022-12-16T13:44:18","guid":{"rendered":"https:\/\/codecool.com\/?p=60039"},"modified":"2022-12-22T09:57:52","modified_gmt":"2022-12-22T08:57:52","slug":"metode-recrutare-it","status":"publish","type":"post","link":"https:\/\/codecool.com\/ro\/metode-recrutare-it\/","title":{"rendered":"Cum se adapteaz\u0103 companiile la pia\u021ba IT: noi metode moderne de recrutare, mai eficiente \u00een atragerea programatorilor"},"content":{"rendered":"

A\u0219a cum am explicat mai pe larg aici<\/a>, \u021bara noastr\u0103 \u00eenfrunt\u0103 un deficit de cel pu\u021bin 15.400 de profesioni\u0219ti IT anual – speciali\u0219ti de care majoritatea companiilor de orice fel au nevoie tot mai mult pentru a adapta industria rom\u00e2neasc\u0103 la noile tehnologii \u0219i modele de business.\u00a0<\/span><\/p>\n

\u00cens\u0103 cum pot angajatorii s\u0103 atrag\u0103 mai mult talent pentru a acoperi posturile r\u0103mase neocupate, c\u00e2nd universit\u0103\u021bile ofer\u0103 prea pu\u021bini absolven\u021bi \u00een domeniu, iar o parte dintre IT-i\u0219tii existen\u021bi fie nu au skill-urile soft necesare, fie abilit\u0103\u021bi tehnice de calitate adaptate pentru industrie?<\/span><\/p>\n

Sunt descoperirile \u0219i provoc\u0103rile rezultate \u00een urma amplului studiu realizat de Codecool, \u00een colaborare cu agen\u021bia de recrutare Brainspotting, despre pia\u021ba de munc\u0103 \u00een domeniul program\u0103rii, \u00een Rom\u00e2nia.\u00a0<\/span><\/p>\n

Din fericire, studiul (realizat \u00een urma interviurilor cu 47 de companii tech din \u021bar\u0103) arat\u0103 \u0219i cum Rom\u00e2nia poate deveni cel mai puternic hub IT din Europa, dac\u0103 are abord\u0103rile inspirate de atragere \u0219i reten\u021bie a noului val de programatori.<\/span><\/p>\n

Iat\u0103 c\u00e2teva dintre metodele de recrutare moderne, adaptate la pia\u021ba IT, prin care companiile pot acoperi deficitul de angaja\u021bi programatori:<\/b><\/p>\n

\"curs<\/p>\n

1. Traininguri de upskilling\u00a0<\/span><\/h3>\n

Studiul ne-a ar\u0103tat c\u0103 78% dintre angajatori prefer\u0103 s\u0103 investeasc\u0103 \u00een traininguri interne pentru angaja\u021bi, pentru procesul de upskilling – formarea de noi abilit\u0103\u021bi sau dezvoltarea celor existente.\u00a0 Aceast\u0103 metod\u0103 de recrutare garanteaz\u0103 rezultate mai bune pe termen lung \u0219i un nivel mai ridicat de calitate a talentului.<\/span><\/p>\n

Companiile de orice dimensiune pot apela la traininguri \u0219i junior bootcamps proprii, care s\u0103 preg\u0103teasc\u0103 noii absolven\u021bi, programatorii juniori sau al\u021bi angaja\u021bi (care doresc s\u0103 devin\u0103 programatori). Acestea le pot forma abilit\u0103\u021bile soft sau tehnice adaptate pie\u021bei moderne de IT, de care au at\u00e2ta nevoie companiile, pentru a rezolva gap-ul de angaja\u021bi profesioni\u0219ti.<\/span><\/p>\n

Recrutarea prin traininguri de upskilling se poate face \u0219i cu ajutorul cursurilor de programare Codecool, mai ales c\u00e2nd eforturile \u00een acest sens implic\u0103 timp, oameni dedica\u021b\u0103 \u0219i costuri ridicate. Cursurile sunt special structurate astfel \u00eenc\u00e2t studen\u021bii Codecool deprind cuno\u0219tin\u021be tehnice, dar \u0219i experien\u021b\u0103 practic\u0103 \u00een dezvoltarea de produse software \u0219i managementul proiectelor – abilit\u0103\u021bi cruciale pe care companiile de succes le caut\u0103 ast\u0103zi.\u00a0\u00a0\u00a0<\/span><\/p>\n

Deficitul de talent \u00een IT \u00ee\u021bi afecteaz\u0103 compania? La Codecool, programul de preg\u0103tire \u0219i curricula studen\u021bilor pot fi complet personalizate \u00een func\u021bie de nevoile companiei tale<\/span><\/a><\/p>\n

2. Employer branding\u00a0<\/span><\/h3>\n

Odat\u0103 cu evolu\u021bia rapid\u0103 a pie\u021bei de IT, companiile se orienteaz\u0103 acum spre metodele moderne de atragere a noilor angaja\u021bi, oferite mai ales de speciali\u0219tii HR. De la eforturile in-house \u0219i headhunting s-a trecut la un proces complex \u0219i personalizat de selec\u021bie a candida\u021bilor celor mai buni. Acest proces trece acum \u00een m\u00e2inile agen\u021biilor de recrutare, special preg\u0103tite pentru asta.<\/span><\/p>\n

Totodat\u0103, agen\u021biile ajut\u0103 \u0219i \u00een stabilirea \u0219i promovarea unui brand de angajator de \u00eencredere care, prin valorile sale, poate atrage angaja\u021bi pe m\u0103sur\u0103 \u0219i poate fideliza angaja\u021bii existen\u021bi ai unei companii.\u00a0<\/span><\/p>\n

Este o metod\u0103 foarte bun\u0103 \u0219i adaptat\u0103 la era digital\u0103 modern\u0103, cu rezultate pe termen lung. E important ca oamenii s\u0103 se asocieze pozitiv cu brandul \u0219i s\u0103 fie atra\u0219i de joburile disponibile.<\/span><\/p>\n

Mai mult de jum\u0103tate dintre responden\u021bii la studiu (54%) folosesc deja aceast\u0103 strategie de awareness \u0219i recrutare eficient\u0103 a programatorilor rom\u00e2ni.<\/span><\/p>\n

\"metode<\/p>\n

3. Parteneriatele cu institu\u021bii de \u00eenv\u0103\u021b\u0103m\u00e2nt \u0219i \u0219coli de educa\u021bie IT<\/span><\/h3>\n

Conform studiului, nu doar c\u0103 ne lipsesc anual peste 15.400 de profesioni\u015fti IT, dar mediul academic furnizeaz\u0103 doar 9.500 de absolven\u021bi \u00een domeniu. \u00cen plus, unele \u0219coli nu ajut\u0103 studen\u021bii s\u0103 \u00eenve\u021be abilit\u0103\u021bi interpersonale sau de viitor, altele nu \u00eei \u00eenva\u021b\u0103 tehnologiile c\u0103utate \u0219i relevante din domeniu.\u00a0\u00a0<\/span><\/p>\n

Companiile care doresc s\u0103 angajeze programatori buni direct de pe b\u0103ncile facult\u0103\u021bii se pot confrunta cu o calitate mai slab\u0103 a talentului, dar \u0219i cu un proces anevoios de onboarding, care poate s\u0103 le arate at\u00e2t angajatorilor, c\u00e2t \u0219i proaspe\u021bilor absolven\u021bi c\u0103 nu sunt preg\u0103ti\u021bi sau compatibili.\u00a0<\/span><\/p>\n

De aceea, multe companii prefer\u0103 s\u0103 ofere internshipuri sau diferite traininguri care s\u0103-i obi\u0219nuiasc\u0103 \u0219i s\u0103 \u00eei preg\u0103teasc\u0103 c\u00e2t mai bine pentru noile locuri de munc\u0103. 48% din responden\u021bi sunt deschi\u0219i s\u0103 lege parteneriate, \u00een special companiile mari care au acces la un buget special de investit \u00een educa\u021bia acestora.<\/span><\/p>\n

De asemenea, acestea pot alege parteneriate cu \u0219coli alternative de educa\u021bie, precum Codecool, care ajut\u0103 companiile s\u0103 rezolve gap-ul de programatori prin instruirea acestora \u00een diferite tehnologii, antren\u00e2nd \u0219i abilit\u0103\u021bile interpersonale, \u00een c\u00e2teva luni.\u00a0<\/span><\/p>\n

Aplic\u0103m o metodologie \u00eencercat\u0103 \u0219i testat\u0103 cu succes, care preg\u0103te\u0219te studen\u021bii cu abilit\u0103\u021bi soft \u0219i tehnice pe cele mai c\u0103utate tehnologii de c\u0103tre companii. Afl\u0103 mai multe aici!<\/span><\/a><\/p>\n

4. Un program de referrals de la angaja\u021bi<\/span><\/h3>\n

Pentru unele companii, anumite metode de recrutare clasice, dar adaptate la pia\u021ba actual\u0103, sunt mai potrivite. Spre exemplu, studiul nostru a ar\u0103tat cum un program de referin\u021be (recomand\u0103ri) de posibili candida\u021bi, venite de la angaja\u021bi, poate fi o strategie eficient\u0103 de recrutare a celor mai potrivi\u021bi programatori pe posturile vacante.\u00a0<\/span><\/p>\n

Acest program de referral este, mai degrab\u0103, util companiilor mici, dat fiind c\u0103 po\u021bi atrage un num\u0103r mic de candida\u021bi, \u0219i presupune adeseori un sistem de bonusare (r\u0103splat\u0103) pentru cei care au oferit recomand\u0103ri bune.\u00a0<\/span><\/p>\n

\"metode<\/p>\n

5. Reconversia profesional\u0103 este preferat\u0103 de majoritatea angajatorilor<\/span><\/h3>\n

Pentru c\u0103 deficitul de profesioni\u0219ti programatori este \u00een cre\u0219tere, at\u00e2t companiile, c\u00e2t \u0219i oameni angaja\u021bi \u00een diferite domenii sau absolven\u021bi dintr-un domeniu non-IT se orienteaz\u0103 spre reconversia profesional\u0103 – una dintre cele mai populare trenduri de recrutare.\u00a0<\/span><\/p>\n

6 din 10 companii \u00eent\u00e2mpin\u0103 dificult\u0103\u021bi \u00een angajarea de programatori full stack, \u00een timp ce deficitul de speciali\u0219ti front-end \u0219i back-end are impact asupra companiilor de orice tip. \u00cen plus, 5 din 10 angajatori sus\u021bin reconversia ca solu\u021bie pentru provoc\u0103rile ap\u0103rute \u00een industria rom\u00e2neasc\u0103.\u00a0\u00a0<\/span><\/p>\n

Aceast\u0103 strategie se refer\u0103 la recrutarea persoanelor \u00een func\u021bie de poten\u021bialul lor de cre\u0219tere \u0219i dezvoltare \u00een programare (prin traininguri \u0219i cursuri de programare certificate), nu pe studii sau experien\u021b\u0103 \u00een domeniu.\u00a0<\/span><\/p>\n

\u201cExist\u0103 dovezi clare c\u0103 reconversia este o solu\u021bie. Imagina\u021bi-v\u0103 c\u0103 avem o mul\u021bime de oameni cu experien\u021b\u0103 \u00een economie, matematic\u0103 \u0219i fizic\u0103 care au deja experien\u021b\u0103 \u00een diferite industrii. De multe ori oamenii cu poten\u021bial lucreaz\u0103 deja \u00een echipe tehnice \u0219i, prin cursurile \u0219i \u00eendrum\u0103rile potrivite, ei pot fi transfera\u021bi \u00eentr-un departament de IT\u201d,<\/span><\/i> m\u0103rturise\u0219te Claudia Tama\u0219i, Country Manager, Codecool Rom\u00e2nia.\u00a0<\/span><\/p>\n

Mai exact, <\/span>46% dintre responden\u021bi consider\u0103 conversia profesional\u0103 o solu\u021bie pentru acoperirea deficitului de angaja\u021bi programatori din \u021bar\u0103. <\/b>Chiar \u0219i la Codecool, studen\u021bii \u00eenscri\u0219i toamna aceasta vin din domenii precum finan\u021be, marketing, banking.<\/span><\/p>\n

6. Focus pe abilit\u0103\u021bi soft transferabile\u00a0<\/span><\/h3>\n

Companiile \u00eenc\u0103 mai angajeaz\u0103 \u00een func\u021bie de experien\u021ba tehnic\u0103, \u00eens\u0103 69% dintre acestea consider\u0103 abilit\u0103\u021bile soft la fel de importante precum cele tehnice – ceea ce anun\u021b\u0103 un alt trend \u00een recrutarea modern\u0103 \u00een IT: folosirea abilit\u0103\u021bilor transferabile pentru a forma programatori buni cu diferite experien\u021be profesionale.\u00a0\u00a0\u00a0\u00a0<\/span><\/p>\n

Printre cele mai c\u0103utate soft skills sunt: munca \u00een echip\u0103, abilit\u0103\u021bile de comunicare; adaptabilitatea, \u00een\u021belegerea nevoilor clien\u021bilor, g\u00e2ndirea de business \u0219i inteligen\u021ba emo\u021bional\u0103 (esen\u021biale pentru unele companii care au alocat \u0219i buget pentru instruirea angaja\u021bilor).<\/span><\/p>\n

Angajatorii acord\u0103 tot mai mult interes celor cu abilit\u0103\u021bi soft potrivite pentru cultura lor organiza\u021bional\u0103, indiferent de domeniu, \u0219i care pot fi preg\u0103ti\u021bi eficient, \u00een c\u00e2teva luni, pentru a deprinde abilit\u0103\u021bi tehnice relevante.\u00a0<\/span><\/p>\n

Descoper\u0103 ce tehnologii pot \u00eenv\u0103\u021ba viitorii t\u0103i angaja\u021bi la cursurile de programare Codecool\u00a0<\/span><\/a><\/p>\n

Ce nu mai func\u021bioneaz\u0103 (la fel de bine), ca metode de recrutare?<\/span><\/h2>\n

\u00cen mod nea\u0219teptat, cre\u0219terea salariilor (metod\u0103 folosit\u0103 de 24% dintre companii) sau pachetele generoase de beneficii (adoptate de 30%) nu se anun\u021b\u0103 a fi cele mai bune solu\u021bii de atragere \u0219i de reten\u021bie.\u00a0<\/span><\/p>\n

\u00cen schimb, reconversia profesional\u0103 e o strategie binevenit\u0103 \u00een majoritatea trendurilor de recrutare moderne.\u00a0<\/span><\/p>\n

Exist\u0103 sute de companii din \u00eentreaga lume care o fac deja, c\u00e2t \u0219i \u0219coli de programare private care pot oferi sprijin pentru acest lucru. De exemplu, am ajutat Vodafone, ThyssenKrupp, Morgan Stanley, Emarsys, CapGemini, Evosoft s\u0103 g\u0103seasc\u0103 angaja\u021bii potrivi\u021bi. Voca\u021bia este o motiva\u021bie foarte important\u0103 \u00een domeniul IT \u0219i merit\u0103 s\u0103 fii atent la cei care doresc o schimbare \u00een carier\u0103, <\/span><\/i>a ad\u0103ugat Claudia Tama\u0219i, Country Manager, Codecool Rom\u00e2nia<\/span>.<\/b><\/p>\n","protected":false},"excerpt":{"rendered":"

A\u0219a cum am explicat mai pe larg aici, \u021bara noastr\u0103 \u00eenfrunt\u0103 un deficit de cel pu\u021bin 15.400 de profesioni\u0219ti IT anual – speciali\u0219ti de care majoritatea companiilor de orice fel au nevoie tot mai mult pentru a adapta industria rom\u00e2neasc\u0103 la noile tehnologii \u0219i modele de business.\u00a0 \u00cens\u0103 cum pot angajatorii s\u0103 atrag\u0103 mai mult […]<\/p>\n","protected":false},"author":12,"featured_media":56231,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[175],"tags":[],"class_list":["post-60039","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-resurse"],"yoast_head":"\nMetode de recrutare IT: Cum atragem programatori? - Codecool<\/title>\n<meta name=\"description\" content=\"Deficitul de 15400 de IT-i\u0219ti \u00een \u021bar\u0103 for\u021beaz\u0103 angajatorii s\u0103 adopte noi strategii de recrutare. 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