The tech industry is setting new trends for the rest of the job market – what employers can learn from

The tech industry is setting new trends for the rest of the job market – what employers can learn from IT in 2022?

Asynchronous work, “great resignation”, clear communication of the details of projects already at the recruitment stage or benefits supporting the so-called “human”. “digital well-being” – these are just some of the tech job market trends that will gain traction in 2022. They should be closely watched not only by IT employers. Changes starting in this sector will have an impact on the entire labour market – emphasizes the representatives of the:protocol, Grupa Pracuj’s recruitment platform for professionals from the tech sector.

Working time – time for change. Flexible, deep work and Fridays off?

The beginning of the pandemic was a testing moment for many employers. Today we can already recall as anecdotes stories about companies frantically looking for tools to monitor the activity and engagement of remote workers. After nearly two years of operating this mode on an unprecedented scale, there is little doubt that they are operating with commitment. Employers in the IT sector are therefore sometimes willing to guarantee their employees even greater flexibility.

Asynchronous work – at your own pace, without pressure on availability 8.00-16.00 – turns out to be a trend that fits the specifics of the industry and remote mode. The advantages for employees? Above all, a greater sense of freedom and functioning according to the idea of work-life balance.

– It’s not uncommon for IT job postings to mention flexible working hours. Sometimes companies expect to be available at certain times (e.g. 10.00 – 14.00), and the rest of the day employees can shape as they wish. Asynchronicity is inherent in the nature of project activities and work on software. It has also long been practiced by international teams operating in different time zones. This trend can be expected to grow in importance in 2022 as more employers see its positive impact on work efficiency and team well-being says Mariusz Witkowski, Product Owner, the:protocol.

Caring about the well-being of the remote working team will drive employers to change their communications in 2022 as well. International Gallup research (source: “State of the Global Workplace 2021 Report”) shows that a growing number of employees experience negative emotions such as anxiety, stress, anger and sadness on a daily basis. In the IT industry, they may The changes will be caused by an overabundance of digital stimuli, messages and communication tools. This translates into difficulty in focusing and constant tension caused by anxiety about the implementation of daily tasks. Recipe? Clear procedures, limiting unnecessary videoconferences and the number of their participants, as well as organization of the day in such a way as to allow the possibility of so-called “free time” for work. “deep work” (creative and not interrupted by unnecessary interactions). These could be ways for the tech industry to cope with the constant being online and the digital stress it generates.

A trend related to the organization of working time, which electrified public opinion some time ago, is a shorter working week, or unlimited paid vacations. Overseas, IT companies are seeing the benefits of such steps, pointing to on greater employee motivation. In 2021, several Polish companies – e.g. startups – have tried out these solutions. Some declared that they were experimenting with the formula of Friday as a day for self-development, looser meetings, or deep work. These ideas are still fresh and arousing interest, so in 2022 they may become one of the recipes for attracting the attention of professionals on the “employee market”.

Employer, make yourself known.

The year 2022 could also become the year for many tech companies to further raise their recruiting standards, predicts representatives of the:protocol. Growing challenges in recruiting professionals call for change. Clear communication of aspects such as salary ranges, project details, and even descriptions of managers’ profiles, team members, and work methodologies – something that can still stand out when looking for talent.

– For a long time, the IT market has not been about placing hard requirements on candidates in terms of education, years of experience, etc. Employees are recruited based on real skills and their individual profile. Fortunately, companies increasingly understand that transparency should apply to both sides. Elements such as salary scales or a detailed description of the project in the ad have a direct impact on the effectiveness of the recruitment process. Clear communication of terms and conditions is simply a better chance to find exactly the professionals that the employer wants – says Piotr Trzmiel, Head of Growth, the:protocol.

As emphasized by labor market experts, potential IT employees expect information at the outset, on exactly which projects they would work. In an industry where salaries are high, issues such as the opportunity for growth, working with modern tools and methodologies are becoming more important. It is also very important to clearly communicate “maintenance” projects and those involving the creation of new applications. In this way, the candidate will quickly see if the offer fits his career ambitions and vision of development. A functional and more direct communication between the candidate and the recruiter also requires breaking away from some of the usual schemes.

– Meetings and conversations with recruiters and candidates confirm our belief that a lot of work is needed to bring these two perspectives closer together. It turns out that even such an elementary issue as a model construction of a functional CV is perceived differently by each party. For example, during a workshop we organized on this topic, candidates unanimously stated that the CV should stand out not only in terms of content, but also in terms of form. Meanwhile, recruiters stressed that they need documents that are fairly standard in structure, as this makes it easier for them to quickly familiarize themselves with the contents – adds Mariusz Witkowski.

“Great resignation” and goodbye to “fruit Fridays”?

“The great resignation” and related quits are a growing trend, causing concern for employers. Employees resign on a large scale due to job burnout, long-term pandemic stress or the desire to achieve one’s aspirations here and now. Around the world, this is particularly evident in the IT sector. Some international statistics (source: study “Retaining Tech Staff in the Era of The Great Resignation” – Talent LMS & The results of the research (e.g. Workable) show that as much as 72% of the applicants are in the market for a job. Technology employees are considering leaving or changing jobs in the next 12 months. From research conducted in Poland (source: “Year of the new normal” study – Pracuj.The results of the pandemic (e.g. pl) show that already after one year of the pandemic, as much as 91% of job offers were addressed to IT specialists. of those surveyed declared that they would accept an offer of new employment.

Companies aware of this threat will focus in 2022 on HR and Employer Branding challenges. One prescription is to change employee benefits. It started early in the pandemic. Benefits that support health care and the so-called “green jobs” have started to gain importance in the eyes of employees. well-being and attention to work-life balance. This trend is already visible in the content of recruitment advertisements addressed to Polish IT specialists. “Fruit Fridays” and promises of working in a “young, dynamic team” are often replaced by details of private healthcare, psychological support or subsidised remote entertainment such as. streaming platforms.

Not only IT

As experts emphasize, not only employers from the technology industry should be aware of the upcoming changes in work and recruitment standards. These are important signals also for other sectors. Today’s labor market places emphasis on the ability of candidates to function in a digital world. According to statistics from, in 2021 as much as 22 percent. of job offers were addressed to IT specialists, and as many as 34% of respondents declared that they accepted IT specialists. were those associated with a wide range of specialties in which the importance of digital competence is growing.

– The narrative on the IT labor market and its standards does not always go in the right direction. Many people get excited about exorbitant benefits, salaries and funny memes that build the belief that the industry is remote and hermetic. Meanwhile, IT is governed by the hard laws of supply and demand, and the trends we’re talking about are not just good for workers. After all, more efficient and cost-effective motivated teams bring tangible benefits to employers. In IT some things happen simply faster, there is space to implement new ideas. But the industry’s scale, rapid growth and network of dependencies mean that the standards emerging here must also be taken into account by other employers over time. Especially those betting on remote working and digital workforce competency development in 2021 – summarizes Piotr Trzmiel.

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