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Marta Kacprzak
We speak our mind and we listen to each other. Open communication, sharing information and mutual feedback give us the strength to develop.Marta Kacprzak
Communication Guild Master/Head of Communication
Great work supported by great people.

The recipe how we attract and retain IT specialists

What was it? A key note speech at 23rd HR Congress

When and where?  10th May 2016, Warsaw

It might to be boring to talk over and over again that we care about our people, but this is what we really do on daily basis. As you may know, it’s really hard to attract good IT specialists today. The market is tight, while the needs are huge in today’s world, when new technologies are developing faster than medical industry. So we have very tough job to do to recruit people without resigning from our high expectations. We put a lot of attention to attracting and retaining high-class specialists. During 23rd HR Congress, we gave a speech about it. Our two HR heroines, Paulina Roszczak-Śliwa and Kasia Borowiecka, gave their fruitful presentation “Join us… so how to attract and retain high class specialists on competitive IT job market”.

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Let’s start from the very beginning. We believe that our main strategy to have excellent people and specialists at the same time is our culture (employer of choice) and talent management strategy. We know that senior specialists are very demanding, so we want to ensure they have whatever they need. Our experience in IT talents’ recruitment has taught us that feeling safe, working on interesting projects and having the opportunity to self-develop is important for them.

How did it happen that our approach to attracting and retaining employees is so good and effective? We applied Cameron and Quinn’s Competing Values Framework. Employees test results allowed us to name our strengths and difficulties we face every day. This test also made us understand that consistency of company activities and culture is of key importance. But these are just words. Now, the facts.

In our opinion, attracting of potential candidates is giving them choice through getting to know us better. That’s why, we often organize open days – such of the general kind, but also dedicated to specialists in given field. We believe that a candidate, who gets to know us personally, is given the opportunity to see our work from the inside and will be able to decide more consciously about working for us. The culture of cohesion, openness and clarity prevails in our company, this makes us competitive on the IT market.

We have managed to attract many candidates thanks to organizing WROC# developer conference with foreign speakers. This conference has shown us as experts in IT industry. The event attracted IT enthusiasts from all over Poland and has brought several new employees to us. However, WROC# is not only an attracting, but also retaining tool, since our employees were invited to it to acquire new, unique knowledge.

Retaining of our staff and little employee turnover is also strongly supported by our approach to motivation that is based on Deci and Ryan theory. It assumes that person’s strongest driving force is self determination, not assisted by financial “carrots” or burdened with any “sticks”. To make this theory work, 3 important elements must be included: autonomy, competence and relatedness. We give autonomy to our employees allowing them to develop in self-organizing teams, we allow them to change roles and we ask for their opinions on every aspect, from project-related issues to cake supplier choice. The feeling that employees have real impact on the surrounding reality allows them to feel comfortable and relaxed in our company. When speaking about competence, we mean full expertise, which is organizing the Lightening talks, Gold Cards in the company, selection of conferences and giving talks on them, as well as self-organizing of team around modern technologies and language learning at work. As for relatedness, for us it means clarity of message and full transparency. Our employees are always up to date, honestly informed about what is going on in the company. We are intensively developing our people in the company. The overwhelming majority of leaders comes from internal promotion. This is what our HR girls talked about at the previous conference.

This is our approach to work, our philosophy, which has been proven for years. Even our yearly increment of employees does not make us change the tactics of our conduct. Consistency and belief that the path we have chosen is the right one, allows us to keep this state of affairs for a long time. Even though IT is a hard market, more demanding every year, we are still managing to employ exactly such specialists as we want to have on board. Our philosophy is our success. This is what we can boast about to other companies. Girls, thank you for your excellent speech!