The need for these workers is so great that traditional ways of attracting them are no longer enough

“Already after the first fair, we realized that the event had discovered its niche and the market needed it,” says Julija Rimšelė, founder of Vilnius Coding School and organizer of the TECH fair, in a press release. – The information technology market has a large number of people who want to work in it and have already taken the first steps towards it; but it also has many vacancies. During the fair alone, companies received between 30 and 190 new contacts from potential employees. Then the natural question arises, which the fair seeks to solve: what is missing for a successful association to take place? “

IT Employers: The Need For Employees Is Huge

The changes that the pandemic has brought to the job market for the entire technology sector mean an increase in the number of programmers, WEB developers, cloud services, data analysts, cyber security, artificial intelligence solutions and more. demand for professionals. This demand is much higher than anticipated before the pandemic. The companies interviewed at the Career Fair agree that the fight for talent in the sector will not cease.

“We are growing very strongly, the need for new people is incredibly high and we can no longer come to Lithuania with our ambition,” says Lauryna Girenienė, recruiting manager at cybersecurity solutions company Nord Security. – We recently opened an office in Berlin and we have already created almost 50 jobs in a few months. Various young organizations and startups continue to explode in Lithuania, many organizations come from all over the world, so more and more IT specialists will be needed. “

According to L. Girenienė, all the seniors on the market will agree that the search for IT bosses has not started now. The fight has been going on for at least a decade, only the intensity has changed and more drastic methods have emerged. “It is no secret that our employees are hunted and we have to hunt. This is dictated by the market and the employee benefits from it, if he is a good specialist in his field,” says L. Girenienė.

Sigita Kilkutė, Director of People and Culture at Fintech Bankera, agrees that a strong candidate is choosing between several proposals today. “IT is scarce and it is natural that IT companies are fighting for talent. We try to make this fight on our part ethical, focused on responding to the individual expectations and needs of the specialist. But we really have to fight for all talents, ”he says.

Employees are attracted in every way: from giveaways, academies to referral programs.

S. Kilkutė, representative of the Bankera company, says that nowadays people are sought out in various ways. “We look for candidates by all means from a to z: all social networks, internal referral programs, that is, we encourage our employees to recommend acquaintances, friends, colleagues and it works very well, as well as various career fairs, universities, IT academies and others. Wherever we can reach those people who are interested in the fintech field, there we are ”, says S. Kilkutė and emphasizes that within the company you can meet several people, from a talented young person from a school bank or adults recycled to professionals. with solid experience.

Roberta Mikalauskaitė, Kilo.Health’s recruiting manager, recalls that it was only at the beginning of the pandemic that the pace of recruitment slowed because people weren’t sure what would happen tomorrow. It was terrible for them to change jobs, each candidate company asked how it was affected by the pandemic or if it was stable.

“It is not a problem now, people are back to normal. I would say that what is happening now is a market led by qualified candidates, where a professional has many options and all companies fight for it, especially if it is about an IT field, ”he says.

“We look for unusual ways to attract qualified people. For example, we send a personalized gift to the desired person in their office, open a company representative. – We also go standard, like various events, and the recommendation system works well. Each of us has people in our environment that we can recommend, and such recommendations are worth their weight in gold when it comes to internal employees. The person already inside knows what our company is, its culture and what kind of new person would be suitable. here, says R. Mikalauskaitė.

Teams grow at the speed of light

The company already has almost 600 employees; A year ago, the company employed just over 100 people. “Although most of our employees work in Lithuania, we are also looking for the best talent globally. We are very happy that the company has a nearly equal gender distribution: 47 percent. women and 53 percent. mens. This is still not common in the field of technology ”, says R. Mikalauskaitė.

Neringa Šukytė, product manager of the electronic food and everyday goods store “Barbora”, says that the company was better known in the service sector last year, and today it is already becoming a technology company.

“Today, we create tools not only for our clients so they can use our service, but also internal tools for our employees so they can do their jobs as efficiently as possible. Until recently, we had 18 IT people in the company, and now 60 and we are constantly looking for them, ”says N. Šukytė.

According to N. Šukytė, there are many examples in the company when a trained person arrives: “We have a colleague who is currently studying for a PhD in chemistry and is now working in a junior position as a front-end programmer.”