Money Buzz! Europa

Tag: job

  • Half of Romanian students did not receive any job offers in 2020

    Half of Romanian students did not receive any job offers in 2020

    Around 80% of students in Romania say 2020 was a poor year in terms of career opportunities, with 52% not receiving a job offer, according to Undelucram.ro.

    43% of students applied for 1-10 jobs in 2020, almost 27% for over ten jobs, and 30% did not apply for any job.

    Half of the respondents were invited to 1-10 interviews, and 48% to none. Almost 2% of students received invitations to over ten interviews.

    On the other hand, 52% of the students did not receive any job offer. 37% received one or two job offers, and almost 11% more than two.

    In conclusion, 78% of students consider that 2020 was a poor year in terms of professional opportunities, 19% believe that it was a good year, and 3% say that last year was successful.

    Salaries are between 1,600-4,700 lei net/per month

    Net salaries for student/junior jobs vary between 1,600 lei and 4,700 lei net per month.

    The lowest salaries are in production, in this field the values ​​being between 1,600 and 2,750 lei net.

    On the other hand, students can get the highest income if they work in IT, more precisely between 2,800 and 4,700 lei net, per month.

    In retail, a very popular segment for students due to the program’s flexibility, salaries are between 1,850 and 2,800 lei.

    Salaries in banks are between 2,050 and 3,650 lei, in consulting between 1,900 – 3,350 lei and, in BPO, are between 1,975 – 3,700 lei.

  • 36% of employees think they will return to the office in 2021, along with the entire team

    36% of employees think they will return to the office in 2021, along with the entire team

    More than a third (36.5%) of employees who responded to a recent survey initiated by Genesis Property believe that the entire team within the company they are working for will return to the office this year.

    Most say that offices have become an important part of their job in the context of Covid-19 and over 57% will evaluate this aspect more closely in the future, when they will seek a new job.

    While proximity of the office to their home remains an important factor for most employees (65%), the pandemic year increased the importance of health measures taken in the building (for 51% of respondents) and of the workspace structure, with greater emphasis on delimited offices that facilitate distancing (for 49.3% of respondents).

    At the same time, 41% say that, from now on, they will carefully evaluate what technologies are available in the workplace to ensure better protection for their health and for the health of their colleagues.

    The post-pandemic office: safer and more creative

    Looking ahead, in addition to the health measures that more than 60% of respondents to Genesis Property’s survey consider necessary in office buildings today and in the future, many employees believe there is also room for further changes.

    52% believe that, in the future, offices should provide employees an integrated work, lifestyle, entertainment, and socializing experience.

    Another 45% consider that the current situation represents an opportunity for the integration of technologies based on artificial intelligence which can eliminate repetitive and routine activities whilst redefining how they will work in the future.

    Lastly, 40% want to have the opportunity to work in spaces that give them a better environment to manifest their creativity.

  • Carrefour to hire 15,000 young people in France next year

    Carrefour to hire 15,000 young people in France next year

    Carrefour plans to hire 15,000 young people in France next year, and half of them would come from disadvantaged neighborhoods, CEO Alexandre Bompard said on Tuesday.

    ”Approximately 750,000 young people enter the labor market each year,” Alexandre Bompard, Carrefour general manager told RTL radio, talking to workers up to the age of 25.

    ”They always have a hard time finding a place in the labor market. This year, for those we call the ‘COVID Generation’, it is extremely complicated. The doors are closed because many companies are facing difficulties,” Bompard said.

    ”We have decided to hire 15,000 young people next year, 50% more than usual, and I want 50% of these young people to come from disadvantaged neighborhoods,” he added.

    Carrefour has 321,000 employees worldwide, of which 105,000 in France.

  • Itiviti to hire more than 200 new staff in 2021 and 2022

    Itiviti to hire more than 200 new staff in 2021 and 2022

    Itiviti will be adding more than 200 new research and development (R&D), quality assurance (QA) and client service positions in 2021 and 2022.

    The majority of new staff will be joining the company in its St Petersburg, Cluj and Mumbai offices.

    ”Launching such a large scale investment in staff during this time while other organizations are downsizing is very exciting and promising for us,” said Karoline Raets, Head of People Office, Itiviti.

    Itiviti provides nearly 2,000 financial institutions worldwide with flexible, cross-asset trading solutions that cover the full trade lifecycle.

  • Austria: 58% of the people who had terminated their employment found another job by the end of June

    Austria: 58% of the people who had terminated their employment found another job by the end of June

    According to Statistics Austria the number of new jobs taken up between April and June 2020 was about 167.000 higher than the number of jobs that ended in this period.

    58% of the people who had terminated their employment in the second half of March 2020 had found employment again by the end of June 2020.

    The number of persons in employment according to the international definition was 4 195 700 for June 2020, already 62 800 higher than in May 2020. Nonetheless, employment figures remained 106 700 below June 2019.

    Analysis by gender shows that while women and men were affected to a similar extent at the beginning of the crisis, men are more likely to quickly re-enter the labour market.

    Overall, by the end of June, 62% of men, but only 52% of women, who left employment in the second half of March, had re-entered the labour market.

  • Job vacancies in Greece recorded a decrease of 23.5% in Q1 2020

    Job vacancies in Greece recorded a decrease of 23.5% in Q1 2020

    The number of job vacancies in the 1st quarter 2020 recorded a decrease of 23.5% in comparison with the 1st quarter 2019 (9.617 and 12.570 correspondingly).

    The corresponding number of job vacancies in the 1st quarter 2019 had recorded a decrease of 12.4% in comparison with the 1st quarter 2018.

    Data gathered by The Hellenic Statistical Authority (ELSTAT) is avaible for the whole economy excluding Primary Sector and Activities of Households, referring to the 1st quarter 2020.

  • Unemployment in Greece at the lowest point since 2010

    Unemployment in Greece at the lowest point since 2010

    The Hellenic Statistical Authority show that the unemployment rate in March 2020 was 14.4% compared to 18.1% in March 2019 and to the downward revised 15.9% in February 2020.

    The number of employed in March 2020 amounted to 3,874,437 persons. The number of unemployed amounted to 653,686 while the number of inactive increased to 3,373,369.

    The number of employed persons decreased by 12,923 persons compared with March 2019 (a 0.3% rate of decrease) and by 10,263 persons compared with February 2020 (a 0.3 rate of decrease).

    The number of unemployed persons decreased by 203,288 persons compared with March 2019 (a 23.7% rate of decrease) and by 79,397 persons compared with February 2020 (a 10.8% rate of decrease).

  • Half of job seekers are willing to trade a part of their salary for flexibility

    Half of job seekers are willing to trade a part of their salary for flexibility

    Job seekers are willing to trade an average of 11.7% of their salary for flexibility and more than a third of candidates said they’d be willing to take a pay cut for a chance to learn new skills, according to a PwC US survey ”The future of recruiting”.

    That figure rises to 12.4% among those working in in-demand fields like technology.

    ”Salary and benefits almost always come first for job seekers. Lately, there’s been a global tendency to give up a part of remuneration for a benefits package, such as opportunities for training and upskilling, inclusion and personal flexibility in when and where they work. Employees’ interest in upskilling programmes has increased recently as a result of the extremely rapid transformations generated by new technologies with a major impact, including on the workforce. Thus, many employees are aware that they must improve their digital skills to remain competitive in the labour market,” said Ionuț Sas, Partner, People & Organisation Leader, PwC România.

    An employer’s reputation and recruiting experience are also very important for candidates when accepting a job.

    According to the survey, 92% of candidates say they’ve experienced poor recruiting practices at some point in their career, with over 60% being unsatisfied that a recruiting process takes longer than a month or because the recruiters suddenly stopped communicating without any explanation. Nearly half (49%) of job seekers working in in-demand fields like technology, banks or energy say they’ve turned down an offer because of a bad experience during the hiring process, with 56% saying they’d discourage others from applying due to negative recruiting experiences.

    The main conclusion of the PwC US survey ”The future of recruiting”

    • Slightly over half (51%) would forgo higher salaries for more flexibility.
    • 37% of candidates said they’d be willing to take a pay cut for a chance to develop new skills.
    • The same percentage said they see upskilling opportunities as the most important factor in deciding on a new job, after salary and benefits.
    • 62% of job seekers said they’re more likely to apply for a job where a company is openly committed to improving diversity and inclusion in their workforce.
    • Candidates want positive, direct human interaction throughout the recruiting process and less use of automation technology.
    • However, 44% of candidates said they’re open to using automation and technology options for routine contact, and to get information during the recruiting process, and 65% of candidates said they would like organisations to have an application dashboard so they can see where they are in the process. 
    • 78% said they expect the recruiting process to be clear on how personal data is used.