HR 20.21

The challenges and trends within the EEMENA HR landscape

The research

The economic predictions for recovery after the pandemic are very optimistic. Countries like Romania, Turkey, and erbia are among the countries with the highest economic turnover forecasted by the end of 2021. This climate of optimism is visible in recruitment trends and the strategic hiring plans of many companies in EEMENA. Boosted by the learnings from the pandemic, companies and HR departments are more mindful towards topics like increase of inequality, skills mismatch, wellbeing of employees etc.

As global leaders in HR solutions we find it our duty to shed light on the different perceptions and challenges HR professionals are experiencing in the current climate. We are not alone in this effort. Governments, business leaders, and workers are aiming to better understand each other’s need and concerns with the common purpose to develop inclusive public policies and up to date human-centric solutions.

HR 20.21 is thought to be a multi-annual research effort that will map out the HR landscape of the Eastern Europe, Middle East, and North Africa regions (Poland, Czechia, Hungary, Slovenia, Romania, Bulgaria, Serbia, Greece, Turkey, Tunisia, and the United Arab Emirates). For the current version we surveyed over 400 HR professionals from all industries that cover multiple roles within HR departments. This report explores the findings of our survey in greater depth, while integrating explanations provided by Adecco’s most experienced consultants.

The report’s key findings found that:

Recruiters are interested firstly by the attitude and values displayed by the candidates.

HR professionals are paying special attention to the way the candidates display values during interviews and the way they are compatible with the company’s corporate values.

A recruiter must interview 5 candidates on average to fill in one position.

This number varies profoundly depending on industry, volume of candidates, and level of experience of the candidates.

The average filling time for closing an opened position is 1 month.

The period attributed to the recruitment process can vary depending on the company procedures, complexity of the opened positions, and the compensations and benefits package.

The main reason an employee changes jobs is the lack of career path visibility and possibility of promotion.

This insight challenges the perception that employees leave companies due to the bad relationships with managers.

The most critically needed skills in difficult to close positions are emotional intelligence, complex problem-solving, analytical thinking, and innovation.

The hardest to close positions for recruiters are coming from IT, technical industries, and finance.

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