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With the growing reliance on technology and digitalisation across industries, the demand for skilled IT professionals remains high. In this article, we will explore the key trends, challenges, strategies shaping IT recruitment in Europe in 2023 and importance of International Recruitment Agencies.

Growing Demand for IT Professionals

The rapid pace of technological advancements has created an increased need for IT talent. Organisations across Europe are seeking professionals skilled in areas such as software development, cyber-security, data analysis, artificial intelligence, and cloud computing. Emerging technologies, such as blockchain and Internet of Things (IoT), further compound this challenge as specialised skills become increasingly sought after. This demand is driven by companies embracing digital transformation and the need to stay competitive in a technology-driven world as it’s fierce in Europe.

Companies face challenges in attracting and hiring skilled candidates due to skill shortages, an imbalance between supply and demand with inability to run the entire process of hiring themselves.

  • Companies across industries are actively embracing digital transformation to stay competitive in today's fast-paced business environment. This transformation requires skilled IT professionals who can develop and implement digital strategies, design innovative solutions, and ensure the seamless integration of technology into business processes.
  • The adoption of cloud computing continues to rise, offering businesses scalability, flexibility, and cost-efficiency. As organisations migrate their infrastructure and applications to the cloud, there is a high demand for IT professionals with expertise in cloud platforms, such as AWS, Azure, and Google Cloud, to architect, deploy, and manage cloud-based solutions.
  • With the increase in cyber threats and data breaches, organisations are prioritising cyber-security measures. They seek skilled IT professionals who can protect sensitive data, implement robust security protocols, conduct vulnerability assessments, and respond to emerging threats. Cyber-security specialists, ethical hackers, and information security analysts are in high demand
  • Data Analytics and Artificial Intelligence (AI). The ability to leverage data for business insights is crucial in today's data-driven world. Companies are seeking IT professionals who can analyse large volumes of data, derive meaningful insights, and develop predictive models. AI specialists with expertise in machine learning, natural language processing, and data science are particularly sought after.
  • The IoT (Internet of Things) has gained significant momentum, connecting devices, sensors, and networks to enable smart solutions in various industries. IT professionals who can design, develop, and manage IoT infrastructure, as well as integrate IoT technologies with existing systems, are in high demand.
  • The demand for skilled software developers and engineers remains strong as organisations seek to develop customised applications, improve user experiences, and enhance their digital products. Full-stack developers, front-end and back-end developers, as well as DevOps engineers, are highly sought after.
  • Technologies such as blockchain, augmented reality (AR), virtual reality (VR), and quantum computing are gaining traction. Organisations exploring these technologies require IT professionals with expertise in these areas to drive innovation, develop applications, and explore new business opportunities.

Remote and Hybrid Workforce Models Continuation

The COVID-19 pandemic accelerated the adoption of remote and hybrid work models. Many organisations have embraced remote work arrangements, enabling them to tap into talent pools beyond their immediate geographic location. This flexibility has opened up opportunities for companies to recruit IT professionals from different countries and leverage diverse skill sets and this is still in trend let’s say. Even recruitment agencies learned to change their hiring methods and opened their doors to fully remote hiring workflows not only in Europe but worldwide.

Employer Branding and Candidate Experience

To stand out in the competitive IT recruitment market, organisations must focus on building a strong employer brand and delivering an exceptional candidate experience. Job seekers, particularly IT professionals, are looking for companies that offer challenging projects, career growth opportunities, work-life balance, and a positive company culture. Employers need to showcase their unique value proposition to attract top talent.

Here comes the importance of consultancies and recruitment agencies who with their vast experience in the hiring processes are able to not only find the right candidates for those challenging projects but run the entire workflow for employers in any place in the world.

Leveraging Technology in Recruitment

Technology plays a crucial role in streamlining and enhancing the recruitment process. AI-powered applicant tracking systems, automation tools, and data analytics help organisations source, screen, and assess candidates more efficiently. Additionally, virtual interviews and online assessment platforms enable remote hiring processes and ensure a smooth candidate experience.

Professional recruitment agencies offer new approach to finding candidates with in-house emerging technologies making the process fast and easy. An employer is unable to verify, check and test potential candidates with as many in-depth analysis as the hiring agencies are.

Addressing Diversity and Inclusion

Diversity and inclusion have become critical considerations in IT recruitment. Organisations are striving to create diverse and inclusive workplaces that foster innovation and creativity. Employers are actively seeking ways to attract underrepresented groups, address biases in hiring practices, and create inclusive environments that value diversity of backgrounds, perspectives, and experiences.

We are still facing an issue of less women presence in IT with the idea of attracting them to more technological positions and skills development.

Upskilling and Reskilling Initiatives

In response to the rapidly evolving IT landscape, companies are investing in upskilling and reskilling initiatives. They are offering training programs to existing employees to bridge skill gaps and adapt to emerging technologies. Additionally, collaborations with educational institutions and industry partnerships are being established to nurture a talent pipeline and foster a continuous learning culture.

Employer branding
The hidden costs of a bad hire and how to avoid them


Hiring the right talent is crucial for the success of any organisation. In this article, we will explore the various costs associated with a poor hiring decision and provide a step-by-step guide on how to avoid making one.

The costs of a bad hire

✔️ Financial costs. The most apparent cost is financial. It includes the expenses related to recruitment, on boarding,training, and salary paid to the employee. When a bad hire doesn't work out,these costs are essentially wasted.

✔️ Lost productivity. A bad hire can lead to decreased team productivity. This individual may struggle to complete tasks, causing delays in projects and potentially impacting the entire team's performance.

✔️ Team morale. The presence of an ill-fitting employee can lower team morale. Existing employees may become frustrated by the added workload or disruptions caused by the bad hire.

✔️ Customer impact. If the bad hire interacts with customers, it can lead to customer dissatisfaction and lost business. Customer trust can take a hit if they have negative experiences with an unqualified employee.

✔️ Reputation damage. A string of bad hires can tarnish your company's reputation. Word-of-mouth spreads, and potential candidates may become hesitant to apply for positions in your organization.

Steps to avoid bad hires

Step 1: Define clear job requirements. Start by clearly defining the job requirements, including skills, experience, and cultural fit. Ensure that the hiring team is aligned on these requirements and do not hide any skill in the job offer that might be required from a potential candidate.

Step 2: Use effective screening methods.Screen candidates thoroughly by reviewing resumes, conducting structured interviews, and checking references. Behavioral and situational interview questions can reveal a candidate's soft skills and problem-solving abilities.

Step 3: Skill assessments. Implement skill assessments or tests that are relevant to the job. This can help verify a candidate's proficiency in key areas.

Step 4: Behavioral assessments. Use personality and behavioral assessments to determine if a candidate's traits align with the company culture and the specific role.

Step 5: Multiple interview rounds. Conduct multiple interview rounds with different team members. This provides a more comprehensive view of the candidate and reduces the chances of bias.

Step 6: Check references. Don't skip reference checks. Contact previous employers or colleagues to gain insights into a candidate's work history and behaviour.

Step 7: Trial periods. Consider offering a probationary or trial period for new hires. This allows both the employee and employer to assess the fit before making a long-term commitment.

Step 8: Cultural fit. Assess a candidate's cultural fit within the organisation. Ensure they align with your company values and can work effectively with the existing team.

Step 9: Training and onboarding. Invest in thorough training and onboarding processes to set new hires up for success from day one. It is shocking how many companies forget about proper onboarding of new candidates. The hiring process doesn’t finish on giving someone a position and letting them be to their new job but proper introduction to organisational structure, employees, processes, different products or services available in the company (which can resolute in cross-selling in the future or finding more opportunities for the business even if the person is not part of the sales team).

Step 10: Regular performance reviews. Conduct regular performance reviews to identify and address any issues promptly.Provide feedback and opportunities for improvement.

Step 11: Continuous improvement. Continuously assess and refine your hiring process. Learn from past hires and adjust your approach as needed.


The hidden costs of a bad hire can be substantial, impacting finances, productivity,morale, and reputation. By following a well-defined hiring process that includes clear job requirements, effective screening methods, and ongoing assessments, you can significantly reduce the risk of making a poor hiring decision. Remember that hiring the right talent is an investment in the long-term success of your organisation.

The Evolving Landscape of IT Recruitment in Europe – Insights for 2023

Uncover the Exciting IT Recruitment Trends Coming in the Second Half of 2023!

The Evolving Landscape of IT Recruitment in Europe

Adapting to Regulatory Changes

Companies operating in Europe must navigate various regulatory considerations, such as GDPR compliance, visa and work permit regulations, and intellectual property protection. Staying up to date with these regulations and ensuring compliance is essential to avoid legal complications and maintain a positive employer brand.

Collaborating with a recruitment agency allows employer to remove all of the pressure legal wise. Professional consultancies offer not only screenings of candidates, full evaluation but documentation support with hiring candidates from outside the ‘search’ country.


As the IT recruitment landscape in Europe evolves in 2023, organizations must embrace innovative strategies to attract and retain top IT talent. By leveraging technology, focusing on employer branding, prioritizing candidate experience,and fostering diversity and inclusion, companies can position themselves as preferred employers in the competitive market. Furthermore, upskilling and reskilling initiatives will enable businesses to stay ahead of technological advancements and build agile, high-performing IT teams.

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