Features of IT recruiting in different countries

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IT recruitment in Ukraine began to experience challenging times with the onset of a full-scale invasion. Many companies in this sector opened offices in other countries, and workforce recruitment shifted towards Eastern Europe. However, things didn’t turn out as bad as expected. The number of terminated contracts did not exceed 15%, and the situation in the IT sphere began to gradually stabilize. Recruitment agency for IT jobs https://evotalents.com/en continued to operate actively both in the Ukrainian and international markets.

The main reasons why foreigners currently do not trust the Ukrainian IT market are:

Overall instability;
Concerns about data security.

Comparing Ukrainian recruitment with recruitment in other countries, many differences can be found. However, most of them are not unusual.

For example, recruitment in Britain differs from what we are accustomed to by its slowness. Candidates go through many selection stages and after each one, they wait a long time for feedback from recruiters and employers. The hiring process can stretch over several months, sometimes up to six months. Additionally, IT recruitment agency UK often have a narrow specialization.

Britain is one of the few countries where the government actively participates in recruitment activities. Some of the country’s recruitment agencies have state capitals.

Among the peculiarities of other countries, the following examples can be given:

Most IT specialists in EU countries have contracts that include a penalty for early termination. When changing jobs, they want the new employer to cover it;
Mentally, Poles are most similar to Ukrainians. The greatest difference and difficulty in communication are with Hungarians and Romanians;
Candidates from Latin America are friendly. Sometimes too much so. However, this disposition does not prevent them from lying in interviews;
For candidates from the USA or Canada, it is necessary to specify either an hourly rate or the annual salary amount;
Among European candidates, Spaniards and Portuguese are the most open to communication;
Specialists from Central Asian countries often have poor English skills;
Reading resumes of Europeans, you often come across “universal” candidates. In practice, it turns out that they lack knowledge in the required field.

All differences in foreign hiring mainly come down to the characteristics of national culture, temperament and life values. There is no point in fighting such differences. It’s worth understanding them and just trying to adapt.