This year is not easy for young people, novice IT specialists. The coronavirus pandemic slowed down the growth of wages and their career development, suspended recruitment for junior positions, at the expense of companies seeking experienced employees. To 30 percent juniors in the industry currently earn no more than 3 thousand. PLN on hand, and salaries close to 80 percent. do not exceed 5,000 PLN net. As much as 77 percent. of juniors think that finding a job in IT is difficult – according to the latest report of the portal with job offers for the IT industry – No Fluff Jobs. The report was based on the questionnaire responses from 2100 IT specialists from Poland at the junior or intern level. The survey was carried out in September and October 2020 of the year using an online tool and its aim was to diagnose the professional situation of new employees in the sector IT. The statistical error in the survey is 2%.

This year is not easy for IT beginners. The pandemic inhibited the growth of wages and the development of their careers, suspended recruitment for junior positions, at the expense of companies seeking experienced employees. For details, see the No Fluff Jobs report.

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Junior earnings – expectations and reality

Half of novice IT specialists (regardless of gender) earn between PLN 3,000 and 5,000 net, but as many as one third of salaries do not exceed the bottom bracket. net can boast only 2% of juniors surveyed by No Fluff Jobs in September and October this year.Among those asked how much they would like to earn, almost half declared the amount between PLN 5,000 and PLN 8,000 net. PLN 5,000 net would be satisfied 45 percent of women and 32 percent of the man n. With earnings above 8,000 PLN net dreaming over 13 proc . men and only 5 percent. women.

Employment contract and development opportunities

The No Fluff Jobs survey shows that the most the desired form of employment by juniors is an employment contract – such an answer was given by 71. respondents. In turn, the contract of mandate and the B2B contract, as the first choice, indicate the same percentage of beginners – after 14 proc. What do young IT specialists expect from employers? Up to 97 percent development opportunities are the most important for juniors, and for 80 percent. atmosphere at work. The youngest IT specialists also count on a gradual increase in earnings (65, as well as what matters is the availability of training (57 percent) or the chance for promotion (54 proc.). Only one in five juniors cares about additional benefits. IT studies and programming courses are the primary source of knowledge for juniors in the IT industry. 33 proc. learned programming at undergraduate studies, and only 7 percent. he continues his studies at the Master’s degree. Participation in the courses was declared by 30 percent. young specialists, and 16 percent. you learned the profession in programming schools.

It is getting harder for juniors to find their dream job

Report No Fluff Jobs shows a worrying trend that could have been affected by the pandemic and the temporary suspension of junior recruitment. – As much as 77 percent Junior respondents had or has a problem with finding a job in the industry. Almost half of the respondents are still looking for a job. Data from those who have already found employment are optimistic. Most of them (24 proc.) a job took less than 3 months, and another 8 percent were looking for a maximum of six months. respondents – says Tomasz Bujok, CEO of No Fluff Jobs. Juniors complain, among other things, about a very small selection of offers, high competition for one place and high employer’s requirements for young people. Another difficulty is often the lack of commercial experience, although – as the survey shows – 47 percent novice programmers already has at least one completed commercial project on their account.

Remote recruiting and remote work

Pandemic Coronavirus has changed the labor market – many companies have not returned to stationary forms of work, also recruiting new employees takes place online. The No Fluff Jobs survey shows that as much as 41 percent. juniors in the last few months, when professional and social life is ruled by the coronavirus, took part in remote recruitment. Every third young IT specialist assesses well the preparation of companies for the remote recruitment process, but some also have some reservations about the feedback provided by recruiters, the number of junior positions and preparation for interviews with candidates.

As many as 2/3 of juniors positively evaluate remote work, and every fourth indicates that performing duties outside the office increases its efficiency. “The workplace does not determine its quality. We will find a comparable number of supporters and opponents of both remote and stationary work. It all depends on individual predispositions, as well as the conditions for working in the home office mode. Our experience shows that although there are more and more offers in the remotely and the effectiveness of these recruitments is greater, but not everyone wants and can work remotely “- comments Tomasz Bujok, CEO of No Fluff Jobs.

The prognosis is optimistic?

Report on the situation of IT beginners in the labor market in 2020 a year since No Fluff Jobs indicates that while there have always been a lot of bends and bumps on the path to your first job and gaining experience in the industry, this year, on this already problematic route, additional obstacles appeared, such as the effects of the coronavirus pandemic. Companies’ focus on finding experienced employees and fierce competition for a position are problems faced by less experienced candidates. What awaits juniors in the near future? No Fluff Jobs in its report made several predictions:

Tomasz Bujok, CEO of No Fluff Jobs: The pandemic forced accelerated digitization of services, increased demand for remote work and the speed with which companies want to implement projects, cause the space for juniors on the labor market to shrink. Companies looking for employees are fighting for the finite resources of experienced programmers more and more fiercely. It is worth remembering that every experienced specialist was once a junior. Building the competences of junior programmers is a long-term investment in the development of the entire industry. There is no other way to increase the number of experienced IT specialists.

Aleksandra Kubicka, HR BP, No Fluff Jobs: Our survey results clearly show that the pandemic has changed the labor market. Reducing the number of open recruitments among junior positions forces a change in the approach to acquiring and raising competences among beginners in the IT industry. When half of juniors are currently looking for their first job, it is not enough to finish school or a programming course. It is worth investing in skills that may turn out to be an ace up your sleeve when recruiting. I am talking mainly about technical skills, but not only. Motivation to learn and the pursuit of continuous development are always included in the price. As a junior, it is worth constantly developing your skills and building a portfolio, e.g. by writing simple applications or solving tasks on portals that allow you to polish your skills in a given programming language, such as HackerRank. You should also learn about design patterns and key programming principles, such as DRY, KISS, and SOLID. Soft skills such as communication skills, the ability to cooperate in a team or independence are also important.

Karolina Pawłowska, Senior Tester and co-author of the book “A journey through the world of testing”: In the coming years the situation may be similar to the present one. The quality of the software is constantly gaining importance, so specialists in this field will be needed. Many companies operate and will operate remotely and soft skills will be appreciated. People who can communicate effectively, ask the right questions and learn quickly will be employed. The independence and self-reliance of a junior tester will be more and more desirable, as well as the ability to work in a remote team.

Olga Stefaniuk, Frontend developer, girls.js coordinator in Krakow, author of the blog “Sowa Programuje”: Remote implementation of juniors can be more difficult, but with good organization it is the most possible. It is important to encourage such a person from the beginning to ask questions in case of ambiguity about the tasks assigned. Consulting the next stages of work on a feature or ticket on an ongoing basis allows you to catch the wrong track at an early stage, or direct you to optimal solutions. Any tips and code review will be invaluable for such a person.

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Monika Pudło, Pega: Behind the success of the organization are people, and behind the success of the organization, various teams, also in terms of experience. What often characterizes juniors is a great willingness to learn, enthusiasm and an open mind. They infect others with their attitude and positive approach and this has a positive impact on the team dynamics. The key to success in hiring a junior is properly planned implementation. We must be sure that the newly hired junior will have his own individual development plan, supervised by a manager and a mentor. Everyone should know their role in this process, thanks to which everyone can benefit from it the best – seniors – satisfaction from sharing knowledge, and comprehensively implemented juniors, and consequently high value to the team, and faster than we expected. In addition, senior mentoring is a great opportunity for them to develop soft skills, which is essential at this stage of their career development.

Magda Markocka, JAMF: People with less professional experience bring new energy and ideas to the team , are open to acquiring knowledge and learning about new tools. They themselves often propose many solutions that have not been implemented so far or simply no one has thought about them before. In interaction with the team, the exchange of experiences occurs in two directions and thanks to this, even more experienced employees can benefit from it. It is best to be transparent in the contact between recruiters and Juniors and provide all information immediately, especially on the further career path or development opportunities.

Source: No Fluff Jobs