International survey of students and graduates

Transcription

First steps into the labour market
International survey of students
and graduates
Research conducted in cooperation with
the Department of Human Capital Development
of Warsaw School of Economics
Warsaw, April 2011
Content
Regional perspective
A critical evaluation of the higher education system
Under the pressure of experience Student organizations – lack of regional proposals
Ready for emigration
In search of experience – internship and employment
Financial expectations
How to reach students – innovative forms of contact
Paper and ink in retreat – job applications only on-line
Demotivators
Summary
4
5
6
9
10
11
13
14
16
17
18
Poland
Opinions on the higher education system Professional experience
The search for internships and expectations towards them Expectations with regard to work – a balance between
the professional and private life
Willingness to emigrate Employer contacts with students
Seeking employment and internships Student organizations as support in the employment search process
Internet as a source of information on employers The effectiveness of forms of contact with employers Demotivators
Salary expectations
Characteristics of the surveyed group – attitudes and opinions 19
20
21
23
Contacts
35
24
26
27
28
29
30
31
32
33
34
First steps into the labour market International survey of students and graduates
3
Regional perspective
Methodology
The survey was carried out by way of an internet
questionnaire between the dates of 27th January and
27th February, 2011. In total, 3,618 students and
graduates participated in the survey, which covered the
states of Czech Republic, Slovakia, Poland, Lithuania
and Latvia. The students from these states who were
invited to participate in the survey were those that had
signed up for recruitment databases and were interested
in recruitment information. Information on the survey
was also placed on the internet websites of Deloitte and
the company’s profile on Facebook. As a result of the
similarity of the recruitment processes for students in all
states, as well as the demographic structure of the test
group, the results obtained were weighted so that the
responses for groups from different countries would be
proportionate to the population analyzed in each state.
4
Women constituted 58% of the test group and the
mean age amounted to nearly 23 and half. At the
time of the questionnaire being completed, half those
analyzed were unemployed, 37% were employed
and 10% had participated in an internship. One fifth
of the participants were graduates, with the majority
composed of fifth year students, while first year students
constituted the smallest of the groups. Two thirds
were students and graduates of master’s studies. The
overwhelming majority (90%) were students at daytime studies, with two thirds attending business-profile
studies. Only 5% of the test group attended private
institutions of higher education with the remainder
being students or graduates of public institutions.
A critical evaluation of the higher education
system
The results of the study on students and graduates
performed in five states of Central Europe clearly
indicate the need for changes in the teaching
programmes at institutions of higher education to adjust
them to the real challenges facing students entering
the labour market. The responses collected in the five
countries are consistent and confirm the conclusions
that could have been drawn from a study undertaken
in Poland in 2010. Students’ expectations and the
challenges facing them on entering the labour market
reveal the weakness of what is offered by institutions of
higher education and the weaknesses of the system.
When asked for a general view on how the system
of higher education prepares students for their future
professional duties 56% of the surveyed students in
Central Europe expressed a negative opinion. The
evaluation of schools chosen by those surveyed in
terms of levels of preparation for professional life was
somewhat better than that for the higher education
system in general – in the case of the institutions
attended by the respondents, 58% of replies were
positive.
Another important aspect for the students is the
preparation for the job seeking process itself. A little
over half the students from the region participated in
self-presentation or CV writing workshops. Poles take
the lead in attending these types of training courses
(over 60% of those surveyed), with Latvians coming
second (almost 50%). Less than 30% of those surveyed
in Slovakia took part in such workshops. Those who
attended them evaluate the quality of the educational
system somewhat better in terms of the labour market’s
expectations.
How do
universities
prepare
students
their
jobs?
Ocena
przygotowania
studentów
przez
uczelnie for
wyższe
do future
przyszłych
obowiązków zawodowych
100%
90%
80%
70%
41%
36%
37%
57%
56%
60%
50%
40%
30%
20%
56%
60%
63%
42%
41%
10%
Aside from occupational preparation, the students said
they expect aid and support in the job-seeking process
itself. The educational system does not prepare them,
in the opinions of those surveyed, for finding a job –
72% of respondents giving a negative answer on this
issue. The lowest scores in terms of quality levels of
the analyzed educational programmes given to own
institutions of higher education were provided by
Lithuanians, followed by Slovaks and finally Poles. The
most content in this regard were Czechs. Unfavourable
opinions on how the institutions of higher education
prepare students for work and finding employment
is one of the factors inclining students to seek other
sources of gaining experience and skills. Collecting
professional experience during studies is as important
for the students of Central Europe as the studies
themselves. The discrepency between educational
programmes and the expectations of employers raises
the significance of internships, apprenticeships and
educational programs provided directly by employers
themselves.
0%
Czech
Republic
Slovakia
Poland
Lithuania
Latvia
Positive evaluation
Negative evaluation
How well do universities prepare students for the process
Ocena przygotowania studentów przez uczelnie wyższe do procesu poszukiwania pracy
of
looking for a job?
100%
90%
80%
16%
19%
24%
26%
28%
70%
60%
50%
40%
30%
70%
79%
71%
81%
70%
20%
10%
0%
Czech
Republic
Slovakia
Poland
Lithuania
Latvia
Positive evaluation
Negative evaluation
5
Under the pressure of experience
Two thirds of those surveyed in the Central European
region think that internships allow students to gain
experience, and that this is the key element facilitating
finding employment. The percentage of people of this
opinion is constant, regardless of whether the person
questioned participated in an internship or not. What
we see therefore is a general conviction among students
in Central Europe that the diploma of an institution of
higher education itself is definitely insufficient in itself
to begin a career. 80% of those surveyed are of the
opinion that graduates without professional experience
stand a small chance of being hired – this view being
shared across all Central European countries.
Students seek different possibilities for supplementing
their knowledge with practical experience. Different
types of internships, traineeships, jobs and company
programs are a desired and commonly used source of
gaining additional work experience on all of the Central
Europe’s markets analyzed.
The different levels of students’ involvement in
internships depend on their local market. The group
most actively gaining experience by working and
internships are Poles, with students from Latvia being
least active in this aspect. This condition is most likely
connected both with evaluations of the educational
programs that the institutions of higher education offer,
as well as with the scale of the market, the supply of
internships and traineeships available to students.
The percentage of respondents who have acquired a given form of work experience
(green hihglights the highest figure in given category)
The average
for the region
Czech
Republic
Slovakia
Poland
Lithuania
Latvia
Student mobility program (e.g. Erasmus)
21,5%
26,8%
23,0%
20,4%
17,0%
28,5%
Additional educational programs offered by
employers (e.g. workshops, case studies,
etc.)
49,8%
34,0%
28,6%
58,9%
24,0%
25,1%
Job/internship domestic related to the field
of study
63,4%
39,7%
31,0%
75,5%
24,4%
52,8%
Job/internship domestic unrelated to the
field of study
37,3%
36,5%
37,3%
39,4%
24,6%
23,0%
Job/internship abroad related to the field
of study
6,9%
8,0%
8,0%
6,4%
4,9%
11,9%
Job/internship abroad unrelated to the field
of study
11,9%
10,2%
14,6%
12,7%
7,7%
5,1%
Temporary or seasonal jobs domestic
56,2%
58,2%
55,1%
57,0%
52,8%
43,8%
Temporary or seasonal jobs abroad
25,7%
21,9%
29,6%
27,2%
22,3%
10,2%
Type of experience
6
Volunteering
31,5%
25,4%
23,3%
33,2%
37,9%
24,7%
Self-employment
9,8%
15,6%
9,1%
6,4%
30,5%
17,9%
Special interest group
35,9%
12,4%
5,2%
46,3%
13,2%
22,6%
Student government
8,6%
5,4%
3,1%
8,7%
17,1%
11,9%
Student organization (e.g. AIESEC)
24,2%
17,9%
16,0%
28,3%
8,1%
12,8%
Two thirds of students surveyed from Central Europe
worked on a part-time basis during studies, with no
fewer participating in internships related to their field
of studies. Half participated in classes and courses
organized by companies at institutions of higher
education, with a third engaged in the operations of
special interest groups and a fifth participating in the
Erasmus exchange program. Nearly every third student
worked as a volunteer, while every fourth was a member
of a student organization. We can observe significant
differences between the countries of the region here –
a high level of participation in an internship related to
the course of studies undertaken within the country is
reported mainly by Poles (three quarters of the surveyed
group), less often by Latvians (half) and Czechs – 40%
- and only by a quarter of Lithuanians and 30% of
Slovaks. Similar ratios were observed in the case of
internships not related to field of study. Educational
courses and classes organized by employers are most
popular in Poland (almost 60% of those surveyed), with
a third of Czech students participating in them. In the
remaining countries such forms of gaining knowledge
and experience were used by less than 30% of those
tested. Student mobility programs are the predominant
domain of Latvians and Czechs (approximately 27%
in both instances), with remaining countries the
percentage varying between 17% and 23%. Seasonal
works were performed by less than half of Latvians
but over 60% of those tested in other countries of
the region. Volunteer participation is the predominant
domain of Lithuanians and Poles – a form of gaining
experience used by every third person surveyed (every
quarter in the other states of the region).
W trakcie studiów zdobyłem doświadczenie zawodowe poprzez
During
course
of mydziałalność
study I have
acquired professional experience
praktykithe
/ pracę
/ własną
gospodarczą?
through an internship/a job/self-employment
100%
90%
The above results show that the highest level of
activity was noted among Poles, with second place
taken by Czechs and Latvians. The lower activeness of
students from certain Central European countries does
not arise from the lack of a need for such experience
but rather from the low supply of internship posts on
small markets. It is for this reason that 46% Slovaks
and the same figure for Lithuanians believe that the
quantity of internships in their countries is insufficient.
32%
45%
48%
46%
70%
60%
50%
81%
40%
67%
30%
54%
53%
Czech
Republic
Slovakia
52%
20%
10%
0%
Poland
Lithuania
Latvia
No
Yes
Ocena oferty praktyk dla studentów dostępnej
na rynku
Evaluation of the internships available on the market
100%
90%
80%
7%
3%
70%
60%
17%
6%
39%
17%
33%
46%
38%
59%
50%
40%
30%
20%
When asked about experience gained at work, either at
an economic entity or an internship during studies, 80%
of Poles and 66% of Latvians responded affirmatively.
This is more than in the remaining countries, where
such declarations were made by approximately 53% of
respondents.
18%
80%
36%
46%
46%
34%
22%
10%
0%
Czech
Republic
Slovakia
Poland
Lithuania
Latvia
Enough internships
Unsatisfactory offer, internships only for the best
Completely unsatisfactory offer, there are too few internships
7
Approximately 35% of Czechs and Latvians are of
a similar opinion, but only 21% of Poles stating likewise.
This information in line with the fact that 50% of
Lithuanian respondents do not seek internship or
employment (these answers were provided by every
third Pole and Slovak and every quarter Czech and
Latvian), which allows the following conclusions to be
drawn:
• Regardless of evaluation of the educational system
and opinion that experience in job searching is
necessary, different forms of gaining such experience
are used by those who, firstly, seek such experience
and secondly by those convinced of the possibility of
finding it.
• Respondents seek first of all such activities that are,
according to them, most useful in the job search
process. Internships related to the course of studies
within the home country or abroad are considered
useful in seeking employment by almost 90% of
students from Central Europe. Employers’ educational
programs are valued by nearly 80% and selfemployment by 69%. Half of the respondents have
a positive opinion of participation in special interest
group and student organizations as well as volunteer
initiatives. Those activities that are rated positively
include ones related to the course of studies, foreign
excursions and above all gaining practical experience.
• The results of the study clearly confirm that the
educational programs at universities, according to
the students, do not put sufficient emphasis on
the practical approach. Students starting a career
within a competitive market place wish to be well
prepared to fulfil future professional duties and seek
possibilities for gaining experience. Employers, in turn,
require employees capable of undertaking immediate
professional duties. In order to cater to the needs
of all those involved in the market it is necessary to
have the cooperation of universities, companies and
students.
Acquired
work experience and how it helped the students in looking for jobs later in life
Zdobyte doświadczenia i ocena ich przydatności w poszukiwaniu pracy
(average for the region)
100%
90%
They have such an experience
91%
78%
70%
60%
56%
53%
46%
44%
40%
69%
58%
57%
50%
43%
36%
30%
26%
20%
8
63%
56%
50%
37%
36%
31%
26%
24%
21%
12%
10%
9%
7%
Job/internship domestic related
to the field of study
Temporary or seasonal jobs domestic
employers (e.g. workshops, case studies, etc.)
Job/internship domestic unrelated to
the field of study
Volunteering
Temporary or seasonal jobs abroad
Student organization (e.g. AIESEC)
Student mobility program
(e.g. Erasmus)
Job/internship abroad unrelated
Self-employment
Student government
Job/internship abroad related
10%
0%
88%
They consider it useful
80%
Student organizations – lack of regional
proposals
Generally, membership in student organizations is
evaluated as useful in finding employment by only
half of the surveyed students from Central European
countries. Memberships in special interest groups and
business incubators are also considered helpful. The
latter are most highly esteemed in Poland and in Latvia,
with the respondents from other countries not being
able to rate their usefulness. This may indicate that
they are in fact little known. Special interest groups are
most highly esteemed in Poland, Czech Republic and in
Latvia (with 59%, 49% and 45% of positive opinions
respectively). A third of respondents in Slovakia were
unable to rate their usefulness in terms of gaining
employment.
recognizable association of which is AIESEC, with
53% of respondents in the region saying that it does
facilitate successful job hunting. The remaining trade
organizations received an “I don’t know” at a level
of 40-50% (AIESEC – 19%). Those that spoke on the
usefulness of such associations, most rated them
highly – based on the example of AIESEC, with 55%
positive responses in Latvia, 71% in Slovakia and 72%
in the Czech Republic. The conclusion is very simple:
organizations should publicize their activities more
widely. Companies, in turn, wanting to reach more
active, valuable students should broaden their scope of
cooperation with them.
A natural partner for companies seeking personnel
are student organizations. When asked about specific
organizations, the respondents were often unable to
provide an answer in terms of their usefulness. This may
be due to the fact that the majority of the respondents
were students of business-oriented studies, the most
How useful do you consider the following students organisations in looking for jobs later in life
O cen przydatności organizacji studenckich w procesie poszukiwania pracy
(average for the region)
Positive answers
60%
Percentage of 'do not know' answers
50%
40%
44%
52%
42%
45%
40%
30%
34%
20%
20%
23%
27%
31%
29%
12%
10%
21%
26%
14%
14%
AZS
AEGEE
BEST
ELSA
NGO's
Business incubators
Special interest groups
AISEC
0%
9
Ready for emigration
Jestem skłonny przeprowadzić się do innego miasta ze względu
Readiness to move to different city to take up interesting job offer
na ciekawą ofertę pracy
100%
90%
20%
17%
17%
16%
18%
13%
80%
70%
60%
27%
21%
16%
26%
57%
53%
50%
40%
65%
30%
65%
69%
20%
10%
0%
Czech
Republic
Slovakia
Poland
Lithuania
Latvia
I don't know
No
Yes
Jestem skłonny przeprowadzić się za granicę ze względu
Readiness to move abroad to take up interesting job offer
100%
90%
23%
22%
21%
27%
21%
80%
70%
16%
9%
20%
11%
13%
60%
50%
40%
61%
30%
69%
59%
60%
Poland
Lithuania
69%
20%
10%
0%
Czech
Republic
I don't know
No
Yes
10
Slovakia
Latvia
Discontent with the situation on the market, as well
as activeness in job searching, partially translate into
a readiness to move to another city or country. Overall,
61% of respondents in the region declared a readiness
to move to a different city in response to an interesting
job offer, 15% being unwilling to move and 18% not
having an opinion. In the cases of willingness to migrate
to another country the answers are 61%, 18% and
22%, respectively. The highest willingness to moving
to another city was expressed by Poles, Slovaks and
Czechs, while willingness to move to another country
was noted among Latvians, Slovaks and Czechs. The
greatest number of people undecided (on both issues)
was in Lithuania. The greatest number of those against
migrating to another city is among Latvians (26%) and
to another country among Poles (20%). Analyzing these
results, we must take into account the characteristics of
the countries – Latvia is a small country where one third
of the population lives in Riga (with 82% of respondents
studying there). Poland, meanwhile, has a rich tradition
of migration for gainful employment. Lithuanians
and Slovaks said that the number of internships is
insufficient, which leads to the assumption that the
general prospects for finding a job are also not seen in
the brightest of colours. Czechs, meanwhile seem to be
the most cosmopolitan state in the region.
Readiness to change place of residence is significant,
but it is not clear from the survey what precise decisions
respondents would undertake when faced with
a real choice, although this high level of readiness to
undertake professional challenges in other countries
should provide some concern for decision-makers in
Central Europe. One of the main competitive advantages
of Central European markets is the surfeit of young,
professional workers. It is precisely this access to skilled
personnel that is a main reason to begin investment
in the countries of this region. This broadly expressed
readiness to emigrate should be interpreted as a “yellow
card” for those responsible for the competitiveness of
the region’s labour markets. The employment markets in
the countries analyzed are clearly not competitive when
compared with the rest of the European Union. Those
graduates who emigrate to work in other countries will
not return or bring back their experience or knowledge
if they do not receive the possibility for development
within their own country.
In search of experience – internship and
employment
As mentioned above, half of the respondents from
Lithuania did not seek internships or employment. In
the region as a whole, there are fewer still, with a third
not currently seeking internships or work. Those looking
for internships (a fifth of those surveyed) are mainly
interested in both paid and unpaid ones. Respondents
from Poland do stand out in this respect, with 40% of
them seeking internships but only paid placements.
These percentages are from between 19% and 23% in
the remaining states.
Almost 40% of people looking for work within the
region had sent up to five applications in this regard
within the last 6 months. The results of the study
show the rather low activeness of students in seeking
employment. Young people starting on the labour
market clearly do not believe in the high effectiveness
of looking for work “blindly”. The responses are
consistent with the high ratings of effectiveness in job
searching via internships and traineeships as well as by
recommendation.
During searches for internships, respondents act,
firstly, on the possibility of gaining skills, professional
experience (especially Slovaks, Czechs and Lithuanians)
as well as the potential possibility of further employment
(especially Lithuanians and Poles). Interesting is the
possibility of getting to know people from a specific
line of business (selected more often by Lithuanians and
Czechs) or gaining international contacts (important
in Slovakia), which were less often indicated factors
determining the selection of an internship (by every
seventh respondent in the region), similarly to high
salary and friendly work atmosphere.
Najważniejsze aspekty poszukiwanego stażu
Most important features of a satisfactory internship (percentage of positive answers)
Region
90%
78%
80%
70%
Poland
62%
60%
51%
50%
18%
79%
64%
48%
22%
21%
18%
Opportunity to gain professional
experience
Opportunity to be employed by
a given company
Employer's prestige
Flexible working hours
Salary
0%
Opportunity to learn and acquire
new skills
10%
13%
11%
12%
16%
14%
14%
Friendly work atmosphere
24%
20%
Meeting people working
in the industry
26%
30%
International contacts
40%
11
When asked to indicate the three most significant
aspects of a good first job, respondents indicated most
often the possibility of participating in “inspiring and
interesting” projects and a broad range of training
courses, with these answers yielding 44% and 40%
of responses in the region. Factors such as work
atmosphere (least often indicated by Poles), the prestige
of the employer (most indications among Poles) were
rated by approximately 33% of respondents. Important
also for many respondents were the possibility of
cooperating with experts from a given field of business
and salary, and finally the possibility of balancing work
and private life. This last item is most important for
Lithuanians and Slovaks, in contrast to respondents from
other states. The least significant factors appear to be
benefits packages and the possibility of independent
work. The wide spread of answers indicates that
“everything is important”, although it is visible that it is
not salary or bonuses that are most significant to those
currently studying. The possibility of combining work
and private life is an important benefit for almost every
fourth respondent, while bearing in mind that two thirds
of them express a readiness to move to another city
and not much less to another country in response to an
attractive job offer.
Najważniejsze aspekty poszukiwanej pracy
Most important features of a satisfactory job (percentage of positive answers)
50%
Region
46%
45%
36%
40%
31%
35%
Poland
36%
31%
32%
25%
30%
25%
25%
20%
13%
15%
8%
12
44%
40%
34%
33%
29%
28%
26%
24%
16%
9%
8%
6%
Employer's prestige
Cooperation with top experts
High salary
Work-life balance
Fast promotion prospects
International work
environment
Sense of security
Independence
Attractive benefits
0%
4%
Attractive training possibilities
5%
9%
Interesting and inspiring
projects
10%
Financial expectations
Issues of remuneration differ from country to country,
with the overall expectations of the respondents
indicating the equivalent of 2,207 zł gross for working
on a 40 hour week basis and 2,986 zł gross for full-time
employment. These amounts are higher than those
which are, in their opinion, offered by the market, with
1,785 zł and 2,386 zł gross respectively. Expectations of
the highest wages are those of Czechs and Slovaks (on
average 3,380 zł), followed by Poles (2,998 zł), Latvians
(2,346 zł) and finally Lithuanians (2,076 zł).1
The expected salaries for internships are somewhat
lower, at 2,414, 2,342, 2,199, 1,948 and 1,944 zł
gross, respectively. As one can see, remuneration for an
internship is somewhat higher in Latvia than in Lithuania
but no such differences exist in the case of salaries for
employment. For every country, however, the expected
remuneration is higher than the estimated remuneration
on the market. This dissonance is lowest in the Czech
Republic (respondents from this country expect
approximately 110% of the estimated remuneration),
with the highest in Poland, amounting to 130%. This
ratio in Latvia amounted to 116%, 117% for Slovakia
and 118% for Lithuania. The financial expectations
of respondents from Poland with regard to a first job
are nearly 88% of the average monthly remuneration
in the enterprise sector, which in February amounted
to 3,422,14 zł2, constituting 2.7 times less than the
minimum remuneration during the period of the first
year of employment, which amounts to no less then
1108,80 zł gross3.
Szacowane
i oczekiwane
wynagrodzenie
za staż versus expected salary
The
average
gross salary
(according tobrutto
respondents)
w wymiarze
40 godzin
tygodniowo
for
an internship
(40h/week)
3 000 €
2 500 €
2 415 €
2 342 €
2 191 €
2 199 €
1 948 €
2 000 €
1 948 €
1 946 €
1 728 €
1 707 €
1 673 €
1 500 €
1 000 €
500 €
0€
Czech Republic
Slovakia
Poland
Lithuania
Latvia
Estimated salary
Expected salary
The average gross salary (according to respondents) versus expected salary
Szacowane
wynagrodzenie brutto za pierwszą pracę
for
the firsti oczekiwane
job (40h/week)
w wymiarze 40 godzin tygodniowo
4 000 €
3 500 €
3 387 €
3 380 €
3 060 €
3 000 €
2 996 €
2 899 €
2 345 €
2 292 €
2 500 €
2 076 €
2 027 €
1 765 €
2 000 €
1 500 €
1 000 €
500 €
0€
Czech Republic
Slovakia
Poland
Lithuania
Latvia
Estimated salary
Expected salary
1
2
3
The people surveyed provided answers expressed in Euros. All
amounts have been converted according to the exchange rate of
the National Bank of Poland (NBP) as of 28.02.2011.
Source: GUS
Source: Dziennik Ustaw z 2010 r. Nr 194, poz. 1288
13
How to reach students – innovative forms
of contact
Atrakcyjność róznych form kontaktu pracodawcy ze studentami
Attractiveness of communication methods between employers and students
90%
84%
Enterprises contact students by various means to present
them with their offer. The best rated are competitions
directed at students and educational programmes at
institutions of higher education as well as cooperation
with student organizations. A somewhat lower value is
assigned to information available at job fairs, on internet
websites or recruitment portals as well as newsletters.
Classic advertisements have an equal amount of
supporters and opponents, with social media sites being
rated slightly higher. These are the results for the region,
with certain visible differences presenting themselves
in individual countries. Above all, respondents from
Slovakia are more critical with regard to the different
forms of contacting students by enterprises, with Czechs
in comparison to other countries rating sponsorship
of events, social media, press announcements and
cooperation with organizations lower. Czechs and
Latvians value competitions for students much lower.
Companies wanting to advertise themselves among
students should therefore develop their own internet
websites and cooperate with institutions of higher
education and student organizations.
Region
76%
80%
Poland
72%
66%
70%
60%
60%
59%
55%
53%
57%
44%
50%
39%
40%
30%
30%
75%
70%
69%
64%
60%
55%
55%
54%
51%
40%
39%
30%
Employer's cooperation with
student organizations
Employer's lectures and educational
paths at universities
Employer's recruitment websites
Job fairs
Employer's e-mail newsletters
Recruitment portals
Advertising activities at universities
Employer's activity in social
network services
Sponsoring cultural events
for students
Job advertisements in the press
10%
Student competitions
20%
0%
When searching the internet for information on
employers, respondents primarily use search engines,
employers’ websites and recruitment portals, with over
two thirds of respondents saying they have done so.
Newsletters also appear to be popular. More seldom
used information sources on companies are industry
specific websites, social networks, forums and job fairs.
The least used sources are webcasts and podcasts. In
Slovakia by comparison with the region, the greatest
popularity is employers’ websites and on-line job fairs
rather than recruitment websites, while in Poland it
Internetowe źródła wiedzy o pracodawcach
How do you find information on employers on the Internet?
80%
76%
70%
69%
Region
71%
Poland
60%
46%
27%
18%
14
29%
26%
Newsletters subscribed on
the websites of potential
employers
Industry portals
Social networking
websites
22%
22%
19%
16%
Mailing
41%
On-line advertisements
68%
Public discussion forum
68%
21%
On-line job fairs
-
73%
Recruitment portals
0%
Corporate recruitment
website
10%
Search engine
20%
6%
7%
7%
4%
3%
6%
3%
3%
Podcasts
21%
Webcasts
31%
30%
Corporate movies
(e.g. on YouTube)
36%
40%
Blogs
50%
is newsletters and in Latvia e-mail advertisements, in
Lithuania blogs (used by twice as many as in other
countries) and in the Czech Republic recruitment
websites.
and Slovakia (over 80%, in comparison with 60% in
other states). The internet websites of employers are
a popular source of information in the Czech Republic,
Poland and Slovakia (approximately 70%, with about
57% in Lithuania and Latvia). Job fairs are a popular
source of information in the Czech Republic and in
Slovakia, while career offices in Poland and Lithuania
have approximately 30%, in comparison with 9% in
Slovakia.
As many as four fifths of respondents use Facebook,
15% LinkedIn, in addition to local services as well as
communicators such as Skype. Despite this, respondents
are not interested in communicating with employers by
way of social networking sites, with 46% of respondents
against it. The old joke has it that social networks are
like night clubs – if you meet your parents there it is
time to change your place of entertainment. It appears
that the same goes for employers. It may be that
respondents will gather information about companies
from social networking websites (this being done by
the highest percentage of respondents in Poland - 30%
- and the least in the Czech Republic – 13%), although
they will not contact an employer using these methods.
Despite this, the internet remains the main source
of information on employment offers – 72% of
respondents finding advertisements on recruitment
websites and no less on the internet websites of
companies. Clearly less popular are job fairs, career
agencies, advertisements in the press and information
from family and friends, with only 25% to 30% of
respondents using them. Press advertisements are
popular in Lithuania (used by 50% of respondents),
recruitment websites in the Czech Republic, in Lithuania
Although information concerning offers originating
from family and friends is received by a minority (33%),
most believe in the effectiveness of this form of job
searching with the effectiveness of a recommendation
being equal to protectionism (83% of positive
responses). Internet websites containing employment
offers and employment agencies are equally valued
(an average of 70% of positive indications), although
with more positive opinions on going to internships, as
respondents believe that participation in an internship
is the best method of gaining employment. Unique to
the Czech Republic is submitting of offers at job fairs,
while Poles more than respondents from other countries
believe in social media and the recommendations of
acquaintances. Latvians also take advantage of social
media more often, while Lithuanians are characterized
by a disbelief towards the effectiveness of student
organizations.
Ocena skuteczności różnych metod szukania pracy (odsetek wskazań pozytywnych)
Assessment the job searching methods (percentage of positive answers)
Region
88%
87%
84%
Poland
78%
66%
56%
51%
38%
67%
53%
Recommendation of friends working
in a given company
Looking for job advertisements on
recruitment websites and sending
applications
Job searching through
recruitment portals
Student organizations' contacts
49%
38%
21%
18%
Job searching through social
networking websites
(e.g. Facebook, LinkedIn)
76%
Sending job applications
spontaneously with no connection
to any job advertisement
83%
Sending applications during job fairs
83%
19%
Looking for job advertisements
in newspapers or magazines
and sending applications
87%
Support of friends working
in a given company
24%
Participation in internships, which
may lead to permanent employment
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
15
Paper and ink in retreat – job applications
only on-line
Internet is the key source of information on the
Internet jest najważniejszym źródłem informacji
labour
o
rynkumarket
pracy
2%
22%
76%
I don't know
Positive answer
Negative answer
16
After seeking out an offer respondents submit their
applications. The internet fulfils an important role
not only in the job search for offers but also in the
sending of applications, with nearly every respondent
sending applications by way of internet websites
of companies often or very often and no less by
way of internet recruitment portals or e-mails being
sent directly to companies. Classic letters are on the
downward trend, with a very small percentage of
applicants still making use of them. The noticeable
differences which we observe between the countries
of the region are very interesting – personal delivery of
an application, whether by the prospective employer or
via a recruitment portal is less common in Poland and in
Latvia, while recruitment agencies are more popular in
the Czech Republic and in Slovakia.
We see in all states growth in the internet as a tool
of communication, although when this medium is
chosen by companies it must take into account the
specific characteristics of the local market – both when
publishing employment advertisements as well as
accepting the applications resulting from them.
Demotywatory
As mentioned above, students seeking employment do
not display a particularly great activeness in the form of
sending large quantities of job applications. According
to the answers of respondents, they most often sent
out up to three CVs per month. Despite the demanding
employment market, respondents are critical in their
selection of an employer. What demotivates most
towards applying for work and sending of applications
is, according to 47% of respondents, the lack of any
reply whatsoever on the part of employers to earlier
applications and as a second factor, the unfavourable
opinions of acquaintances (18%). This result may be
compared with the opinions concerning the preferred
forms of contact of the employers with students –
highly praised were those companies which used direct
forms of communication and which gave students the
possibility of development. Students are interested
in getting to know the employer and bonding with
a company, assuring further development. Employers
should also take care of their own image. It is the
simple activities that are of key importance, including
prompt replies to applications, even if the answer is
one of an application being rejected. Very important is
also the general atmosphere surrounding the company
and the opinions of the company’s employees as well
as the family and acquaintances of respondents. The
internet community comments on life inside companies
and it is important to be aware that these comments
are treated as a very reliable source of information for
future employees. Students live the life of the internet,
what takes place on Facebook, Twitter and other social
network websites. It is very important for companies to
get to know this language.
Cynniki najbardziej zniechęcajace do aplikowania
Factors discouraging most from applying
Lack of response to previous applications
(positive or negative)
47%
Unfavourable friends' opinions about
the company
18%
Lengthy recruitment process
11%
Technical problems
(long and complicated application forms)
10%
Strong competition in the labour market
10%
Earlier rejection of an application
for a different position
4%
17
Summary
Respondents seek employment that will assure
challenges, professional development and experience
by participating in realization of interesting projects. It is
important to emphasize that the salary expectations of
students are high. It appears that students consciously
expect remuneration higher than that which they
evaluate the market offering them. Respondents state
that professional development is equally as important
as salary (86% of answers confirm this statement) and
for 79% it is important to have a “happy family.” Not
fewer people are willing to work 10-12 hours per day
to achieve promotion and pay raise. It is important
to respondents that the employer present social
responsibility for his business with every other person of
the opinion that companies do not utilize enough social
network websites in contacts with students.
Respondents have the impression of the labour market
as a rather unfriendly place – 72% are of the opinion
that people without experience have low chances on
the labour market and for 63% experience gained
outside the country is a key factor for the development
of a professional career.
The general tendencies within the region may be
expressed as follows: higher education is rated
alarmingly poorly and requires improvement. Students
seek practical skills, therefore companies and schools
should cooperate in the organizing of educational
programs and internships. Students are curious about
foreign experience, rate it highly and declare a high
willingness towards going abroad, which may present
itself as a social problem.
18
Contact and exchange of information takes place
ever more often on the internet, which is beginning
to be the main source of information and contact
with companies. Companies must however learn the
language of the social network websites, where the
key is dialogue and not advertising. These media are
connected with new risks which one needs to be aware
of. It is very important to emphasize the increasing
importance of the balance between professional and
private life and expectations concerning employers’
corporate social responsibility. These are examples
of new characteristics for the new generation of
employees. They wish to invest in and develop their
professional careers but place several conditions before
employers. They have their own world and are superbly
experienced at sharing information. They are partners in
any discussion on the labour market and despite being
inexperienced do make their own choices. Students
entering the labour market do not allow themselves
to be treated as objects. They are young, conscious
Europeans. Only those employers that are aware of the
fact that they are dealing with a new generation of staff,
being aware of the changes taking place on the labour
market and are attempting to adapt to it will succeed in
the struggle for the best workers.
Poland
Methodology
The hereby survey was performed by way of an internet
questionnaire which took place between the dates of
27th January and 27th February 2011. In total, 3,618
students and graduates from five countries took part in
the survey, including from the Czech Republic, Slovakia,
Poland, Lithuania and Latvia. The students invited to
participate in the survey originated from all the said
countries and who had signed up for recruitment
databases as a result of interest in recruitment
information. Information on the survey was also placed
on the internet websites of Deloitte and the company’s
profile on Facebook.
This year’s edition taking place in Poland included
1,757 participants with 55% men and 45% women.
The average age was 23 years, with over 40% being
employed, every tenth taking part in an internship
and 47% not employed or attending an internship at
the time of the questionnaire being completed. One
quarter of the test group was made up of graduates,
a fifth were fifth-year students and a further 20% were
students attending the first or second year of studies.
Three quarters of them were students of master’s
studies. Day-time studies were attended by 90% of
the test group. Students of business-oriented studies
constituted a majority, with two thirds of the group, and
95% of these students of public educational institutions.
As a result of the similarity of recruitment processes
for students in all states as well as the demographic
structure of the test group, the results obtained
were weighted in order for the answers of groups
from different countries to be proportionate to the
population analyzed in each state.
Women constituted 58% of the test group with the
age average of nearly 23 and half. At the time of the
questionnaire being completed half of the persons
analyzed were unemployed, 37% were employed and
every tenth participated in a traineeship. One fifth of the
participants were graduates with the majority composed
of fifth-year students, while first-year students
constituting the smallest of the groups. Two thirds of the
group were students and graduates of master’s studies.
The overwhelming majority (90%) were students of daytime studies, with two thirds attending business-profile
studies. Only 5% of the test group attended private
institutions of higher education with the remainder
being students or graduates of public institutions.
19
Opinions on the higher education system
Ocena systemu szkolnictwa wyższego
Evaluation of the higher education system
100%
90%
80%
24%
36%
57%
70%
60%
50%
40%
30%
71%
60%
39%
20%
10%
0%
How do universities prepare
students for their future jobs?
Positive evaluation
Negative evaluation
How does your university prepare
it's students for their future jobs?
How well do universities prepare
students for the process of looking
for a job?
The respondents rated the higher education system
negatively in terms of how it prepares graduates for
professional duties, with as much as 60% of those
questioned speaking out critically on the subject. When
the respondents were, however, asked to evaluate their
own educational institutions the number of negative
opinions fell to only 39%. It is hard to decide this is
to do with a mechanism for rationalizing own choices
or with a more constructive approach connected with
greater knowledge of one’s own educational institution.
It is important to note that a positive opinion of one’s
own educational institution does not necessarily
mean suggestions to lower the need to gain practical
knowledge and experience. It also doesn’t reduce the
conviction that without additional experience graduates
have faint chances on the labour market.
Even more critical than in the case of professional
readiness, respondents were critical of how the
educational system prepares students for the
employment-seeking process –critical answers reached
a level of 71%. In the scope of all these questions, more
critical opinions were expressed by men than by women.
Graduates, persons participating in internships or
working, also expressed more critical answers than the
rest. In terms of expressing opinions on the educational
institutions and the educational system, Poles are also
more critical than Czechs or Lithuanians.
Almost two thirds of all respondents (most within the
region) participated in training courses, CV-writing
courses and self-presentation. It may be that this
constitutes a market response to their low opinions
of educational institutions. This higher activeness is
also connected with the size and diversity of the Polish
labour market.
20
Professional experience
The respondents attempt to gain skills and professional
experience participating in internships related to their
course of study, primarily within the home country (three
quarters of respondents), participate in internships not
related to the field of study (39%), employ themselves
temporarily (two thirds of the respondents), work as
volunteers (one third), or participate in special interest
groups (almost half) or as part of the Erasmus program
(every fifth person, with women generally participating
more often). In terms of participating in internships,
Polish students lead among their colleagues from the
region. Of great interest are the educational programs
offered by companies, with 60% of the test group
participating in them, which constitutes the highest
percentage in the region. Men are more often active
in student government, academic or special interest
groups. Women who took part in the survey much more
often work as volunteers than men.
Generally, the student mobility programs are rated
positively, by 57% of respondents. Those rated as most
useful are national and foreign internships related to the
field of studies (over 90% of positive opinions), followed
by educational programmes offered by employers (81%)
and self-employment (75%). If the internships not
related to the course of studies take place abroad (78%
in comparison with 44% of positive opinions, women
rate them higher in both cases). Women participated
more often in the Erasmus program and rate it higher in
terms of usefulness in the employment seeking process
(63% of positive opinions by women in comparison
to 48% by men). Special interest group and student
organizations are rated as useful by 60% of respondents
while volunteer work by 47% - in each case women rate
the usefulness of such activities higher. In comparison
with the previous year, the opinions on working in
student government or temporary employment have
dropped in terms of usefulness for seeking work. What
emerges is an image of students who value highly those
activities which are directly connected with their future
professional career and those which increase their
‘respect’, in the popular understanding of the word.
21
At the same time, women appear to approach the
concept of gaining experience holistically, appreciating
more “soft” professional experience such as volunteer
work. Against the background of other states, Poles
speak out more critically on the student mobility
programs, positively on the programs offered by
employers, internships related to course of studies, selfemployment and activity in student organizations. They
are less positive on the issue of temporary work as an
activity aiding in the commencement of a professional
career. We are also observing a certain dependency
between participation in given activities and opinions
being provided on them.
Zdobyte doświadczenia i ocena ich przydatności w poszukiwaniu pracy
Acquired work experience and how it helped the students in looking for jobs later in life
They have such an experience
100%
94%
90%
92%
They consider it useful
82%
80%
75%
70%
60%
56%
60%
59%
58%
44%
50%
47%
46%
40%
30%
30%
21%
20%
22
75%
59%
57%
46%
39%
33%
28%
27%
20%
13%
9%
6%
6%
employers (e.g. workshops, case studies, etc.)
Temporary or seasonal
jobs domestic
Job/internship domestic unrelated
Volunteering
Student organization
(e.g. AIESEC)
Temporary or seasonal
jobs abroad
(e.g. Erasmus)
Job/internship abroad unrelated
Student government
Job/internship abroad related
Self-employment
0%
Job/internship domestic
related to the field of study
10%
The search for internships and expectations
towards them
The responses of the students participating in the
survey can be characterised as defining a high need
for internships – only 17% are of the opinion that
the number of available internships is sufficient. This
does constitute a higher number than last year and,
aside from Lithuania, the largest percentage within the
region. Men tend to rate the availability of internships
and traineeships higher than women while people who
undertake a traineeship or are employed rate them
better than those who aren’t working at the time. The
demand for internships may be connected with the
fact that 70% of respondents believe they facilitate the
gaining of professional experience – this result is highest
within the region. Three quarters of people who have
completed an internship believe that it has helped them
in their professional development.
Four fifths of the respondents have at the time of
studies completed an internship or were employed. The
latter group had worked in three or more places. Polish
students appear to be the leaders within the region.
Second place belongs to Lithuania, with 67% having
gained such experience.
Respondents were requested to indicate the three most
significant criteria for choosing an internship. The most
common indication was the possibility of learning and
gaining of new skills, gaining professional experience
as well as a chance for later employment (78%, 62%
and 51% respectively). The least common criterion for
selecting an internship was a friendly atmosphere at
work and the possibility of getting to know people from
the given line of business. These elements have not
changed since last year with certain differences however
being observed between the genders, with women
more focused on gaining experience, future potential
employment and the gaining of international contacts.
For Poles, a friendly work atmosphere is less important
than gaining international contacts. Poles have however
more often than other nations indicated the prestige
of the employer or an attractive salary as significant
factors for selection. The role of the employer’s prestige
decreases with age and year of studies.
Najważniejsze aspekty poszukiwanego stażu
(odsetek wskazań pozytywnych)
Most important features of a satisfactory internship (percentage of positive answers)
90%
80%
70%
60%
50%
40%
26%
24%
18%
13%
12%
11%
Meeting people working
in the industry
51%
International contacts
62%
Salary
78%
10%
Flexible working hours
20%
Employer's prestige
30%
Opportunity to be employed by
a given company
Opportunity to gain professional
experience
Opportunity to learn
and acquire new skills
0%
23
Expectations with regard to work – a
balance between the professional and
private life
In the process of choosing your employer how important is the work-life
Możliwość
prywatnego z zawodowym jest
balance pogodzenia
they can życia
offer
8%
25%
`
67%
An important advantage of an employer
Not so important advantage of an employer
A minor factor considered in selecting an employer
24
Similarly as in the case of criteria for selecting an
internship, students were requested to indicate the
three most important aspects which they had taken into
account when selecting their place of employment. The
responses were highly varied, with only participation in
interesting projects garnering 46%. Approximately one
third of people indicated the prestige of the employer,
the possibility of participating in training courses,
a friendly atmosphere at work and the possibility of
cooperating with experts from the given line of business.
Every fourth person indicated the balance between
professional and private life as well as prospects for
a quick promotion. The significance of salary is key for
32% of the Polish respondents. This is four percentage
points higher than the average for the region. We do
not observe large differences between the responses
provided by women and men, however women do
indicate an international work environment (16%
in comparison with 10% for men) as well as the
possibility of participation in training courses. Men are
in turn more often interested in a high salary and the
prestige of the employer. Over preceding year the only
significant changes which we have observed occur in
the case of responses related to “prospects for quick
promotion”: last year this factor was important for 17%
of respondents and is currently at 25%.
When compared with the rest of the region, Poles
stand out in terms of the need for a high salary and
a prestigious employer, while they are less interested
in potential for training courses. The possibility of
maintaining a professional and private life balance was
mentioned as one of the three most significant factors
for choosing an employer for 25% of the respondents.
Two thirds of the respondents consider the possibility
of maintaining a work-life balance as a significant merit
of an employer, while the same was considered as an
insignificant detail for 8% of respondents. Women tend
to assign greater importance to this than men (71%
compared to 62%).
Najważniejsze aspekty poszukiwanej pracy (odsetek wskazań pozytywnych)
25%
High salary
Cooperation with top experts
Work-life balance
25%
13%
9%
8%
4%
Attractive benefits
31%
Independence
31%
Sense of security
32%
International work environment
36%
Fast promotion prospects
36%
Employer's prestige
46%
Interesting and inspiring projects
50%
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
Attractive training possibilities
Most important features of a satisfactory job (percentage of positive answers)
25
Willingness to emigrate
Jestem skłonny przeprowadzić się do innego miasta ze względu
Readiness to move to different city to take up interesting job offer
100%
90%
20%
17%
17%
16%
18%
13%
80%
70%
60%
27%
21%
16%
26%
57%
53%
50%
40%
65%
30%
65%
69%
20%
10%
0%
Czech
Republic
Slovakia
Poland
Lithuania
Latvia
I don't know
No
Yes
Jestem skłonny przeprowadzić się za granicę ze względu
Readiness to move abroad to take up interesting job offer
100%
90%
23%
22%
21%
27%
21%
80%
70%
16%
9%
20%
11%
13%
60%
50%
40%
61%
30%
69%
59%
60%
Poland
Lithuania
69%
20%
10%
0%
Czech
Republic
I don't know
No
Yes
26
Slovakia
Latvia
At the same time as many as 69% of respondents
declared a willingness to move to another city and
59% to another country in response to an interesting
job offer. Men are more mobile in this respect than
women, people participating in internships are more
willing than those who do not. Despite the large and
diverse labour market, the declared readiness to migrate
in search of a professional career is very high among
Polish students. The respondents in other countries of
the region declared a willingness to migrate in even
greater numbers. This is most likely associated with the
size of the labour markets and offers for employment
of young people. Such high readiness to migrate in
favourable conditions of subsequent EU labour markets
opening may in the near future significantly weaken the
competitive advantage of Central European states.
Employer contacts with students
Employers contact students and advertise themselves via
various means. A series of questions was asked on the
attractiveness of these forms of communication.
We have observed a rise in the rating of outgoing
scholarships, competitions and sponsoring of events.
The increase in the activeness of companies on social
network websites, with a simultaneous decrease in
the ratings of job fairs, company internet websites
and recruitment portals, newsletters and press
advertisements is most likely connected with the change
in the style of media consumption and the increasing
role of social media.
The highest praise was won by competition organized
by companies, followed by cooperation with student
organizations and educational programs organized at
institutions of higher education. It appears that all these
three forms of contact are better known in Poland than
in the remaining countries of the region. It is these
forms of contact that have, most certainly, gained the
most positive opinions (84%, 76% and 72% of positive
opinions, respectively). Between 50% and 60% of
positive responses were gained by employers’ internet
websites, job fairs and recruitment portals, newsletters,
student mobility program and advertisements at the
universities themselves. The activeness of employers on
social network websites and traditional advertisements
in the printed press gained the least positive opinions.
Women have generally evaluated all these forms of
contact more positively.
All forms of companies’ activities which are tied to
benefits for students were rated higher in Poland than
in other countries of the region. The exception being
sponsoring of events where the opinions expressed by
students from Poland were lower than those obtained
in Lithuania, Latvia and higher than those from Czech
respondents. Opinions on the attractiveness of contact
via the widely-understood forms of media was not clear
– recruitment websites, advertisements at institutions of
higher learning are equally praised in Poland as in other
countries of the region, employers’ internet websites
generally as well with press advertisements, however,
and activity on internet portals being rated higher in
Poland than in Slovakia and the Czech Republic.
Atrakcyjność róznych form kontaktu pracodawcy ze studentami (odsetek wskazań pozytywnych)
59%
57%
Employer's lectures and educational
paths at universities
Employer's recruitment websites
Job fairs
Employer's e-mail newsletters
55%
53%
44%
39%
30%
Job advertisements in the press
60%
Sponsoring cultural events for students
66%
Employer's activity in social
network services
72%
Advertising activities at universities
76%
Recruitment portals
84%
Employer's cooperation
with student organizations
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Student competitions
Attractiveness of communication methods between employers and students
27
Seeking employment and internships
Every third respondent in Poland (approximately 5%
more than last year) is not currently seeking employment
or an internship, every quarter is seeking full-time
employment and every fifth is seeking an internship.
Women seek part-time work slightly more often
than men. It is not surprising that people studying
at more senior years are more interested in full-time
employment and less interested in internships, which
are the domain of junior-year students. Among those
seeking internships, 40% (more than in the previous
year) are interested solely in paid internships – this being
associated with the stage of studies. It is in this factor
that Polish students are the most demanding in the
entire region.
Among those seeking internships or employment, nearly
half had sent out one to five applications within the past
6 months, with 18% sending out over twenty. Women
are in this respect somewhat more active than men and
students from more senior years being more active than
their younger colleagues.
The respondents most often find out about job offers
from internet websites of employers and recruitment
portals, this approach being used by two thirds of the
test group, with men however reviewing the internet
websites of companies more often. Job fairs and career
agencies are a source of information for approximately
30% of respondents with women making use of them
more often. Information on job offers originating from
press advertisements (more popular among women) and
from family members is common among approximately
one quarter of respondents. In comparison with the
previous year employers’ internet websites and student
organizations are a more popular channel of gaining
information on job offers. Also in comparison with the
rest of the region they are used somewhat more often
in Poland.
The popularity of companies’ internet websites makes
Poland similar to the Czech Republic and Slovakia rather
than Lithuania and Latvia, where this source finds less
popularity. Similarly to Lithuania, Poland also stands out
by way of frequent use of academic career centers.
Poszukiwanie
pracy
i praktyk
At present you
are
lookingprzez
for studentów.
I am not looking
for job or internship
32%
Paid only
40% (9% in total)
Internship
22%
Part-time job
18%
Paid or free
60% (13% in total)
Full-time job
28%
28
Student organizations as support in the
employment search process
Very many respondents were unable to answer
questions on the usefulness of student organizations in
the process of searching for employment – this concerns
especially branch associations (EMSA, IFMSA, IAAS,
AEGEE, BRST, ELSA), 54% of respondents being unable
to evaluate their usefulness, indicating their lower
recognizability. The best known association is AIESEC,
the usefulness of which in job searching was positively
rated by 53% of respondents. The usefulness of the
NZS is positively rated by 28% and ZSP by 20% of those
queried, while the latter does belong to the group of
lesser known organizations.
In comparison with the previous year, the ratings have
not changed significantly with regard to opinions on
student government (currently 30% of positive opinions
compared with 24% last year).
The highest ratings of usefulness among respondents
from the Polish market, besides AIESEC, were received
by business incubators and special interest groups.
During evaluation of each of the organizations, women
provided more positive answers than men – similarly as
in the rating of the effectiveness of different forms of
contact with employers. It is important to remember
that women participate in the activities of student
organizations somewhat more often and have therefore
as a result a better perception with regard to the real
effectiveness of working in such organizations.
O cen przydatności
organizacji
studenckich
w procesie
poszukiwania
pracy in looking for jobs later in life
How
useful do you
consider
the following
students
organisations
50%
56%
55%
60%
57%
49%
53%
40%
49%
36%
30%
34%
22%
20%
44%
42%
45%
40%
32%
32%
30%
30%
20%
10%
19%
28%
24%
24%
22%
12%
20%
6%
19%
15%
AZS
ZSP
EMSA
IFMSA
IAAS
NZS
Student government
AEGEE
BEST
ELSA
NGO's
Business incubators
Special interest groups
AISEC
0%
Positive answers
Percentage of 'do not know' answers
29
Internet as a source of information on
employers
Nearly 90% of respondents concluded that the internet
is a key source of information on the labour market. It is
from this source that the respondents draw knowledge
about employers, with three quarters using internet
search engines, 70% viewing employers’ websites (more
often men) or recruitment portals (more often women).
Nearly half of respondents subscribe to newsletters
published by employers and nearly every third visits
on-line job fairs (women more often). Almost a third
of respondents use services on social network portals.
Podcasts, webcasts and blogs are visited by less than
6% of respondents, predominantly men. We have noted
a decline in the popularity of search engines and an
increase in the popularity of employers’ websites when
comparing data with the previous year. Social networks
are a more popular source of information on employers
than in the other states of the region (with the
exception of Lithuania), as well as newsletters, which are
also a typically Polish domain.
and every fourth grono.net. Fifteen percent has an
account on LinkedIn. Men more often said they use
“professional” services such as Goldenline, LinkedIn
or Profeo, while women prefer “social” sites such as
Facebook or Nasza Klasa. Only the Grono service is
equally popular among both groups. We are noticing
an increase in the popularity of Facebook (almost
16 percentage points), a drop of Nasza Klasa (by 17
percentage points) and Grono (by 8 points). Due to the
national character of the social network services, we are
able to only compare Facebook, which is in Poland more
popular than in Latvia but less than in other countries of
the region. The popularity of LinkedIn in Lithuania and
Slovakia is similar to that of Poland but higher in the
Czech Republic and in Latvia.
Despite its enormous popularity, respondents do not
wish to communicate with employers via social media,
with 47% of those questioned in Poland being against
it.
The most popular social network service among the
Polish respondents is Facebook, with 80% of the
respondents using this service, half using the Nasza
Klasa portal, every third person using Goldenline
Internetowe źródła wiedzy o pracodawcach
How do you find information on employers on the Internet?
80%
70%
60%
50%
40%
30%
30
21%
21%
18%
7%
Mailing
On-line job fairs
On-line advertisements
Corporate movies (e.g. on YouTube)
6%
4%
3%
Podcasts
27%
Webcasts
31%
Blogs
36%
Public discussion forum
46%
Social networking websites
69%
Industry portals
71%
Newsletters subscribed on
the websites of potential
employers
76%
Corporate recruitment website
0%
Recruitment portals
10%
Search engine
20%
The effectiveness of forms of contact with
employers
90%
80%
78%
67%
70%
66%
60%
50%
37%
40%
30%
5%
4%
Letters sent to a recruitment
companies by traditional mail
11%
10%
Letter sent to the employer
by traditional mail
20%
20%
In person at the office
of a recruitment company
In person at the employer's office
E-mails to recruitment companies
E-mail sent to the employer's
address
0%
Internet recruitment portals
Women generally rate the effectiveness of different
means of contact with employers higher than men,
which is most visible in the case of replying to press
advertisements, which are rated very low. The greatest
number of positive opinions was gained by contacts
performed by way of recommendations of persons
working within a company or by direct acquaintances
inside companies – these methods being effective
according to 85% and 88% of respondents. Equally
highly rated are internships which may turn into
permanent employment. Contacts from companies’
internet websites and recruitment portals gained 78%
and 66% positive opinions, respectively. In comparison
with the previous year we are observing small declines
in the evaluation of the effectiveness of contacts from
advertisements and companies’ internet websites as
well as an increase in the effectiveness of contacts from
recruitment portals, social media, student organizations
and acquaintances.
How often do you use the following methods of submitting job/internship
Częstotliwość użycia różnych form kontaktu z pracodawcami
applications
Employers' Internet websites
The rating of the effectiveness of contact with
employers is connected with the frequency of using
different channels of interaction. The most popular are
internet applications, whether directly to companies by
way of websites and e-mail or using recruitment portals
(over two thirds of respondents stating that they use this
means of contact often or very often). E-mail contact
with recruitment firms is often used by a third of the
respondents with 20% paying visits in person. Women
more often use recruitment portals and send e-mails to
employment agencies.
Answers "often" and "very often"
Poles tend to believe in the effectiveness of direct
contacts such as internships, student organizations
or acquaintances as a form of support in seeking
employment and rate them more positively than their
colleagues from other countries of the region, with
a larger percentage of respondents on the Polish
market than in other countries of the region. The
Polish respondents, however, place less trust in the
effectiveness of contacts from job fairs and press
advertisements..
31
Demotivators
What demotivates respondents most towards
sending out applications is the lack of any reply from
employers to earlier applications – this answer being
chosen by 50% of respondents (most in the region).
Sixteen percent indicated unfavourable opinions of
acquaintances about a given company. We do not
observe in this case significant differences between
genders, with the order of domotivating factors
unchanged since last year, although a year ago the lack
of reaction from companies was indicated by 55% of
those surveyed. The strong competition on the market
as a factor demotivating applications in Latvia and
Lithuania and much higher than on remaining markets
(29%, 23% in comparison with 8% in Poland, 7% in the
Czech Republic and 6% in Slovakia).
32
Salary expectations
The mean gross salary expected for a 40-hour week
internship by respondents from the Polish market is
equivalent to 2,199 zł gross, while the expectations
of men are higher than those of women (2,338 zł
compared to 2,123 zł). Fifty percent of those surveyed
would be satisfied with a amount lower than 1,988 zł
and 17% expect more than 2,783 zł. These salaries are
higher than those which according to the respondents
are prevalent on the market (generally the mean values
equivalent to 1,706 zł, 1,650 zł according to women
and 1,773 zł according to men). As can be seen, the
estimated remunerations in the eyes of women and
men are lower than those of the expected salaries for
internships. Those who are not employed or on an
internship have lower expectations than those already
employed.
With reference to the first salary respondents on the
Polish market estimate it to be the mean equivalent of
2,290 zł gross (it is lower according to women than to
men: 2,171 zł and 2,437 zł, respectively), while their
expectations from their first employment are those of
approximately 2,998 zł (2,779 zł according to women,
3,261 zł according to men).
In comparison with other states of the region the
estimated gross salary for an internship is in Poland
lower than in the Czech Republic, where it amounts to
2,191 zł and in Slovakia, where it stands at 1,948 zł,
with a similar situation presenting itself in estimated
salaries (3,062 zł in the Czech Republic and 2,899 zł in
Slovakia).
Szacowane
i oczekiwane
wynagrodzenie
za staż versus expected salary
The
average
gross salary
(according tobrutto
respondents)
w wymiarze
40 godzin
tygodniowo
4
for
an internship
(40h/week)
3 000 €
2 500 €
2 415 €
2 342 €
2 191 €
2 199 €
1 948 €
2 000 €
1 948 €
1 946 €
1 728 €
1 707 €
1 673 €
1 500 €
1 000 €
500 €
0€
Czech Republic
Slovakia
Poland
Lithuania
Latvia
Estimated salary
Expected salary
The average gross salary (according to respondents) versus expected salary
Szacowane
wynagrodzenie
brutto za pierwszą pracę
4
for
the firsti oczekiwane
job (40h/week)
w wymiarze 40 godzin tygodniowo
4 000 €
3 500 €
3 387 €
3 380 €
3 060 €
3 000 €
2 996 €
2 899 €
2 345 €
2 292 €
2 500 €
2 076 €
2 027 €
1 765 €
2 000 €
1 500 €
Polish respondents are in terms of remuneration
expectations somewhat higher than those of Lithuanian
and Latvian respondents (the equivalent of 1,948 zł
and 1,948 zł for an internship, 2,346 zł and 2,076 zł for
employment respectively) as well as slightly below the
Czechs and Slovaks (equivalent of 2,414 zł and 2,342
zł for internship, 3,380 zł and 3,388 zł for employment
respectively).4
4
1 000 €
500 €
0€
Czech Republic
Slovakia
Poland
Lithuania
Latvia
Estimated salary
Expected salary
The people surveyed provided answers expressed in Euros. All
amounts have been converted according to the exchange rate of
the National Bank of Poland (NBP) as of 28.02.2011.
33
Characteristics of the surveyed group –
attitudes and opinions
As stated earlier, the internet is a key source of
information about the employment market for nearly
90% of those surveyed. Half of the respondents are
of the opinion that companies do not fully appreciate
the role of the social media in contacts with potential
employees (although, comparing these answers to the
previous year, this opinion has improved).
Those surveyed appreciate the role of experience in
gaining employment – four fifths are of the opinion
that a graduate without professional experience
stands a small chance on the labour market. Greatly
appreciated is also experience gained abroad – almost
60% of respondents stating that it is key to career
development. It appears that experience gained via
internships and traineeships is at least as important
and sometimes even more significant than the studies
themselves. On the other hand, almost everyone
(especially women) are of the opinion that in the
case of a first job the opportunities for professional
development offered by the employer are as equally
important as salary. They adopt a logical approach to
choosing an employer, with 31% disagreeing with the
statement that a dream employer is an enterprise known
from the media. A lower number (65%) than last year
places emphasis on the corporate social responsibility
of the business and evaluates socially responsible
employers as more interesting. Women are more
sensitive to these issues.
34
Although three fourths of the respondents said they
would be inclined to work 10-12 hours daily in order
to gain a promotion or a raise, at the same time 83%
said that family is for them most important, while 64%
said that a hobby and friends are an important element
of their life. What is interesting is that men agree more
with all the above statements. In comparison with last
year, the percentages of those agreeing with these
statements has also risen. The clear aspirations towards
maintaining a work-life balance, which is characteristic
of the Y generation, is confirmed by most of those
surveyed. This trend means that enterprises are being
faced by demanding employees who expect an open,
individualized and flexible approach to work and career
development. They wish to invest in development and
promotion but it is not an unconditional investment
and their only goal in life. Employers should keep that in
mind especially given the context of a fast-approaching
demographic decline. Dialogue with the new generation
of employees will require adjusting the companies’
internal work organization to the employees’
expectations.
Contacts
Authors
Marketing contact
Halina Frańczak
Marketing Director
Poland and Baltic cluster Deloitte Poland
Tel.: +48 (22) 511 08 11
E-mail: [email protected]
Maciej Jesionowski
Marketing Manager
Deloitte Poland
Tel.: +48 664 199 198
Krzysztof Kwiecień
HR Director Poland and Baltic cluster
Deloitte Poland
Tel.: +48 (22) 511 08 11
Bartosz Dziendziel
Marketing
Deloitte Poland
Tel.: +48 (22) 511 06 17
dr Tomasz Rostkowski
Department of Human Capital Development
Warsaw School of Economics
Tel.: +48 (22) 564 94 50
35
Prizes for students delivered by Logitech
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digital navigation, music and video entertainment, gaming, social networking, audio and video communication over the Internet, video
security and home-entertainment control. Founded in 1981, Logitech International is a Swiss public company listed on the SIX Swiss Exchange
(LOGN) and on the Nasdaq Global Select Market (LOGI).
Deloitte provides audit, tax, consulting and financial advisory services to public and private clients spanning multiple industries. With a globally
connected network of member firms in 140 countries, Deloitte brings world-class capabilities and deep local expertise to help clients succeed
wherever they operate. Deloitte’s 170 000 professionals are committed to becoming the standard of excellence.
Deloitte’s professionals are unified by a collaborative culture that fosters integrity, outstanding value to markets and clients, commitment to
each other, and strength from diversity. They enjoy an environment of continuous learning, challenging experiences, and enriching career
opportunities. Deloitte’s professionals are dedicated to strengthening corporate responsibility, building public trust, and making a positive
impact in their communities.
Deloitte refers to one or more of Deloitte Touche Tohmatsu Limited, a UK private company limited by guarantee, and its network of member
firms, each of which is a legally separate and independent entity. Please see www.deloitte.com/pl/about for a detailed description of the legal
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© 2011 Deloitte Poland. Member of Deloitte Touche Tohmatsu Limited

International survey of students and graduates

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