Post by account_disabled on Jan 21, 2024 23:01:22 GMT -5
Not so long ago, the IT labor market was similar to any other - programmers themselves looked for jobs in companies. However, the technology boom has changed everything, and now companies themselves are hunting for high-quality IT specialists. According to GlobalLogic, in Ukraine the demand for IT specialists has only increased over the past five years. Job openings for tech professionals are growing at an average rate of 30% per year, and the pandemic has only accelerated this trend. Djinni data shows that since May 2020, the demand for specialists began to grow even faster. This situation emphasized the obvious: the main value in IT is not technology, but people. It is very important to find like-minded people, put together a team, keep it intact and motivate it to achieve great goals. The WEZOM company has something to tell about this: over 20 years on the market, we have developed our own approaches to forming a cool team. Raising a new generation The army of IT specialists in Ukraine is also growing rapidly – by about 20% per year. But this growth still does not help to cope with the terrible staff shortage; a new generation of developers will be needed here. WEZOM trains aspiring professionals through the Wezom Academy, helping students get a quick start in the industry.
Graduates receive priority when hiring, and active employees also improve their skills there. But it is important to understand that academies and courses are designed for beginners. They do not solve the problem of shortage of specialists here and now. The same applies to attracting students. According to the HR director of WEZOM Alexander, the company has a partnership with three leading universities in Kherson (this is where the main office is located). The company takes on internships for students from various fields - future programmers, managers, philolo B2B Email List gists. For some, this is the first step into IT. Raising a new generation But the most useful tool for training new specialists today is WEZOM open internship programs. They are held twice a year, in winter and summer. “We invite everyone to these programs. It makes no difference whether they studied at a university or did an internship with us. Perhaps someone completed the courses and lacked something to come to work. Based on the results of these programs, we we hire people. There are such examples,” noted the company’s HR director. To participate in this practice, you must undergo a competitive selection process, which usually includes an interview and a test task. Approximately 10 people are selected and undergo an internship for two to three months. As a rule, one or two participants are eventually hired.
The method has proven itself well, so the content of the practical course began to be complicated in order to train even more advanced specialists. As the owner and CEO of WEZOM Sergei Guzenko noted, “education of youth” is an important direction for the company. It may not bear fruit here and now, but it will be beneficial even in the medium term - up to two years. He advises those who want to start an IT career to consider their strengths and be persistent: “To begin with, decide whether you are a creative person or a techie? Decide with the help of tests, a psychologist, the first free lessons. If you’re a techie, then the back, the front. Decided and went to “ask” for a junior. The front brings more money, definitely, but you need experience. .. And if you are creative, take a pedantic approach to choosing a course and gradually “get the hang of it,” said WEZOM CEO Sergei Guzenko. We resist hunting Poaching (“hunting”) valuable specialists is an ugly, but completely common practice in IT. The WEZOM team faces this all the time. “We are not just faced with this - we are like a fortress. We are like Troy, which is constantly under siege. Throughout the entire time, recruiters from other companies send offers to employees, trying to make contact,” admitted HR Director of the company Alexander. Previously, WEZOM tried to combat this point-by-point. We talked to every employee who decided to leave, but it didn’t always work. Over the past few years, “defense” has become systemic. The company conducts surveys and deliberately works on the emotional comfort of employees. Practice shows that any non-obvious little thing can affect the emotions of staff, right down to the type of coffee in the office.
Graduates receive priority when hiring, and active employees also improve their skills there. But it is important to understand that academies and courses are designed for beginners. They do not solve the problem of shortage of specialists here and now. The same applies to attracting students. According to the HR director of WEZOM Alexander, the company has a partnership with three leading universities in Kherson (this is where the main office is located). The company takes on internships for students from various fields - future programmers, managers, philolo B2B Email List gists. For some, this is the first step into IT. Raising a new generation But the most useful tool for training new specialists today is WEZOM open internship programs. They are held twice a year, in winter and summer. “We invite everyone to these programs. It makes no difference whether they studied at a university or did an internship with us. Perhaps someone completed the courses and lacked something to come to work. Based on the results of these programs, we we hire people. There are such examples,” noted the company’s HR director. To participate in this practice, you must undergo a competitive selection process, which usually includes an interview and a test task. Approximately 10 people are selected and undergo an internship for two to three months. As a rule, one or two participants are eventually hired.
The method has proven itself well, so the content of the practical course began to be complicated in order to train even more advanced specialists. As the owner and CEO of WEZOM Sergei Guzenko noted, “education of youth” is an important direction for the company. It may not bear fruit here and now, but it will be beneficial even in the medium term - up to two years. He advises those who want to start an IT career to consider their strengths and be persistent: “To begin with, decide whether you are a creative person or a techie? Decide with the help of tests, a psychologist, the first free lessons. If you’re a techie, then the back, the front. Decided and went to “ask” for a junior. The front brings more money, definitely, but you need experience. .. And if you are creative, take a pedantic approach to choosing a course and gradually “get the hang of it,” said WEZOM CEO Sergei Guzenko. We resist hunting Poaching (“hunting”) valuable specialists is an ugly, but completely common practice in IT. The WEZOM team faces this all the time. “We are not just faced with this - we are like a fortress. We are like Troy, which is constantly under siege. Throughout the entire time, recruiters from other companies send offers to employees, trying to make contact,” admitted HR Director of the company Alexander. Previously, WEZOM tried to combat this point-by-point. We talked to every employee who decided to leave, but it didn’t always work. Over the past few years, “defense” has become systemic. The company conducts surveys and deliberately works on the emotional comfort of employees. Practice shows that any non-obvious little thing can affect the emotions of staff, right down to the type of coffee in the office.