1.
How to find
employees in
Romania and what
motivates them?

2.
Agenda
Engage & retain
Current trends in the
labor market
Challenges
RECRUIT
&
RETAIN
• What is the best way to find
employees in the current
climate?
• How to structure job adds to be
appealing for potential
candidates?
2. How to thrive in
current labor crisis
and attract high
quality candidates?
• What to offer employees to keep them from
leaving?
• Is money the only motivator, or even the main
one?
3. Effective strategies to
retain high quality
employees
• Online Job Search Engines
vs. Head Hunting?
• Is print dead or does it work
for specific jobs?
• What other ways are there?
1. Current trends in
the labor market

3.
Present and future
Current trends in the
labor market • Current trends in the labor market
• Online Job Search Engines vs. Head Hunting?
• Is print dead or does it work for specific jobs?
• What other ways are there?

4.
How work is changing

5.
New models of work

6.
Move from “vertical people management”
• I know what is best for you
• I decide who gets what information
• I manage people
• I decide what is YOU need to learn
• Controlled internet and data access
• Knowing is power
• Firewall
• A job is given and I am managed by a boss
• I own property
To “horizontal distribution of work”
• I decide what is best for me
• Information is available to everybody
• We all distribute work
• I decide what I want to learn
• Internet neutrality
• Sharing economy, zero marginal costs
• Internet of things
• Work is available, distributed on platforms and
managed by teams
• Property is shared / sharing economy
The future of work – from managing employees to leading work

7.
How to Hire Each Generation - Employment worldwide
by 2025, by generation
Current trends in the
labor market
6%
35% 35%
24%
0%
5%
10%
15%
20%
25%
30%
35%
40%
Baby Boomers Generation X Generation Y Generation Z
Share
of
employees

8.
Baby Boomers
•Born: 1946 to 1964
•They account for less than
20% of the global labor force
and will remain ~6% by 2025
•Characteristic Traits:
Ambitious, loyal, work-
centric
•Work Style: Self-reliant,
practical, goal-oriented
•Motivate with: New
experiences to avoid stale
routines
Generation X
•Born: 1965 to 1980
•They account for more than
35% of the global labor force
and are on track to be
surpassed by Millenials by
2025
•Characteristic Traits:
Balanced, entrepreneurial,
individualistic
•Work Style: Independent,
autonomous, meritocratic
•Motivate with: Flexibility for
obligations like parenthood
Generation Y
(Millennials)
•Born: 1981 to 1995
•They account for more than
15% of the global labor force
and are on track to comprise
50 percent of the workforce
worldwide by 2025
•Characteristic Traits: Avid,
hearty, searching
•Work Style: Inquisitive,
responsive, collaborative
•Motivate with:
Acknowledgement through
greater responsibility
Generation Z (Post-
Millennials)
•Born: After 1996
•They account for another 3
percent of the global
workforce, but they make up
more of the global
population (25 percent) than
any other generation. By
2020, they will be out of
school, making up 20 percent
of the global workforce right
behind Millennials.
•Characteristic Traits: Young,
social, innovative
•Work Style: Flexible,
structured, transparent
•Motivate with: Education to
build careers
How to Hire Each Generation - the two youngest generations together will compose nearly
70 percent of global employees within the next five years

9.
Baby Boomers
•48,4% of clicks come from mobile
•In search, they are more active in the
mornings
•They prefer jobs closer to their home
town
•They show interest in more traditionally
jobs, manufacturing, logistics, etc…
•Many of the occupations in which Baby
Boomers show interest receive lower
interest from Millennials. This trends may
result in talent shortages as they leave
the workforce
Generation X
•71,3% of clicks come from mobile
•In search, they are more active in the
evenings
•They prefer established hubs such
Bucharest, Timisoara, Sibiu, Brasov
•They make great candidates for the roles
Baby Boomers will soon retire from.
•They search more than millennials do in
Computer and MINT occupations and
they are equally tech savvy.
Generation Y (Millennials)
•73,4% of clicks come from mobile
•In search, they are more active on
Monday mornings
•They prefer large urban areas such
Bucharest, Cluj, Timisoara, Iasi
•Millennials are the most educated
generation in history which leads them
to search for jobs in highly skilled
occupations.
•Despite the stereotype of Millennials’
sense of entitlement, they click less on
Management jobs than older
generations.
•But, because of their desire to derive
greater meaning for their jobs, they click
more on Community and Social Services
occupations.
How to Hire Each Generation - where they search, when and what

10.
Online Job Search Engines vs. Head Hunting? Benefits
Current trends in the
labor market
Online Job Search
• Low cost
• Reach a wider audience
• Speed
• Measurability
• Ease of use
• Longevity
Head Hunting
• Recruiting the best profiles
• Enhance your pipeline for a role.
• Very precise targeting
• Discretion and anonymity
• Network

11.
Online Job Search Engines vs. Head Hunting?
Disadvantages
Current trends in the
labor market
Online Job Search
• High Volume of Responses
• Expense
• Impersonal
• Too Many Options
• Quantity over quality
Head Hunting
• Higher Fees
• Upfront Retainer
• Executive Firms are “External”

12.
Online Job Search Engines vs. Head Hunting?
Which one to choose?
Current trends in the
labor market
Online Job Search when:
• Jobs hires are not very
specialized
• Need to hire quickly
• Need to hire volume
• Need to reduce recruiting
costs
Head Hunting when:
• Scarcity of candidates in the market
• Position is of such importance that
only the best available is required,
• Multi country search
• Position is hard-to-fill,
• Confidentiality is required
• Need to diversify
• Particular nationality or language is
required to make an impact.

13.
Market’s challenges
Challenges

14.
One in four employers says filling skilled trades roles is harder
this year than last
Challenges

15.
Why employers can’t find the talent they need
Challenges

16.
What employers can do to attract the talent they need
• Do smarter searches
• Focus on the candidate’s needs
• Avoid biases in recruiting
• Rely on network and power of referrals
• Find the candidates who are stuck in their career
• Avoid pushing higher offers than the market benchmark unless desperate
• Consider your audience
• Focus on timing - https://www.oberlo.com/blog/best-time-post-social-media
• Shorten your recruiting process
• Innovate, innovate, innovate: https://textio.com/; https://wonderkind.com/
• Social media recruiting / super targeting job ads (retargeting , geo-targeting)
• Employer review sites

17.
10 Best channels for recruiting top talent
1. Employee referrals. Tips: Offer rewards and/or recognition (monetary rewards are best) to employees who refer successful
hires for your openings
2. Company website. Tips: Incorporate a button on the homepage that would take the website visitor to career
opportunities/vacancies.
3. Social media and professional networks. Tips: LinkedIn dominates among online professional network options to find
prospective hires but it would do well to incorporate social media platforms like Facebook and Twitter Instagram, Pinterest too in
your recruitment efforts. People Search is also useful
4. Internet job boards & job aggregators: Bestjobs, ejobs, hipo, Smartdreamers, Indeed, Carrerjet.ro, Findjob.ro; HiringSolved,
Hired, ZillionResumes, Recruit’em but also specialized websites such: Github, Jobinmarketing.ro, Portfolios.ro, posturi.gov.ro
5. Internal recruitment
6. Recruitment agencies / Headhunters
7. College and university recruitment programs (also students associations) and Labor Agencies
8. Company internal candidate / ATS database
9. Local journals/print newspapers / billboards
10. Local Radio advertisements

18.
What employers can do to attract the talent they need
Challenges
• Be Clear About Core Values, instead of highlighting perks
• Show Talent You Care About Their Growth
• Promote (and Live) a Work-Life Balance
• Boomerangs as Former employees are called—are a notable category this year
for several reasons.
• Job ads are not job descriptions. A job ad sells the job & the company / a Job
description describes job internally
https://www.canva.com/templates/announcements/job-vacancy/

19.
Job ads – Do’s
Financial Planning Manager
Dr. Pendl & Dr. Piswanger Romania
Bucharest > Romania
Banking & Financial Services > Financial Planner
€ 60,000 + Meal Tickets + Medical Insurance
• Leadership opportunity in high performance finance team
• A dynamic team culture where staff produce excellent results
Partner with key retail stakeholders and provide high quality analysis to drive
performance and grow profitability in an iconic Romanian bank.
The Role
As the Financial Planning Manager reporting directly to the chief Financial Officer, you will:
• Drive the budgeting and forecasting process
• Liaise with Business Unit Managers to drive process improvements
• Review existing systems and recommend changes
• Support the CFO and CEO on major projects
Skills & Experience
The successful applicant will be a CA/CPA qualified accountant who has:
• Proven experience in a senior finance role
• Ability to develop meaningful FP&P reporting and detailed analysis
• A track record of driving the planning function in a large complex business
• Proven experience in business partnering at a senior level
• Experience in a bank industry would be an advantage
What’s on offer
• A fantastic opportunity to join a well-know financial brand
• A leadership role within a highly respected finance team
• Access to personalized development plans and real opportunities for career progression
How to apply
Does this sound like you? Please click the ‘Apply’ button below. We welcome resumes or / and
recommendations at office@ppromania.ro mentioning Reference FPM0419 in the subject of your e-
mail till latest 30.04.2019.
Simple and relevant job title – likely to
appear in a candidate’s search terms.
Shows location of the role
Identifies a company highlight
Demonstrates a key
candidate benefit
Addresses core focus of the position
Short, punchy statement that outlines
what the successful candidate will do
Salary and benefits are clearly defined
Includes company or recruiter
logo to promote brand
Each task begins with an active word to
help candidates connect to the role
Tasked-based descriptions help candidates
assess what’s required to the role
With 64% of ads viewed on mobile, bullet
points improve readability and highlight key
requirements of the role
Avoids use of ‘x-years experience’ – this
may deter quality talent outside the
experience bracket or up-and-coming talent Clearly states required qualification and
uses common acronyms likely used in a
keyword search
Clearly showcases key selling points and
culture of the organization to attract the right
candidates
List is limited to ‘must-have’ skills and
experience to broaden talent pool
Includes full contact details of the employer

20.
Job ads – Don’t do’s
Financial Planning Manager
Due to an internal move an outstanding opportunity has arisen for a
passionate Financial Planning Manager/ Senior Accountant to join this high
profile finance team.
Working as part of a dedicated and high performing team you will take
ownership of the following tasks:
• Budgeting & forecasting process
• Driving process improvement with unit managers
• Developing monthly investment reports
• Management, financial and tax reporting
• Staff management
The successful applicant will demonstrate the following skills and attributes:
• + 10 years’ experience in a senior level role
• CA/CPA qualified
• Big 4 or 2nd Chartered experience
• Strong financial reporting experience gained in an ASX listed environment
• In addition to technical skills you will possess outstanding verbal and
written communication skills and be comfortable building and
maintaining senior level relationships across both finance and the
business
• Experience training, developing and mentoring staff within your team.
Apply today and don’t miss out on this rewarding opportunity. Only
WORD FORMAT resumes will be accepted.
Does not include key selling points to
attract candidates to read on
Does not use active words to
connect with candidates
Provides generic task-based role items
– missed opportunity to stand out
from similar job ads
Does not provide description of the
organisation
No company or recruiter branding –
missed opportunity to promote brand
Including years of experience, witch
may exclude or deter candidates
Does not use sub-headings making it hard
for candidates to scan the key information
Too many bullet points (recommended
limiting to six key ‘must haves’)
Intimidating selective criteria may
narrow talent pool
Does not include information about
company culture or benefits of the role
Bullet points exceed the recommended
length (65 characters)

21.
Effective strategies to retain high quality employees
Engage & retain
1. Salary And Benefits Must Be Competitive
2. Hire The Right Person At The Start & be true and transparent
3. Reduce Employee Pain
4. Have Leaders, Not Bosses
5. Keep An Eye On Your Managers
6. Offer valuable learning opportunities.
7. Make advancement possible.
8. Create a positive work environment

22.
It is only money? NO
Engage & retain

23.
It is only money? NO
Engage & retain
Although financial incentives such as performance-based cash bonuses
and base pay increases have been found to motivate employees, there are
many other more powerful motivators to consider besides money:
• Purpose.
• Autonomy.
• Challenge.
• Growth.
• Inclusion.
• Belief.
• Encouragement.
• Recognition.
• High expectations.

24.
Dr. Pendl & Dr. Piswanger | InterSearch Romania Ana Ber
• Global reach. Local Impact.
• 1980 – Dr. Pendl & Dr. Piswanger International (P&P Group),
Vienna, Austria, with 18 offices in 15 countries
• International presence – more than 60 countries - P&P is a
shareholder of InterSearch Organization, executive search
network, in the top 10 worldwide
• Dr. Pendl & Dr. Piswanger Romania – more than 20 years of
activity in Romania, providing Executive Search, retained
recruitment, Management audit, Board assessment
• Ranking in top 5 executive search companies in Romania
• KPIs:
✓ 100% customer retention
✓ Candidates retention
• 1st year: 97%
• 2nd year: > 85%
• 3rd year: > 70%
Working in Retained Executive Search and
Human Resources consultancy since 2005,
leading one of the most reputable Top 5
Executive Search Consultancies in Romania as
Managing Partner of the Romanian office
partner of P&P Group and InterSearch
Worldwide, specialized on Executive Search.
• Successfully delivered hundreds of Board, C Level, Senior and
Middle Leadership assignments across CEE region in
manufacturing, automotive, engineering, robotics & automation,
energy, telecom, consumer goods, consumer electronics, banking
and financial services, pharmaceuticals, life sciences, professional
services, healthcare, construction and real estate
• Counseling in executive career transitions
About Us

25.
THANK YOU
Dr. Pendl & Dr. Piswanger Romania
17 Nicolae Golescu, 1st floor, Bucharest, 010285, Romania
T: +40 21 323 01 71
E: office@ppromania.ro
W: www.ppromania.ro W: www.ro.intersearch.org