We know multilingual shared services recruitment
And understand your pain points...
Candidates only seeking remote working
All applicants that we consider for your roles are fully vetted and undergo an interview process with your Reed specialist consultant. At this stage, we confer with you on any pre-screening questions you require, whether that be about their remote working expectations or whether working on weekends is required.
This helps us ensure all applicants are assessed to your specification before we recommend them for interviews. It also provides transparency between us and the professionals we are speaking to, so no problems arise further along in the process.
Drop-outs due to competitor offers
Combatting continuous candidate drop-outs due to competitor offers is tough, but at Reed, we are best placed to support you with this challenge.
Our consultants take the time to register each potential candidate in a face-to-face interview, assessing their motivations and skills to ensure they are just as committed to the process as you are. We also offer you our years of knowledge and up-to-date insight into your industry, in areas such as the latest benefits and salary benchmarks. You can use this knowledge to create an overall package which stands out against your competitors.
Unsuitable candidate submissions
At Reed, our consultants work in partnership with you to get a clear understanding of your requirements for the role, advertise it on industry-specific websites, pre-screen and present a shortlist of suitable candidates to you.
Combined with access to our extensive professional networks, candidate database and in-depth market knowledge, we ensure that the only candidates you speak to are those who will be a great fit for your position. As well as saving you time and money, this ultimately ensures you hire the right professionals with the required skillset in the geographical location you desire.
Candidates not having claimed skill sets
We know all too well how important it is for the first person you hire to be the right fit - whether that be in terms of suiting your company’s culture or having the claimed skill set relevant for the job they are hired to do.
As a result, we investigate the history of each candidate we consider thoroughly. from learning how successful they have been in their past roles through to putting our professionals through our testing facility. We examine their skill set across Microsoft suites, numeric, verbal reasoning and psychometric testing – so you can have the peace of mind that your new hire has the required skill set for the role.
Fulfilling service level agreements (SLAs) and high-volume recruitment
Our specialist consultants are among the very best and most skilled recruiters in the Czech Republic. As a company, Reed has over 60 years of valuable knowledge, the latest technology and most importantly experience in delivering high-volume business support recruitment projects.
We take the time to carefully screen any potential candidates to ensure they meet your desired specification. To do this we not only have face-to-face interviews will all of our candidates, to discuss their motivations, skills and experience, but we put them through an assessment centre (remote or on-site), to ensure they can demonstrate to us that they have the correct knowledge and understanding to carry out the role to a high standard and fulfil any required service level agreements (SLAs).
Our multilingual shared services specialists
Senior Recruitment Consultant Reed Brno
Ivana is an expert consultants, specialising in Multilingual Shared Services, where she enjoys supporting international candidates and clients. After gaining her experience in the Reed Prague office, Ivana is now based in Brno.
Recruitment Consultant Reed Brno
After school, Nikola decided to travel and work abroad to gain valuable life experience. She lived for three years in Great Britain as an Au Pair, and then two years in the USA.
Recruitment Consultant Reed Brno
Amálie got her master’s degree in Japanese studies and then decided to start her career in recruitment. During her studies, she had a part-time job in the Czech-Japanese Cultural Centre, where she effectively built up her excellent communication skills.
Recruitment Consultant Reed Brno
Lenka recently joined Reed Brno in the Multilingual Shared Services (MSS) team. Lenka specializes in all the recruiting of roles requiring various language skills
Senior Researcher Reed Brno
Sabina is a part of the MSS team, and an expert in sourcing top talent for roles such as customer service, administration and junior accounting positions. She really enjoys and excels working in an international friendly environment with using her language skills.
How to attract and retain talent in the Czech Republic’s candidate-short market
2022 was a challenging year for both professionals and businesses. Employees had to adapt to new ways of working while also being concerned for their health during the pandemic. Job security was also a worry during Covid, with a number of professionals in the country being made redundant. Due to the current cost-of-living crisis, these concerns have become a key focus for many again, and we may see even fewer professionals willing to leave their jobs this year, with the risk of being ‘last in, first out’. This will further exacerbate the current talent shortage felt across the Czech Republic.The turbulent economic effects of the past few years will still be with us in 2023. Of course, we are all hopeful the country will regain some stability and start to see some growth. The key is to ensure your business model is agile and responsive to the changing market and employee needs, and to ensure you are attracting and retaining talent that can help your business flourish. Organisations have been struggling to find the talent they need through traditional sourcing methods this year, as there are fewer professionals actively seeking employment. Here are some top tips to attract and retain talent this year:Streamline your recruitment processDue to limited talent pools, employers should look to minimise the number of stages within their recruitment process. An unnecessarily long process will most likely lead to your potential hire dropping out and accepting an offer elsewhere. Talented professionals have their pick of roles – so if they are right for your business, you need to act fast.Be flexible with requirementsWe have noticed recently that some hiring managers are less concerned with industry experience and technical skills than they once were, and many are being more flexible with their requirements. There are many professionals with transferable skills that can be trained in-house. Similarly, hiring junior professionals and providing them with training and development opportunities is a great way to access more talent. Look for people with good communication skills who collaborate well, have good problem-solving skills, are quick to adapt and, above all, have the ability to learn new things in a constantly changing environment. Offer meaningful benefits Employers need to ensure they are offering employees the benefits they actually want. There is no point spending money on rewards such as company mobile phones if no one wants them, as it does not add value to your offering. Instead, consider benefits that will meaningfully improve your employees’ lives.Many people across the country are still experiencing challenges with their mental health because of the societal, economic and political turbulence of recent years. Employers who can offer progressive mental health and wellbeing policies, flexible working opportunities, and a good company culture will be in a better position to secure the best professionals this year. To help inform our 2023 salary guide, we surveyed 433 professionals in the Czech Republic to find out what benefits they receive and what benefits are the most desirable when/if they are looking for a new job. The top-three most desirable benefits were an annual salary increment, with 60% naming this their top benefit, flexible working hours (54%) and a four-day working week (47%). Those that can offer these will be in the best position to attract and retain talent this year.Offer a competitive salary Offering a competitive salary is vital in today’s economic climate. While many businesses are struggling to manage their own costs, they are also having to increase pay to attract the talent they need to help their business grow. By ensuring your salaries match up with the average, you will have an advantage in the labour market. This will become even more important as the cost of living continues to rise and professionals demand higher pay as a result.To find the average salaries for the most common job roles across multiple sectors, download our 2023 Czech Republic salary guide today.
Reed’s Czech Republic salary guide 2023
Use our salary guide to compare the average salary in the Czech Republic by sector - a resource for both employers and employees.Our 2023 salary guide looks at average salaries in the Czech Republic and benefits across eight sectors. The guide uses data from jobs posted in the Czech Republic to highlight key trends and insights, enabling you to benchmark average salaries for your workforce. Or if you are unsure of what your net wage should be, use this wage calculator to find out what you should, or could, be earning. Download our free guide now to compare average salaries and benefits across the Czech Republic. Entering 2023, the landscape looks uncertain, with the majority of EU countries battling rising inflation rates. On top of this, the workforce in the Czech Republic has shrunk, with the demand for workers, alongside the ongoing impact of the pandemic, affecting the skills gaps across several sectors. It’s more important than ever in the volatile, candidate-driven market we’re in, that you check your salaries and benchmark against your competition to ensure you can attract and retain the right professionals to your workforce. Using data from jobs posted by Reed, our 2023 Czech Republic salary guide is the ultimate salary checker. By using our guide to inform your average salary, you’ll understand what jobs are worth across all regions in the country, helping you to stand out when looking for new employees or searching for a new role. Who is this salary guide designed for? Whether you’re looking to find out what your current net wage should be, what the next step on the career ladder could see you earning, or whether you are paying your team enough for the work they do, our salary guide allows you to compare salaries across the Czech Republic – from accountancy and finance jobs through to the latest technology roles. Take advantage of our guide and use it as a salary calculator throughout 2023. Are you an employer looking for benchmarking advice? You can use our salary guide to compare salaries and benefits, allowing you to ensure your remuneration packages are up to date and on par with competitors. At a time when talent is tight, you must stay ahead of the game to appeal to those looking to jump ship. Failure to do so could leave job application numbers low and your competition thriving. Are you trying to find out what you should be earning? Use our 2023 net wage calculator to know your worth, help you decide on a new job you have been offered, or even plan your next step on the career ladder – would you earn enough if you were to change sector? What sectors does our salary guide cover? The Reed 2023 Czech Republic salary guide assess salaries and benefits across the following eight sectors: Accountancy & finance Banking Engineering HR & business support Multilingual shared services Procurement & supply chain Sales & marketing Technology So, whether you’re looking to hire a chief accountant, business controller, HR business partner, sales representative, or marketing manager, or if you’re trying to find out what you should be earning as a private banker, or IT manager, you can use Reed’s guide for reassurance. Why download the Reed Czech Republic salary guide? It’s the most reliable salary guide in the Czech Republic, based on jobs that come to our specialist recruitment team. We highlight the average net income for roles across the eight sectors listed above, give you a lower and upper salary scale, and compare average salary growth over the past four years. On top of this, our guide features insights from our specialism experts who give an overview of the sector on a national level and what to expect from the jobs market in 2023. With rich data at your fingertips, you can ensure you are best informed to make the right choices. How can the Reed salary guide help with my benefits/rewards benchmarking? We surveyed Czech workers to help further inform you. You can read the full highlights in the ‘Our survey says’ section of the guide. Key findings from our research include: 20% said they are ‘somewhat unhappy’ with their current salary, with six per cent reporting to be ‘very unhappy’ with it. When asked why they are unhappy, 46% of respondents said it was because it had not risen with the cost of living. The top three benefits people receive are flexible working hours (46%), health insurance (41%), and a company mobile phone (41%). When asked what they desired when looking for a new job, 60% would find an annual salary increment to be one of the most attractive benefits followed by flexible working hours (54%), and a four-day working week (47%). To help you make an informed choice on all things salary and benefits, download our salary guide using the button above.
How to choose between candidates
Sometimes during the recruitment process you may come across two candidates who ticks all the right boxes, but you may only have one position to fill. Trying to choose between candidates who have both impressed at the interview stage, and appear suitable on paper, can be difficult. So what exactly should you be looking for when choosing between two candidates?ExperienceWhile it may appear obvious that a candidate with more experience is more employable, sometimes two applicants will have similar levels. It is worth considering which candidate will provide more in the specific scenario of your company. One candidate may be more suited to the actual demands of the role (remember - desirable doesn't necessarily mean necessary); another may have experience in areas you may look to expand into in the future. Yet, don't write off the value of bringing in someone from an outside industry for a fresh perspective.Also ask yourself if you'd prefer a safe pair of hands – someone that can do the job already, but who may potentially get bored of it quickly; or someone who maybe has a bit less experience, but is ready for the next step up into this role.Who wants it more?Following on from this, how much the candidate wants the job is an important factor. It is important to determine whether they simply need a job or if the position you are potentially offering them is their ideal role.Someone who wants to work in your field, and for you specifically, could bring you a lasting tenure, whereas somebody looking for a stopgap position is more likely to move on when something more suitable presents itself.ChemistryIt is not only a potential candidate's skill set that should be taken into account during selection, but also their softer skills. A new employee with strong interpersonal skills who easily gels with you and your team will be able to start working to the best of their abilities and operating successfully within the team more quickly than others.A candidate should be gauged on their cultural fit to the company and their fit with those they will be working with and for. Moreover, someone who is predisposed to work as an individual may not be as effective in a team that tends to work closely together. Remember – you're probably going to have to get on with them every day, so liking them is also important.ConnectionsIf choosing between two potential candidates is still proving difficult, it can be useful to look at what else they bring to the table. A candidate with a strong client base or background with already established relationships and connections that will bolster your company could help to secure contracts that you otherwise may not have won.