How Reed can help you
On-demand RPO – The rapid scaling up of your talent acquisition and onboarding capacity to meet shifting demands Full or modular RPO – An end-to-end solution or modular services to enhance your existing recruitment function Advisory – We review and redesign your recruitment approach to support transition
The Reed difference
Reed has decades of experience in sourcing, selecting and onboarding the right talent for our partners. Our combination of experienced RPO professionals and proven candidate attraction and sourcing methodology enables us to build the right strategies for your requirements.
Data and technology driven
We use a combination of data and technology to optimise your recruitment solutions. The teams use cutting-edge recruitment technology to deliver the best candidate and client experiences, as well as capture data to provide insights for our optimisation process.
Using this data, we constantly measure whether your desired results are being delivered. Our teams will optimise your service and deliver continuous improvements to ensure that your desired outcomes are achieved.
Managing the entire process
We’ll manage your entire RPO recruitment process, no matter how quickly you need to scale-up. We will assist you in formulating your talent strategy, then efficiently handle candidate attraction, sourcing and selection, while also ensuring you have a smooth onboarding process.
We never stand still
Innovation is key to our business and our number one goal. We introduce new products and processes to ensure we continually improve our service to both clients and candidates.
Meeting all your recruitment needs
Our unique end-to-end coverage means we can support you with a range of services, beyond that of a typical recruitment agency. Whether you need to hire talent, a range of workforce solutions, consultancy services, professional development support or pre-employment screening – we're here to support all of your needs.
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.