MESSAGE
| DATE | 2020-05-12 |
| FROM | Ruben Safir
|
| SUBJECT | Subject: [Hangout - NYLXS] Israeli Tech Market is dieing up leaving its
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https://www.algemeiner.com/2020/05/11/covid-19-ended-the-heyday-in-the-israeli-tech-job-market/
Covid-19 Ended the Heyday in the Israeli Tech Job Market
avatar by Maayan Manela / CTech
IDF soldiers working with computer technology. Photo: IDF Spokesperson’s
Office.
CTech – The coronavirus (Covid-19) crisis that has led to mass layoffs
and forced leaves in the Israeli tech sector has upended long-standing
job recruiting trends. The crisis has brought about an eightfold
increase in job applications, with hundreds of resumes received every
day and experienced “talents” who used to be passive job seekers not
only moving to active job hunting but willing to compromise on salaries
and benefits. Positions that had been open for months are now being
filled within days. The differences are especially noticeable when it
comes to senior management positions that require experience.
A few short months ago, industry talents wouldn’t even bother showing up
to hear about positions in companies that weren’t a perfect fit for them
and talk of salary cuts was unheard of. Tech companies would go out of
their way, enlisting headhunters, sourcing companies and placement firms
to seek out passive job seekers. In some cases, recruiting budgets
equaled development allocations. But today, at what looks like the
beginning of the end of the Covid-19 crisis, everything has changed.
Demand for employees has shrunk since fewer companies are recruiting
while the supply of candidates, particularly of experienced workers, has
grown.
“If in the past it would take three months and we would only receive
medium-level applications, today we get to choose between four
outstanding candidates. We are getting more applications in general, and
specifically from experienced candidates,” said Yael Fainaro, the head
of operations in Synamedia’s Israeli development center.
The company is also seeing an uptick in direct approaches to the company
via social media, many of them from people who were fired from other
tech companies.
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“The quality of candidates who are approaching us about senior positions
in management and technical leadership has increased and a majority of
them are coming from companies who have forced workers on leaves or
whose future looks uncertain,” Fainaro said.
At automotive cybersecurity company Argus, which has conducted more than
150 remote interviews over the past two months, recruiting 20 new
workers, they also detect a rise in the supply and activity level of
applicants. “Every day we receive five applications for senior
positions. In the pre-Covid-19 era, we would have received 10 over the
course of a month,” said Rivi Heller, Argus’s vice president of HR.
Israel Aviation Industries (IAI) has also seen a 30% rise in
applications by experienced engineers, compared to a gentler increase by
junior applicants. “The veteran engineers, those with 15 years
experience, are bearing the brunt of the crisis because companies that
are slimming down, calculate that those people cost them the most,” said
Adi Ben Shushan, the head of IAI’s recruitment unit. “When it comes to
senior management roles, comparable to CEOs in other places, there is
less demand on the market. It’s not like CEOs left companies at the time
of a crisis.”
In addition to the increase in the number of applicants for each
position, there is also a shift in the candidates’ attitude. Talents who
in the past wouldn’t respond to “corporate courtship” from companies
like IAI are now far more responsive. Job seekers who experienced the
shakeup of the crisis are looking for more established and stable companies.
“What works in our favor is that talents that used to come to hear about
positions, but weren’t really interested, are now taking a greater
interest. It is also easier for us to reach people for complicated
roles,” she added.
Mobile video ad development company Fyber also noted a change in the
number and quality of candidates. “Over the last two months, we have
received double the applications than the two months preceding the
Covid-19 crisis, especially for technological and development roles, “
said senior vice president in charge of HR at Fyber, Zurit Golan. “When
it comes to traditionally hard to fill development roles, in March and
April we saw a spike in applications by strong candidates. Traffic to
our website and LinkedIn profile has also increased substantially. In
addition to the people who approach us, we are also seeing a 20%
increase in responses from passive candidates that we reach out to for
roles in all of our offices around the world: Israel, San Francisco, New
York, London, Berlin, Beijing, and Seoul.”
The executive placement market has been relatively less impacted by the
Covid-19 crisis than the rest of the market, but companies that had
started recruiting or had planned to recruit senior executives are
hurrying their efforts now.
“One reason for that is the characteristically less volatile nature of
that sector. At a time of crisis, senior executives aren’t looking for
adventure in terms of their career at a time of such uncertainty and
prefer to stick with safe havens until the storm is over. Senior
managers are unlikely to turn their back and abandon a ‘sinking ship’
that they had a part in steering,” said Roni Laviv, a regional manager
at Danel Human Resources, who also heads its executive placements
department.
There were few cases in which senior managers were laid off. Some
organizations chose to cut senior management pay by 10% as an act of
solidarity or keeping up appearances. Senior managers who were planning
to leave prior to the crisis put their plans on ice for tactical and
strategic reasons. That said, non-C-level managers who were fired or
sent on unpaid leave are now looking for jobs.
“We have noted a very steep rise in good candidates. In the past when we
advertised for product management roles, without using the services of
placement companies, we would receive on average two applications a
week, now we got more than 40 CVs, 16 of them highly relevant, for a
single posting,” said Avital Slutsky, a talent acquisition specialist at
cloud-based IT management platform Atera. “We are also getting
applications by very senior candidates for junior positions. People with
lots of experience are open to taking on junior or part-time roles.”
Aside from the trend of applications by overqualified candidates,
Slutsky also noted that people are willing to compromise on
compensation, agreeing to accept 10% less than they did prior to the
crisis. For the first time, male candidates are applying for part-time
positions.
Recruitment time has also been cut shorter because of market conditions.
Candidates who used to have five or six alternatives now want to pounce
on any offer they get, rushing to sign on.
At Diagnostic Robotics, the average recruitment time was cut from around
two months to 10 days because candidates receive letters of
recommendations from the companies that fired them, which makes the
process faster, and because candidates have fewer options to weigh.
“The negotiation stages, prior to signing, which usually take a long
time because candidates want to compare offers and examine one
thoroughly, is different now. People have fewer alternatives and when an
offer comes through they respond quickly,” said Galit Minkin, the
company’s vice president of HR. “In addition, the candidates are simply
more available because they are out of work so the recruitment and
orientation process is faster.”
The stream of job seekers that are flooding the market increases the
need for candidates to stand out if they want to get the job. “There is
no doubt that candidates’ determination and creativity is incomparable
to the pre-coronavirus days and all means justify the ends. Some
candidates send us presentations or complete projects they prepared for
a role. We even got a few quarterly plans. Some candidates approach the
CEO or me personally so we will examine their application. Candidates
are finding different and creative ways to showcase their skills,
experience, and motivation,” said Galit Zucker, Chief People Officer at
Sodastream.
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