SALARY GUIDE 2019 CZECH REPUBLIC LABOUR MARKET …have a detailed discussion with their future manager before accepting an offer. The market is still open to candidates without experience,

SALARY GUIDE 2019CZECH REPUBLIC LABOUR MARKET TRENDS

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Hays Czech Republic s.r.o. is part of Hays plc, a global leader in recruiting qualified, professional and skilled people across a wide range of specialised industries and professions. Specialist recruitment is all about people. Over 10,000 people make up our worldwide team, working in 33 countries covering 20 specialisms.

Hays Czech Republic opened its first office in Prague in 1998 and is a leader in the Czech market in the recruitment sector. Its branches in Prague and Brno are staffed with more than 80 professional consultants, and the company has been increasing its activities in other regions of the country.

We are involved in the recruitment of qualified staff for permanent and temporary positions and/or contract roles. In addition to standard database searching, we also offer a direct searching service, as well as employee outplacement and employee recruitment outsourcing.

As market leader, if the best people aren’t already talking to us, we know how to find them, engage with them and match them better than any other recruiter. In the complicated world of recruitment, Hays makes finding the best talent easier and quicker, and reduces the risks involved in hiring.

For more information about our services or the current labour market trends, please contact your nearest Hays branch.

CONTENTS

INTRODUCTION 5

DEVELOPMENT OF THE LABOUR MARKET 7

SALARIES: 2018 EMPLOYEE SURVEY 8

ACCOUNTANCY & FINANCE 12

BANKING 14

ADMINISTRATION, HR & LAW 16

SALES & MARKETING 20

RETAIL 30

HOSPITALITY 34

LIFE SCIENCES 38

IT AND TELECO 44

MANUFACTURING & ENGINEERING 48

PURCHASING & LOGISTICS 50

CONSTRUCTION & PROPERTY 52

BUSINESS SERVICES 56

TEMPORARY RECRUITMENT 60

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INTRODUCTION

Welcome to our Hays Czech Republic Salary Guide for 2019.

The economy remained strong last year and, perhaps for the first time in history, the number of vacancies has exceeded the amount of unemployed people in the Czech Republic. Consequently, wages have increased further in many sectors.

2018 was characterised by a high demand for university graduates and other candidates with less experience, alongside experienced managers. Many companies offered trainee programmes and internships more frequently than in previous years. However, we have noticed that companies do not want to exclusively attract new candidates – above all, they want to retain their key talent and provide them with sufficient space for further development.

The current condition of the labour market has resulted in firms changing their established recruitment strategies and processes, as candidates tend to appreciate an individual approach, with an open and simple recruitment procedure. We often speak to job seekers who refuse to participate in selection procedures such as assessment centres, which they perceive to be non-transparent and lengthy. Instead they are interested in a quick and clear process with opportunities to meet their future colleagues, view their future workplace or have a detailed discussion with their future manager before accepting an offer.

The market is still open to candidates without experience, but in the last year the amount of university graduates who do not have any work experience has decreased, which is a positive for employers. Industries burdened with an extreme demand for workers, such as information technology,

can no longer solely rely on the local market, so they are increasingly turning to foreign countries for candidates.

Information and data for this year’s salary guide was collected continuously throughout 2018. It contains data from companies that sought candidates for over 7,000 positions in the least year, and from more than 20,000 candidates with whom we cooperated last year. This year’s supplementary research focused on the development of wages and preferences of job seekers, and you can see the results on page 8.

I hope you find this guide informative and useful, and we look forward to discussing what these findings mean for your organisation in the year ahead.

Ladislav Kučera Managing Director Hays Czech Republic, s.r.o.

The market is still open to candidates without experience. However, the share of university graduates without any work experience is decreasing, which is a positive for employers.

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The Czech labour market was extremely challenging in 2018. Demand for new staff has continued to grow rapidly, resulting in companies looking for different ways to attract new candidates. Although pressure from the market to increase wages has continued, this has been resisted by employers in certain industries. The growth of the Czech economy slowed slightly in 2018, particularly in the second half of the year. Since April 2018, we have seen a relatively unique phenomenon in the labour market, where the number of vacant positions has exceeded the number of unemployed candidates – data from November 2018 shows 323,500 vacant positions and an unemployment rate of 2.8%, which accounts for 215,000 unemployed. The economy growth is primarily linked to rising consumption of goods within Czech households; higher wages result in a greater willingness to spend money, particularly on luxury goods.

THERE IS A SHORTAGE OF QUALIFIED STAFF DUE TO GROWING DEMAND ACROSS ALL SECTORS

Last year, all industries in the Czech labour market experienced a growing demand for workers, the manufacturing and information technology sectors being those which suffered the most from a shortage of people. It is therefore no surprise that companies within these industries are increasingly relying on foreign candidates, even for specialist positions, due to the tight capacities of the local labour market. Companies are also directing their attention towards Czech universities – though they tend to concentrate on local graduates, the share of foreign students being recruited is also significant. Prague particularly benefits in this respect due to its popularity; it regularly occupies leading positions as a tourist destination as well as a place where foreigners live and work. The number of workers from countries such as Germany, Austria or the United Kingdom has also risen, though Czech wages do not match those offered locally.

ACTIVE CANDIDATES MUST ALSO BE SOUGHT, POTENTIALLY THROUGH OUTSOURCING

The unprecedented number of job opportunities is reflected in the activities of candidates in the labour market. There has been a drop in responses to job adverts, with job seekers increasingly relying on social networking sites such as LinkedIn. We have noticed that candidates become more active from the moment they update their LinkedIn profile. Advertising, previously the primary source of candidates, has therefore become a supplementary source primarily serving as company PR.

Therefore, companies often make use of recruitment process outsourcing (RPO). Its scope of application is relatively wide – companies entering the Czech market for the first time can staff their new offices, while existing companies can ensure employees for new projects. This allows internal HR departments to concentrate on strategic issues required for the development of the company. RPO can also help smaller companies without a separate HR department by dealing with all aspects of the recruitment life cycle.

A STRONG BRAND AND CORPORATE CULTURE ARE NECESSARY FOR SUCCESSFUL RECRUITMENT

Companies are heavily investing in the strengthening of their brand names. Expensive recruitment campaigns in the media, intensive communication on social networking sites, investments into the working environment and conditions – companies continue to look for novel and often very creative ways to attract the right candidates. Candidates positively respond to clear, fast and high quality communication, making this an appropriate strategy as they appreciate the employers’ effort to improve conditions in terms of benefits and satisfaction in the workplace. A strong brand name and a good reputation are very important factors for any company in the labour market. Candidates will treat job offers carefully, obtaining detailed information about the employer and searching for references in order to evaluate each aspect of the offer.

BENEFITS ARE MORE PROMINENT THAN RISING WAGES IN CERTAIN INDUSTRIES

increases can also be expected in the coming months. Nevertheless, it has become apparent that some sectors are no longer supporting the ongoing rise of wages and they may even be beginning to restrict them – the wages they are currently offering are the highest they can be. This trend can be seen even in highly prominent industries such as engineering or information technology, which may come as a surprise to some. In the second half of 2018, wages rose slightly for those in qualified positions and a similar situation is expected this year. We have started noticing a tendency in some sectors to concentrate on providing benefits rather than raising wages. However, we can expect further growth of wages in positions requiring less qualifications, such as sales roles. Salaries are also likely to grow within public sector, which may affect the wages of other professions within the private sector.

DEVELOPMENT OF THE LABOUR MARKET

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CAN COMPANIES ACTIVELY AFFECT SATISFACTION OF THE EMPLOYEES IN THE WORKPLACE?

We investigated what job seekers missed in their existing positions and what they wanted to improve to feel more satisfied in the workplace. The largest group – 25% of the respondents – were those that struggled with their team or superiors. The most problematic factors were their team of colleagues, the personality traits or professional deficiencies of their superiors, insufficient or missing communication at the company - but also the lack of appreciation of a quality job. 19% of the respondents were satisfied and had no suggestions for the improvement of their positions, and remuneration appeared in third place with 14%. More than 10% of the respondents indicated that they didn’t have space for further development in their current positions – a chance of promotion, professional training, or space for creativity or independent decision making. 9% of the respondents would appreciate a better benefits package, and 7% said that their roles lacked flexibility - a home office or a generally more balanced occupational and private life.

Factors such as the working environment, work challenges, motivation in general or the time requirements of the current job were less frequent issues.

So, what are the conclusions of our survey? It is clear that job seekers are mostly optimistic; they’re not afraid of changes, so they take advantage of the high number of vacant positions in the labour market in order to get an ideal position, in their ideal conditions. Market conditions in 2018 facilitated this, with the majority of candidates being in employment, but with 300,000 vacant positions on offer too. Quality candidates who have something to offer to

companies, usually choose from a number of good offers, so each detail can play a significant role. As our findings indicate, besides wages, the key factors for the job seeker in deciding are the team and the management. Ideally, the evaluation of the employers professional and personal qualities during the recruitment procedures should be as important as each other. However, the personality traits of these direct superiors and their ability to motivate the prospective employee tends to be the bigger motivator.

The tense situation in the labour market makes companies take a different view of the candidates and the recruitment process in general. Young job seekers tend to change jobs within a single year especially. Only a few years ago, they were considered job-hoppers, but now it is a common practice for gaining experience or an idea of what they want to do in their future professional career.

When in contact with job seekers, as well as existing employees, it is advisable to choose an individual approach, adapting offers, the working environment and conditions to the needs of the individuals, where reasonably and justifiably possible.

Wages are currently the most discussed issue in the labour market, along with the lack of workforce. Since 2016, we have seen a significant trend in wage growth. The past two years were the most generous years for employees in the private sphere. Salary remains the biggest motivator for employees to change jobs, confirmed by the results of our latest survey.

During November 2018, we conducted a survey of candidates registered in the Hays database focusing on wage growth, job satisfaction and attitudes to the changing of jobs. We obtained data from over 2,200 participants across various specialties, localities and seniority. This substantial number of responses has convinced us that wages are still an important topic of discussion in the labour market.

EMPLOYEE RETENTION IS A MAJOR ISSUE

48% of people surveyed changed jobs in 2018, with another 13% considering taking this step. Respondents were asked to choose the two factors that had affected them the most when making this decision. 43% chose salary as one of the two making this the most common response, as expected. Dissatisfaction with management of the company or team was close behind, with 38% of people choosing this answer, and 21% of respondents do not feel happy with current job content. 16% of people did not consider a change of job, and location was an issue for 8%.

WAGE GROWTH IN 2018

Almost 70% of respondents confirmed that their salary increased in 2018, regardless of whether they changed job or not. In 19% of cases salary increased by 5%, and in

17%, people earned up to 10% more. More than 16% of respondents achieved a relatively sharp increase by more than 20%, equal to one sixth of the respondents. These facts show that in 2018, wage growth in qualified positions was indeed significant, although some of the sectors had already reached their wage limits by the middle of the year and were not subject to this continued wage growth.

So, are the respondents satisfied with their remunerations now? As we know, salary as a motivating factor only works for a short time and, increased on its own, does not solely drive an employee’s motivation for better performance or higher loyalty. So, we were surprised to find out that most of the respondents were satisfied with the financial aspect: 23% of them were paid according to their expectations, with 40% of them answering that they were ‘rather satisfied’. 17% of the respondents were ‘rather dissatisfied’ and 20% of them felt undervalued when compared to the current labour market and competition salaries.

Based on these facts, how do job seekers regard a potential change of job? More than 28% of the respondents were already at a phase in the recruitment cycle for a new position, 49% of people would be interested in changing their job if there was an interesting offer, while the remaining 23% of employees were satisfied in their current role.

What are the conclusions? Wages increased in 70% of roles last year. At the same time, 63% of the respondents received adequate wages or were ‘rather satisfied’. Yet, 77% of people in our survey were still prepared to change jobs, should an appropriate offer arise. Wages are of course at the centre of candidates’ attention, partially because the candidate shortage and labour market trends are often discussed in media. However, the overwhelming majority of job seekers evaluate job offers comprehensively, not just based on this single factor.

In 2018, 70% of respondents wages grew. 1/6 respondents increased their wages by more than 20%.

SALARIES: 2018 EMPLOYEE SURVEY SALARIES: 2018 EMPLOYEE SURVEY

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What was the main reason for change? You can select maximum 2 reasons.

Pay

Management of the companyor team

Other

The job description

The benefits package

Location

Extreme workload

I did not change my job andI do not plan to do so

Demand for flexibility

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SALARIES: 2018 EMPLOYEE SURVEY SALARIES: 2018 EMPLOYEE SURVEY

Did you change your job last year?

48% 39% 13% Yes No I plan to change it this year

Are you seriously considering a job change?

28% 49% 23% Yes, I already I am not active seeker, No, I feel satisfied started searching but I am happy to consider an interesting offer

Approximately, by how much your wage has increased?

30% 19% 17% 11% 7% 16%No pay increase Less then 5% 5,1 - 10% 10,1 - 15% 15,1 - 20% More than 20%

48% respondents changed their job in the last year. However, 77% are still prepared to change jobs, should an appropriate offer arise in 2019.

At this moment, are you satisfied with your salary level?

In your current job, what would you appreciate to have to feel more satisfied?

I am rather dissatisfied

No, compared to similarjobs it is still lower

Yes, it meets my expectations

I am rather satisfied

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Improvement of thebenefits package

Working flexibility

A pay rise

Personal or professional development

Dissatisfaction with the teamor company management

Nothing

The job description does notmeet my expectations

Professional challengesand motivation

Better working environment

Less time-consuming job

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The number of positions in the financial sector greatly increased in 2018 and the willingness of job seekers to change jobs also increased. However, there was a slight slowdown at the end of the year, which looked likely to continue into 2019.

Although financial experts are among the most stable employees in the labour market, and it is relatively difficult to attract their attention, they have started to show more interest in work opportunities in the 2018 labour market. The key motivation is usually a better financial package, a more favourable location or for faster growth of their career.

CANDIDATES MAKE CHOICES ACCORDING TO WAGES AND LOCATION

Although financial experts are more open to changes and entering the recruitment process now, they do not actively seek these opportunities, so the necessity of a direct approach to the candidates persists. They carefully consider and compare the opportunities, evaluate the accessibility and length of travel to the work location. Experienced candidates, for example, are now less willing to commute than they would have been in previous years. Fresh university graduates and juniors primarily seek rapid career growth and prefer offers with greater flexibility and work-life balance.

THE NUMBER OF POSITIONS FOR JUNIORS & SENIOR EXPERTS HAVE INCREASED

We are seeing a steadily growing trend in the number of job opportunities available across accountancy, including payroll positions, with growth in the area of financial management, too. In general, companies looked for senior experts and managers in accounting and controlling positions, and specifically focused experts within taxation and commercial controlling.

Successful recruitment of an employee is strongly influenced by the number of offers that the candidate receives, and the speed of the entire process. Companies try to keep their quality employees, so counter-offers can be a frequent concern. High-quality and timely communication with a candidate during the recruitment process, as well as feedback, is very important for minimising the risk of failure.

WAGES HAVE REACHED THEIR PEAK AND ARE NOT GROWING ANYMORE

Wages in financing and book-keeping reached their maximum growth in 2017 throughout across the spectrum of positions. Most companies set these wages as their maximum limits, so there was no more growth within them over the course of 2018.

Job seekers have adapted to this situation and emphasise the benefits the job offers as key, going beyond just the financial offering. Interest in flexitime and home office opportunities keep growing. The standard four-week holiday is perceived as insufficient and companies that only offer the minimum holiday determined by law, find themselves at a significant competitive disadvantage.

THERE WILL BE LESS VACANT POSITIONS; JOB SEEKERS WILL BE MORE CAREFUL IN THEIR SELECTIONS IN 2019

The development of the labour market in 2019 will depend on the overall development of the economic situation in the country. Based on the situation in the fourth quarter of 2018, we can expect gradual stagnation or even a slight decline in the number of vacancies in the sector, so the candidates will be even more careful in their assessments of new job opportunities, and their willingness to change will be lower. Companies will thus have to deal with retention strategies more, keeping and motivating their key talents.

ACCOUNTANCY AND FINANCEWAGES ARE NO LONGER GROWING

SALARY GUIDEACCOUNTANCY AND FINANCE

ACCOUNTING MIN MAX TYPICAL

Junior Accountant / Invoice Clerk 30 000 35 000 33 000

Junior Accountant / max 2 years exp. 35 000 40 000 37 000

Financial Accountant / 2+ years exp. 38 000 45 000 40 000

Senior Accountant 45 000 60 000 50 000

Chief Accountant 70 000 90 000 75 000

Accounting Manager 85 000 120 000 100 000

Payroll Accountant 35 000 55 000 45 000

CONTROLLING MIN MAX TYPICAL

Junior Controller / 1 year exp. 35 000 45 000 40 000

Financial Controller / 2 years exp. 45 000 55 000 50 000

Financial Controller / 3-5 years exp. 55 000 80 000 65 000

FINANCIAL MANAGEMENT MIN MAX TYPICAL

Finance Manager / 5 years exp. 100 000 150 000 120 000

Finance Director 130 000 250 000 160 000

AUDIT MIN MAX TYPICAL

Internal Auditor 60 000 100 000 80 000

Internal Audit Manager / regional 100 000 150 000 120 000

External Auditor / 0-2 years exp. 38 000 60 000 45 000

External Auditor / 3 years exp. 50 000 70 000 60 000

External Auditor / 4+ years exp. 60 000 120 000 80 000

External Audit Manager 80 000 150 000 110 000

TAX MIN MAX TYPICAL

Tax Assistant 35 000 45 000 40 000

Tax Consultant / 3 years exp. 60 000 80 000 70 000

Tax Manager 90 000 150 000 130 000

Basic monthly salaries in CZK for full time roles within ACCOUNTANCY & FINANCE sector:

Benefits in demand

Extra days of holiday

Flexi hours, home office

Financial bonuses

Education and training

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The increased demand for prospective candidates in the banking sector continued in a similar way in 2018, especially with front-office staff. Companies looked for commercial banking advisers to entrepreneurs , and officers in the areas of risk management and analytics.

Financial and banking institutions were subject to ongoing modernisation - the digitalisation of their services to improve their offerings to the ever-changing customer. This digitalisation has also resulted in a transition to agile teams and transformations in organisational structures within the banks. These changes brought about a higher demand for experts within digital marketing and e-commerce, as well as specialists in the development of digital platforms. THE CANDIDATES ARE MORE OPEN TO CHANGES; THEY EVALUATE THE MARKET

Candidates in the banking sector are rather passive. They do not follow advertisements or take active steps to find new jobs. They are satisfied with the current trend of the market when companies actively approach candidates, so they can choose according to the attractiveness of the positions. They evaluate offers from competitors and the possibility to change the market they work within. They use these offers to find out their own price, often resulting in an advance of their career with their existing employers, a move to a competitor, or a move to a slightly different area of the market.

In the front office, there was a great demand for acquisition-focused candidates, caused by financial institutions’ and their emphasis to create business opportunities, as well as the ongoing job-switching in commercial positions. New regulations from the ČNB, combined with the abovementioned organisational changes in financial institutions, made the candidates abandon the aforementioned usual passivity, now showing interest in taking new opportunities.

Within back office, banks were mainly interested in experts and senior candidates within analytics, risk management and auditing. The natural flow of candidates from consultancy

firms continued, but because of the high demand in the labour market, banks did not always manage to acquire these candidates. There was a shortage of vacancies for candidates in the senior management sector, so those looking to secure employment in this area had more difficulty during the year. POLICIES ON WAGES IN BANKS REMAIN CONSERVATIVE, BUT THEY ARE VERY GENEROUS IN OFFERING BENEFITS

On average, salaries grew about 5% throughout the sector. The people who most profited from this situation were junior candidates, and candidates with at least two-years’ experience. Salaries in prominent online positions, e-commerce roles and digital development, experienced up to 10% of growth.

However, in comparison with other sectors in finance, we can say that the banking sector remains conservative in wage growth and does not reach the dynamics of the other sectors.

Within the benefits offered to employees, a number of trends appeared in 2018. The number of sick days permitted ranged from 3 to 21 days, extra days of holidays exceeding 25 days were offered, and home office solutions were encouraged – a somewhat established practice now across some employers. Banks tended to offer several on-the-job benefits too, including refreshments in the workplace, yoga courses, self-defence courses, relaxing zones, multisport cards, cafeteria systems, etc. RETENTION AND EFFICIENCY IN THE RECRUITMENT PROCESS WILL BE KEY IN 2019

The demand for candidates in sales departments, digital marketing, risk management, as well as evaluation will continue across banks in 2019. The wage growth will be slow again, in the range of 2-5%. The employers will have to focus on retention of the employees and continuing good communication habits with regards to organisational changes across their businesses. To recruit new candidates, it will be necessary to work on the efficiency of the recruitment process and the promotion of the banking and financial sectors as attractive and stable segments for a career.

BANKING 2018 BROUGHT NO SIGNIFICANT CHANGES TO WAGES

SALARY GUIDEBANKING

BACK OFFICE MIN MAX TYPICAL

Credit Risk Analyst / Retail 40 000 70 000 55 000

Credit Risk Analyst / Corporate 45 000 100 000 80 000

Credit Risk Manager 70 000 150 000 90 000

Operational Risk Analyst 40 000 75 000 65 000

Market Risk Analyst 50 000 120 000 90 000

Market Risk Manager 80 000 130 000 100 000

ALM Specialist 50 000 90 000 80 000

Treasury Analyst 50 000 100 000 75 000

Treasury Manager 90 000 180 000 130 000

Regulatory Reporting Analyst 45 000 80 000 65 000

Internal Audit Specialist 50 000 90 000 70 000

Internal Audit Manager 90 000 170 000 140 000

Compliance Specialist 50 000 90 000 70 000

FRONT OFFICE MIN MAX TYPICAL

Relationship Manager / SME 70 000 120 000 90 000

Senior Relationship Manager / Large Corporate 100 000 180 000 140 000

Private Banker 70 000 150 000 90 000

Relationship Manager / Affluent Clients 40 000 55 000 45 000

Relationship Manager / Top Affluent Clients 40 000 65 000 50 000

Junior Relationship Manager / Retail / SMB 32 000 45 000 38 000

Relationship Manager / Retail / Top SMB 35 000 60 000 48 000

Personal Banker / Mass Retail 25 000 35 000 30 000

Investment Specialist 35 000 48 000 45 000

Branch Manager 60 000 140 000 80 000

Sales Team Leader 40 000 70 000 50 000

Head of Corporate Banking Team / SME 120 000 240 000 170 000

Head of Corporate Banking Division / Large Corporate 160 000 270 000 200 000

Middle Office / B2B 40 000 60 000 50 000

Basic monthly salaries in CZK for full time roles within BANKING sector:

Note: Salary levels are influenced by Prague market standard where most of the financial institutions headquarter.

Benefits in demand

Flexi hours and home office


Career growthAttractive bonus schemes


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Over the last 2 years, support teams were subject to significantly higher demand, resulting in the growth of these teams and the distribution of their responsibilities into other areas. As expected, a number of new activities and roles were brought about by the new European Union regulation, GDPR.

THE CANDIDATES WANT A BALANCED WORK AND PRIVATE LIFE

In 2018 employers showed increased interest in junior candidates for administrative positions. The candidates responded to this situation with increased wage demands regardless of the level of their current experience. In addition to the financial package, one of the most frequent issues in the recruitment of candidates, was the growing significance of good work-life balance, particularly for young candidates. Flexi hours and home office opportunities were also growing considerations when choosing a role. In light of this trend, we noticed increased interest in part time jobs.

THE NUMBER OF POSITIONS GREW; ADVERTISING WILL NOT COVER THE NEEDS OF COMPANIES

Last year, the clients’ primary demands within administration concerned the roles of receptionists, personal assistants or customer service specialists. Within law, we saw increased demand for trainee barristers and in HR, for functions with a specific focus. In this sector, we are seeing lower response on job advertisements, whereby the advertisements run in the background generally, simply providing a supplementary supply of potential candidates for roles. Candidates often tend to rely on other sources such as social networks. The brand and the external communication of the company play a fundamental role in the initial phase of the recruitment process.

WAGES GREW IN ADMINISTRATION; THE FIRMS CONCENTRATE MORE ON BENEFITS THOUGH

Wage growth in support roles slightly slowed down in 2018, but, across the whole segment, increased on average

between 5-15%. Employers have looked to increase the appeal of benefit schemes, rather than just increases through wages. There has been a sharp increase in the number of companies that offer sports activities at the workplaces, paid Multisport cards or various other activities for their employees. We’ve seen a new trend in building and improving the so-called ‘relaxation zones’, which companies supplement with other attractive elements in order to improve the breathing space of their employees, to allow them to effectively rest in the workplace during their work day. However, the primary interest of the candidates is closely linked with their leisure time, which corresponds with the list of the most demanded benefits in the sector.

THERE WILL BE MORE EMPLOYMENT OPPORTUNITIES IN HR, BUT THEIR WAGES WILL NOT GROW

We anticipate a similar approach from companies in 2019, with wage growth continuing to slow down slightly. We are gradually seeing companies tending to focus their recruitment campaigns on higher-age groups that might have been neglected during campaigns in previous years. Companies perceive these job seekers as loyal and prospective in terms of their experience of mentoring of younger colleagues.

Given the current signals from the market, we assume that there will be a growing number of opportunities for HR specialists. Employer branding is becoming a big trend. Companies invest heavily into promotion of their names in the labour market. This fact is accompanied with growth in very specific HR positions such as the Talent Manager, Internal Trainer or Happiness Manager. This trend across HR positions is also evident in smaller companies that have needs for qualified staff, not only with payroll and contractual issues, but also for recruitment, retention and finding out the employees’ needs. However, as there is great demand for these positions, we do not expect a dramatic wage growth in these areas.

OFFICE PROFESSIONALSGDPR BRINGS NEW POSITIONS TO THE SECTOR

SALARY GUIDEOFFICE PROFESSIONALS

Basic monthly salaries in CZK for full time roles within OFFICE PROFESSIONALS sector:

ADMINISTRATION MIN MAX TYPICAL

Receptionist 25 000 35 000 28 000

Team / Specialized Assistant 28 000 45 000 35 000

Executive Assistant 35 000 60 000 45 000

Office Manager 40 000 60 000 50 000

HUMAN RESOURCES MIN MAX TYPICAL

HR Support 25 000 35 000 30 000

HR Administrator 28 000 40 000 35 000

HR Specialist 35 000 55 000 40 000

HR Generalist 45 000 70 000 60 000

HR Business Partner 50 000 90 000 60 000

HR Manager 70 000 110 000 80 000

HR Director 80 000 180 000 120 000

Compensation & Benefits Specialist 50 000 80 000 60 000

Learning Coordinator / Training Coordinator 30 000 45 000 40 000

Learning & Development Manager 50 000 60 000 70 000

LEGAL / LAW FIRM MIN MAX TYPICAL

Legal Support 25 000 35 000 30 000

Junior Associate 30 000 60 000 40 000

Associate 50 000 100 000 80 000

Senior Associate 80 000 200 000 130 000

LEGAL / CORPORATE MIN MAX TYPICAL

Legal Assistant 30 000 40 000 35 000

Junior Lawyer 35 000 60 000 40 000

Senior Lawyer 60 000 150 000 90 000

Head of Legal Department 80 000 180 000 110 000

Data Privacy Officer 35 000 65 000 45 000


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SALARY GUIDEOFFICE PROFESSIONALS

CALL CENTRES MIN MAX TYPICAL

Call Centre Operator / Hot Line Operator 22 000 30 000 25 000

Call Centre Supervisor 25 000 50 000 35 000

CUSTOMER SERVICE MIN MAX TYPICAL

Team Leader / Customer Service Manager 45 000 60 000 50 000

Customer Service Specialist 30 000 45 000 35 000

Benefits in demand

Flexible working hours


Sick daysHome office

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The appeal of the FMCG market has increased, due to higher consumer demand, the desire to spend and the accompanying higher expenditures of companies on marketing and advertising. Companies look for talented university graduates, but also experienced experts and managers for senior positions.

In 2018, 80% of senior managers changed their positions in the FMCG market in the Czech Republic. Those who took managerial positions usually came from a competitor or received an offer of promotion from their current employer.

LACK OF EXPERIENCED EXPERTS - THE SENIOR POSITIONS ARE HARD TO FILL

Companies continue to prefer candidates with knowledge of the market in their given segment; good awareness of the customers, suppliers and the competition in their FMCG area. Companies have problems finding suitable candidates with at least two-years of experience or knowledge of the market, because of the low number of active candidates. People with a good chance of employment are students, or graduates who passed a trainee programme within their studies / an internship within FMCG. Companies therefore have enough talented students who can partly cover the demand for starting positions in a company. Unlike the other segments in the labour market, sales as an area has a problem finding candidates for more senior roles.

Last year, companies mostly staffed the positions of Key Account Managers and Sales Representatives. In the recruitment process, they are not only concerned with the candidates’ communication skills, but the languages and networks of contacts built during their employment as well.

As expected, demand in marketing roles is dominated by online, trade marketing and e-commerce. Highly sought-after positions include the Trade Marketing Manager, E-commerce Manager, or experts in the given areas of marketing.

COMPANIES FOCUS ON JUNIOR CANDIDATES; THEY OFFER MORE ATTRACTIVE WAGES AND BENEFITS HERE

Companies do not just compete with each other for market share, they also compete for quality employees who don’t just decide about job prospects based on the wages offered, but who also consider the prestige and the name of the company, and the benefits offered by the prospective new employer, too.. Innovation is key here – where it’s necessary to come up with something new; something that will be attractive to the potential candidates - something that they are missing. Mobile phones and laptops are now considered working tools, not necessarily benefits. Flexi hours, home office opportunities, an increase in the number of sick days permitted and opportunities for further education in the segment are now large considerations.

Last year, wages in the sector grew only slightly, between 5-7%. Companies had to review base wages and bonus structures to increase their chances of successfully hiring junior candidates, given the current highly competitive environment. The offer of training programmes and the range of benefits provided for participation in these programmes again improved.

2019: WAGES WILL CONTINUE TO GROW

Wages and the range of benefits on offer will continue to play pivotal roles in the candidates’ decisions going into 2019. We do not foresee any plans for dramatic changes in companies’ current recruitment strategies – the most attractive potential employees will be competitors’ staff. This headhunting will result in pressure to increase wages and the appeal of potential employee benefits. The employers will look for the latest trends in employee motivation and even reconsider their respective remuneration packages so to obtain a competitive advantage over other companies in the FMCG area.

SALES AND MARKETING – FMCG LACK OF TALENTS LEADS TO FURTHER WAGE GROWTH

SALARY GUIDESALES AND MARKETING – FMCG

Basic monthly salaries in CZK for full time roles within SALES & MARKETING in FMCG sector:

SALES FMCG MIN MAX TYPICAL

Sales Representative 28 000 45 000 35 000

Junior Key Account Manager 40 000 60 000 50 000

Area Sales Manager 45 000 80 000 60 000

Key Account Manager 50 000 80 000 60 000

Field Sales Manager 60 000 100 000 80 000

Export Manager 60 000 80 000 120 000

Senior Key Account Manager 60 000 95 000 80 000

National Sales Manager / National KAM / Group KAM 80 000 150 000 120 000

Sales Director / Manager 90 000 200 000 160 000

MARKETING FMCG MIN MAX TYPICAL

Marketing Assistant / Junior Marketing Specialist 30 000 45 000 35 000

Junior Brand Manager 30 000 50 000 40 000

Market Research Analyst 30 000 60 000 45 000

Junior Trade Marketing Manager / Specialist 30 000 60 000 40 000

Junior Category Manager 30 000 50 000 40 000

E-commerce Manager / Specialist 35 000 60 000 100 000

Category Manager 35 000 75 000 55 000

Market Research Manager 40 000 70 000 60 000

Online Marketing Specialist 40 000 90 000 70 000

Brand Manager 50 000 80 000 60 000

Senior Category Manager 50 000 120 000 80 000

PR Manager 50 000 120 000 70 000

Trade Marketing Manager 55 000 100 000 75 000

Senior Brand Manager 60 000 100 000 80 000

Digital Marketing Manager 60 000 140 000 90 000

Group Brand / Senior Product Manager 70 000 140 000 100 000

Channel Marketing Manager 70 000 130 000 100 000

Marketing Manager 80 000 180 000 130 000

Benefits in demand



Education – language courses

Sick days

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The trend of strong economic growth and low unemployment continued in 2018, which had an overall effect on the development of the labour market within sales and marketing. We are seeing a growing demand for candidates and at the same time, a simultaneous reduction in the requirements of the companies. Further wage growth is also apparent in the segment.

The demand is driven by start-up companies involved in the development of applications, and by corporate clientele. It is caused by dynamic innovations in IT solutions, digitisation and automation. For this reason, the most sought-after job seekers are candidates with knowledge of SW solutions, loT and Cloud solutions.

EXPERIENCED SALESPEOPLE AND ONLINE EXPERTS ARE THE CENTRE OF ATTENTION

The traditionally highly demanded profile in business is the Business Development Manager and an acquisition-focused salesperson with experience in the field, knowledge of English, experience with the given or similar product and with contacts across the relevant portfolio of customers. However, junior candidates with technical education and even a short B2B experience are also sought after.

In the field of marketing, companies still focus on online marketing and social media; the demand for experts in this sector grew dramatically last year.

We have also noticed the emergence of new positions, created as result of new innovations and digitisation in the sector. The sales and marketing departments undergo restructuring, which is perceived by the candidates as an ideal opportunity for a change when they can directly participate in strategic decisions and the implementation of new processes, acquiring a higher level of independence.

CANDIDATES EXPECT AN OFFER WITHIN THREE WEEKS OR THEY LOSE INTEREST

The strong pressure to accelerate recruitment procedures has continued. Recruiters making a final decision within three weeks is becoming a necessity. In multi-round procedures – such as assessment centres or other lengthy

processes – candidates often lose interest, withdraw from the recruitment procedure and prioritise competitive companies with faster procedures. Senior roles are a small exception to the rule, in which case the final decision should be made within four weeks of making the initial contact with the candidate.

Candidates are usually willing to hear the offer, but they do not actively enter the recruitment procedures very often.

ATTRACTIVE PRODUCTS AND FLEXIBILITY ARE DECISIVE FACTORS, ALONG WITH WAGES

A typical feature of the sales sector is that benefits such as a company car, mobile phone, laptop and 25 days of holiday are standard. Candidates are also recently beginning to consider flexible working and opportunities to organise their own working hours as standard. When considering an offer, candidates prioritise the appeal of the product or service they will be selling or working with and its competitiveness on the market. Following this, they consider flexibility, along with the base salary and the potential for unlimited bonuses. Candidates tend to favour stable companies that provide a chance for professional growth and career advancement. Popular benefits include a home office, language courses, development training courses, relocation to a foreign country, Multisport cards and a modern working environment with features such as relaxation zones, a less formal approach and sports activities.

Last year, fixed wages in this sector grew by 7-10%. This growth was also seen in salaries for senior positions, which has not been typical in past years. Many companies also focused the attractiveness of bonuses alongside the fixed salary.

THE FIGHT FOR CANDIDATES CONTINUES

The development of new applications and digitalisation will of course continue this year. We can therefore expect an emergence of new positions and continuing wage growth – however, the situation will likely stabilise gradually. The lack of available candidates in the labour market will persist, but we can assume that they will be more willing to change jobs if companies acknowledge the aforementioned factors. This means a continuous fight for the candidates, where the winner will be a company with a well-known name and visibility in the market, able to communicate quickly and transparently. An interesting product, wages and a balance between working and private life will be the decisive factor.

SALES AND MARKETING – IT / TELCO THE STRONG ECONOMY SUPPORTS THE WAGE GROWTH

SALARY GUIDESALES AND MARKETING – IT / TELCO

Basic monthly salaries in CZK for full time roles within SALES & MARKETING sector, targeting roles within IT and logistic companies:

SALES IT / TELCO MIN MAX TYPICAL

Inside Account Manager 40 000 60 000 45 000


KAM – Corporates 60 000 90 000 80 000

Portfolio Development Executive 70 000 110 000 100 000

Business Development Manager 70 000 120 000 100 000

Sales Manager - Hunter 55 000 100 000 70 000

Partner Manager / Channel Manager 50 000 100 000 80 000

Channel Specialist / Channel Account 50 000 80 000 65 000

Area Account Manager 50 000 70 000 60 000

Sales Director 150 000 250 000 180 000

Chief Commercial Officer 240 000 325 000 280 000

Regional Sales Manager 130 000 250 000 180 000

Business Unit Manager 100 000 180 000 130 000

KAM – public 60 000 90 000 70 000

Senior Presales Consultant 70 000 120 000 90 000

Presales Consultant 50 000 80 000 70 000

Nákupčí / Purchaser IT / Telco 60 000 90 000 75 000

MARKETING IT / TELCO MIN MAX TYPICAL

Junior Product Manager 40 000 50 000 45 000

Senior Product Manager 50 000 90 000 70 000

Group Product Manager 70 000 150 000 100 000


Market Research Manager 50 000 80 000 70 000

PR Manager 55 000 120 000 90 000

Market Research Analyst 40 000 65 000 50 000

Internal / External Communication 40 000 80 000 50 000

Trade Marketing Manager 50 000 90 000 70 000

Marketing Specialist 40 000 60 000 45 000

Online Marketing Specialist 45 000 80 000 60 000

E-Care Specialist 50 000 90 000 70 000

E-Sales Specialist 50 000 90 000 70 000

Web Content Specialist 45 000 70 000 55 000

Online Campaign Manager 80 000 160 000 130 000

Online Marketing Director / Manger / VP 150 000 280 000 225 000

Creative Director 90 000 180 000 150 000

Copywriter 40 000 60 000 50 000

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SALARY GUIDESALES AND MARKETING – IT / TELCO

SALES - LOGISTICS MIN MAX TYPICAL


Sales Executive / Hunter 45 000 70 000 55 000



Sales Director / Manager 90 000 180 000 120 000


MARKETING - LOGISTICS MIN MAX TYPICAL

PR Manager 45 000 80 000 60 000


Benefits in demand


Company car for private use

Extra week of holidays

Home office

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The continuing growth of demand for employees for technical sales positions was evident in 2018. Companies rely on talented candidates that show sufficient motivation and the necessary basic skills.

THE LACK OF EXPERTS HAS MADE COMPANIES REDUCE THEIR REQUIREMENTS

Companies increasingly accept the fact that if they want to find a candidate with the necessary knowledge and skills, they must act quickly and often reduce their requirements. At present, it can be more appropriate to invest time into less experienced candidates and teach them all the necessary matters, rather than prolonging the recruitment process by waiting for an ideal applicant. There has been a gradual withdrawal from recruitment procedures in the form of assessment centres, which are difficult from the organisation’s perspective as the selection of a candidate becomes unduly prolonged and consequently the candidates often lose their interest and withdraw from the process.

Younger candidates, such as juniors with more motivation and lower financial demands, are particularly interesting for companies. Knowledge of English is a prerequisite for most positions and has become a standard requirement. The size of the base wage tends to be a decisive factor for junior candidates, which is often justified by the living costs in certain locations. Candidates continue to show an interest in career growth or even international cooperation with certain projects.

ONLINE MARKETING IS A TREND FOR COMPANIES AS WELL AS CANDIDATES

Online marketing is at the centre of attention in technically oriented companies. They look for experts to help with various tasks such as the implementation of new eshops and the development and improvement of existing ones, internet advertising, online statistics, PR and the dynamic growth of

the company’s B2B accounts on social networks. Companies value the technical skills of candidates whose value in the market is then affected by their ability to independently set up a PPC campaign and their knowledge of analytics. Furthermore, university graduates generally focus on online marketing as their target positions as they consider the roles in this segment very promising and interesting.

After a long time, we have noticed a rise in the number of opportunities for graphic designers. Positions in marketing are often combined and the content of the work often encompasses multiple marketing areas, for example the position of Online Marketing Manager/Graphic Designer or PR Specialist/Copywriter.

COMPANY CARS AND FLEXIBILITY: COMPANIES ARE ACCOMMODATING THE REQUIREMENTS OF CANDIDATES

Within the area of benefits, a company car, an extra week of holidays and sick days are considered as an absolute standard. In this sector, companies are usually inclined to offer work flexibility. They often leave the organisation of working hours to the employee, and often approve home offices. With a high demand for candidates’ linguistic skills, paid language courses have also become standard.

RELEVANT EDUCATION INCREASES THE VALUE OF THE CANDIDATE IN THE MARKET

In the area of wages, we noticed a rise of approximately 5-10% this year, growing more significantly in sales positions. Wages differ a lot if the candidate has completed a technical degree, with starting wages increasing by up to 30%.

The demand for candidates will be similar this year as in 2018 and we do not expect any great fluctuations. We expect that companies will continue to evaluate certain skills in the same way as they have up until now, especially because candidates with such skills can save money that companies would otherwise have to spend externally – for example, the mentioned online campaigns in marketing.

SALES AND MARKETING – TECHNICAL MORE JOBS FOR JUNIORS WITH THE RIGHT MOTIVATION

SALARY GUIDESALES AND MARKETING – TECHNICAL

Basic monthly salaries in CZK for full time roles within SALES & MARKETING / Technical sector:

SALES TECHNICAL MIN MAX TYPICAL

Sales Support / Inside Sales 35 000 70 000 50 000


Sales Engineer 40 000 70 000 60 000



Sales Director 90 000 170 000 140 000

Product Specialist 40 000 65 000 55 000

Product Manager 50 000 80 000 70 000

Product Director 80 000 150 000 120 000

MARKETING TECHNICAL MIN MAX TYPICAL

Digital Coordinator 40 000 50 000 45 000

Digital Specialist 40 000 70 000 60 000

Digital Manager 70 000 120 000 90 000

Director of Digital Marketing 140 000 200 000 180 000

Marketing Coordinator 35 000 45 000 40 000



Marketing Director 120 000 180 000 160 000

PR Coordinator 35 000 45 000 40 000

PR Specialist 40 000 70 000 55 000

PR Manager 70 000 100 000 85 000

PR Director 100 000 160 000 130 000

Graphic Designer 40 000 90 000 60 000

Benefits in demand

Flexible hours Company car Education language courses

Home office

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The labour market in the area of sales and marketing is stable in financial companies; the number of positions has not increased much compared to the previous year. A higher staff turnover was apparent mainly in junior sales positions.

The demand for acquisition-focused salespersons with knowledge of the market is still huge within financial institutions. Also, in terms of marketing and product positions, there was an interest in hiring experienced professionals – however, there are also opportunities for candidates with less experience.

OPPORTUNITIES FOR JUNIOR CANDIDATES ARE GROWING

Candidates with experience in the marketing did not have any problem finding a job throughout the year; there were a relatively large number of open positions offered. Companies are interested in these candidates not only to fill the job well, but also for the purpose of mentoring and training younger or less experienced colleagues.

Junior candidates were sought-after especially for online positions, but even in this case at least a bit of experience working with online platforms was expected. Over the course of the year, demand for these juniors slightly increased and working with them is becoming a trend – companies try to reduce staff turnover within junior roles by creating talent programmes, which makes them more attractive on the labour market.

WAGE GROWTH WAS SMALL, BUT JUNIORS ARE EARNING MORE

There are not many candidates to choose from within the labour market. Candidates usually receive many offers of

a similar quality, so companies end up competing for the ideal candidates. The candidate’s decision is affected by many factors such as the bonus system, the speed of the recruitment process, the reputation of the company and its products on the market, and the chance of career growth in the company.

In this sector wages growth was minor in the last year, most frequently between 3-6%. However, we noticed that growth exceeded 7% for junior positions. Companies continue to try and motivate candidates through the bonus element of wages, which fluctuates between 15%-30% for marketing positions and 30%-100% for sales roles.

NEW PRODUCTS AND SERVICES WILL BRING MORE JOBS

Strengthening of sales via digital channels, changes in product compositions, offers of new products and services and development of products and services could bring a need for new positions and a greater demand for candidates in the following year. For companies, it will be important to communicate these changes quickly, correctly and transparently, thus minimising the outflow of potential candidates and existing talents to competitors. Individual organisations will have to concentrate on the recruiting process – primarily its speed and efficiency.

Wages will grow only a little in the next year – up to 5%. Candidates will therefore consider many other aspects of their job offers alongside salary, including the adjustment of the bonus system, a package of benefits, potential flexible working hours and opportunities for career or personal development. The trend in creating talent management programmes is desirable, as it can help companies not only retain their key personnel, but also promote the company as a strong and promising employer.

SALES AND MARKETING – FINANCIAL INSTITUTIONSSTABLE MARKET AND STABLE SALARIES

SALARY GUIDESALES AND MARKETING – FINANCIAL INSTITUTIONS

Basic monthly salaries in CZK for full time roles within SALES & MARKETING sector, targeting roles within banking, insurance, leasing and B2B services:

LEASING MIN MAX TYPICAL



Middle Office - B2B 35 000 55 000 45 000

B2B SERVICES MIN MAX TYPICAL

Sales Manager 50 000 80 000 60 000

Sales Director 80 000 220 000 160 000

MARKETING / PRODUCT MIN MAX TYPICAL

Senior Product Manager 60 000 90 000 80 000

Senior Marketing Specialist 45 000 80 000 60 000

Digital Project Manager 50 000 90 000 80 000

CRM Manager 60 000 90 000 80 000

Junior Marketing Online Specialist 35 000 50 000 45 000

PPC Specialist 35 000 60 000 45 000

Marketing Communication Specialist 45 000 80 000 60 000


Project Manager 60 000 120 000 85 000

Digital Director 150 000 240 000 200 000

Benefits in demand

Flexi hours and home office

Company car Bonuses Education

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The retail market went through a significant transformation already in 2017, but it also experienced dynamic transformations last year. In some segments especially, salary growth was high beyond expectations.

Expansion of existing companies continued last year, but we also noted the arrival of many new companies in the Czech market. We noticed the arrival of premium and luxury brands as well as fast retail businesses too.

THIS SECTOR, CHARACTERISED BY DYNAMISM, HAS NOT SUBSIDED

The strong economy is of course favourable for retail business across the sector, and revenues from sales are growing. Customers are more willing to spend, so retailers will earn 5% more compared with the previous year, according to our estimates. This increased business activity is therefore reflected in the greater needs of new employees.

The arrival of competitors was also registered in the food segment, in connection with an increased demand for these products mainly in the area of Bio-fresh food. We anticipate that this trend will continue over the next few years, also due to the planned opening of other shopping centres in the country.

COMPANIES WERE SEARCHING FOR JUNIOR CANDIDATES AS WELL AS EXPERIENCED MANAGERS

The demand for new employees strongly increased last year again.

Employers mostly hired candidates for shop assistant positions but there were also many opportunities for managers, including roles with regional overlap – both locally and in Slovakia. The numbers of regional managers especially grew within food retailers.

An interesting feature of the past year was a tendency to employ promising candidates even beyond the required number of employees. This trend was evident in store manager and shop assistant positions, where these roles were opened under trainee programmes.

WAGE GROWTH EXCEEDED EXPECTATIONS

In 2018, retail jobs experienced a relatively sharp wage growth, especially in the premium sector and some fast retail companies – mainly in fashion. This wage growth mainly affected shop assistant positions with 7-10% growth, then store managers with 5-10% growth, possibly also in regional roles. This has resulted in a higher staff turnover, as employees are more willing to change jobs due to the prospect of better earnings. Larger chains can therefore be at a disadvantage due to lower flexibility in determining the wages of key employees, and slow recruitment procedures are another obstacle they face.

The retail market was strongly affected by the area of wages due to the activities of several companies in the food sector at the beginning of 2018, when they dramatically increased the wages of their employees for shop assistant and cashier positions or in roles concerning logistics. These companies therefore started a fight for candidates through their wages, which is the determining motivational factor for the given positions. Both candidates and other competitors in the segment are now using these companies to compare wages.

BENEFITS ARE A GREAT MOTIVATION FOR CANDIDATES

Besides increased basic wages, mainly in junior positions, we have noticed that benefits are continuing to improve. However, in some companies, they still only provide minimum benefits, whether financial or non-financial, so any changes or improvements are very positively received by employees.

Career growth and education, i.e. external training courses, training abroad or language courses, remain a strong motivation for candidates. Extra days of holidays beyond the period determined by the legal minimum or paid overtime are also welcomed. Working hours have been modified, consistent with our predictions from the past years – candidates tended to prefer flexi time if this could be agreed with the store manager. We are more aware of frequent standard eight-hour shifts even in the stores, which has a positive effect on employee productivity.

Also this year, we expect further developments in the area of wages, bonuses and benefit schemes. It can be assumed that in the future, benefits will become the primary factor that employers will apply more frequently.

Benefits in demand

Immediately available bonuses

Trainings Extra days of holiday

Fully paid meal vouchers

RETAILDEMAND FOR EMPLOYEES IS GROWING

RETAILDEMAND FOR EMPLOYEES IS GROWING

Flexible working hours in stores have a positive impact on employee productivity.

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SALARY GUIDERETAIL

SALES: PRAHA / PRAGUE MIN MAX TYPICAL

Shop Assistant 21 000 40 000 25 000

Supervisor / Key Holder 23 000 45 000 28 000

Cashier / Head of Cashier 21 000 55 000 30 000

Department Manager 26 000 70 000 28 000

Store Manager 28 000 60 000 35 000

Area Manager 40 000 200 000 75 000

Visual Merchandiser 21 000 50 000 25 000

Area Visual Manager 40 000 60 000 55 000

Sales Director 90 000 250 000 120 000

Country Manager 70 000 300 000 150 000

Store Manager (English speaking) 35 000 120 000 45 000

SALES: MORAVA / MORAVIA MIN MAX TYPICAL

Shop Assistant 19 000 25 000 21 000

Department Manager 23 000 38 000 26 000

Store Manager 25 000 60 000 32 000

Area Manager 35 000 80 000 65 000

Visual Merchandiser 18 000 30 000 23 000

District Manager 36 000 70 000 60 000

Area Visual Manager 36 000 55 000 50 000

Store Manager (English speaking) 30 000 60 000 35 000

MARKETING MIN MAX TYPICAL



PR Manager 45 000 200 000 90 000

PR Specialist 36 000 60 000 47 000

Internal / External Communication 30 000 60 000 45 000


E-commerce Manager 40 000 150 000 90 000

Online Specialist 35 000 60 000 45 000

E-merchandising Manager 35 000 90 000 65 000

Online Analyst 35 000 70 000 60 000

E-marketing Specialist 28 000 50 000 35 000

Brand Manager Retail 35 000 75 000 60 000

Category Manager Retail 35 000 80 000 60 000

Event Manager 35 000 75 000 60 000

Basic monthly salaries in CZK for full time roles within RETAIL sector:

SALARY GUIDERETAIL

SLOVENSKO* / SLOVAKIA* MIN MAX TYPICAL

Shop Assistant 700 980 850

Department Manager 850 1 800 1 200

Store Manager 900 2 200 1 200

Area Manager 1 500 2 700 2 000

Visual Merchandiser 750 1 100 925

Sales Director 2 600 6 000 3 900

Country Manager 3 000 7 000 4 300

AREA DESIGN MIN MAX TYPICAL

Creative Director 50 000 240 000 100 000

Graphic Designer 40 000 85 000 60 000

AREA WHOLESALE MIN MAX TYPICAL

Wholesale Manager / Director 50 000 160 000 90 000


* Salaries in Slovakia region in EUR

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SALARY GUIDE HOSPITALITY, TOURISM AND LEISURE

F&B + KITCHEN MIN MAX TYPICAL

Kitchen Manager 50 000 150 000 70 000

F&B Manager 40 000 150 000 65 000

Restaurant Manager 30 000 150 000 60 000

SALES & MARKETING MIN MAX TYPICAL


Marketing Coordinator 28 000 40 000 33 000

Sales Manager 35 000 80 000 60 000

Director of Sales 60 000 200 000 85 000

Director of Sales & Marketing 80 000 250 000 160 000

E-commerce Sales Manager 50 000 130 000 85 000

E-commerce Sales Executive 25 000 50 000 40 000

HOUSEKEEPING MIN MAX TYPICAL

Supervisor 24 000 35 000 30 000

Director 35 000 110 000 55 000

RESERVATIONS MIN MAX TYPICAL

Reservation Agent 28 000 50 000 33 000

Reservations Manager 30 000 70 000 45 000

OPERATIONS MIN MAX TYPICAL

General Manager 70 000 300 000 200 000

Deputy of General Manager 50 000 200 000 150 000

Groups & Events Manager 40 000 70 000 55 000

Spa Manager 30 000 100 000 50 000

Basic monthly salaries in CZK for full time roles within Hospitality / Leisure sector:

Tourism and associated sectors have experienced continuous growth for the fifth consecutive year. It is not surprising that the main point of interest is Prague, yet other locations such as spa towns have also announced full accommodation capacities.

THIS SECTOR IS EXTREMELY BUSY, BUT THEY LACK THE WORKFORCE THEY NEED

In the Czech Republic, tourists spent 10% more nights in accommodation facilities in 2018, compared to the previous year. Hotel prices have reached historical highs, yet the occupancy rate is unprecedentedly high too. Guests often have to book their stays many months in advance due to capacities, something that concerns spa towns as well as hotels in particularly attractive parts of the country. Companies across the segment – accommodation providers and Czech restaurants – have long been facing a lack of personnel and this issue developed further in the last year. The demands of companies have grown sharply. Restaurants lack waiters, there is an extreme demand for quality chefs and there is a shortage of personnel in accommodation facilities. The same situation is reported by freight forwarders, where further growth and extension of activities is hampered by the lack of candidates.

WAGES HAVE SLIGHTLY INCREASED, BUT THIS HAS NOT ATTRACTED MANY NEW CANDIDATES

Wages in the sector slightly grew last year, approximately by 5%. However, this growth was not seen everywhere. Wages were modified only in certain positions, most frequently in the hotel or restaurant chains, which had the greatest problem with recruitment due to low wages. Although companies are showing a willingness to change, especially in terms of wages for junior positions, salaries for preparation and service jobs are still very low. An increasing number of employers are also offering jobs to foreigners, especially in Prague.

We registered a reversal in candidates’ interest in tourism, as a result of changes carried out by the Czech National Bank in the area of mortgage loans. Although this sector is intriguing for many young job seekers, they are afraid that with the current low wages in the segment they will not be able to afford their own housing. Many have started to prefer work in other sectors which offer better conditions and future prospects, particularly those who have already acquired some previous experience and have the opportunity to do so.

There is likely to be slight wage growth in 2019, but we do not expect to see any dramatic changes as many companies – especially corporations – regard wage growth with caution. Small local companies tend to be more flexible in their wage policies and are therefore more able to attract new employees. Candidates who take on these roles, however, are affected by a lack of opportunity for career advancement after several years and often try to find new opportunities elsewhere.

NEW TECHNOLOGIES CAN BRING HIGHER REVENUES AND COULD BE THE ANSWER TO THE LACK OF PERSONNEL

New modern technologies give companies a chance to make up for the lack of workforce, at least to some extent. Some companies in the hospitality sector have successfully introduced online orders by means of mobile applications or tablets directly on the premises, and in some restaurant chains we can see order panels, which are also attractive for guests. The introduction of these novelties allows restaurateurs to reach higher revenues, and orders carried out in electronic form often have a higher value compared to the standard way of ordering. It can therefore be assumed that companies’ interest in these technological novelties – and their popularity among customers – will continue to grow in the following years.

HOSPITALITY, TOURISM AND LEISURETECHNOLOGY AS AN ANSWER TO THE LACK OF STAFF

HOTELS 3*- 5*

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ROLE MIN MAX TYPICAL

Steward 22 000 40 000 25 000

Cabin Crew 25 000 110 000 45 000

Pilot 130 000 300 000 150 000

Spa Manager 30 000 100 000 50 000

Travel Agent 25 000 55 000 35 000

Branch Manager 25 000 40 000 35 000

Golf Resort Manager 50 000 90 000 70 000


Casino Manager 60 000 250 000 100 000

Fitness Manager 30 000 80 000 55 000

Cinema Manager 25 000 50 000 35 000

Benefits in demand


Discounts on company products

Immediately available bonuses

Cafeteria

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The labour market in the Life Sciences sector was controlled by candidates in 2018. The requirements for new employees are not only given by companies, but candidates also carefully choose and compare their potential employers.

Companies have tried to solve their relative shortage of candidates through the recruitment and education of their own talents and the opening of junior roles, something which was not very common in past years when demand for workers was primarily focused on experienced candidates. Currently there is not much emphasis placed on experience and many opportunities are given to junior candidates with potential for development. Companies consider this to be a better investment and also a chance to acquire motivated employees. WAGES GREW ACROSS THE SECTOR DUE TO CONTINUOUS GROWTH IN DEMAND

The growth of demand for specialists in the area of Regulatory Affairs, and also for candidates in sales and marketing roles and especially for positions such as Product

and Brand Managers – was reflected in their wages. The wages of salespeople grew far more substantially in generic companies rather than more original companies. Wages within those companies are currently on a very comparable level. Concerning the area of Medical Devices, wages grew faster in technical roles, such as Service Technician or Application Specialist positions.

Given the lack of willingness to change jobs and the lower number of active candidates in the area of marketing, the upper limits of starting wages grew strongly, thus increasing the overall average salary for these roles. It is therefore quite usual that their wages are more typical for managerial roles with responsibility for team management.

WIDER JOB OPPORTUNITIES INCREASE CANDIDATES’ WILLINGNESS TO CHANGE

Candidates are not afraid to change jobs and are confident in negotiating terms. They have opportunities to compare several similar offers and their final decision can often be affected by the speed of the recruitment process. Feedback, also continuous, is also important for candidates.

Wages in the sector grew by an average of 10% last year, though the growth was generally slower compared to 2017. We noticed the most significant shift in the minimum starting wage for sales roles in pharmaceutical companies.

Candidates’ decisions are affected not only by financial remuneration, but also by other factors such as corporate culture, the chance for career development and the name and reputation of the employer. The workplace area and the type of portfolio and appeal of projects are also strong motivators. Candidates are particularly attracted by areas of specific treatment or newly introduced products. Popular benefits again included flexibility – extra holidays, flexi time or a home office. Companies enrich their benefits with contributions to sports or holidays, which is welcomed by employees.

WAGES WILL CONTINUE TO GROW SLIGHTLY, BUT NOT IN ALL ROLES

This year we can expect slight wage growth, mainly concerning individual roles that suffer from a shortage of qualified candidates, as well as support roles (i.e. clinical or marketing) where the candidates have more potential job opportunities outside the Life Sciences sector. However, in general we expect a gradual stabilisation of wages, as the market has reached its limit for some positions.

The sector will still be affected by heavy competition between employers. The key factors for successful recruitment are the speed of the recruitment process and concrete feedback for the candidate. The way that employers communicate with candidates during the recruitment process can heavily affect the perception of the company as a whole.

Benefits in demand

Home office and flexi hours

Cafeteria Contributions to sports activities


LIFE SCIENCESCANDIDATES ARE OPEN TO NEW OPPORTUNITIES

LIFE SCIENCESCANDIDATES ARE OPEN TO NEW OPPORTUNITIES

In 2018, we saw the most significant shift in the minimum starting wage for sales roles in pharmaceutical companies.


LIFE

SCI

ENCE

S

SALARY GUIDELIFE SCIENCES

PHARMA - SALES & MARKETING MIN MAX TYPICAL

MSR Rx original 38 000 48 000 43 000

MSR Rx generics 37 000 46 000 41 000

MSR OTC 34 000 42 000 37 000

Sales / Product Specialist 48 000 70 000 60 000

KAM (centric business) 68 000 90 000 75 000

KAM (whole hospital portfolio) 69 000 90 000 78 000

Tender Specialist 45 000 53 000 50 000

ASM (District, Team Leader) 62 000 80 000 68 000

Sales Manager 72 000 100 000 88 000

Junior Brand Manager OTC (1-2roky praxe) 45 000 55 000 50 000

Brand Manager OTC 66 000 85 000 72 000

Product Manager Rx 80 000 105 000 86 000

Digital Marketing Manager 70 000 100 000 85 000

Portfolio Manager 90 000 120 000 100 000

Sales Effectiveness Manager 82 000 110 000 86 000




Commercial / Sales Director 115 000 160 000 125 000

DIAGNOSTICS MIN MAX TYPICAL

Medical Sales Representative 36 000 45 000 39 000

Sales Specialist 42 000 50 000 46 000




Sales Manager 80 000 100 000 85 000

Application Specialist 43 000 55 000 48 000

Field Service Engineer 38 000 60 000 45 000

Field Service Manager 60 000 80 000 70 000

Product Manager CEE / Global role 100 000 120 000 110 000


Commercial Manager 110 000 140 000 120 000

Basic monthly salaries in CZK for full time roles within LIFE SCIENCES sector:


MEDICAL DEVICE MIN MAX TYPICAL

Sales Specialist 37 000 45 000 39 000


Application Specialist 43 000 55 000 47 000

Field Service Engineer 38 000 60 000 45 000

Field Service Manager 70 000 80 000 72 000

Sales / Marketing Manager 82 000 120 000 110 000

Product Manager 68 000 90 000 72 000

Education Manager / local role 60 000 100 000 70 000

Business / Market Development Manager 80 000 150 000 100 000


MEDICAL MIN MAX TYPICAL

Medical Scientific Liaison 60 000 90 000 70 000

Medical Advisor 72 000 100 000 84 000

Medical Manager 85 000 135 000 115 000

Medical Director 120 000 220 000 180 000

Medical Director CEE 150 000 220 000 200 000

Regulatory Specialist 38 000 60 000 46 000

Regulatory Manager 70 000 110 000 80 000

PVG Junior 35 000 45 000 38 000

PVG Manager 62 000 100 000 70 000

Qualified Person 75 000 120 000 90 000

PVG & Reg. Manager / local role 80 000 150 000 110 000

PVG Manager / regional role 120 000 180 000 150 000

Market Access Specialist 50 000 70 000 55 000

Market Access Manager 70 000 120 000 90 000

Governmental Affairs Manager 75 000 120 000 100 000

External & Public Affairs Manager 80 000 130 000 100 000

Compliance Manager 68 000 110 000 80 000

QA Specialist 40 000 55 000 50 000

QA Manager / Auditor GMP / GDP 80 000 130 000 120 000

QA Manager / Auditor GCP 100 000 150 000 120 000


LIFE

SCI

ENCE

S


CLINICAL RESEARCH / PHARMA MIN MAX TYPICAL

CTA (no experience) 28 000 35 000 32 000

CRA (1 year experience) 43 000 50 000 46 000

CRA (2-3 years experience) 57 000 76 000 66 000

SCRA / Lead CRA (3-10 years experience) 78 000 100 000 85 000

Clinical Research Specialist 60 000 80 000 70 000

Clinical Study Manager 75 000 100 000 95 000

Clinical Research Country Lead 100 000 150 000 140 000

CLINICAL ROLES / CROs MIN MAX TYPICAL

CTA (no experience) 28 000 35 000 32 000

CRA (1 year experience) 45 000 55 000 48 000

CRA (2-3 years experience) 62 000 75 000 68 000

SCRA / Lead CRA (3-10 years experience) 78 000 100 000 87 000

Project Manager 90 000 130 000 110 000

Clinical Research Manager 80 000 130 000 100 000

Clinical Operations Manager 90 000 170 000 120 000

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IT A

ND

TEL

CO

In the Czech Republic, the technology sector is one of the most attractive and developed areas in the whole of central and eastern Europe. New trends bring new opportunities and demand for qualified experts remains high.

It is remarkable that although Prague is exceptionally attractive for various aspects of work, Brno – the second largest city in the country – is not far behind in terms of the number of opportunities, level of wages, attractiveness of the employers and the actual positions offered. Brno has a large number of research and technology centres, institutions and specialists, and Ostrava is becoming a popular destination too with strong future potential for employers.

THE LABOUR MARKET IS STILL CONTROLLED BY JOB SEEKERS

According to official estimates, between ten and fifteen thousand vacant positions are available in the Information Technologies sector. The standard model of human resources management is turning: the employer no longer

choose its employees, but rather it is the other way around – the employees are the ones that decide which company they choose. IT has one of the least saturated labour market, mainly due to the continuous rapid development of the technologies in general. Therefore there is a continuing interest in development specialists, whether they are experts in Java, .NET, or for the position of QA Engineer. The current trend in the segment is the Internet of Things, which is attractive to both employers and candidates. Another area that currently has a real need for IT specialists is cybersecurity, particularly due to new legislation (GDPR).

WAGE GROWTH IS SLOWING DOWN, BENEFITS ARE COMING TO THE FOREFRONT

The low rate of unemployment still compels companies to offer better financial conditions. Six-digit monthly wages are not uncommon among high-quality IT specialists. When candidates assess their job offers, they are largely concerned with the benefits that companies offer. They are interested in offers such as catering directly in the workplace, the water intake available, contributions to sports activities and corporate childcare. An important motivator in the recruitment procedure is also the IT company branding. It is expected that companies clearly communicate their visions and goals in the IT area, both internally and externally.

Candidates in this segment are among the most meticulous regarding the choice of a new employer. Besides professional aspects, they are interested in the relations and mood in the workplace and within the team, the corporate communications, the overall corporate environment and the way in which the company treats new ideas.

WAGES HAVE GROWN ACROSS THE SECTOR, BUT NO SIGNIFICANT CHANGES ARE EXPECTED THIS YEAR

Salaries grew quite sharply in 2018, especially during the first six months of the year. Later, the growth significantly slowed down to approximately 4%. The increase was most frequently linked to specific positions due to an increase in demand. Again, we have noticed the most substantial changes in the area of software development (Java, .NET), then in the positions of QA Engineer and Product Manager across all seniority levels. In regard to wages in the regions, Prague is still in the lead but wages in Brno follow close behind and the difference is no higher than 5-10%. In other regions, wages can be up to 50% lower depending on the cost of living in the given location. Concerning the outlook for 2019, we have noticed that wages are reaching their maximum levels also in the area of development. Despite the shortage of employees in the sector, salaries will not grow significantly in the near future.

IT AND TELCOHAVE WAGES IN IT REACHED THEIR PEAK YET?

IT AND TELCOHAVE WAGES IN IT REACHED THEIR PEAK YET?

Benefits in demand

Home office and flexi hours

Corporate Culture & Environment

Training and education

Interesting projects / New technologies

Java and .Net developers are still in high demand, due to rapid development of technologies in general. Therefore their salaries also grew significantly.

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IT A

ND

TEL

CO

SALARY GUIDEIT AND TELCO

SALARY GUIDEIT AND TELCO


ABAP Developer 63 000 110 000 90 000

Administrator / Support Engineer 40 000 65 000 60 000

Application Specialist – 2nd and 3rd line 60 000 80 000 75 000

BI Developer 45 000 90 000 65 000

Big Data Analyst 50 000 110 000 90 000

Big Data Architect 130 000 200 000 160 000

Big Data Developer 90 000 160 000 125 000

Business Analyst 60 000 90 000 80 000

Cloud Engineer 60 000 110 000 90 000

Data Analyst 60 000 90 000 75 000

Developer / Programmer - .NET 60 000 130 000 120 000

Developer / Programmer – Java 60 000 130 000 120 000

DevOps Engineer 60 000 130 000 120 000

DHW Specialist / BI 50 000 100 000 80 000

DTB Administrator / Developer 45 000 90 000 70 000

Hadoop Data Engineer 60 000 120 000 110 000

iOS Developer 55 000 90 000 75 000

IT Architect - IoT 90 000 130 000 120 000

IT Auditor 45 000 100 000 85 000

IT Manager 50 000 110 000 80 000

JavaScript Engineer 50 000 110 000 100 000

Machine Learning / Artificial Intelligence Engineer 70 000 120 000 90 000

Network Security Engineer 50 000 90 000 80 000

PHP Developer 50 000 100 000 95 000

Product Manager 90 000 220 000 140 000

Programmer / Analyst (Graduate) 35 000 65 000 60 000

Project Manager 55 000 120 000 100 000

Python Engineer 50 000 100 000 90 000


SAP Specialist / Consultant 50 000 150 000 100 000

Scrum Master 70 000 100 000 90 000

Security Analyst / Specialist 40 000 90 000 75 000

Security Officer 80 000 130 000 115 000

Service Manager (ITIL) 70 000 110 000 90 000

SW Architect 80 000 120 000 100 000

SW Engineer C / C++ / Embedded 40 000 100 000 90 000

System Administrator 50 000 80 000 75 000

Systems Analyst / QA 40 000 100 000 80 000

Technical Leader 70 000 130 000 115 000

Technical Writer 45 000 85 000 75 000

Technology / Business Consultant 45 000 85 000 70 000

Test Analyst 35 000 80 000 65 000

Test Manager 50 000 115 000 100 000

UX / UI Engineer 60 000 150 000 120 000

Web Developer 30 000 85 000 60 000

Basic monthly salaries in CZK for full time roles within IT / TELCO sector: Basic monthly salaries in CZK for full time roles within IT / TELCO sector:


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MA

NU

FAC

TUR

ING

AN

D E

NG

INEE

RIN

G

This industry is progressively growing: the volume of sales is rising and the share of the industry in the gross domestic product of the Czech Republic is increasing. Although the record low rate of unemployment has put pressure on wage growth, but the speed of the growth is slowing down.

The manufacturing and engineering industry is booming, and the need for workers is growing. The historically low rate of unemployment has made companies compete in terms of the wages and benefits being offered to potential candidates. However, we have noticed that the inclination of employers to keep on increasing wages is falling – salaries have approached maximum levels and the growth has thus slowed down.

NON-TRADITIONAL BENEFITS ARE BECOMING ATTRACTIVE TO CANDIDATES

Companies must work hard to attract candidates in such a competitive environment and they try to avoid a wage spiral by reviewing the benefits offered to employees. They try to design a system of non-financial remunerations to distinguish themselves from other companies – for example carsharing, an alternative to the company car, is becoming a trend. Although candidates carefully consider the benefits being presented to them, they still respond best to advantages of a financial nature such as bonuses. Interesting and new benefits in combination with competitive wages are the most important criteria when candidates are selecting a new employer.

THE NUMBER OF FOREIGN EMPLOYEES ARE RISING AND FOREIGN LANGUAGES HAVE BECOME A NECESSITY

Knowledge of a foreign language is becoming commonplace in specialised positions within the manufacturing and

– importantly – development environment. Companies are increasingly dealing with the lack of local candidates by employing foreign workers, also to more narrowly specialised positions. Another reason for the requirement of knowing foreign languages – English at the least – is the expansion of foreign companies to the Czech Republic and the ensuing necessity of communication between branches and suppliers. Foreign language knowledge thus becomes a great advantage in the job market and this is strongly reflected in wages offered. The most commonly required language among employers is English.

TIME IS BECOMING THE MOST IMPORTANT ASPECT OF THE RECRUITMENT PROCESS

The speed, transparency and attractiveness of recruitment procedures is a big point of concern for candidates. Also, in this sector, candidates often lose interest in multi-round recruitment procedures and accept offers from employers who communicate more effectively and quickly. For this reason, companies are abandoning demanding and lengthy recruitment procedures, which can often take several weeks. The trend is thus moving towards a single-round recruitment procedure that covers all aspects necessary for the decision as to whether the candidate receives an offer over the following days or not.

In this context, emphasis is put also on the overall progress of the procedure. Interviews, which in the past had been extremely stressful for candidates – comparable with a state examination – are therefore becoming more pleasant, less formal meetings that leave a better impression and often give much more information essential for the candidates’ decision-making.

Wage growth within qualified positions slowed down throughout the year to approximately 3-5% and was essentially dependent on the urgency and need of the employer – this is likely to continue in 2019.

MANUFACTURING AND ENGINEERING WAGE GROWTH FOR SPECIALIST JOBS SLOWING DOWN

SALARY GUIDEMANUFACTURING AND ENGINEERING

JUNIOR ENGINEER 0-3 YRS EXPERIENCE MIN MAX TYPICAL

Production / Manufacturing Engineer 34 000 55 000 40 000

Quality Engineer 33 000 60 000 45 000

PLC Programmer 30 000 50 000 42 000

R&D Designer / Developer (electro, mechanical) 35 000 55 000 40 000

Project Engineer 40 000 65 000 50 000

EXPERIENCED ENGINEERING 3-5 YRS EXPERIENCE MIN MAX TYPICAL

Production / Manufacturing Engineer 50 000 70 000 63 000

Quality Engineer 45 000 80 000 64 000

PLC Programmer 40 000 80 000 50 000


Project Engineer 40 000 75 000 58 000

SENIOR, TEAM LEADERS, MIDDLE MANAGEMENT MIN MAX TYPICAL

Production / Manufacturing Supervisor 50 000 84 000 65 000

Quality Supervisor 50 000 80 000 65 000

Team Leader of PLC Programmers 50 000 72 000 58 000


Project Manager 60 000 120 000 88 000

Basic monthly salaries in CZK for full time roles within MANUFACTURING & ENGINEERING sector:

ENGINEERING/ MANUFACTURING

Note: salary levels depend on the type of industry, company culture and location within the Czech Republic

Benefits in demand

Financial bonuses Extra days of holiday

Company car / Carsharing

Language courses

TOP MANAGEMENT MIN MAX TYPICAL

Production Manager / Director 70 000 150 000 100 000

Quality Manager / Director 80 000 150 000 105 000

Operation Manager / Director 80 000 190 000 150 000

Plant Manager 100 000 200 000 160 000

R&D Manager / Director 80 000 140 000 120 000

Project Manager 80 000 130 000 100 000

SPECIAL ROLES MIN MAX TYPICAL

EHS Technician 30 000 45 000 38 000

EHS Engineer 35 000 60 000 45 000

EHS Manager 70 000 100 000 80 000

Lean Engineer 40 000 85 000 65 000

Continuous Improvement Manager 90 000 120 000 110 000

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PURC

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SIN

G A

ND

LO

GIS

TIC

S

The logistics sector demands the most advanced technologies. It puts emphasis on innovation, speed, accuracy and flexibility, but this is still impossible without human intervention.

In the last year, the most attractive segment within logistics was undoubtedly the automotive industry, which is doing very well in this country. In this respect the year 2017 was a real breakthrough, with production and export reaching record levels. A slight decline was anticipated for the year 2018, one of the reasons for this being a lack of candidates in the labour market when companies reach the limits of their manufacturing potentials.

The demand for employees also grew in warehouses, where vacancies emerged due to the extension of capacities connected with e-commerce and higher purchasing power.

THE QUICKEST RECRUITMENT PROCEDURE TENDS TO BE THE WINNER WITH CANDIDATES

We have noticed a pressure to accelerate recruitment processes since last year. In this regard, procedures are well adjusted in the automotive industry and in manufacturing companies, where production cannot be stopped due to high penalties for delays. Surprisingly, however, though companies have faced a lack of quality candidates for a long time, many of them still insist on recruiting in the form of assessment centres, which was more typical in previous years when the unemployment rate was much higher. It is usually almost impossible to find and synchronise five or more candidates. It is therefore clear that the fastest recruitment procedure is the winner in this sector – in this case, winning a good employee.

BENEFITS ARE BECOMING MORE IMPORTANT FOR JOB SEEKERS

Cars, laptops and mobile phones are perceived by candidates as working tools. Besides standard benefits such as five weeks of holidays, two or three sick days, meal vouchers and pension contributions, employees also show interest in flexi hours, a home office, paid MultiSport cards, other financial benefits, contributions towards holidays, children’s activities and above-standard healthcare.

The younger generation also appreciates when quality onboarding is provided by the new employer, i.e. an elaborate system of training, an open and friendly atmosphere and a “buddy” in the workplace – an experienced colleague they can approach when problems or doubts arise.

THE WAGES OF SPECIALISTS HAVE GROWN THE FASTEST

Over the course of 2018, companies have endeavoured to balance wages to the level offered by the competitors, and wages in senior positions are stagnating. There are generally enough candidates with managerial skills in the labour market, so there is no increased pressure on wage growth in this respect. We registered the greatest demand for specialist positions, particularly logistics or purchasing specialists. Candidates in these roles therefore earned more by up to 10% compared with the previous year. Wage growth also brought about increased staff turnover – candidates looked for change more actively to get a better offer and more favourable financial remunerations.

Logistics is a live discipline which responds to the active growth of the global economy. The time when robots will replace routine positions in factories is coming, but even now in our fourth industrial revolution the human factor remains an essential component, so we can still expect an emergence of new positions in the coming years.

PURCHASING AND LOGISTICS WAGES IN MANAGERIAL ROLES ARE STAGNATING

SALARY GUIDEPURCHASING AND LOGISTICS

PURCHASING MIN MAX TYPICAL

Purchasing Assistant 37 000 45 000 40 000

Purchasing Coordinator 39 000 50 000 42 000

Operational Buyer 42 000 60 000 52 000

Strategic Buyer 47 000 85 000 65 000

Purchasing Manager 67 000 110 000 90 000

LOGISTICS MIN MAX TYPICAL

Supply Chain Coordinator 32 000 57 000 47 000

Logistics Process Developer 32 000 60 000 50 000

Logistics Manager 85 000 180 000 120 000

Supply Chain Manager 80 000 130 000 100 000

Warehouse Shift Leader 60 000 90 000 70 000

Supply Planner 47 000 75 000 60 000

Demand Planner 47 000 80 000 65 000

Warehouse Manager 60 000 90 000 80 000

Distribution Center Manager 80 000 130 000 110 000

Customer Service / Logistics Specialist 35 000 45 000 40 000

Customer Service Manager 55 000 80 000 65 000

Dispatcher 35 000 48 000 42 000

Internal Logistics Agent 35 000 45 000 43 000

Customs Agent 35 000 45 000 40 000

Basic monthly salaries in CZK for full time roles within LOGISTICS sector:

LOGISTICS AND SUPPLY CHAIN (INTERNAL AND OUTSOURCING)

Benefits in demand

Company carExtra pay – bonuses

Flexi hours Contributions to sport activities


CON

STR

UC

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PRO

PER

TY

Over the past few years, the construction and property market has been undergoing significant consolidation and, in regard to recruitment activities, it is in a very good condition. Companies are intensively searching for employees, so they have strongly developed the wage schemes being offered.

We perceive this situation particularly in consultation companies focused on Project and Cost Management, where the high costs of permanent employees are projected into the profitability in relation to investors. Therefore, many senior specialists tend to switch from permanent employment to being hired on a contract, which suits both parties.

THE NEEDS OF EMPLOYEES MAKE COMPANIES CHANGE THEIR STRATEGIES

Developers and investment companies are still negatively affected by long approval processes and they have no options how to change this fact. However, this does not prevent the planning of new jobs – on the contrary, these companies develop strategic activities regarding recruitment and search for new ways of finding good qualified specialists. They are willing to wait for the right candidates if they are bound by a notice period or if they need to finish the current project they are working on. The market is therefore definitively governed by the preferences of candidates, and the employers must adapt to this situation.

ALL SEGMENTS OF THE CONSTRUCTION MARKET HAVE REPORTED INCREASED DEMANDS

There are many retail projects within the market, with a particularly high demand for roles in facility management, expansion and redevelopment. The large number of acquisitions in the past years have resulted in an increased number of vacant positions for specialists in the Asset and Property Management segments. Actual expansion management is seen as a strong competition advantage of companies, and we have noticed a higher demand in these roles. Transactions in the area of retail property have brought some recovery to Letting Management, where the demand for specialists is constant.

The residential projects segment has experienced a rise in recruitment compared with the previous year. Although residences have not developed much in the long term, and they represent one of the most critical issues in Prague development due to complicated permit processes, developers flexibly respond to a request for improvement from elected representative bodies and look for experienced project management specialists. Furthermore, the development and acquisitions of territories for new construction seem to be more flexible to some extent.

Regarding office space, the market is still very tense and the demands of tenants for interesting areas strongly exceed the offers given. There is an increased interest in project managers specialising in space planning, fit out and shared premises alongside the actual construction management.

The industrial property market has experienced a great revival in terms of innovation. We can therefore expect demand for candidates specialising in sustainable buildings to increase in the future, which not only concerns project management, but also quality and potential acquisitions or specialists in innovation and technology.

WAGES GREW SIGNIFICANTLY FOR EXPERIENCED SPECIALISTS AS WELL AS JUNIORS

Wages in the sector grew globally, across all segments of the market compared with the previous year. 2017 did not bring many changes to remunerations, while 2018 offered growth of up to 20%. The strongest positions were key roles in middle and senior management, but also junior candidates with experience of up to three years. We can say that newly arriving candidates is becoming less willing to adapt to the current system, which explains the necessity of potential employers’ reactions.

When accepting an offer, the candidates strongly consider the work-life balance offered. They emphasise corporate childcare or contributions made during paternal leave. Candidates in the real estate segment have growing demands for fixed wages, whereas the area of building industry is still dominated by promises of new projects and the chance for career growth.

HIGH DEMAND CONTINUES; EVEN CANDIDATES WITH NO EXPERIENCE CAN FIND A JOB

In regard to the building industry and development, the interest in quality project managers who are experienced in the entire process of construction will not subside in the next few years. Experience and orientation concerning permit processes will be an important factor. We have also noticed a significant change in the preference of employees for candidates without relevant experience. Work experience – at least during studies – was previously a necessity, but today a genuine interest in the discipline and the necessary minimum of prerequisites in the area of construction as well as real estate have become the major factors.

CONSTRUCTION & PROPERTY FURTHER MARKET RECOVERY HAS AFFECTED WAGES

CONSTRUCTION & PROPERTY FURTHER MARKET RECOVERY HAS AFFECTED WAGES

Benefits in demand

Company car for private use

Flexi hours, home office Guaranteed bonuses

Extra holidays


CON

STR

UC

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PRO

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SALARY GUIDECONSTRUCTION & PROPERTY

SALARY GUIDECONSTRUCTION & PROPERTY

CONSTRUCTION & DEVELOPMENT MIN MAX TYPICAL

Rozpočtář / Přípravář 40 000 50 000 40 000

Site Manager - General Contractor 40 000 70 000 50 000

Project Manager - General Contractor 50 000 80 000 65 000

Junior Project Manager - Consultancy 45 000 60 000 50 000

Project Manager - Consultancy 70 000 120 000 90 000

Junior Project Manager - Developer 50 000 70 000 55 000

Project Manager - Developer 70 000 150 000 100 000

Construction Manager - Developer 80 000 150 000 100 000

Project / Development Director 120 000 300 000 180 000

Project Manager- Fitout 50 000 80 000 60 000

Cost Manager 60 000 130 000 90 000

Land Acquisition Manager 80 000 130 000 90 000

Land Specialist / Building Permitting 50 000 80 000 60 000

CAD Designer 40 000 60 000 50 000

Architect 50 000 80 000 70 000

HVAC Designer 40 000 60 000 50 000

HVAC Site Manager 50 000 80 000 60 000

Space Planner 40 000 60 000 50 000

PROPERTY & REAL ESTATE MIN MAX TYPICAL

Facility Manager 50 000 80 000 60 000

Property Manager 60 000 90 000 70 000

Asset Manager 70 000 150 000 100 000

Technical Director 70 000 130 000 90 000

Centre Manager 70 000 120 000 90 000

Letting Agent / Consultant 40 000 70 000 50 000

Letting Manager 60 000 100 000 80 000

Senior Property / Letting Manager 80 000 120 000 90 000

Junior Agent - Consultancy in General 40 000 50 000 45 000

Real Estate Business Analyst 40 000 60 000 50 000

Real Estate Agency Broker 35 000 60 000 40 000

Researcher 35 000 60 000 40 000

Investment Analyst 40 000 80 000 60 000

Investment Manager 80 000 150 000 100 000

Valuer 50 000 100 000 70 000

Expansion Manager 60 000 120 000 80 000

Sales Consultant - Residential 40 000 100 000 60 000

Tenant / Lanlord Representation - Agency 40 000 100 000 60 000

Basic monthly salaries in CZK for full time roles within CONSTRUCTION & PROPERTY sector: Basic monthly salaries in CZK for full time roles within CONSTRUCTION & PROPERTY sector:

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BU

SIN

ESS

SERV

ICES

For the shared services centres, the year 2018 was a turning point in the professional preferences of candidates. It is the scope and variety of the job description that can attract the right candidates, rather than salary.

Last year, wages stagnated across the whole segment of shared services centres. The candidates are therefore more interested by a detailed job description and the actual activities they will be responsible for. Usually, the more complex the role, the higher the likelihood that candidates will be interested.

SMALL CENTRES ARE POPULAR DUE TO A WIDER SCOPE OF RESPONSIBILITIES

The popularity and sheer number of small centres with around 50-100 employees are rising, especially in Prague. They tempt the candidates with a pleasant company culture, a friendly environment and flexibility in the work. Furthermore, the processes in these smaller centres tend to be more complex and consequently more attractive to job seekers. In these roles, the candidates have a space to develop and gain more experience than in larger centres where automation is responsible for parts of operations.

CANDIDATES ARE WILLING TO CHANGE JOBS NOT LONG AFTER STARTING A NEW ROLE

There are many potential job offers available from which candidates can choose. They are often willing to hear these offers even before starting the new job and the subsequent trial period. The employees are therefore under pressure to communicate and work with the candidate before the actual recruitment. Due to the large number of offers being given, we have seen a big rise in withdrawals from job offers before the candidate’s actual start date.

CANDIDATES ARE ATTRACTED BY REFERRAL PROGRAMMES OR PAID RELOCATION

Companies deal with the lack of available candidates in the Czech labour market in various ways. One of the potential options is to show support for employee referrals – the bonus for a successful referral can range between fifteen to fifty thousand Czk.

Many companies also intensively promote the relocation of candidates to foreign countries. Job seekers with experience working at centres in other European countries are in high demand. There are great differences in the support provided to relocate, which can range from several hundred euros covering travel costs to the complete arranging of relocation for the whole family.

THE SHARED SERVICES MARKET IS STABILISING AND WAGES ARE NOT GROWING MUCH

Last year, wages only rose very slightly, by up to 5% – but more in junior and middle management positions. At the end of the year, there were virtually no changes. Furthermore, the benefits offered have remained relatively stable. However, companies are increasingly offering support of study activities and flexi hours throughout the whole month, and we have also noticed the introduction of corporate childcare.

This year, we are expecting a slight moderation of the labour market in the area of shared services centres without significant wage growth. Individual approaches during the recruitment procedure and the strength of the company brand will be much more decisive than the salaries offered. Being visible and flexible in all aspects is the key to productive recruitment.

BUSINESS SERVICESWAGES STAGNATE, THE JOB CONTENT IS THE KEY

Benefits in demand

Flexible working hours Education and trainingCafeteria Home office

SALARY GUIDEBUSINESS SERVICES

CUSTOMER SERVICE MIN MAX TYPICAL

Junior 32 000 38 000 35 000

Specialist 35 000 42 000 38 000

Senior 40 000 50 000 42 000

Team Leader 45 000 60 000 50 000

FINANCE AP/AR MIN MAX TYPICAL

Junior 33 000 38 000 35 000

Specialist 35 000 40 000 38 000

Senior 40 000 50 000 42 000

Team Leader 50 000 80 000 60 000

Manager 80 000 130 000 100 000

IT (1ST LEVEL SUPPORT) MIN MAX TYPICAL

Junior 34 000 38 000 36 000

Specialist 38 000 45 000 40 000

Team Leader 50 000 70 000 60 000

FINANCE GL MIN MAX TYPICAL

Junior 35 000 40 000 37 000

Specialist 40 000 55 000 45 000

Senior 50 000 70 000 55 000

Team Leader 60 000 85 000 70 000

Manager 80 000 140 000 110 000

IT (2ND LEVEL SUPPORT) MIN MAX TYPICAL

Specialist 40 000 50 000 45 000

Senior 45 000 55 000 50 000

Team Leader 55 000 75 000 65 000

Basic monthly salaries in CZK for full time roles within Business Services sector:

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SALARY GUIDEBUSINESS SERVICES

SOURCING & PROCUREMENT & LOGISTICS MIN MAX TYPICAL

Junior 33 000 40 000 37 000

Specialist 40 000 50 000 43 000

Senior 45 000 65 000 50 000

Team Leader 55 000 80 000 65 000

Operations Manager 75 000 120 000 90 000

HR OPERATIONS MIN MAX TYPICAL

Junior 33 000 40 000 35 000

Specialist 35 000 45 000 40 000

Senior 40 000 50 000 45 000

Team Leader 45 000 70 000 50 000

TRANSITION/PROJECT MANAGERS MIN MAX TYPICAL

Specialist 60 000 80 000 70 000

Senior 80 000 120 000 100 000

SALES* MIN MAX TYPICAL

Junior 28 000 35 000 32 000

Specialist 32 000 38 000 35 000

Senior 38 000 45 000 42 000

Team Leader 40 000 50 000 45 000

HEAD OF SSC MIN MAX TYPICAL

up to 70 FTEs 150 000 250 000 200 000

more than 70 FTEs 200 000 300 000 250 000

* basic monthly salary, bonuses are not included

Note: Salary ranges above are valid for Shared service centres for roles with English language only. Salaries with additional language are generally increased between 10 - 20% than salaries above.

BAN

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The number of project or interim roles available on the Czech labour market has increased of approximately 17%. Companies are more open to these types of positions and candidates also find clear advantages. However, in regard to the frequency of interim projects being offered and temporary employment in general, we still fall behind Western European countries.

Last year, 65% of the positions that Hays clients looked for were specialised, and only 35% were more easily filled administrative or supporting roles, not requiring much experience, abilities or skills.

WORK-LIFE BALANCE AS A REASON FOR GETTING A PART-TIME JOB

There were an increased number of part-time specialised positions, which are much sought after by job seekers. They value these roles especially because it allows for an adequate balance of working and private life, and work-life balance is a priority for many. However, companies are relatively demanding when choosing candidates for these roles. They often keep looking for the ideal candidate and are not always willing to adapt to the job market and the candidate’s potential for development in regard to work content, or to offer a wage corresponding to the temporary nature of the position.

TOO MANY QUALIFICATIONS MAY BE AN OBSTACLE

We have noticed a rising number of candidates in the Czech Republic who are tempted by a chance to work on a project where they can apply and further extend their work experience and expertise. However, companies often reject these candidates because they are overqualified for the job. Companies are afraid that more qualifications and

experience could result in higher financial demands.

95% of experienced candidates looking for a full time job prefer a permanent role, the most frequent reasons for this being a reluctance to go through the recruitment procedures repeatedly in short periods, shorter employment contracts or uncertainty of the job’s extension.

STUDENTS AND CANDIDATES OF A GREATER AGE ARE IN DEMAND

2018 once again confirmed the popularity of trainee programmes and student employment. The reason for this is not only the lack of candidates on the market, but more importantly an opportunity to educate employees, allow them opportunities for internal career advancement and prepare talents relating to the future needs of the company.

We have noticed an increased interest in candidates of a greater age. Some companies focused their recruitment campaigns on these candidates, expecting that they would bring time flexibility, experience and various levels of expertise to the company.

TEMPORARY EMPLOYMENT: HINTS FOR SUCCESSFUL RECRUITMENT

• An obvious advantage of candidates for a temporary role is their immediate start. For this reason, quick negotiation and quick feedback are important.

• If you have met a candidate with above-standard experience and qualifications, consider them for interim projects – in half-time or full-time employment.

• Flexibility is key – where possible, look for ways to adapt to the requirements of candidates. This most frequently concerns wages, benefits and flexibility of the employment.

• Each segment of candidates has something to offer – students, experienced groups of a greater age, qualified experts, mothers on maternity leave, etc. Do not limit your options by focusing on only one group.

TEMPORARY RECRUITMENTA PROSPECT FOR CANDIDATES ACROSS SENIORITIES

SALARY GUIDETEMPORARY RECRUITMENT

ADMINISTRATION PART TIME MIN PART TIME MAX

Receptionist 120,- / hod 140,- / hod

Office Manager 150,- / hod 200,- / hod

Administrative Support 100,- / hod 150,- / hod

FINANCE & ACCOUNTING PART TIME MIN PART TIME MAX

Junior Accountant 150,- / hod 180,- / hod

Senior Accountant 180,- / hod 250,- / hod

Data Administrator 170,- / hod 200,- / hod

SALES & MARKETING PART TIME MIN PART TIME MAX

Marketing Trainee 120,- /hod 150,- / hod

Marketing Support 120,- /hod 150,- / hod

Marketing Specialist 140,- / hod 190,- / hod

INFORMATION TECHNOLOGY PART TIME MIN PART TIME MAX

1st Level Support Junior / Trainee 150,- / hod 180,- / hod

IT Help Desk 150,- / hod 180,- / hod

IT Tester (Java, C# etc.) Junior 160,- / hod 220,- / hod

HUMAN RESOURCES PART TIME MIN PART TIME MAX

HR Trainee 130,- / hod 150,- / hod

HR Administrator 150,- / hod 170,- / hod

Payroll Specialist 180,- / hod 230,- / hod

Hourly salaries in CZK for part time roles across typical specialisms:

BAN

KOW

OŚĆ


CONTACT US

Praha

Olivova 4/2096110 00 Praha 1T: +420 225 001 711E: [email protected]

Brno

Moravské nám 3 602 00 Brno T: +420 542 519 122 E: [email protected]

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Documents

SALARY GUIDE 2019 CZECH REPUBLIC LABOUR MARKET …have a detailed discussion with their future manager before accepting an offer. The market is still open to candidates without experience,