05.08.2024
IT REDUCES THE DESIRE OF BULGARIANS TO WORK ABROAD
Fewer and fewer Bulgarians want to work abroad. This is shown by the data for Bulgaria from Decoding Global Talent 2024 - a joint web survey by The Boston Consulting Group (BCG), The Network and The Stepstone Group. Jobs.bg is the partner of the BCG survey for Bulgaria.
Boston Consulting Group (BCG), founded in 1963, is a leading global consulting firm with offices in over 100 locations worldwide.
The Network is a global network including the leading career media in more than 140 countries.
The Stepstone Group is a leading global talent recruitment platform operating in more than 30 countries.
Jobs.bg is the partner of the Boston Consulting Group study for Bulgaria.
The survey was conducted in the period October-December 2023 in 188 countries, with more than 150,000 respondents participating in it. In Bulgaria, the survey was conducted among the audience of Jobs.bg, with 969 respondents participating in it. The aim of the research is to show where people want to move to work and why.
The results for Bulgaria show that only 7% of the survey participants have an active desire to work abroad. For comparison, according to data from the same survey conducted in 2020, 14% actively wanted to work abroad, and in 2018 – 40%.
As for job positions, the report reveals that the share of talents in Bulgaria who are willing to work abroad is the largest among those engaged in Business Management (23%), Digitalization, Data Science, AI (18%) and Services, Restaurant and Hospitality (18%).
On the other hand, Bulgaria is becoming less and less attractive for foreigners who want to work in our country, it is clear from the report. In 2023, our country is in 86th place in the world in terms of overall attractiveness for global talents, and according to data from the same study, in 2020 it was in 60th position, and in 2018 - in 40th place. Turkey is the country from which the largest percentage of all respondents would like to come to Bulgaria to work, followed by Australia, the Netherlands and Romania.
02.08.2024
EMPLOYERS ARE PROHIBITED FROM ASKING ABOUT PREVIOUS SALARY
In May 2023, the European Parliament adopted Directive (EU) 2023/970 to strengthen the implementation of the principle of equal pay for women and men for equal work or work of equal value through pay transparency and enforcement mechanisms. By virtue of this Directive, which is yet to be transposed into our legislation, a number of requirements and restrictions are placed on employers when publishing job advertisements. Lawyer Miglena Micheva, Senior Manager and Head of Labor Law Department at Deloitte Legal Law Firm, provides clarification on the topic.
In what time frame is Directive 2023/970 expected to be transposed into Bulgarian legislation and to which employers does it apply?
Member States must transpose the Directive by 7 June 2026 at the latest. It applies to all employers in the public and private sectors and applies to all contract employees and also to job applicants. Employers with a minimum of 100 employees must regularly report various information, such as the gender pay gap and the ratio of female to male employees. This requirement will be introduced gradually from 7 June 2027. This information should be published by the so-called surveillance authorities of the Member States implementing the Directive. At the moment, there is still no draft of a normative act submitted to the National Assembly to introduce the Directive into the Bulgarian legislation, but at the end of last year an interdepartmental working group was formed under the Minister of Labor and Social Policy, which should develop the draft.
Will employers have the right to inquire about a job applicant's pay history?
The directive provides for a ban on employers asking the candidate questions about past pay, including current and previous employment contracts.
What information will employers be required to provide in their job postings regarding the salary for the position?
Employers should provide job applicants with information on: - the starting salary or its range, based on objective, gender-neutral criteria, to be determined for the relevant position; and - the relevant provisions of the collective labor agreement, if applicable. This information should be published in the vacancy advertisement prior to the job interview or otherwise provided to the applicant.
What information about company pay will employers be required to provide to their employees?
Employees may request and employers should provide them with written information on: - their individual pay level, and - the average pay levels, broken down by sex, for categories of employees who perform work equal to them or work of a value equal to the value of their work (defined as such according to non-discriminatory criteria). If the information received is inaccurate or incomplete, employees have the right to request in person or through their representatives additional and reasonable clarifications and details regarding all data provided. In addition, employers should provide their employees with easy access to the criteria used to determine pay, pay levels and pay increases.
What sanctions will companies be subject to if they do not provide this information?
Specific dimensions are not explicitly stated in the Directive. Member States should lay down rules on effective, proportionate and dissuasive sanctions. The directive states that these sanctions should include fines, possibly based on the employer's gross annual turnover or the total amount of its payroll. These sanctions may also include the withdrawal of public benefits or the exclusion for a certain period of time from any continuation of the provision of financial incentives or from participation in public tender procedures.
The Directive mentions an "equality body", what is meant - the Anti-Discrimination Commission or some internal structure for the company concerned?
This should be a state body and not an internal structure for the employer. There are currently two bodies that could perform these functions - the Commission for Protection against Discrimination and the National Council for the Equality of Women and Men (according to the Law on the Equality of Women and Men). Which authority will cover the requirements of the Directive or the distribution of responsibilities between them is a key question in view of the application of the Directive and it remains to be seen how it will be decided by the legislator.
01.08.2024
THE BULGARIAN INNOVATION JOBEE.BG ENTERS 21 COUNTRIES
Do you often say to yourself: "I can't find a job" or "I can't find the right one for the conditions I'm looking for". At the same time, you waste unnecessary time running from ad to ad on different sites. This can be changed easily and completely free of charge with Jobee.bg. It is an interactive job search and offer platform that connects the right candidates with the right employers, but behind all this are not hundreds of people, but artificial intelligence.
Thanks to the wide range of criteria, everyone can find their dream job by receiving recommendations for those positions that match the experience, ambition and requirements of the candidate, while at the same time facilitating employers who will instantly discover the right specialists for them in the given area. All this becomes easy and convenient, and most importantly, it is completely free for registered users!
In addition to the classic CV, the applicant can fill in information about his professional skills, ambitions and personal qualities, including "soft skills", which means how people interact with each other and how they manage their own behavior and attitudes. Once all these things are filled , Jobee's artificial intelligence creates an individual profile.The same goes for registering an employer and posting an ad.The emphasis is again not only on normative and measurable indicators, but also on those that reveal the character of your future boss.
Jobee states that there is also an "Incognito Profile" option. If you choose this feature, the employer will not have access to your personal information (name, phone, email), but will only see your professional experience and education. The employer can only communicate with you through messages on the platform, and the artificial intelligence continues to recommend suitable ads for you. Whatever you decide, the AI assistants will be by your side on the way to success.
In addition to a perfect, clear and accurate resume, the platform will also prepare you with sample questions of the answers you will receive during the interview. And anyone who wants to show themselves in their best light can present themselves with a video summary with brief information about their personal qualities, skills and talents. And at the disposal of all employers there is a tireless digital HR assistant who will monitor 24/7 to find the perfect employees. Jobee guarantees that using the platform, bosses will save 2 hours a day, and candidates will be more successful in finding suitable job positions.
At the moment, the Bulgarian artificial intelligence job search innovation is available in Bulgaria, but soon it will enter 7 markets in a total of 21 countries. A new platform 2.0 is also being developed for the marketplaces, where job seekers will pay a subscription plan. And for even greater convenience, everyone using the job site will soon be able to install the Jobee app for Android iPhone users to find their dream job even faster and easier.
31.07.2024
NOTE THE DETAILS IN THE EMPLOYMENT AGREEMENT
In light of the dynamic circumstances of today's labor market, the conclusion of an employment contract is of critical importance to both workers and employees. This document, which regulates the rights and responsibilities of the parties, provides a legal framework and security in the employment relationship. In the following lines, we consider why it is so important to conclude an employment contract and how failure to comply with this stage can affect workers and employees.
Why is the employment contract important for employees?
When the worker enters into an employment contract, he ensures legal security and protection. This document is a tool to protect the basic labor rights of the worker, including the right to salary, working hours and holidays. In case of misunderstandings or disputes, the employment contract serves as the main evidentiary material.
The employment contract specifies the specific working conditions, including working hours, salary, holidays and other important aspects of the work activity. This document is a kind of "agreement" that establishes the framework and expectations of both the employee and the employer.
The conclusion of an employment contract allows the worker to be included in the health and social insurance systems. This provides the necessary protection and support in case of illness, accident or other unforeseen circumstances.
Training and development clauses can also be included in the employment contract. Such clauses are important for workers as they contribute to their professional development and increase their qualifications.
It is essential for employers to enter into employment contracts that are fully compliant with legal requirements. This provides them with legal stability and prevents possible legal consequences. Through clearly defined terms in the employment contract, employers create a basis for managing expectations and avoiding misunderstandings. This helps build a healthy work environment and relationships.
With properly structured employment contracts, employers become attractive employers who can easily attract and retain talent. Good working conditions and clear rules are an incentive for commitment and loyalty. At the same time, complex legal processes related to employment rights require employers to be careful and apply the legal requirements correctly. Proper drafting and compliance with employment contracts protects employers from legal problems and frees them from potential lawsuits.
We remind you that the employment contract must be concluded in writing, with the employee and the employer each receiving one copy of it. The law has specified which are the mandatory clauses in it, and all other stipulations there are rebuttable in favor of the worker according to the current legislation in Bulgaria.
The minimum requisites that must be regulated by the employment contract are:
The employment contract may also stipulate other conditions, which cannot be less favorable for the worker than those established by law or by a collective labor agreement.
In conclusion, entering into an employment contract not only provides a legal framework and protection, but also creates a positive working environment and establishes clear expectations for the parties. Moreover, in light of the growing legal requirements and the competitive struggle for personnel, the conclusion of an employment contract becomes a key element for the successful management of human resources and the maintenance of stable working relations.
30.07.2024
OVER 80% OF BULGARIANS ARE NOT COMMITTED TO THEIR WORKPLACE
81% of employees in Bulgaria perform their work duties without putting effort and energy into them. Accordingly, only 19% feel truly committed to the company they work for, according to Gallup's State of Global Workplace survey.
According to this indicator, Bulgaria ranks 15th out of a total of 38 countries in Europe. The most connected to the mission and development goals of the company in which they work are in Romania, where 36% of employees declare commitment. At the other end of the ranking is France, where only 7% feel belonging to their workplace. In Austria, Switzerland, Poland, Ireland, Luxembourg, Great Britain, Spain and Italy, engagement is between 8 and 10%.
In Europe, this indicator has remained relatively unchanged over the past 10 years. As in 2013, it was 14% in Western Europe, and 11% in Central and Eastern Europe. Today, the average for the whole of Europe is 13%. Globally, engagement for the last 10 years has increased by 10 pp - from 13 to 23%.
Globally, over 62% of workers are disengaged and 15% are actively disengaged, costing the global economy $8.9 trillion, or 9% of global GDP. This loss is directly related to employee performance in the workplace, the report found.
A sense of belonging to the company and recognition in its goals is mostly due to great managers at the business department level, is another finding in the Gallup report.
Effective managers motivate their team members, changing their state from indifferent to inspired. In countries with higher levels of managerial engagement, the engagement rates of other employees are twice as likely to grow as well.
Employee well-being remains low
In Bulgaria, 33% of employees experience stress at work. 12% of Bulgarians deal with anger at work every day, and 13% with sadness.
When compared to other European countries, the levels of stress, anger and sadness at the workplace in our country are significantly low. Northern Cyprus (territory in the Republic of Cyprus), for example, tops all three indicators with 65, 51 and 37% respectively.
The big economies in Europe (Germany, Great Britain and France) are in the top half of the ranking. As in the UK, 40% of workers deal with stress at work, 20% with anger and 27% with sadness.
Over 50% of employees worldwide believe that now is the right time to find a job. In Bulgaria, this percentage is only 35. About 20% of workers in our country are actively looking for a new job.
Over 75% of workers in countries such as Denmark, Iceland and the Netherlands believe the time is right to look for a new job, and 32% are actively looking for a new one.
The fewest people think that the time is good to look for a job in Spain and Italy (32%), while there are more people actively looking for a new job there - 40% and 41% respectively.
29.07.2024
RESEARCH: BULGARIA IS AMONG THE MOST INTELLIGENT COUNTRIES IN THE WORLD, AHEAD OF ALL ITS NEIGHBORS
Bulgaria is among the top 20 countries in the world in terms of average IQ and ranks sixth in Europe, research shows. The data is from the International IQ Test.
The survey was conducted among 1,691,740 participants worldwide. They all completed the same IQ test in the past year 2023.
The average IQ for our country is 101.71, and the study was conducted among 1758 participants in our country.
In first place in the world ranking is South Korea, where the average IQ is 107.54. The last place in the ranking is the Republic of Gabon with an average IQ of 86.09.
It is curious that Bulgaria is ahead of all neighboring countries - Romania, Serbia, the Republic of North Macedonia, Greece and Turkey.
The European countries that are ahead of our country are Austria, Germany, Slovenia, Italy and Spain.
26.07.2024
ALMOST THREE-QUARTERS OF ROMANIANS EXPECT ARTIFICIAL INTELLIGENCE TO HAVE AN IMPACT ON THEIR WORKPLACE, A SURVEY SHOWS
Almost three-quarters (73 percent) of Romanian respondents believe that generative artificial intelligence (GenAI) will have some impact on their workplace, according to a survey titled "How work preferences are changing in the GenAI era" published by the Boston Consulting Group (BCG), The Network and The Stepstone Group.
Also, 55 percent of respondents want to retrain and train to adapt to the new context, while 40 percent would do so only if necessary, and 5 percent do not plan to do so at all, the survey found.
Globally, three-quarters of employees believe that GenAI will bring some level of change to their workplace. Despite the uncertain times, they remain confident in their position in the labor market: 57 percent of them are willing to retrain for new positions to advance their careers.
Regarding the negotiating position, 60 percent of Romanian respondents believe they have an advantage when it comes to negotiating a new job, and 65 percent say that potential employers contact them at least once a year, 12 percent - once every few years, and only 23 percent reported never contacting recruiters.
Regarding adoption of artificial intelligence (AI), only 23 percent of Romanians report using this technology regularly, compared to 29 percent of the French and 39 percent of Americans. The report states that 23 percent of Romanians have never heard of AI, compared to 14 percent of respondents globally.
The survey results highlight the proactive approach employees are taking in responding to the impact of GenAI. By prioritizing retraining and development, they not only prepare to adapt to technological change, but also express confidence in their ability to thrive in an evolving job market. This adaptability is essential to maintaining a stable and sustainable workforce in the face of continuous technological advancement.
In terms of important job choice factors, financial aspects are the priority for Romanian employees, followed by work-life balance and relationships with superiors. Globally, the most valued factor is job security.
Romanian employees are also sure about what they don't want. For example, 69 percent would turn down an attractive job offer if they had a negative experience during the interview. In addition, 35 percent of employees say they would not work for companies that do not offer the option to work from home or remotely, and 41 percent value diversity and inclusion in the workplace.
The "How work preferences are changing in the GenAI era" survey gathered responses from 150,735 employees from 188 countries and is the second part of the 2024 edition of the Decoding Global Talent series. The survey in Romania was conducted on a sample of 1,074 respondents.
25.07.2024
TECHNIQUES TO GAIN CONFIDENCE THAT LEADS YOU TO SUCCESS
I'm going to ask you something and the answer has to be "Yes". You've heard of this approach being negotiated. Communication experts categorically deny it. According to them, you can count on success only if you first gain the trust of your interlocutor. And the ways to do this are exactly the opposite.
Naturally, no sane person would utter that phrase. Unless it's a joke in front of a relatively close colleague or business partner. But often the words are not literally the same, but the meaning is the same. That `s a mistake. You will predispose your interlocutor by not attacking him, but by letting him speak first, experts advise.
This trick is greatly underestimated because most people think it will be of great benefit to appear competent and confident at the outset. You state what you want, you make it clear that you have considered everything well, because you are capable, experienced and honorable professionals. You suggest that you know what you are doing and the person has no choice but to trust you. If you think about it, you can easily translate all this as "I'm going to ask you something and the answer should be "Yes".
Showing competence is very necessary, but don't start with it. The first impression in the conversation should be positive for your partner. You won't achieve anything if he feels aggression. Then the fight or flight instinct kicks in. I.e. your interlocutor is tuning in for combat, not cooperation.
Your competence only matters if you have previously predisposed the other. As long as there is no trust between two people, competence can even be perceived as something negative, as a threat, experts point out. "If you're trying to influence a person whose trust you haven't earned, you won't get far. This approach raises suspicions because it makes you look like a manipulative person who wants to use others to achieve his goals," they explain.
There are several steps to trust, some of which are underestimated by the ever-busy people who try to be extremely business-like and not waste a second.
Let's say you meet with a colleague from another department with whom you need to work together on an assignment. You know each other but only vaguely. Try to learn more about her beforehand. People respond positively when you show that you know something about them. But be careful - it is not about details of the colleague's personal life, but about facts that you may have learned from publicly available sources such as the company's website or social networks. Otherwise, she'll think you've been asking about her, and you'll push her away. Allow about 5 minutes for general small talk.
Research shows that starting every meeting with this trick goes a long way in building a positive impression. On many of the topics (about the time outside, for example) there is nothing important to say and the minutes seem wasted. Nothing like that, they have an important function in building trust.
If this introduction turns to work and your colleague shares a problem of hers, consider how to react. Don't give unsolicited advice, even if you can give her a solution. It would be seen as an arrogant display of competence. You know what to do, but she doesn't. However, if he asks you for advice, say it delicately. It will help create trust between you.
Then give your interlocutor the opportunity to take the lead in the conversation. Listen carefully. Ask questions to encourage him.
Only at first glance you give him an advantage in this way. The trick is that you gain his trust by giving him the feeling that you respect and understand him. If you take the initiative in the conversation from the very beginning, the other person will take it as an attempt to gain superiority.
In addition to keeping your ego in check, be careful about what and how much energy you emit. You shouldn't be sluggish, but you shouldn't be over-enthusiastic either. You may startle your interlocutor with this elation, because he cannot "catch up" with you. He may consider it a pretense and an attempt to cover up something not entirely honest.
So calmly and confidently concentrate on what your interlocutor is saying and demonstrate that you are really following his thought. Don't lose focus on what he said and don't think about what you're going to say after him. Otherwise, he will sense your high self-esteem - you think you have something more important to say than him and you listen to him with half an ear.
This second stage of the conversation should now build trust between you. It's time to insert the questions you care about and start a substantive discussion.
Here you can show all your competence as a specialist, present and defend positions. They will be perceived much better as bridges to the mind of your interlocutor, who considers you a reliable and likable person.
Throughout the conversation, watch your body language as well. Smile. Maintain eye contact. Well, don't stare and stare. According to research, when a person finds the conversation and interlocutor interesting, they make eye contact 80% of the time.
Sit upright, but in a peaceful posture - with relaxed shoulders and arms. Don't cross your arms in front of your chest, because it's like you're putting up a physical barrier to trust. Even if this position makes you feel comfortable, try to avoid it if you want people to take you as sincere, experts advise.
However, sitting with relaxed shoulders does not mean hunched over. The brain is programmed to associate energy and power with the amount of space people occupy. It is because of this that the upright posture with slightly pulled back shoulders is perceived as powerful. In a slouched posture, the body takes up less space and therefore projects less energy and force.
Do not enter the personal space of your interlocutor, i.e. don't get too close because you break trust.
When an argument arises, try not to change your stance. Don't back down - you give the impression of defeat. Do not approach - it will be considered aggression. Maintain a confident posture ie. body upright and shoulders relaxed.
According to body language expert Patricia Stark, this also means keeping your head straight, never tilting to the left or right. "This is how you show, in the most literal way, that your mind is in the right place. Look the other person in the eye and talk patiently, no matter how long it takes," she advises.
----- The Magic of the Handshake -----
It is key, it starts every meeting with it. Neuroscientists have found that a confident handshake increases a person's interest in interacting with their interlocutor, reduces negative associations and is an important factor in creating trust.
The predisposing handshake is strong, vigorous and short. It should be accompanied by eye contact. Otherwise, it seems that you do not show enough respect and interest to your partner, or you are hiding something.
If you want to give the impression of someone you can count on, use a two-handed handshake. It evokes a feeling of warmth and trust. However, be careful not to make this handshake seem too close or even intimate.
Any exaggerated gestures and facial expressions are taken as a sign that you are trying to manipulate, not telling the whole truth. Stick to unobtrusive gestures.
24.07.2024
WHAT ARE OUR RIGHTS IF SALARY PAYMENTS ARE DELAYED
In the business environment, where time is of the essence, delays in the payment of labor can create serious difficulties for workers. In the event of salary delays, it is important to know what our rights are and how we can act in accordance with them.
In this context, understanding employment rights and options for delaying pay is essential. According to the Labor Code, workers have certain rights in the event of salary delays. What are our rights in such situations and how can we exercise them?
According to the Labor Code, the employer is obliged to pay at least 60 percent of the labor remuneration, and this amount cannot be less than the minimum wage for the country. The difference between this minimum and the full amount of remuneration must be paid additionally by the employer and is usually reported as payable with interest.
It is important to emphasize that even a one-day delay in remuneration, including salary, bonuses, bonuses and travel allowances, is considered delay and falls under the requirement. If the delayed amount is not paid voluntarily, and if the employer delays at least one monthly salary, the employee has the right to terminate his employment relationship without notice.
For example, if an employee expected his salary until the end of the month, and it was delayed without reason, he has the right to send an application to his employer, notifying him of his decision to terminate the employment relationship due to salary delay. According to the law, the employment relationship is considered terminated from the moment the employer receives the application, without the need for his consent. These statutory provisions provide workers with a means of protecting their rights in the event of wage delays and emphasize the importance of timely and legal requirements for the payment of wages.
In case of termination of the employment relationship, the law provides for a number of benefits and rights that the employee is entitled to receive, in addition to the due salary and the interest on it.
Upon termination of the employment contract with notice, the employer is obliged to pay compensation in the amount of the remuneration for the notice period specified in the employment contract.
Upon termination of a fixed-term employment contract, if the employee suffers damages as a result of this termination, the employer is obliged to pay the amount of damages actually suffered.
You are also entitled to compensation for unused annual leave for the current calendar year.
And in the event that the employer does not pay the sums due after the termination of the employment relationship, the employee retains the right to seek legal protection by filing a claim against the employer within 3 years from the date on which it should have been paid the corresponding remuneration. After the expiration of this period, this right is lost.
In the event of a delay in remuneration, workers must be informed of their rights and remedies. The Labor Code provides the necessary framework to ensure timely payment, and if this process is delayed, workers have the right to take concrete steps to exercise their rights.
Each case of delayed wages is unique, but it is important to know that workers have legal remedies to protect their employment rights under the law.
19.07.2024
UNEMPLOYMENT IN BULGARIA FELL TO 5.3% IN JUNE
Registered unemployment in the country decreased to 5.3% in June. Its level is 0.1 percentage points lower than in May, according to the statistics of the Employment Agency. At the end of last month, there were 150,990 unemployed people registered in the labor offices. Their number decreased by 3,281 people on a monthly basis.
The Agency reports that unemployed persons who started work in June were, however, 2,423 fewer than in May. Their number has decreased to 14,964. 428 pensioners, students and employed people have also started work with the support of the labor offices.
In the labor offices in June, the number of new unemployed persons was 19,796 and grew by 7.7% compared to May. Another 2,820 people from the groups of jobseekers - employed, students and pensioners - have also registered at the labor offices. With this group, there was a decrease compared to May in the demand for the Agency's services by 596 people, the department stated.
The occupations most in demand by businesses in June are: staff caring for people; personnel employed in the field of personal services; machine operators of stationary machinery and equipment; drivers of motor vehicles and mobile equipment; workers in the mining and processing industries, construction and transport; sellers; teachers; waste collection and related workers; skilled workers in the production of food, clothing, wood products and related; cleaners and helpers etc.
