Recruitment in Poland: Finding the Right Talent in 2026
Recruiting in Poland is no longer as straightforward as it once was. While the job market may still appear stable on the surface, employers are facing growing challenges in finding the right talent — particularly for specialist roles.
Fewer Job Openings
Recent labour market data shows a decline in the number of job postings. In September 2025, employers in Poland published about 8 % fewer job advertisements on major recruitment portals compared with the same month the previous year. (grantthornton.pl)
Earlier data from mid‑2025 also found that job offer volumes were around 9 % lower than the year before — marking a consecutive period of weaker recruitment activity across key months. (grantthornton.pl)
These trends suggest that employers are posting fewer new vacancies, making each recruitment campaign more competitive for job seekers and more challenging for those hiring.
Employers Report Difficulties Hiring Qualified Talent
According to industry surveys, over half of Polish employers say hiring qualified specialists has become harder, a clear sign of ongoing pressures in the labour market for white-collar and specialist roles such as finance, legal, marketing, and technology.
Additional research suggests that 66 % of organisations struggle to fill positions with candidates who have the desired competencies, highlighting just how widespread recruitment difficulties have become. (linkedin.com)
Specialist Skills in Short Supply
The shortage of skilled candidates is particularly visible in the IT sector. A report by Hays Poland found that 43 % of IT companies expect difficulties finding suitable candidates for technical roles, with unrealistic expectations and specialist shortages among the main hurdles. (socialpress.pl)
This aligns with longer-term structural trends in the Polish labour market showing that many companies find it difficult to recruit people with up-to-date technical skills and experience.
Misaligned Expectations
Another challenge is the gap between candidate expectations and what employers can realistically offer. Some candidates expect senior-level salaries, flexible working arrangements, or hybrid schedules but lack the experience to justify these conditions. These mismatches can lead to drawn-out recruitment processes or even unfilled roles.
Longer and More Costly Recruitment
Recruitment for specialist or managerial roles is taking longer. Industry reports indicate that the average recruitment time for such roles can reach up to 38 days, and some searches are paused or abandoned entirely because suitable candidates are not available. (pb.pl)
This increases costs and can disrupt project timelines and overall business operations.
Skills Gap and Training Shortfall
Skills gaps are a significant part of the problem. A survey of HR professionals found that nearly 50 % of respondents identified a lack of technical skills among applicants and that experience deficits were a common concern when evaluating candidate suitability. (polandinsight.com)
At the same time, many Polish companies do not invest heavily in ongoing vocational training — only about 26 % of firms provide this training to employees, far below the European average of 55%. (pie.net.pl)
Key Takeaways for Employers
Clarify job requirements – Distinguish between essential and desirable skills to attract better-matched candidates.
Invest in training – Upskilling existing staff can help fill gaps in specialist roles.
Align expectations early – Clear communication on responsibilities and compensation reduces misalignment.
Plan strategically – Recruitment for specialised roles takes time; adjust timelines and budgets accordingly.
Poland’s labour market is evolving, and employers must adapt. The challenge is no longer simply finding candidates; it is about finding the right ones. Companies that focus on skills development, realistic expectations, and a strategic approach to hiring are best placed to succeed in this changing environment.
