Castille’s Jordan Arrigo Discusses Today's Job Market Demands
15 Sep 2022 3 mins read By Andrea Amato

Since the Covid-19 pandemic, we’ve seen individuals ushered to construct at-home workstations and as a result, the demand for remote jobs increased. We have grown used to the flexibility remote work brings, namely, more freedom to pursue activities that are not necessarily work related. Not everyone was able to work remotely, including at the height of the pandemic. Nevertheless, global trends surrounded the notion of remote careers.

Nowadays, as worldwide regulations revert to a pre-pandemic era, organisations are adapting their business models to a hybrid one. This means that employees work at home and in an office environment, divided on selected days of the week. Albeit there is no one size fits all for such a model, it balances the demand for remote work supportively.

Nevertheless, some organisations are opting to return to the office entirely, despite high demands for employees wanting to work remotely. The workforce will continue to navigate the demand for certain jobs and adapt their business models accordingly. At present, a tight labour market dictates the direction of what organisations will offer.

Additionally, employees are increasingly aware about economic changes, with inflation growing pressures around many industries and budget plans amending drastically to fit into these. Despite an economic downturn, the labour market is suffering a talent shortage—wherein fact, salaries are increasing to attract professionals into taking certain on-site or remote jobs.

Naturally, in the workforce, there’ll always be a divide between employee preferences and employer needs. As the job market is adapting quickly in recent years, this divide appears to widen further. There’s increased competition across jobs in Malta or elsewhere, leading to individuals needing to upskill in new areas of their professions.

How do recruiters and consultants alike navigate these market changes, as individuals who mediate communications between employee demands and employer needs? The following article features a conversation I shared with Jordan Arrigo, Castille’s Tech Search Consultant, on his experience within the market. Our conversation has been edited for length and clarity.


Supporting employers and employees


Jordan, in a recent discussion, you told me about recent market changes and the impacts these are having on employers and employees. Can you share an example of the conversations you’re having with employers that illustrates this?


The conversations I’m having are mainly surrounding a salary disconnect between companies and the current employee market. The employee market has been evolving drastically, especially due to Covid-19, and it’s important that organisations keep up with these current trends.

As an organisation, it would otherwise be much harder to find and to attract quality talent if they don’t keep up with the salary expectations of today’s market. For example, a senior software engineer job, with let’s say, 6 years of experience, should never be under €40,000 a year. Unfortunately, companies are either not updated with these trends or are ignoring what the current market is telling us.

It's inevitability going to have these organisations suffer as they aren’t going to attract the quality talent they’re looking for. In the end, they’re the ones who will lose out.


As someone who bridges communications between the employer and employee, do you find employers are accommodating to making the changes you recommend, based on market trends? 


Sometimes, yes. It does depend a lot on the role itself. For example, software engineering is very much in demand, especially in today’s market, where the wage bracket has increased significantly over other senior roles that have nothing to do with the current demand in the market. Salaries have gone through the roof—especially since the pandemic and the introduction of remote work.

Overall, different roles require different needs. A senior role in the education sector would not share the same wage as a senior software engineer. Each sector experiences diverse changes in the market. Most of these changes have affected the roles that are highly in demand: such as in software engineering, business analytics, data analytics, security…


It’s true that, even employees themselves will represent diverse qualities and this also impacts employer perspectives in the market. You’ve also previously shared with me that in these conversations with employers, you bring up the value of investing in employees, where at times, can mean more than simply a salary raise. Can you expand on this?


At the moment, I’m currently seeing salary being the number one priority for employees. However, that’s not the be all and end all. I’ve seen companies that offer certain benefits and actually make employees feel valued. These are the companies that would retain most of their employees.

This is because these companies are forming activities, creating benefits, and developing methods or ways to make the employee feel a sense of belonging. That they have a purpose and role within the company. These purpose-driven approaches can really go a long way in employee retention.


A sense of belonging is definitely powerful in terms of employee needs within a workplace environment. My last question is, albeit early days to tell, where do you see the market evolving with the trends you are observing?


We’re currently experiencing an economic shift. I believe the market will gradually increase, especially the in-demand roles of today, their average wages per annum. There must be an end eventually, as for example, you cannot have an intern with no experience earn €70,000 per year.

Considering the incline of inflation, I think employees are very aware of these current circumstances, and they are affected by prices of commodities. This awareness means that employees will only look for on-site or remote jobs that can sustain their basic living.


Thank you for sharing, this conversation has been very insightful.


Thanks, Andrea.

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