In today’s rapidly changing world, the labor market serves as a crucial barometer of the overall health of an economy and the well-being of its people. As Romania navigates the challenges and opportunities of the 21st century, it is essential to examine the current state of its labor market and the key trends shaping its future.
To gain a deeper understanding of the current situation and the perspectives of Romanian workers, the international research company 4Service conducted a comprehensive study among the economically active population of the country aged 18–64. The findings of this study provide valuable insights into the needs, expectations, and behavior of workers in a dynamic labor market. The study was conducted using the online interview method (CAWI).
Demographic portrait of study participants
Among the respondents, 3% belong to the 18–24 age group, 21% to the 25–34 age group, 39% to the 35–44 age group, 25% to the 45–54 age group, and 12% to the 55–64 age group. In terms of gender, 58% of respondents are women, and 42% are men.
The majority of study participants (77%) are married or living with a partner, while 22% are single. 52% of respondents have minor children living with them. The average household income is 4,349 lei per month.
In terms of professional employment, respondents represent a variety of fields. The most common among them are retail, engineering, education, manufacturing and logistics, IT, finance, and some others. 8% of respondents work full-time, 84% work part-time, and 1% hold managerial positions as managers or directors.
Priorities in job selection: External and internal factors
When it comes to choosing a job, Romanian workers consider a range of external and internal factors that shape their preferences and decision-making process. The study conducted by 4Service sheds light on the key priorities that guide Romanians in their career choices.
Among the external factors, the most significant are a stable salary together with additional payments (63% of respondents), a balance between work and personal life (41%), and a flexible schedule or the possibility of remote work (35%).
In terms of internal motivation, for most Romanians, the key role is played by security and stability in the workplace (54%), recognition of their contribution and value as employees (44%), personal job satisfaction and a sense of its meaning (42%). In addition, the absence of excessive pressure and stress is an important factor for 34% of respondents.
Main sources of job search
In the age of digital technology, it is not surprising that most Romanians use online resources to search for job openings. The most popular sites are ejobs (74% of respondents) and bestjobs (64%). At the same time, traditional methods, such as recommendations from friends and acquaintances (30%) or the local press (10%), also remain in demand.
Plans to change jobs and the gap in salary expectations
The survey results show that more than half of Romanians (53%) plan to change jobs within the next 6 months. This indicates a high level of mobility and dynamism in the labor market.
However, there is a significant gap between the actual incomes of workers and their expectations regarding fair remuneration. While the average actual income of respondents is 4,349 lei per month, the desired salary averages 5,823 lei. That is, the difference between the current and expected level of remuneration reaches 34%.
Conclusions and recommendations
The study provides valuable insights into the current state of the Romanian labor market and the key trends shaping its future. The survey results also indicate a high willingness of Romanians to change jobs, which opens up opportunities for employers in terms of attracting talent. At the same time, companies should pay attention to the key factors that determine the choice of workers: stability, security, professional development opportunities, recognition, and flexible working conditions.
The problem of the imbalance between actual remuneration and workers’ expectations deserves special attention. To retain and motivate staff, employers will have to review approaches to compensation and benefits, focusing not only on market benchmarks but also on the real needs of people.
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