Should We Prepare for A New Crisis of Candidates?

As global inflation is rising and its effects will be felt in the EU as well, it is only natural to ask ourselves how it is going to affect the workforce market.

At the time we wrote this blog entry, the effects of the post-pandemic economic recovery were accentuated by the optimism given by the anti-COVID vaccination campaign, which has palpable effects among the population. Consumption is increasing and this influences the need for employees in the labor market. Our agency has registered an increase in the number of applications for open positions, compared to the same period last year and to 2019, before the start of the lockdown.

“In our agency, we compare some data of 2021 with 2020 only for January, February and March, when the lockdowns were not taking place. Starting with March 2021, we had to look at 2019 as a reference when the effects of the pandemic were non-existent. The year 2019 was considered by many to be the employee’s year in the labor market. Candidates were very difficult to find and recruitment projects were often difficult to implement.” says Gabriel Florea, CEO of Geologic-HR.

However, comparing the data from the first 5 months of 2021 with the last two years, our recruiters see that we are facing a new reality. We cannot say that we have gone back in time, but rather that the labour market is going through a period of reconversion. Geologic-HR is dealing with a large number of applications, simultaneously with the increase in the number of recruitment projects.

“We see a match between supply and demand which is heading towards some surrealistic pressures. By the end of the year, we expect to see changes in the number of employees in many sectors. We can say that the epidemic has given a lot of food for thought to the employees and that many candidates are re-evaluating their options of employment towards more stable sectors. Also, the need for employees is higher than in 2019, with increased volumes in all sectors and we should prepare for a new crisis of candidates”, concluded Gabriel Florea, CEO of Geologic-HR.

Our agency recruits for European companies developing railway infrastructure projects. Our candidates are thoroughly scanned before being selected and presented to our business partners. Our consultants list a series of non-formal skills they appreciate a blue-collar worker should take into consideration when submitting their resume to fit also on-site demands.

At Geologic HR we put all our leadership and business skills into action for our business partners. We understand the market’s challenges and we are building innovative strategies and online campaigns to recruit the best temporary workers. Last but not least, we ensure that these jobs can deliver both core labour and a sustainable income, with legal protections, wages, and safety nets that are enjoyed by temporary workers in the whole EU, taking pressure from our partners in finding the right people. In case you will have any questions on how we can help you do not hesitate to write us at or give us a call.