{"id":677,"date":"2026-10-04T15:58:42","date_gmt":"2026-10-04T14:58:42","guid":{"rendered":"https:\/\/rekruter.si\/?p=677"},"modified":"2026-10-04T15:59:28","modified_gmt":"2026-10-04T14:59:28","slug":"it-kadri-paradoks-ki-zmede-marsikaterega-delodajalca","status":"publish","type":"post","link":"https:\/\/rekruter.si\/?p=677","title":{"rendered":"IT kadri: paradoks, ki zmede marsikaterega delodajalca"},"content":{"rendered":"\n

Naslovnice zadnjih mesecev sporo\u010dajo eno stvar: tehnolo\u0161ka industrija odpu\u0161\u010da. Mno\u017ei\u010dno. In vendar \u2013 \u010de ste v Sloveniji zadnjih \u0161est mesecev posku\u0161ali zaposliti izku\u0161enega razvijalca, veste, da to nikakor ne pomeni, da so kandidati kar naenkrat na voljo.<\/p>\n\n\n\n

Ta razkorak zmede marsikaterega delodajalca. Zato ga tukaj posku\u0161amo razlo\u017eiti.<\/p>\n\n\n\n

Kaj pravijo \u0161tevilke<\/h2>\n\n\n\n
\n

Slovenski razvijalci programske opreme ostajajo na seznamu deficitarnih poklicev, ka\u017ee Poklicni barometer Zavoda RS za zaposlovanje za leto 2026. Hkrati so tehnolo\u0161ka podjetja po svetu v prvem \u010detrtletju odpustila okoli 80.000 zaposlenih, od za\u010detka leta 2023 pa je panoga izgubila ve\u010d kot pol milijona delovnih mest.<\/p>\n<\/blockquote>\n\n\n\n

Dve na videz nezdru\u017eljivi resnici. Kako je to mogo\u010de?<\/p>\n\n\n\n

Prvi razlog je bolj prozai\u010den, kot ve\u010dina misli. Umetna inteligenca<\/strong>, ki jo javnost najpogosteje navaja kot glavni vzrok za odpu\u0161\u010danja, v resnici ni glavni dejavnik. Ameri\u0161ki dav\u010dni \u010dlen 174 je leta 2022 spremenil obravnavo pla\u010d in\u017eenirjev in programerjev. Zakon, sprejet julija 2025, je ameri\u0161kim podjetjem znova omogo\u010dil takoj\u0161nji odbitek stro\u0161kov doma\u010dega razvoja \u2013 a ta ugodnost ne velja za delo, opravljeno zunaj ZDA.<\/p>\n\n\n\n

Prevedeno v prakso: ameri\u0161ka podjetja imajo dav\u010dno spodbudo, da razvoj zadr\u017eijo doma<\/em>. To neposredno zadeva slovenske in\u017eenirje, ki delajo za ameri\u0161ke naro\u010dnike ali v razvojnih centrih ameri\u0161kih podjetij. Odpu\u0161\u010danja v tujini torej niso posledica prese\u017eka kadra, ampak dav\u010dne politike \u2013 in slovenskim podjetjem ne prinesejo mno\u017eice prostih kandidatov na doma\u010dem trgu.<\/p>\n\n\n\n

Drugi razlog je demografski in dolgoro\u010den. Zavod je za leto 2026 ocenil 171 poklicnih skupin in primanjkljaj kadra napovedal za 98 od njih. Pomanjkanje izhaja iz staranja prebivalstva in manj\u0161ega \u0161tevila mladih<\/strong>, ki vstopajo na trg dela, povpra\u0161evanje po digitalnih znanjih pa raste tudi v podjetjih zunaj tehnolo\u0161ke panoge.<\/p>\n\n\n\n

To zadnje je klju\u010dno: IT kader danes ne i\u0161\u010dejo le IT podjetja. I\u0161\u010dejo ga proizvodna podjetja, banke, zavarovalnice, logistika, trgovina. Vsi.<\/em><\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

<\/p>\n\n\n\n

Kaj se je spremenilo znotraj IT profilov<\/h2>\n\n\n\n

Ni vse enako deficitarno. Tehniki za IKT in podporo uporabnikom so po napovedi Zavoda pre\u0161li iz prese\u017eka v ravnovesje, medtem ko razvijalci ostajajo v primanjkljaju. Rutinske naloge \u2013 od vnosa podatkov do osnovnih analiz \u2013 vse pogosteje prevzemajo programska orodja.<\/p>\n\n\n\n

To je pomembno sporo\u010dilo za vsakogar, ki na\u010drtuje kadrovsko strategijo: povpra\u0161evanje se seli navzgor po lestvici kompleksnosti. Podpora in rutinsko delo se avtomatizirata<\/strong>. Vloge, ki zahtevajo arhitekturno razmi\u0161ljanje, razumevanje domene in sposobnost odlo\u010danja, pa postajajo \u0161e bolj iskane.<\/p>\n\n\n\n

Poleg razvijalcev so v Sloveniji med najbolj iskanimi profili tudi strokovnjaki za kibernetsko varnost, umetno inteligenco in podatkovno analizo.<\/p>\n\n\n\n

Zakaj klasi\u010dni oglas ne deluje ve\u010d<\/h2>\n\n\n\n

Tukaj je neprijetna resnica za podjetja, ki \u0161e vedno ra\u010dunajo na klasi\u010dne zaposlitvene oglase: najbolj\u0161i IT kadri slu\u017ebe ne i\u0161\u010dejo. \u017de zdaj imajo delo, ki jih zadovoljuje, in \u010de ne, jih kontaktira pet drugih podjetij, preden se odlo\u010dijo za prijavo.<\/p>\n\n\n\n

\n

Med velikimi delodajalci se jih je s pomanjkanjem ustreznih kadrov sre\u010devalo ve\u010d kot 70 %, ve\u010d kot polovica (52,7 %) pa tudi dolgoro\u010dno pri\u010dakuje te\u017eave z iskanjem kadra.<\/p>\n<\/blockquote>\n\n\n\n

To pomeni, da va\u0161 oglas ne tekmuje z drugimi oglasi. Tekmuje z uspe\u0161nostjo, ki jo kandidat \u017ee ima.<\/p>\n\n\n\n

Kaj torej deluje?<\/h2>\n\n\n\n

Direktni pristop namesto \u010dakanja.<\/strong> Headhunting v IT ni luksuz \u2013 je edini realen na\u010din, da dose\u017eete pasivne kandidate. Ti predstavljajo ve\u010dino kakovostnega kadra na trgu.<\/p>\n\n\n\n

Hitrost odlo\u010danja.<\/strong> \u010ce va\u0161 selekcijski proces traja pet tednov in \u0161tiri kroge razgovorov, boste kandidata izgubili. Konkurenca se odlo\u010di v desetih dneh. To ni teoreti\u010dna nevarnost \u2013 to se v praksi dogaja tedensko.<\/p>\n\n\n\n

Transparentnost glede pla\u010de.<\/strong> Z uveljavitvijo direktive EU o pla\u010dni transparentnosti bo to tako ali tako obvezno. IT kandidati pa to pri\u010dakujejo \u017ee zdaj. Oglas brez pla\u010dnega razpona pogosto sploh ne dobi prijav najbolj\u0161ih.<\/p>\n\n\n\n

Realen opis vloge.<\/strong> Seznam dvajsetih tehnologij v enem oglasu ne pomeni, da ste ambiciozni. Pomeni, da ne veste, koga i\u0161\u010dete. Izku\u0161en kandidat to prebere v treh sekundah.<\/p>\n\n\n\n

Fleksibilnost kot resni\u010dna ponudba, ne kot marketing.<\/strong> Podjetja, ki \u017eelijo ostati konkuren\u010dna, potrebujejo celovito strategijo privabljanja in zadr\u017eevanja talentov \u2013 med klju\u010dnimi elementi so fleksibilne oblike dela, hibridno delo in mo\u017enost dela od doma. Za IT kader je to prakti\u010dno higienski standard, ne bonus.<\/p>\n\n\n\n

Vlaganje v obstoje\u010di kader.<\/strong> Zaposliti novega razvijalca je drago in dolgotrajno. Prekvalificirati in nadgraditi obstoje\u010dega je pogosto hitrej\u0161e.Zavod RS za zaposlovanje med klju\u010dnimi kompetencami prihodnosti izpostavlja obvladovanje umetne inteligence, podatkovne analitike in kibernetske varnosti.<\/p>\n\n\n\n

Kaj lahko pri\u010dakujemo naprej<\/h2>\n\n\n\n

Po oceni strokovnjakov bo pomanjkanje kadrov v Sloveniji trajalo vsaj do leta 2030. Slovenski in evropski trg dela sta mo\u010dno zaznamovana z demografskimi izzivi \u2013 staranjem prebivalstva in nizko rodnostjo \u2013 ter strukturnim neskladjem med ponudbo in povpra\u0161evanjem.<\/p>\n\n\n\n

Kar pomeni: to ni prehodna faza, ki jo je treba pre\u010dakati. Je novo stanje, ki mu je treba prilagoditi kadrovsko strategijo.<\/p>\n\n\n\n

I\u0161\u010dete IT kader in vas klasi\u010dne poti ne pripeljejo do rezultatov? Pri Rekruterju se ukvarjamo prav s tem \u2013 z iskanjem ljudi, ki slu\u017ebe ne i\u0161\u010dejo. Kontaktirajte nas za brezpla\u010den posvet!<\/p>\n\n\n\n

<\/p>\n","protected":false},"excerpt":{"rendered":"

Naslovnice zadnjih mesecev sporo\u010dajo eno stvar: tehnolo\u0161ka industrija odpu\u0161\u010da. Mno\u017ei\u010dno. In vendar \u2013 \u010de ste v Sloveniji zadnjih \u0161est mesecev posku\u0161ali zaposliti izku\u0161enega razvijalca, veste, da to nikakor ne pomeni, da so kandidati kar naenkrat na voljo. Ta razkorak zmede marsikaterega delodajalca. Zato ga tukaj posku\u0161amo razlo\u017eiti. Kaj pravijo \u0161tevilke Slovenski razvijalci programske opreme ostajajo […]<\/p>\n","protected":false},"author":2,"featured_media":679,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[8],"tags":[],"class_list":["post-677","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-vprasanja-dileme-smernice"],"yoast_head":"\r\nIT kadri: paradoks, ki zmede marsikaterega delodajalca - Rekruter<\/title>\r\n<meta name=\"description\" content=\"Tehnolo\u0161ka podjetja odpu\u0161\u010dajo, a slovenski razvijalci ostajajo deficitarni. 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