TOP 10: the best employers in Greece

As the coronavirus pandemic is under partial control and economic life is returning to normal, the new status quo of the Greek economy has created prospects for the labor market.

Thus, employees are called upon to adapt to a different order of things, when new professions offer broader prospects and better pay.

* High recognition means employers are well known in their industry.

** High Attractiveness: The highly attractive industry contains more attractive companies than other industries.

All of this is ultimately reflected in a study by the Randstad Employer Brand, based on which the pharmaceutical industry is currently the most attractive industry for a Greek worker. In second place is energy, in third – telecommunications, information technology.


Pharmaceuticals Energy and Fuel Telecommunications and Information Technology Tourism Mining Engineering Construction Successful Games Transport / Cargo Electronic Products Health.

It is worth noting that when compiling the top 10, the recognition factor was taken, that is, the fact that employers are widely known in their industry, as well as the attractiveness factor, that is, the sector with the most attractive companies.

Let’s now take a look at the top 3 companies by industry

From the point of view of the selection criteria for employees, financial stability and reliability, safe working conditions and a very good reputation stand out. Specifically:

“Financial stability and employer strength directly affect employee confidence. It is no coincidence that this criterion is the most important in most sectors of the Greek economy, determining an attractive offer from the point of view of the employer. “

It is emphasized that workers affected by the economic impact of the pandemic were twice as likely to find new jobs in the next six months than those who were not.

“I must say that despite the excellent performance of industries and companies, we see a mismatch between the profile of the ideal employer and what employers actually offer. And this is where companies need to get on their feet in order to find ways to bridge the gap, ”said Joanna Kunupi, Business and Intelligence Manager at Randstad Hellas.

At the same time, job insecurity and instability can significantly affect employees’ career choices, fostering the mobility of talent who would otherwise wish to work in industries of their choice.

Finally, a safe work environment during Covid-19, as well as a very good reputation, are among the criteria that determine the best performance in the industry in light of an attractive employer value proposition.

Top 10: Most Attractive Employers in Greece for 2021


Aegean Airlines


Τράπεζα της Ελλάδος Α.Ε.


Ελληνικές Υπεραγορές Σκλαβενίτης Α.Ε.Ε.


DEMO Φαρμακευτική

Εθνική Τράπεζα της Ελλάδος


Joanna Kunoupey, Commercial and Development Manager, Randstad Hellas

Joanna Kunoupey Commercial & Risesmart Manager της Randstad Hellas, commenting on the results of this year’s survey, noted:

The Randstad Employer Brands Survey is particularly important this year as it is conducted one year after the start of the pandemic. It is important to recognize and reward those companies that persisted in this turbulent period by supporting their human resources and, of course, their own strengths with initiatives and actions. And finally, they managed to demonstrate a strong and sustainable employer image everywhere. Companies understand the importance of employee trust and dedication as factors that can strengthen their overall perception as preferred employers. And working in this direction, they retain a huge competitive advantage, attracting and retaining the human resources they need. Developing an employer branding strategy should go hand in hand and be part of the overall corporate strategy. And the benefits of a positive employer image are spreading both in the world of work, which is changing daily, and in the sectors of our economy. It must be said that despite the excellent performance of industries and companies, we see a mismatch between the profile of the ideal employer and what employers actually offer.

Why employer branding is important

An employer brand, especially in times of crisis, is a good factor not only for attracting and retaining your human resources, but also for recognizing the level of commitment of your employees. And the more consistently companies deliver on their promises, the more trust employees have. Thus, by investing in the credibility and positive reputation of the employer, companies can gain a lot. Even at the level of more efficient resource management. According to the survey, companies pay 10% more salaries, and 50% of candidates say they will not work for a company with a bad reputation, despite the possible salary increases.

Those companies that can hire and retain reputable executives really care about their employer brand. In fact, 80% of executives agree that a strong employer brand has a significant impact in this direction, while another valuable finding emphasizes that 76% of employees who experience a strong connection between corporate reputation and true corporate culture are more likely to recommend this company. as a potential employer.

In fact, by building a positive employer image with a high level of recognition, companies can benefit from both rapid recruitment and the ability to receive double bids, expanding their talent pool and limiting the time of the hiring process.

Five most important criteria when choosing an employer

High wages and benefits (77%) are the first criteria for choosing an employer in Greece, and in fact with a higher percentage for women aged 35 and over, as well as for employees with a higher level of education. In second place is a pleasant work environment (73%), followed by development opportunities (67%), job stability and safety (64%), and in fifth place is the balance between professional and personal life (61%). Unsurprisingly, most respondents see work-life balance as one of the main characteristics of the ideal employer, given the various challenges many workers face when they are forced to work from home.

Greece versus Europe: what do future employees want?

Comparing Greece with the European averages recorded in the study, it is interesting to measure the indicators collected on two of the five main common criteria, in which there is an obvious difference. High wages and benefits, as well as development opportunities reach 67% and 52%, respectively, for European countries. In fact, coupled with the low score received by the Greek employer, they need to consider the importance of these criteria, with particular attention to the career development of the employees and the financial and non-financial benefits desired.

Perception of employers’ offer in Greece

High wages and benefits, as well as a pleasant work environment, are the main characteristics that employees consider to be ideal. However, they do not seem to match the actual value offered by the employer and have very low ratings on the list. A safe working environment, a very good reputation, and the financial stability and reliability of the company are among the top three factors according to the current employer and the general opinion of employers in Greece. This mismatch between what employees really want and what employers think they are offering allows us to understand the desired hierarchy of human resource needs and, at a later stage, develop an employer brand strategy. Therefore, companies need to question the elements that need to be changed when promoting the employer image they have by responsibly delivering the right message to their candidates.

Covid-19 and the impact on the labor market

According to the survey, only 38% of Greek employees found the opportunity to work remotely attractive, making this criterion one of the least important. Of the 48% of employees who started working more intensively with the teleworking model, 52% were involved in decision making, as opposed to 48% who did not. At the same time, the employment situation was influenced by a very large percentage of employees (55%) who either went on unpaid leave, worked at a different time than usual, or even lost their jobs. In this case, the intention to change the work environment also increased, reaching a high of 31% compared to employees who were not affected by Covid-19 and expressed a willingness to move to a different environment (22%).

Fear of losing your job

Workers were asked how worried they are about losing their jobs in 2021 due to the pandemic. In Greece, 35% of employees said they were afraid of losing their jobs. Of these, 29% plan to change their work environment in the next six months. The way Greek employers supported and dealt with the pandemic had a positive impact on employee loyalty. And at this stage, it explains why those companies that tried to deliver on their promises to employees and to society itself effectively protected their employer brand, ultimately creating a positive attitude. At the same time, 53% of employees felt more committed and satisfied with their employer. Characteristically, the highest level of commitment was observed among those employees who were forced to work remotely (57%), compared with those who worked with this model of their own choosing (36%).

Job search channels

But how do potential employees seek employment, and how does the changing work environment ultimately relate to branding companies as an employer? The most frequently used channels for those looking to change the work environment are personal contacts (43%), followed by job sites (29%). “The fact that the use of personal contacts is number one in job search channels greatly underscores the role that a strong employer brand plays, so that companies gain a strong reputation and satisfied employees to recommend the company they work for,” notes Ms. Joanna Kunupi, Commercial Director and Business Development Manager, Randstad Hellas.

Importance of criteria in relation to age group

The criteria that show the smallest difference between age groups relate to a pleasant work environment, as well as a balance between personal and professional life. This consequence, despite the logical differences arising in solar groups, invariably indicates their importance for everyone. And this leads us to the conclusion that the above two factors are a clear incentive for the satisfaction of all employees, and therefore companies need to expand the benefits and adopt policies in this direction.

You can see all the research by Randstad Employer Brand here

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