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Recruitment: changes are in progress


Olesya MurashovaHead of General Staffing, Coleman Services

Last year, 2016, showed that the labor market is still suffering sharp changes. Despite the fact that business is starting to adapt to the new economic reality, companies are avoiding taking active steps toward drastic staffing cuts, and wage indexation is still implemented, though not actively, and no recovery to the situation of previous years is expected.

With that, there is the obvious employer’s aspiration to performance enhancement and staffing optimization. This requires hiring the finest employees, who are to succeed current personnel who do not turn the profit essential to the company. Therefore, the attitude to employee motivation is undergoing certain change – for example, bonus scheme transformation.

Search for a qualified specialist is still a challenging task. Over the last year, competition among job-seekers has increased almost twofold. Noteworthy for this issue is the fact that three years ago the average job search lasted from two to three months, whereas this year, according to a number of analysts, this period may last up to six months. However, none of that facilitates the process of candidate selection for employers, especially considering that, on the whole, the tendency to poach employees using extra-high salaries, voluntary health insurance and gym memberships is declining. Now companies are willing to contribute to the professional growth of the most promising employees for their further promotion along the career ladder inside the company. When additional funds are required, as a rule, they are allocated.

At the same time, we are witnessing the significantly increasing role played by "psychological comfort" in the office and a young professional’s particular team. In 2017, workers are ready to work hard, raise their qualifications and upgrade their skills to maintain a workplace with a decent salary.

Along with increasing employer requirements of candidates, the demand of the latter is noticeably falling. Three-five years ago, changing a job every year or year and a half seemed normal, especially in metropolitan areas, but today employees either prefer to stay at their workplace, or take time to carefully consider all pros and cons before making a decision.

It is important to note one more trend mentioned in passing above that has been rapidly developing in recent years. This is that "old" employees are being replaced by young specialists, who tend to be not as qualified and to have their own perspectives on work and life. This is not just a matter of understanding between the generations, but more the inability of young professionals to take responsibility for the strategic development of their segment and the company on the whole. This negative trend is of a temporary nature, however, and it will take time to overcome.

Speaking of trends in HR, we cannot help noting that HR professionals are increasingly being helped out by state-of-the-art technologies in searching, evaluation and communication with candidates and new employees. Companies either develop such IT solutions by themselves or purchase ready-made ones. Primarily, these are software applications for PCs, smartphones and tablets, which significantly increase not only search speed, but also the quality of selection due to opportunities for mobile testing of candidates’ skills, plus often simulating the workflow in game format.

Other no less popular means of search and selection of the most suitable candidates still include social networking, video interviews, physiognomy and graphology testing, which saves time for HR specialists and boosts their performance.

Summing up, it should be noted that, among the leading trends expected this year will be a stricter approach by employers to the selection of new workers, changes in employee motivation systems, especially for young specialists, investment in professional training, as well as the increasing role of up-to-date IT solutions not only in HR but in the company as a whole.

Last year, 2016, showed that the labor market is still suffering sharp changes. Despite the fact that business is starting to adapt to the new economic reality, companies are avoiding taking active steps toward drastic staffing cuts, and wage indexation is still implemented, though not actively, and no recovery to the situation of previous years is expected.

With that, there is the obvious employer’s aspiration to performance enhancement and staffing optimization. This requires hiring the finest employees, who are to succeed current personnel who do not turn the profit essential to the company. Therefore, the attitude to employee motivation is undergoing certain change – for example, bonus scheme transformation.

Search for a qualified specialist is still a challenging task. Over the last year, competition among job-seekers has increased almost twofold. Noteworthy for this issue is the fact that three years ago the average job search lasted from two to three months, whereas this year, according to a number of analysts, this period may last up to six months. However, none of that facilitates the process of candidate selection for employers, especially considering that, on the whole, the tendency to poach employees using extra-high salaries, voluntary health insurance and gym memberships is declining. Now companies are willing to contribute to the professional growth of the most promising employees for their further promotion along the career ladder inside the company. When additional funds are required, as a rule, they are allocated.

At the same time, we are witnessing the significantly increasing role played by "psychological comfort" in the office and a young professional’s particular team. In 2017, workers are ready to work hard, raise their qualifications and upgrade their skills to maintain a workplace with a decent salary.

Along with increasing employer requirements of candidates, the demand of the latter is noticeably falling. Three-five years ago, changing a job every year or year and a half seemed normal, especially in metropolitan areas, but today employees either prefer to stay at their workplace, or take time to carefully consider all pros and cons before making a decision.

It is important to note one more trend mentioned in passing above that has been rapidly developing in recent years. This is that "old" employees are being replaced by young specialists, who tend to be not as qualified and to have their own perspectives on work and life. This is not just a matter of understanding between the generations, but more the inability of young professionals to take responsibility for the strategic development of their segment and the company on the whole. This negative trend is of a temporary nature, however, and it will take time to overcome.

Speaking of trends in HR, we cannot help noting that HR professionals are increasingly being helped out by state-of-the-art technologies in searching, evaluation and communication with candidates and new employees. Companies either develop such IT solutions by themselves or purchase ready-made ones. Primarily, these are software applications for PCs, smartphones and tablets, which significantly increase not only search speed, but also the quality of selection due to opportunities for mobile testing of candidates’ skills, plus often simulating the workflow in game format.

Other no less popular means of search and selection of the most suitable candidates still include social networking, video interviews, physiognomy and graphology testing, which saves time for HR specialists and boosts their performance.

Summing up, it should be noted that, among the leading trends expected this year will be a stricter approach by employers to the selection of new workers, changes in employee motivation systems, especially for young specialists, investment in professional training, as well as the increasing role of up-to-date IT solutions not only in HR but in the company as a whole.

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