3. Trends
• The market is expanding more quickly than
candidates themselves are developing – there
is a shortage of experienced
personnel in most areas, in particular for
customer-facing positions
• Sales candidates prefer to be 'farmers'
rather than 'hunters', yet clients want people
who will generate new business for them
4. Trends
• Most candidates, whilst not actively looking
for a job change are ready to explore
new vacancies and jump for the right
opportunity
• However, if changing "like-for like" (шило на
мыло) then in most situations, a salary
increase of 20%+ as a minimum would be
expected
• This is especially the case via a recruitment
agency where we earn our fees for finding a
'perfect' candidate (ie, we don't get
paid to be creative)!
5. Trends
• Russians tend to be brand-conscious,
and risk-averse so pitch your interview
style accordingly, especially if you are a new
entrant to Russia
• Don't expect candidates to sell themselves,
especially if they have a good job already - in
fact they will most likely expect YOU to
sell your company and the job to THEM!
• It's considered 'normal' in Russia to quit your
job, relax for a few months and then begin a
job search. Unlike in Western Europe & North
America, it doesn't necessarily mean that the
candidate was fired, made redundant or is
'тунеядец'!
6. Trends
• Look for 'reasons to hire', not reasons
'not to hire' - the perfect candidate almost
never exists (and is he/she does, it doesn't
mean that he/she wants to work for you)!
• Simplify the recruitment process (both in
terms of time & layers) - do you really have to
fly the candidate for a final interview in
Europe, or wait for a VP from abroad to visit
Moscow?
• No-one was born to work in your
company - if you believe that this person
can do the job, offer him/her! Don't wait for 3-
4 identical ones to appear to choose from
amongst them!
7. Trends
• Be realistic; agencies don't do genetic
engineering (Мы не роддом); we can only work
with what's available on the market
• Compromise is important - don't just hire
people whom you like, or whom you get on well
with. Corporate culture is important but in the
end people come to work to work, not
'тусоваться'.
• Work with your agency to manage the
offer process - candidates will often tell us
about any concerns they have, but don't like to
discuss it directly with a future employer
8. • Whilst companies are seeking to avoid
increasing existing employees' guaranteed
compensation, most regocnise the need to
retain key talent within the organisation - this
is often done with retention bonuses,
that are often performance based
• However, candidates in Russia/CIS prefer to
'think of the present' and focus much
more on what a new employer can offer them
NOW!
• The replacement cost of an existing
employee who is departing is ALWAYS higher
than what this person was previously earning -
you WILL have to pay more to re-fill this
position
