Where is the recruitment market in Russia going? Westerly winds
For more than ten years, September 20, recruiters have been celebrating their professional holiday, and the recruitment market in Russia itself has been around for more than a quarter of a century. But among professionals, it is still customary to talk about the HR consulting market as a market that is immature and not fully formed. 25 years, of course, is not enough to create a full-fledged industry, especially in such a huge country like ours. Even in Moscow, the capital of our country and the main business center of Russia, there are just over 300 agencies, while in London alone there are more than 15,000, that is, FIFTY times more!
The patient is more likely alive than dead.
There are already some positive trends in the recruitment market in Russia - recruitment agencies have become serious players in the consulting business, a certain professional community has formed, candidates have ceased to be afraid of meetings with recruiters, and corporations - and not only Western ones - have allocated a separate budget line for paying for recruiting services.
But in terms of the main indicator of the development of the recruitment market (the number of candidates employed through agencies regarding the total number of employment), Russia is extremely far from world standards. So, for example, according to the international study of the LinkedIn social network for 2015 (according to surveys of more than 4,000 professionals responsible for internal recruitment in various corporations), in the UK more than half of the company's employment is through professional agencies. This is one of the highest rates in the world, in the USA the figure, by the way, is noticeably lower - only 28%. Of course, one should approach these statistics with caution, but for Russia even such data cannot be found.
Where does such a high percentage of recruitment services penetration in Western countries come from? On the one hand, of course, this is a general tendency to transfer non-core functions for the company to outsourcing, that is, to specialized partners and contractors. In a highly competitive environment where there is a constant struggle for quality, companies prefer to pay and save time in order to concentrate on their core business.
If we hope that the Russian business will be developing very slowly, but nevertheless develop according to the Western model, then with some caution we can assume that in the field of the recruitment services market in our country, it will be possible to trace the trends characteristic of highly developed countries.
1. An increase in the amount of processed information when searching for candidates.
The Internet and social media have a huge impact on the methods and mechanisms of both job searching and attracting candidates. A few years ago, collecting recommendations by phone was almost the only way to gather information about the candidate, today new sources appear for both the recruiter and the employer: pages on social networks, profiles on forums and blogs, comments in professional communities.
Similarly, social networks are becoming the most important communication channel for employers and the strongest tool for promoting their own brand. The position of the Digital Officer - that is, the employee responsible for communication through online platforms - is gradually appearing in the Russian list of vacancies.
New communication channels with candidates increase audience reach: on the one hand, recruiters have a choice and the opportunity to convey information to a large number of potential candidates in one click. But there is a flip side to the coin: a sharply increasing number of applications, appeals and resumes that need to be considered, sorted and which need to be answered.
2. The growth in the number of specialized agencies
Of the 15,000 mentioned London-based personnel companies, the majority are highly specialized agencies. Specialization can be different, and may depend on the sphere of business for which the agency works - for example, the chemical industry, and may be based on the profile of the specialists provided - for example, the agency selects only accountants.
In Russia, this trend began to be traced relatively recently and was first manifested in the fact that large personnel companies began to create narrowly targeted units within the general selection departments. But some specialized recruitment agencies (except for the niche of finding domestic staff - nannies and au pair assistants) were the first to appear in the advanced segment of our economy - in the field of IT.
However, even the most advanced Russian IT recruitment agency does not yet have the approach that is characteristic of the US market.
Recently, employees of the St. Petersburg agency iСhar selected Data Scientists candidates for an international outsourcing IT company. This area is only developing in Russia, and so far there are few specialists. The customer, who himself is in the United States, was excited at the start of work and was surprised when a suitable specialist was found. Why?
It turned out that it was unusual for a customer to give such a difficult order even by American standards to a specialized IT agency: IT recruiters in the USA rarely get such jobs, because individual Data Scientist recruiters specialize in this segment, who know the subject area so well that they are friends with the profession for years, know who and where they work ... Such a recruiter does not need to search for a candidate and introducing a candidate by such a recruiter is equivalent to a recommendation from the employer, they respect and trust the opinion of a highly specialized recruiter customers.
3. Out of the office: the victory of mobile technology
Professionals around the world say that people are increasingly solving problems using mobile phones. If ten years ago the lack of an office “city” telephone number put the company's reputation in doubt, today it has become customary to indicate a Skype login on a business card.
Negotiations, meetings, seminars - everything can be held without turning on the computer and not wasting time on the road. With the development of mobile technologies, more and more work processes can be conducted outside the office, and job search is no exception.
The job search portal without its own application is doomed to be on the sidelines even in Russia. As in all developing countries, even in the remote villages of our vast Motherland, you can meet the unemployed with a smartphone of the latest generation ...
4. Video revolution: changing the format of resumes and job postings .
Employees of recruitment agencies in Russia have been practicing Skype video interviews for quite some time, but only relatively recently HRs themselves began to trust this method. As always, the pioneers were IT companies, primarily American ones, for which a similar method of communication has long been familiar.
However, the global trend goes further - today more and more often instead of dry job advertisements, companies publish video appeals to future candidates. Advanced users are already starting to create their resume in the format of video presentations: it is quick, easy and easy to remember.
Want to know the future - ask an IT specialist
Not only in Russia but throughout the world, IT business is ahead of other areas of the economy in terms of “advancedness” and the level of penetration of modern technologies. Many global trends in the field of recruitment originated in IT companies, from where they spread to other segments of the business.
However, it’s paradoxical - no matter how recently it has been said that soon the entire recruitment will be automated and go to the Internet, and no one will need recruiting agencies, in fact it is exactly the opposite: today the help of professionals is needed even more, and the staff of 15,000 London HR companies do not sit without work.