Across many regions in Russia, there is a notable shortage of labor. This finding comes from the Office of the Business Ombudsman Boris Titov, with a copy of the data available to the editors of socialbites.ca.
Experts working with Titov analyzed open positions on the HeadHunter portal and found that during the summer of 2023, job offers rose by 61 percent compared with the same period in 2021, while the number of resumes grew by only about 15 percent. This pattern points to a widening gap between supply and demand in the labor market, as observed by Dmitry Porochkin, Director-General of the NSS Center for Occupational Safety and Health. He describes the situation as an applied market where demand outstrips supply in a meaningful way.
In sales, the share of open positions exceeded the share of resumes by 5.6 percentage points, with 17 percent of job postings versus 22.6 percent of resumes. In retail trade, the gap was 4.8 percentage points (6.1 percent of postings against 10.9 percent of resumes). In transportation, the difference stood at 2.3 percentage points (10.7 percent of postings against 13 percent of resumes).
Porochkin notes that in all key sectors—sales, trade, transport, construction, and manufacturing—demand appears higher than the available labor supply. The only notable exception is Moscow, along with the North Caucasus region, where the balance is closer, and a particular shortfall is felt in Central Russia outside the capital. The lowest staff deficit coefficient in the Central Federal District is 0.75, while the national average sits around 0.82, indicating a tighter market closer to the core areas of economic activity.
Beyond the idea of importing foreign workers, Titov argues that the state can spur employers to invest in human capital, building a more resilient and capable workforce. This approach emphasizes training, upskilling, and career development as ways to alleviate hiring pressures across industries. Titov, who serves as the Presidency’s Commissioner for the Protection of Entrepreneurs’ Rights, stresses that such investments can help businesses weather ongoing staffing challenges and sustain growth.
In discussions about practical solutions, Titov also suggests employing diverse strategies to boost employee engagement. These include offering equity-based incentives such as stock options, which can improve retention and alignment between workers and the long-term success of their employers. As labor markets tighten, these measures may become increasingly important for organizations seeking to maintain staffing levels and performance.
Recent discussions in the State Duma highlighted how retirees could contribute to easing shortages. The proposal recognizes the potential of older workers to fill gaps in critical roles, drawing on their experience and reliability. This broader view of workforce participation reflects a shift toward more inclusive labor strategies and adaptable staffing models that can help sustain economic activity in the face of shortages.
Meanwhile, analysts note that a meaningful portion of the population continues to work informally, which complicates the measurement and management of labor supply. The evolving mix of formal and informal employment patterns underscores the need for clearer policy signals and practical programs that help workers transition into formal roles with adequate protections and benefits. The overall message from experts and policymakers is that the job market will require coordinated efforts across government, business, and workers themselves to tighten supply and support sustained growth. This includes attention to regional disparities, training pipelines, and incentives that encourage investment in human capital as a long-term remedy for labor shortages, rather than quick fixes alone.