Most Russian companies are actively recruiting young professionals, including students and recent graduates. However, they are mostly offered junior staff positions and routine tasks. This is evidenced by the results of the Aktion Personnel and HR survey, the results of which were reviewed by socialbites.ca.
Only 15.7% of surveyed companies do not hire young employees. The overwhelming majority adopt the opposite personnel strategy: for example, 59.6% said they hire young specialists, and 17% even hire students. And 7.6% had not done this before but are now hiring.
The majority of respondents (53.8%) do not notice a difference in salary between an experienced specialist and a recent university graduate. However, almost a quarter of respondents (23.7%) reduce the wages of young specialists from 10% to 30%. In approximately one in ten companies (11.8%), the pay gap varies between 30-50% or more.
Almost half of respondents (46% and 43.9%, respectively) hire junior employees for line staff and lower-level office staff positions with routine duties. 41.7% hire students and graduates as paraprofessionals.
In the majority of companies (54%), young experts remain in the team and are promoted. In nearly one in three organizations (31%), recent graduates have not worked for more than three years. In 15% – less than a year.
Almost half of the companies, that is, 50%, hire young specialists because they prefer to train their staff themselves. It is noteworthy that 43.6 percent say that they do not have employees with sufficient experience in the labor market.
The vast majority of companies (77.1%) invest in one way or another in the training of young employees; for example, using an in-house mentoring system, sending them to further training and also organizing seminars/webinars and online courses.
“Previously, hiring students and young professionals was more of an image issue, now it has become a necessity due to the situation in the labor market. Finding suitable specialists with experience is an “impossible task” and, if found, they will in any case have to be retrained to suit the characteristics of the organization. Therefore, it is cheaper and easier to hire either a “zero” specialist or an employee with minimal experience. Additionally, such employees generally have lower salary expectations than experienced employees. The desire of young people to “look for themselves” is also not so important here: students and graduates prefer to fill entry-level positions with low qualifications and traditionally high turnover. So ultimately selection and replacement costs are lower than hiring an experienced employee for the position. And if young people are interested in career development, it makes sense to invest in training and train a specialist specifically tailored to their characteristics and needs,” commented Aktion Personnel and HR expert Alexandra Borisova.
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