Across many Russian firms, attracting young talent remains a priority, with students and recent graduates frequently entering the recruitment pipeline. Yet the roles they land tend to be junior positions that handle routine, well-defined tasks. This pattern emerges from the Aktion Personnel and HR survey, which socialbites.ca reviewed to gauge hiring dynamics in the current climate [Source: Aktion Personnel and HR survey].
Only a small slice, 15.7 percent, of companies in the sample reported no interest in hiring young workers. The vast majority adopt a contrasting strategy: 59.6 percent actively recruit young specialists, and 17 percent even bring in students. Notably, 7.6 percent of firms had not previously hired young staff but have started doing so recently [Source: Aktion Personnel and HR survey].
When it comes to compensation, more than half of respondents, 53.8 percent, do not perceive a salary gap between experienced professionals and new graduates. However, nearly a quarter report trimming wages for younger hires by 10 to 30 percent. In about one in ten companies, the difference widens to 30 percent or more, ranging up to 50 percent or beyond in a small share of cases [Source: Aktion Personnel and HR survey].
Data show a clear pattern in recruitment for various roles. Roughly half of the surveyed firms (46 percent) and 43.9 percent, respectively, bring in junior staff for line duties and entry-level office tasks that involve routine responsibilities. A slightly larger portion, 41.7 percent, hires students and graduates as paraprofessionals who support senior staff and learn on the job [Source: Aktion Personnel and HR survey].
Retention and development are central to the story. In the majority of organizations, 54 percent, young professionals stay with the team and receive opportunities for promotion. At the same time, about one in three companies reported that recent graduates have less than three years of experience in their workforce, and 15 percent indicated that new hires have been with the company for less than a year [Source: Aktion Personnel and HR survey].
Investment in training stands out as a common approach. Half of the companies in the study hire young specialists because they prefer to build capabilities in-house. It is also notable that 43.6 percent acknowledge a lack of sufficiently experienced employees in the external labor market, underscoring a strategic shift toward cultivating internal talent [Source: Aktion Personnel and HR survey].
Professional development remains a top priority. A striking 77.1 percent of firms engage in some form of training for young employees, whether through in-house mentoring, external courses, or organized seminars and webinars. This emphasis reflects a broader viewpoint: the current labor market often favors adaptable, trainable entrants who can be shaped to fit organizational needs. In several cases, these initiatives extend beyond skill-building to foster long-term alignment with corporate culture and goals [Source: Aktion Personnel and HR survey].
As a concluding assessment, experts observe a shift in hiring rationale. What used to be a reputational or image concern has evolved into a business imperative. The scarcity of experienced specialists makes it difficult to fill roles with seasoned hires, leading many organizations to recruit entrants with minimal experience and then retrain them to suit the company. This approach can be more cost-effective because new hires typically pose lower salary expectations and offer a longer horizon for investment in their development. When early career development is aligned with organizational needs, the cost of ongoing hiring and replacement declines. Alexandra Borisova of Aktion Personnel and HR emphasizes that selecting and nurturing a candidate who can grow within the organization is often the smarter route, especially in markets where veteran talent is in short supply [Source: Aktion Personnel and HR survey].
In light of these observations, questions about compensation expectations among current students and recent graduates surface. What are the likely salary ranges and career trajectories these young professionals anticipate as they enter the job market? The survey highlights a broader context for Canada and the United States, where employers increasingly value the blend of fresh perspective and practical training that new entrants can bring to teams. The emphasis on internal development, structured onboarding, and clear progression paths is commonly viewed as essential to maintaining competitiveness in today’s labor environment [Source: Aktion Personnel and HR survey].