Employment Center

The mass exodus of foreign companies from Russia is reflected in the labor market. The Russians, as it turned out, have sharply lost interest in working in Western companies and prefer Russian employers. The positions of “their own” in the current situation are seen by them as more stable – in contrast to foreign ones. About how the preferences of applicants have changed, recruiters and employers told Izvestia.

Became afraid

More than a third of Russians (41.6%) do not want to take risks and prefer to work for domestic employers. In the current economic situation, their positions are seen by the respondents as more stable compared to foreign ones. This trend was identified in the Robocash Group study.

Photo: TASS/Artem Geodakyan

About 28.5% of respondents under 35 reported that they would be afraid to work in a foreign company, and among people over 35 there are even more of them – 35.5%. Work for foreign companies was considered risky by 40.1% of women and 28.4% of men. At the same time, about 8.3% of respondents called working for foreigners more promising, and the salary is higher. And about the same number reported that they do not trust foreign employers at all and are against such employment.

Request for stability

According to experts in the field of personnel management, the influx of foreign companies brought many new approaches both to working with personnel and to building business processes. Russian companies in the face of increased competition for talents have received an incentive to develop. Applicants were attracted by the corporate culture of foreigners, various types of motivation, white salaries and clear career tracks. But now the attitude towards them is wary.

— In connection with the departure of international companies from the Russian market, applicants have shifted their focus to Russian employers. This is due to the fact that the main request during market turbulence is the request for stability. Today, Russian representative offices of international companies cannot fully satisfy this request, as decisions are made at head offices abroad — Dmitry Dudarev, the HR director of KROS points out.


Photo: TASS/Sergey Bobylev

The downward trend in the number of vacancies and the systematic reduction of personnel in a number of foreign productions has been outlined since the end of last year, and is now intensifying. But many do not trust Russian employers either.

– For example, the idea that in all Russian companies there are exclusively “gray” salaries, that employers are always trying to “save” on their employees, cut their salaries and bonuses. Indeed, there are those who continue to work in “gray” schemes, but these are now isolated cases,” says Anastasia Ogor, Director of Personnel and Organizational Development at Profit Group.

According to her, the realities of Russian business began to change. Domestic employers calmly compete with foreign ones, and in some cases surpass them in terms of wages, the quality of the social package, the saturation of corporate culture and other aspects.

Fear of downsizing

The decline in interest in working for foreign employers is recorded in the Salary Index, a platform for monitoring the salaries of line personnel in Russia. The reason is the same – the lack of certainty about the future.

— Many foreign companies have not yet given their employees a clear answer to the question about the further development of their business in Russia. Employees of such companies are still asking questions: will the company remain in Russia, and if not, are they in danger of layoffs? Stability can now be given either by Russian employers or those foreign enterprises that have already fully decided on their further development vector and are confident in their strategy in Russia, and there are few of them– indicates the operational director of the project Ekaterina Ivashkevich.


Photo: TASS/Zuma

Applicants who work in Western companies that have not yet left the market are afraid of layoffs, being sent on “vacation at their own expense” and the lack of information from management on the future of the company in the Russian market— adds Alexei Shoshin, director of marketing and business development at the law firm Emet.

Change location

According to the players of the Russian IT market, the number of vacancies from American and European IT companies has also decreased significantly.

— Previously, they were happy to hire our guys to work remotely. Today it is impossible, because there are problems with the software. Software introduced under sanctions is not available to developers, which means that the only way to employ them is to relocate, – notes Airat Nurtdinov, head of the HR department at Simtech Development.

The relocation trend in the IT sector began to gain momentum in the spring. At that time, many companies transferred their Russian employees to foreign jurisdictions. Specialists began to leave for other countries – both at the suggestion of the employer, and at their own request. However, now the trend has begun to decline: many are returning.


Photo: TASS/Sergey Savostyanov

— One of the new trends: highly experienced developers who have been living abroad for many years are looking for remote work in Russia. Recently, one candidate from the United States (with Russian roots. – Ed.) told me at an interview: “I want to share my expertise and knowledge with my compatriots,” Nurtdinov said.

Now a large number of specialists come to Russian companies – vendors, integrators, telecoms, because this way they feel more stable, Ekaterina Dementyeva, HR director of the company that develops MyOffice software, adds.

Reduce activity

Representative offices of international companies also reduce activity in the labor market. Vacancies are opened rarely and only in terms of replacing vacant, but vital positions for the company. However, as noted by Dmitry Dudarev, HR Director of CROS, this does not mean that foreign companies are lowering the requirements for employees “at the entrance”.

employment history

Photo: TASS/Vladimir Gerdo

They practically do not change approaches to selection, rather they freeze it, focusing on optimization strategies. The expert at the same time emphasizes that the Russian labor market will not remain without foreign employers. It will be transformed: some companies will be replaced by others.

Many international companies that left the market sold their businesses to Russian investors. These investors seek to fully preserve the structure of the business, including approaches to both the corporate management culture and the organizational structures of these assets.

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