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Pharmaceutical companies are using the crisis to update staff: varies little over the stronger, while saving on salaries. What other trends have been observed for the labor market, says the director of recruitment agency "Selektum" Elena Kuptsova. – How would you assess the current situation in recruiting? Some recruitment agencies say a recovery in the labor market after a deep quiet company again began to recruit staff. – According to our observations of a burst of activity to attract personnel to the pharmaceutical market is not marked. The dynamics of receipt of applications for selection in the field of pharmaceuticals is relatively calm. Sharp drop in demand for staff, as happened and is happening in other markets in the pharmaceutical industry was not observed. Though really, at the end of the year due to the crisis, many companies slowed down recruitment.

However, some decline in activity on the part of Employers generally characteristic of the market in the recruitment period from December to January. Those who "froze" the plans set out the threat of crisis, like to look around, assess the possible risks and optimize costs. Some companies have started reducing staff. But in the end the situation with a set of more or less stabilized, and in comparison with other industries developed in the normal way. Many pharmaceutical companies continue to implement its plans to recruit staff, set out in the last year. Foreign companies that are going to open offices in Russia, as far as we know, too, of his intention not to.

According to the experts of the market of labor migration, more than half a million Russians are currently abroad. About 50 thousand of our compatriots go abroad every year in search of work and better life. Among them are qualified as experts and scholars, and ordinary workers, whose number is much higher. According to statistics, only 10% of all who had gone abroad to work, take their respective specialty jobs. In general, these scientists and programmers. The rest either do not have higher education, or can not get in their profession. In most cases, the Russians are looking for overseas job babysitting seller bartender, janitor, etc.

Also, our people are held dishwashers, barbers, truckers, sailors, dockers and clerks. In general, working abroad going people over 35. Few of them speak the language country in which the search for work, or at least English. And this is the main obstacle in the search for a good job. Our citizens often are hired only because they agree on all earnings and do not require high salaries. Filed under: Southwest Airlines. In the U.S., our people are working mainly in the services sector. In Germany, the Russians worked as a salesman or barbers in the home.

Some installers or repairers work in factories. In Italy, our citizens hold office designers, representatives of trading companies and architects. A very large number of Russians involved in the dirty work – cleaning, washing dishes, caring for the elderly. In Spain, our citizens can be met fairly infrequently. In general – during the holiday season is employment as a waiter and dishwasher. Some Russians are employed in Denmark. There, they mainly work laborers on farms. In Israel, the Russians are so many programmers. In Sweden, our women are most often arranged in a nursing home nurses. In Norway, the Russian sailors working sailors, navigators, mate. In England the demand for Russian nurse, and in France – the maids and clerks. In Canada, our people go to work by sellers in big stores, and in Turkey – the animators. As you can see, Russia supplies to the West not only qualified, but in most cases – the labor force.

Leading recruiters now understand the importance of branding, and they will continue to emphasize the use of marketing and PR-programs for building an attractive image of a company. Recruiters will be performing at public events, in universities and elsewhere, where the "inhabited" potential candidates. They will teach and encourage our employees to tell them all about the benefits of their company, its excellent management. Recruiters will be the future of marketing professionals research. They will conduct surveys and focus groups to monitor in order to define the criteria used by the best candidates for acceptance or rejection of a job. Recruiters will determine criterion by which potential candidates to decide on what position and which company to apply to him. They will have much more information about the best candidates, what is presented in summary: what and why they are not satisfied their current work and who influences their decision to accept work. Recruiters future will be experts on the use of technology in all aspects of recruiting.

They will be well familiar with both the tracking of applicants, and with the most advanced search tools on the Internet. They will visit the personal home web pages of candidates, as well as chat rooms and forums where the best talk "frames". Recruiters future will constantly monitor and verify the effectiveness of mechanisms for sorting and selection of candidates. Instead of relying entirely on interviews, they will be able to remotely evaluate candidates and also give them solve real problems (or simulation). Recruiters consider the future of recruiting as a rival game. Recruiter of the future will continue to experiment with new tools and approaches. Recruiters will be able to determine the effectiveness of new tools, and quickly inform his colleagues of those who work and those that do not work. Increase the role of associations and recruiters.

Recruiters of the future will always strive for knowledge, and learn from his best colleagues. Here are some changes that will occur in recruitment over the next 10-15 years. Some argue that most of these changes are already happening in the best recruiting companies in the world. So, time for change has come.

Document the need for the long-talked recruiters, document, so long waited for their clients, finally ready! Standards recruiting services, in other words – "the rules" in the market recruiting now formulated and ready for use. The practice of any market requires the establishment of professional standards. However, since 1991, when Ukraine came first recruitment agencies, ie 17 years, the market recruitment services in Ukraine, there was no uniform standards. So could not continue indefinitely, because growing customer demands for professionalism recruitment agencies. But here's what actually is this is the "professionalism", they just guessed intuitively. And many agencies in their presentations, and websites referred to some previously non-existent "standards", which they allegedly meet or hold … Hard work in organizing the 17-year experience of the recruiting market in Ukraine has taken the Expert Group of the Association of recruitment agencies in Ukraine, headed by the ARCA coordinator Sergei Belyaev.

Of course, this document is not final and ultimate truth. This is just the basic rules of the game for players and their customers. Naturally, we expect their reaction, additions and amendments … The quality standards of recruitment services will help companies focus on customers and market well to know: What can you expect from recruiters? What is the highest quality services in recruitment? What are your rights and responsibilities as a client? How to understand that you get quality service? The more the client knows how to run a professional recruiting company, the higher its chances of obtaining the desired employee and return the value of investments. Uniform standards of quality recruitment services are also required to: – Increase the professionalism of the recruitment companies and their employees.

– Create a framework for the development of training programs for agencies. – Create a real instrument of control over the quality of recruitment services. – Inform clients and candidates about the rules of bona fide agency quality standards … include: 1. Standards of service to the customer (Employer) 2. Code of ethics and privacy: – for employees of agencies – for clients, employers – for job-seekers. 3. The order of interaction of the client company and agency: the requirements for document management, searching, selection and presentation of the necessary specialists to the customer, further actions and responsibilities of agencies. 4. Information for client companies, what to expect from a professional recruitment agency, in what way is this professionalism, the list of services provided by the agency and the obligations of the company as a client. Full text of the document: on the websites of recruitment agencies ARCA