Almost two-thirds of Russian employers are ready to invite employees from other regions in order to get rid of the shortage of personnel, follows from a study conducted by experts from the TalentTech holding and the Avito Rabota platform. The highest demand is for out-of-town IT-specialists, managers, advertisers and “salespeople”. Those moving to another region, according to a survey of companies, can most often count on compensation for rent, on the payment of lifting and reimbursement of food expenses.
Due to a shortage of personnel, the majority (63%) of Russian companies are forced to look for employees in other regions of Russia, follows from the TalentTech and Avito Rabota study “Employee Relocation 2022: What Business Thinks”. Almost 300 employers from various business sectors and regions of the Russian Federation took part in the survey.
As follows from the respondents’ answers, most often employees in another city or region are hired by medium (78%) and large businesses (73%). Small businesses do it half the time.
The main reason for such a search for employees is the lack of necessary personnel in their city (76%). To a greater extent, large businesses (82%) complain about the lack of employees, but for medium (70%) and small (65%) this factor is also very significant. Almost a third (32%) of companies noted that the search for personnel in other regions was due to staff expansion. Among other reasons for hiring them, employers named a high level of professional competencies (20%) and motivation of nonresident specialists (18%).
Most often, employers are ready to look for IT workers in this way (52% of respondents).
Particularly high demand for them was recorded in the North Caucasus (83%) and Southern districts (64%). In second place after IT specialists are managers of all levels (41% of respondents). The increased demand for top management employees is in the Far East (75%). Specialists in marketing, advertising, sales (25%) are in third place in terms of demand. Companies are less likely to hire manual workers (16%) and HR specialists (15%).
The most common measure of support for employees from other regions is the provision of housing or compensation for rent (53%), as well as reimbursement of travel expenses (44%). Another quarter (25%) of employers reported that they pay a lift to newly hired workers, the same number conduct special trainings for more effective adaptation. 10% compensate for the cost of food, 6% each help to receive state benefits and contribute to providing children of new employees with places in schools and kindergartens.
According to Olga Voroshilova, a partner at the Cornerstone recruitment agency, the popularity of finding employees in other regions is also explained by the fact that now for recruiters there is not much difference in how the selection process is organized – thanks to modern methods of communication.
“The company has no problem hiring a person from one region to another. Muscovites are an exception,” she notes. At the same time, according to Anna Panteleeva, manager of the IT & Telecom department at the Get experts recruiting company, relocation may now be less popular due to the prevalence of remote work. “This format is beneficial for everyone – candidates can stay in their usual locations, earning more, and employers, especially those headquartered in million-plus cities, save on payroll and office capacity,” she says.
It should be noted that even if the relocation of employees does not become an increasing trend, the indicators of internal labor migration in the Russian Federation will increase after a noticeable decline. According to Rosstat estimates, in the “pandemic” 2020, the size of internal migration did not exceed 3.5 million people, while in all previous years this figure was usually at least 4 million people.