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Russia Recruiting and Hiring

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Recruiting and hiring employees in Russia is arguably the most important part of an expansion. Companies have to meet Russia’s strict employment compliance laws to continue working in the country, and you need to find the right employees who will grow your company. However, it can feel difficult to focus on hiring when you’re also dealing with the many facets of growing a business.

Globalization Partners understands these challenges and can mitigate them through Russia hiring outsourcing. We’ll source talented candidates for your open positions, then onboard them using our existing subsidiary to help them start working faster. Best of all, you won’t have to worry about compliance, as we’ll act as the Employer of Record.

Recruiting in Russia

If you’re planning to recruit people for your company in Russia on your own, you’ll need to first establish a foundational knowledge of the country’s work culture. Understanding business etiquette and cultural norms can help you relate to prospective candidates and show them that you have the utmost respect for their home. This reputation can also set you apart from other businesses, enabling you to bring in top talent. Below are three things to know about this country’s society.

1. Workplaces Are Typically Formal

Most Russian businesses have a formal structure, which also informs how you should act with potential candidates. Greet everyone with a firm handshake, and always address people by their title and surname until they tell you not to. The default titles are Gaspodin or Mr. and Gaspazha or Ms.

Since companies are hierarchical, expect employees to follow a strict chain of command. Managers are the sole decision-makers during meetings and tend to have large and elaborate offices.

2. Business Is Transactional

Many people in the country have a hard edge to their character that can come out when they’re doing business. Russians are notoriously tough negotiators and do not respond to hard-selling techniques. If negotiations don’t go their way, they may have an emotional outburst and walk out of the room. Despite this behavior, you shouldn’t give in too easily, as doing so can show weakness.

Since business in Russia is seen as transactional, don’t spend too much time building a personal relationship with prospective candidates. While initial negotiations can occur over dinner or drinks, most business decisions are finalized in a formal meeting later.

3. People Appreciate Punctuality

Russians expect and appreciate punctuality from visitors, but don’t count on them to show up on time — they may arrive early or cancel meetings on short notice. However, this society is starting to change its ideas about time, with more individuals considering time to be money. Most meetings are typically made well in advance — though it can be hard to get someone to agree to an appointment right away — and confirmed two days prior. When you’re meeting with prospective candidates, try to show up on time and provide plenty of notice.

The Recruitment Process in Russia

As Russia experiences greater economic success, you’ll want to handle recruiting and staffing tasks while focusing on compliance to capitalize on the market. Currently, the country has a lack of educated and highly skilled workers, forcing many companies to turn to international employees or stay persistent throughout the hiring process.

One important way to find talented candidates is through networking. Vkontakte is the equivalent of Facebook, and it’s the largest social media networking site in the country. Recruiters use this platform to connect with job candidates. LinkedIn is another popular option for job seekers and recruiters, as well as Odnoklassniki (OK) and Moi Mir. Some common online job boards include:

  • Headhunter
  • SuperJob
  • Zarplata

Labor Laws Related to Recruiting

This country’s Labor Code prohibits discrimination based on sex, race, language, social or family status, age, place of residence, religion, political views, or anything else unrelated to the candidate’s professional qualities. If you fail to look at candidates’ professional qualities exclusively, an individual could take legal action if they’re refused employment in favor of another candidate. A candidate can also request that you give them a written explanation of your motives for not choosing them.

Other discrimination laws to adhere to when you’re staffing your Russian business follow:

  • You cannot refuse to hire a woman based on pregnancy or the existence of dependent children.
  • You cannot disseminate information about vacancies that contain discriminatory restrictions, or you will be held liable.
  • Salaries must depend on an individual’s qualifications and the complexity, quantity, and quality of work done.
  • Mandatory provisions exist for the employment of women, students, minors, single parents, retired individuals, veterans, and other groups.

How to Hire Russian Employees

Russia has strict labor laws grounded in the country’s communist roots. Regulations favor employees, and socialism means there’s a focus on an employee’s well-being instead of business growth. Employers should recognize the high levels of red tape, strict disciplinary process, substantial paperwork, and more involved in complying with local labor laws.

You also need a strong fixed- or indefinite-term employment contract in the local language to hire Russian employees. Both your employment contract and offer letter should include compensation amounts in rubles. Legally, the contract needs to include certain information and terms about employment, including:

  • Names of the employee and employer
  • Job details and start date
  • Terms of remuneration
  • Working hours
  • Holidays
  • Social insurance
  • Occupational hazards protection

Russia Employment Compliance Laws

Russia’s employment compliance laws include working hours that every employee must follow. The standard workweek is 40 hours, and employees need written consent to work overtime. Any overtime should not exceed four hours over two consecutive days. You should include these terms in the employment contract, as well as how much you will compensate for overtime.

The Best Way to Onboard Employees

Once you hire Russian employees, you need to obtain certain documents to onboard them and meet the country’s employment compliance laws. Employees should have a passport and Russian work visa if they’re from a foreign country, as well as educational documents and a retirement insurance certificate.

Since every company operates differently, you should create an onboarding process that works for you. Make sure you provide job training that will help employees stay comfortable, and review the employment contract and other important documents during your employee’s first week.

Benefits of Choosing Russia Hiring Outsourcing

One of the complications of learning how to hire Russian employees is that you have to set up a subsidiary first. Your location and entity will both impact how long it takes to incorporate, and it could be a few months before you’re ready to hire and onboard employees.

Instead of spending your time establishing a subsidiary and potentially losing top talent, take advantage of the fact that Globalization Partners can help you hire Russian employees without an incorporated entity. As a global PEO, we can use our existing subsidiary to offer Russia hiring outsourcing. When you work with us, you can start operating faster, and your employees will have a great hiring experience.

Contact Globalization Partners to Learn More

Globalization Partners wants to help you expand across borders. Contact us today to learn more about Russia hiring outsourcing.

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