Summary of "Бери и беги — тренды рынка труда в 2025 — Часть 2"

Summary of “Бери и беги — тренды рынка труда в 2025 — Часть 2”

Presenter: Kira Kuzmenko, Founder of international recruiting agency New HR, with 20 years of recruiting experience.

Key Business Insights and Trends on Labor Market & HR Strategy (2025 Outlook)

1. Market Research & Data-Driven HR Strategy

New HR conducts benchmark market research with over 250 companies, focusing on hiring trends, remote work, salary analytics, and HR strategy.
Emphasis on accuracy and data verification as critical for decision-making in hiring and salary offers.
Salary analytics rely on real-time company offer data, not candidate-reported or job board data, to avoid outdated or inflated figures.
Large companies use multiple salary data sources (5+) to cross-verify compensation benchmarks.

2. Remote Work & Hybrid Models

Contrary to media claims, mass return to office is not happening; only 14 companies out of 250 surveyed enforce strict office-only policies.
About 8% of companies are firm on office work, mostly large firms with budgets for office space.
Remote/hybrid work is a competitive advantage, especially for medium and small companies.
Remote work demands structured processes and tools for monitoring productivity; poor management can lead to high turnover (example: startup with surveillance software led to 80% attrition in 6 months).
Employee preferences:
- Full-time office requirements reduce candidate pools by 50–66% for certain roles.
- Expats tend to be more loyal to office work than local employees.
- Some employees threaten to leave if forced back to full office work.
Remote-first hiring allows tapping into lower salary expectations in other countries (e.g., Armenia, Serbia, Georgia vs. Germany or UK).
Remote work is not a productivity risk when managed well, contradicting some employer fears.

3. Hiring & Recruitment Tactics

Direct search (headhunting) is now standard for senior+ roles due to:
- Candidate risk aversion to job changes post-layoffs.
- Decline in effectiveness of job boards (e.g., HTHunter’s declining utility).
Posting vacancies on hiring managers’ LinkedIn profiles and thematic Telegram channels yields higher quality candidates than traditional job boards.
Resume quality is deteriorating due to template overuse and AI-generated content, making resumes less useful as evaluation tools.
Cover letters and motivation letters are gaining importance as key screening tools.
New screening methods like motivation tests may emerge to filter out unmotivated or fraudulent candidates.
The rise of fraudulent employers/scammers is a significant market challenge; guidance for employers on avoiding “front employer” appearances is planned.

4. Salary Trends & Challenges

Since 2022, salary growth is no longer linear; salary expectations vary widely by location and market conditions.
Online salary aggregators often provide inaccurate or outdated data, leading to risks of overpaying or losing candidates.
Employers must avoid relying solely on internet data and instead use verified, current market data.
Salary offers should be continuously benchmarked monthly to reflect market volatility.
The problem of salary data accuracy is critical for competitive hiring and cost control.

5. Global Hiring as the New Normal

Remote work has erased geographical boundaries, making global competition for talent standard.
Employers need to build an international HR brand to attract top talent worldwide.
Hiring managers must adapt to managing distributed, multicultural teams.
Global hiring allows companies to optimize salary budgets by hiring in regions with lower salary expectations.

6. Retention Over Mass Hiring

The labor market has shrunk; companies are not growing as fast as in 2020–21.
Focus is shifting from mass hiring to retention and development of existing employees.
Retention is more cost-effective and faster than new hiring cycles.
Investing in culture, benefits, and trust is crucial to retain talent.
Trust is identified as the new currency in the labor market due to widespread skepticism and fraud.

7. Role Definition & Business Realities

Companies often create hybrid roles combining product, development, and customer success functions due to budget constraints.
This multi-functionality is a response to market and financial pressures, requiring employees to be versatile.
Large companies are downsizing teams and expecting multi-skilled specialists to maintain flexibility.
Smaller companies face greater challenges adapting to these demands.

8. Practical Recommendations for Employers & Recruiters

Invest in manual verification and fact-checking of candidate and market data.
Use multiple data sources for salary benchmarking.
Adapt hiring processes to emphasize cover letters and motivation over resumes.
Leverage alternative hiring channels like thematic Telegram channels and LinkedIn profiles.
Build and maintain trust with candidates through transparency and sincerity.
Recognize that froth (excessive, low-quality candidate flow) and fraud will persist; employers must develop expertise to navigate this.
Shift focus to retention and internal talent development rather than aggressive new hiring.

Frameworks, Processes, and Playbooks Highlighted

Benchmark Market Research: Ongoing, verified employer surveys with data dashboards.
Direct Search (Headhunting): Standard for senior roles in a candidate-risk-averse market.
Multi-source Salary Verification: Using 5+ data sources for compensation decisions.
Remote Work Management: Structured processes and productivity tracking for distributed teams.
Candidate Screening Evolution: From resumes to cover letters and motivation tests.
Retention Focus: Investment in culture, benefits, and trust-building as a strategic priority.

Key Metrics & KPIs Mentioned

Survey participation: 250+ companies in benchmark research.
Office-only policy companies: 14 out of 250 (~5.6%).
Firms strictly favoring office work: 8%.
Employee turnover example: 80% attrition in 6 months due to poor remote work management.
Candidate pool reduction by office requirement: 50–66% for some roles.
Salary over/underpayment risk due to inaccurate data: up to 30%.

Case Studies & Examples

Startup with new founder imposing surveillance led to massive attrition.
German startup preferring to hire remotely from lower-tax countries to save costs.
Declining effectiveness of HTHunter, rise of Telegram channels and LinkedIn hiring manager profiles.
Large tech companies cutting staff but maintaining flexibility by multi-skilling employees.

Sources & Presenter

Kira Kuzmenko, Founder of New HR international recruiting agency.
New HR Pro Club (closed group for HR professionals and recruiters).
Market research data from New HR’s benchmark studies.
Insights from direct client and recruiter communications.

Overall, the video offers a comprehensive, data-driven view of the evolving labor market in 2025, emphasizing the importance of trust, accuracy, and adaptability in HR strategies, with practical advice for employers and recruiters navigating remote work, global hiring, and candidate engagement challenges.