Month: May 2024
Artificial Intelligence in the Recruitment Process
Artificial intelligence technologies are very popular today. AI is used in different spheres of human life: medicine, education, logistics, marketing, programming, industry, and more. The use of this technology in many ways automates and accelerates processes. Today it is already a norm that SMM content is written by an AI assistant or the visual of a project is done by a neural network. Artificial intelligence has started to be used in human resource management, personnel, and recruiting. Today we propose to discuss the topic of AI recruiting and answer the question: What is AI for recruitment?
What is AI in recruitment?
AI for recruitment is the application of machine learning technology for searching, selecting, and optimizing HR policies and recruiting new employees in a company. A neural network processes an array of data about job candidates to make interview decisions and create predictions about the success of cooperation with a job applicant. Machine learning algorithms allow AI to greatly facilitate the recruiter’s labor: make the selection of candidates more extensive, unbiased, and objective, and scale the process.
AI recruiting is a new modern solution that has made the recruiting process more automated. This is borne out by statistics:
- more than 40% of recruiters say artificial intelligence has significantly saved hiring time;
- up to 90% can reduce time to fill job openings with AI;
- as of 2018, more than 35% of companies have included the cost of applying artificial intelligence/machine learning in recruiting.
What are the benefits of AI in recruiting?
AI recruitment has a ton of benefits, especially when compared to the manual labor of HR professionals. In general, they can be divided into 2 groups:
- Saving time and costs of recruitment.
- Improving the quality of recruiting.
Saving time and costs of recruitment
Of course, AI increases the speed of candidate search. Artificial intelligence can search for candidates, process candidate profiles, initiate correspondence with chatbots, and more. Without automation, a recruiter can spend more than half of their time on these processes. And AI tools perform these tasks, bring the job candidate to the first stage of communication, which ultimately saves the company significant time and costs. You get less human action and less time spent, but much more value.
Improved quality of recruiting
One of the most significant benefits of AI is recruiting. Artificial intelligence qualitatively improves the level of interaction between recruiters and job candidates. There are mainly 5 aspects of qualitative improvement of recruiting under the influence of AI:
- Maximize recruitment efficiency
Important quality. AI can improve candidate selection at all stages: from initial search to final selection. Thus, in the first stages, AI automates the screening of CVs and questionnaires of candidates for a vacancy and finds the most suitable candidates in a large volume of information. Artificial intelligence can also predict the future behavior of selected candidates, based on information about professional experience and long-term cooperation in companies. Predictive analytics helps to select more adaptable candidates and increases the likelihood of their long-term cooperation with the company. - Overcome recruitment bias
The application of AI technologies in recruiting completely removes the influence of the “human factor”. Bias in candidate assessment is minimized. Artificial intelligence is unbiased and evaluates professional qualities, which, after all, are the main ones in the hiring process. - Enhances candidate experience
AI recruiting provides a better candidate experience. The ability to process a large amount of data, compare it, and apply additional analytics tools helps to increase the efficiency of recruiting. For example, a recruiter can connect AI chatbots for initial communication with candidates and minimal questionnaires. Already based on this information, a job applicant can be evaluated. - Companies also use AI recruitment software. Such software includes, for example, analytics tools for verbal (speech, written communication) and non-verbal (facial expressions, gestures, external reactions) communication with the job seeker.
- Improve the quality of hires
AI in recruiting can expand the list of sources that are used in analyses. For example, in addition to data from CVs, it can use information from other open sources: social networks, profiles on Internet forums, and more. Such analytics also increase the productivity of the search for the ideal employee. - AI + Personalisation
Of course, this is also a positive factor in applying AI in recruiting. AI tools can compare hundreds of factors and select the right person for the job with a high degree of personalisation, who is best suited to the job in terms of professional and personal qualities.
Virtual and augmented reality (VR and AR) is a hot trend that is in demand in the recruitment market. Gamification of recruitment helps to assess creativity, the ability to adapt to new realities, and emphasize the individual characteristics of each Job seeker.
How to use AI in recruitment?
Recruitment is a very fluid field that is constantly adapting to market demands. Therefore, the application of artificial intelligence in such a dynamic environment is a natural evolution of recruitment. AI helps in the following processes:
Candidate sourcing
AI tools perform cold sourcing of job candidates by evaluating available CVs based on pre-entered parameters. AI also screens out irrelevant candidates and prepares a list of deserving candidates who will be contacted by the HR department for further communication.
Candidate Screening
According to statistics, the effectiveness of Candidate Screening with AI is much higher than manual labor. 9 out of 10 candidates matched using AI receive a Job offer. At the same time, 7 out of 10 candidates are considered good for an employee in the recruitment sector.
Talent Assessment
Artificial Intelligence tools can assess the talent of a job seeker using a holistic approach to analysis. At the same time, the candidate is evaluated against all available information. The candidate whose talents and capabilities are best suited to the specific job duties is selected.
Candidate interviews
Artificial intelligence can be used in the candidate interviewing process. Here AI tools perform several functions: they provide transcripts of interviews (creating notes, editing video clips), they are an analytics tool (investigating conscious or unconscious reactions of a candidate), they provide scaling of the recruiting process (increasing the volume of employee search, conducting initial communication, testing and analyzing job seekers’ questionnaires). The efficiency of the entire HR campaign is doubled thanks to the competent application of artificial intelligence.
Offer and Onboarding
AI brings value at the Offer and Onboarding stage.
Onboarding is a step-by-step involvement of a specialist in the social and working environment of the company, immersion in the corporate culture, work mode, and social and organizational rules of cooperation. Companies can realize this stage in different ways: office tours, personal informal communication, online meetings, welcome training, and others. However, these methods are not always realizable offline, especially if the employee works remotely.
Virtual and augmented reality (VR and AR) tools help to realize these processes in an accessible and interesting way so that a new employee is convinced of the right choice of the company.
Physical interviews by bots
Recruitment AI bots provide automation of candidate interviews. A chatbot is launched after exposure via a smartphone or personal computer. The algorithm conducts a personalized video or audio interview, asking questions about experience and education. Also, some advanced models can adapt the interview to the candidate’s personal qualities. This method allows to scale the hiring process to a significant extent, as well as to obtain an information pool of data for HR policy analytics.
AI-enabled background checking
AI-enabled background checking provides a comprehensive reality check of the data provided by the candidate. As a rule, such information as a criminal record, education, work experience, credit history, reviews of employers and recruiting agencies on specialized portals, and many others are checked.
Rerouting talent
Personalization and detailed analysis are distinctive features of AI applications in recruiting. According to the results of the analyses, the recruiter decides to reroute talent. This is the best decision for both the candidate and the company. Why? The future employee will get a position that is more suitable for him/her, and the company will be enriched by another talented team member.
Finding the right hire from within
AI researches not only the external market of employees but also the internal one. Sometimes, the person they are looking for is just around the corner, already on the company’s payroll.
AI-enabled reference checking
An employer contacts a job applicant’s previous employers to find out about the applicant’s history, qualifications, experience at the previous firm, and reasons for leaving. This is a popular practice. However, with classical analysis, the process is time-consuming, labor-intensive, and provides little information. Artificial intelligence comes to the rescue.
AI refers to checking faster, more informative, and more reliable information. Receiving feedback is automated, which affects the speed of accepting a new employee.
Key techniques and tools used in AI recruiting
Priority areas of AI recruiting:
- Candidate Search. The main advantages of using the technology are unlimited scalability and speed. The neural network is constantly learning, analyzing, and applying the experience of previous actions. This maximizes the productivity of recruiting processes. At the same time, more questionnaires are researched, and more diverse vacancies are closed using AI recruitment software, which means the company can work more efficiently and make more profit.
- Response Analysis. The mechanics are the same, both for manual analysis of candidate responses and with the help of an AI tool. Both humans and AI analyze CVs for compliance with the requirements of the vacancy: experience, cases, education, and so on. The difference is in speed and quality. A human does it quite slowly and can make mistakes due to inattention or inexperience. An AI algorithm is impartial, it does not get tired and does not have a personal opinion. In addition, the speed of data processing is hundreds of times faster than human capabilities.
- Communications with jobseekers. We have already discussed this issue. You can run chatbots to collect and analyze primary data, investigate feedback from candidates, connect additional AI tools during interviews, and so on.
Top 10 tools for AI in recruiting
The integration of Artificial Intelligence (AI) in recruiting has revolutionized the hiring landscape, offering enhanced efficiency, accuracy, and candidate experience. This text explores ten cutting-edge AI tools that are transforming recruitment processes.
HireVue
HireVue leverages AI to streamline the interview process through video-based assessments. It employs facial recognition and natural language processing to evaluate candidates’ competencies and fit. By analyzing verbal and non-verbal cues, HireVue provides a data-driven approach to candidate evaluation, reducing human bias and improving decision-making accuracy.
Pymetrics
Pymetrics utilizes neuroscience-based games to assess candidates’ cognitive and emotional traits. The AI algorithms match these traits with company-specific success profiles, enhancing the likelihood of hiring candidates who will thrive in the organization’s environment. This tool is particularly effective in promoting diversity and inclusion by minimizing biases inherent in traditional assessments.
Textio
Textio offers augmented writing tools that optimize job descriptions and recruiting emails. Its AI-powered platform analyzes language patterns and suggests improvements to enhance the appeal and inclusivity of job postings. By reducing biased language and ensuring clarity, Textio helps attract a broader and more qualified candidate pool.
Hiretual
Hiretual is an AI-driven talent-sourcing tool that uses machine learning to identify and engage passive candidates. It integrates with various data sources to create comprehensive candidate profiles and provides predictive analytics to rank candidates based on their suitability for the role. This tool significantly reduces the time and effort required for sourcing top talent.
Mya
Mya is an AI-powered chatbot designed to automate candidate engagement throughout the recruitment process. From initial contact to interview scheduling, Mya interacts with candidates in real time, providing timely updates and answering queries. This enhances the candidate experience and frees up recruiters to focus on more strategic tasks.
HackerRank
For technical roles, HackerRank offers an AI-based platform for assessing coding and problem-solving skills. It provides a wide range of coding challenges and projects, allowing recruiters to objectively evaluate candidates’ technical abilities. The platform’s analytics help identify top performers, facilitating data-driven hiring decisions.
Entelo
Entelo combines AI and predictive analytics to enhance talent acquisition. It uses data from social profiles, professional networks, and other sources to identify potential candidates and predict their likelihood of changing jobs. Entelo’s diversity module also helps ensure a more inclusive hiring process by highlighting underrepresented candidates.
Restless Bandit
Restless Bandit focuses on rediscovering past applicants and matching them with new job openings. Its AI algorithms analyze previous applications and identify candidates who may be a good fit for current roles. This tool maximizes the value of existing candidate databases, reducing the need for constant sourcing.
Ideal
Ideal is an AI-based talent screening and matching system. It automates the initial screening process by analyzing resumes and matching them against job requirements. Ideal’s machine learning algorithms continuously improve by learning from recruiters’ feedback, enhancing their precision over time.
SeekOut
SeekOut is an AI-powered sourcing tool that specializes in finding diverse and hard-to-reach talent. It aggregates data from multiple sources, including public profiles and professional networks, to build comprehensive candidate profiles. SeekOut’s diversity filters and bias reduction features support inclusive hiring practices.
AI tools in recruiting are enhancing efficiency, accuracy, and inclusivity in the hiring process. These tools provide valuable insights and automation capabilities, enabling recruiters to make more informed and unbiased decisions. As AI continues to evolve, its impact on recruitment is poised to grow, offering even more sophisticated and effective solutions for talent acquisition.
Steps for Integrating AI Tools into Your Current HR Tech Stack
Integrating AI tools into your existing HR technology stack involves a strategic approach to ensure seamless integration and maximized benefits. Here are key steps to guide this process:
Assess Needs and Objectives
Begin by identifying specific HR challenges and objectives that AI tools can address. This could include improving recruitment efficiency, enhancing candidate experience, or promoting diversity. Clear goals will help in selecting the most suitable AI tools.
Evaluate the Current HR Tech Stack
Conduct a thorough review of your current HR systems and processes. Understand the capabilities and limitations of your existing technology to identify integration points and compatibility requirements for new AI tools.
Research and Select AI Tools
Research various AI tools available in the market, focusing on those that align with your identified needs and are compatible with your current systems. Consider factors such as scalability, user-friendliness, and vendor support during the selection process.
Pilot Testing
Implement a pilot program with the selected AI tool to test its functionality and integration with your existing HR tech stack. Gather feedback from users and stakeholders to assess the tool’s effectiveness and identify any issues or areas for improvement.
Training and Change Management
Provide comprehensive training for HR staff and relevant stakeholders to ensure they are proficient in using the new AI tools. Implement change management strategies to facilitate smooth adoption and address any resistance to new technologies.
Monitor and Optimize
After full deployment, continuously monitor the performance of the AI tools and their impact on HR processes. Collect and analyze data to measure success against initial objectives and make necessary adjustments to optimize performance.
By following these steps, organizations can effectively integrate AI tools into their HR tech stack, enhancing overall efficiency and achieving strategic HR goals.
Will AI Replace Recruiters?
The question of whether AI will replace recruiters is multifaceted and requires a nuanced understanding of both AI capabilities and the nature of recruiting work. While AI is significantly transforming the recruitment process, it is unlikely to completely replace human recruiters. Here’s why.
- Capabilities and Limitations of AI in Recruiting
Automation of Routine Tasks:
AI excels at automating repetitive and time-consuming tasks such as resume screening, candidate sourcing, and interview scheduling. Tools like HireVue and Ideal use machine learning to streamline these processes, saving time and reducing human error.
Data-Driven Insights:
AI can analyze large datasets to provide insights into candidate fit and predict future job performance. This helps in making more informed and objective decisions, reducing biases that can affect human judgment.
Enhanced Candidate Experience:
AI chatbots like Mya can engage candidates in real time, answering questions and providing updates throughout the recruitment process. This improves the candidate experience by ensuring timely communication and reducing wait times.
- Human Element in Recruiting
Complex Decision-Making:
Recruiting involves complex decision-making that goes beyond data analysis. Assessing cultural fit, interpersonal skills, and nuanced human traits requires emotional intelligence and contextual understanding, which AI currently cannot replicate.
Relationship Building:
Building relationships with candidates and understanding their motivations, aspirations, and concerns is a key aspect of recruiting. Human recruiters excel in empathy and personal interaction, fostering trust and rapport that AI cannot achieve.
Strategic Planning:
Recruiters often play a strategic role within organizations, advising on talent strategy, workforce planning, and organizational development. These strategic functions require human creativity, critical thinking, and an understanding of broader business contexts.
- Collaborative Future
The future of recruiting is likely to be a collaborative one, where AI and human recruiters work together to enhance the recruitment process. AI will handle data-intensive and repetitive tasks, providing recruiters with more time to focus on high-value activities such as relationship building and strategic planning.
AI is poised to significantly augment the capabilities of recruiters by automating routine tasks and providing valuable insights. However, the human elements of empathy, complex decision-making, and strategic thinking remain irreplaceable. Therefore, rather than replacing recruiters, AI will serve as a powerful tool that enhances their effectiveness and allows them to focus on the aspects of recruiting that require a distinctly human touch.
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Features of the Registration of Employees for Distribution in an IT company
The keys to business success in information technology are the orientation of the employees’ work, professional development, and a comfortable atmosphere in the team. However, working with IT personnel in Belarus may cause difficulties in compliance with the legislation. This article considers the main features of registering employees who enter an IT company.
How a company can “receive” a distribution employee
Most often, educational institutions distribute graduates about 2 months before graduation. Therefore, the IT company can take care in advance to “receive” yesterday’s students by distribution. How to receive such an employee:
- An IT company can assign an employee who, for example, has already interned at the company during his studies or completed a mandatory internship. To do this, the head of the company prepares a letter to a university or college on behalf of the company, in which he guarantees the hiring of a student and asks to assign him to a specific position in the company. The letter also indicates the amount of the monthly salary of a specialist in this position.
- Another way is to cooperate with an educational institution. Based on the company’s application, young specialists are assigned to it. You must also specify the job titles and monthly salaries in the application. If the company loses the opportunity to employ graduates, it is necessary to inform the educational institution 2 months before the start of the distribution.
- When the IT company agreed to pay for the student’s tuition, it undertook to hire him for a distribution job. In this case, the period of mandatory distribution work is determined in such an agreement.
How to find out that an employee has arrived at work on an assignment
A graduate of an educational institution, while issuing a diploma of education, is issued a certificate of employment based on a letter from the company or an application. The certificate contains certain mandatory information. This includes, in particular, the name of the educational institution where the specialist studied, at the expense of which funds he studied (budget or his own), the name of the company where he is assigned, the title of the position and the amount of the monthly official salary. The certificate also indicates the time of arrival and the period of mandatory work on the distribution. Currently, the period of compulsory work on assignments after graduation from higher education institutions is 2 years, and after college – 1 year.
The information that the employer fills in is part of the certificate. This completed part must be returned to the educational institution within a month after an employment contract has been concluded with the young specialist. This is a confirmation of the certificate. In it, they write the date of hiring a specialist, the position, and the date of his arrival at the company. The head of the company signs this information. The company sends this document by registered mail with a return delivery notification.
Who is a “young specialist”?
An employee sent by an institution to work on an assignment has the status of a young specialist during the period of mandatory work, which gives him a number of rights and obligations to himself and to the IT company to which he is sent. At the request of a young specialist, the period of compulsory military service under conscription, under contract, and the period of parental leave until he reaches the age of three years can be counted in the period of compulsory work.
If an IT company employs a graduate of an educational institution who presents a Certificate of self-employment, such an employee is not assigned by assignment and does not have the status of a young specialist.
What documents should be asked for from a young specialist who arrived at the distribution
A young specialist who brought a certificate of employment should be asked to apply for a job:
- A passport.
- For those who are liable for military service, a military ID card.
- Diploma of education.
It is impossible to refuse employment without grounds to specialists assigned to work by a state educational institution. When there are grounds for refusing to hire a young specialist, he must be given a written refusal of employment within three working days from the date of his arrival at the company, which specifies why he cannot be hired.
They hire a young specialist on the date following the date of his arrival at the distribution.
What documents does an IT company issue for a young specialist?
For an employee whose IT company is the first place of work, you need to issue a work record and an insurance certificate with a social security number.
After hiring a young specialist, a PU-1 or PU-2 form is filled out and transferred to the Social Protection Fund.
How to calculate the period of mandatory work on the distribution
The period of mandatory work on the distribution is considered from the date of admission of a specialist to work on the distribution.
When a graduate is hired before receiving a certificate of employment, the period of mandatory work begins on the date the certificate of employment is issued.
Compulsory distribution and urgent service
When a graduate is called up for military service before the deadline for arrival at the company, he must notify the employer himself. In this case, he must also inform the employer in writing 2 months before the end of military service about his intention to find a job after graduation (or that he does not intend to work in this company).
If a young specialist managed to work on an assignment before being drafted, he has the right to return to his previous job within three months after the end of the service.
What kind of employment contract should I sign with a young specialist?
- An employment contract for an indefinite period.
- For a certain period of no more than 5 years, it is possible to conclude a contract only in cases when it is impossible to establish an employment relationship for a certain period. It is possible in the case of mandatory distribution to an IT company. Then, you will have to sign several employment contracts during compulsory work.
A contract is a type of fixed-term employment contract. It can be contracted to perform work that is of a permanent nature. As a rule, the contract term with a young specialist is set for the period of mandatory working out. The maximum term of the contract is 5 years, and the minimum is 1 year.
An employment contract is concluded in writing in two copies, numbered and signed on each page by both the employer and the employee.
An employment order is issued after signing an employment contract with a young specialist.
What is forbidden to do with a young specialist
You can not set a preliminary probation period when hiring a young specialist and transfer him during mandatory work-off to a job that is not related to his qualifications.
How the employer communicate with the educational institution
In addition to sending a confirmation of employment to an educational institution, it is necessary to inform the educational institution in writing every year by November 30:
- About mandatory training by a young specialist.
- About the end of compulsory work and further employment.
Payments to young professionals
The employer pays the young specialist monetary assistance in the amount of a monthly scholarship awarded to them in the last semester before graduation. If a scholarship has not been awarded, assistance is paid in the amount of a social scholarship on the graduation date. A certificate from an educational institution determines the amount of the scholarship.
If a graduate moves by assignment to another locality, he is compensated for the move.
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How to issue a power of attorney
A power of attorney is a document that authorizes one person to perform certain actions on behalf of another. It may be necessary in buying real estate, managing financial affairs, receiving a salary, or representing interests in court. This article will tell you how to properly issue a power of attorney so that everything goes smoothly and without trouble.
Who can issue a power of attorney?
An individual and a company can issue a power of attorney.
Here are the features of issuing a power of attorney by an individual:
1. A person aged 18 can issue a power of attorney. A child from 14 to 18 can issue a power of attorney only to dispose of his income, for example, a scholarship.
2. The power of attorney of an individual must be notarized. This means that the person who issues the power of attorney should come to the notary with a passport to compose the text and issue the power of attorney to another person. It is unnecessary to come along with the person to whom you plan to issue a power of attorney. It is enough to know his data: first name, last name, patronymic, date of birth, and citizenship. You can take a photocopy of this person’s passport with you.
In some life circumstances, issuing a notarized power of attorney is problematic. For example, when the principal is in a hospital, or a closed institution, instead of notarization, a power of attorney can be certified by the hospital’s or the closed institution’s head physician.
The company’s director certifies the employee’s power of attorney to receive his salary and other payments at the place of work. When a notary does not certify a power of attorney, you do not need to pay the notary fee.
3. When a power of attorney is issued to close relatives, you must bring a document to the notary confirming the close relationship. In this case, the notary fee is reduced.
4. When a pensioner or a disabled person issues a power of attorney, benefits are provided at the notary tariff—it is reduced by 50%. Therefore, it is logical to show the notary the appropriate document: a pension certificate or a certificate of a disabled person.
5. You can contact any notary to draw up and certify a power of attorney. You can also call a notary at home: bring it yourself or call a taxi.
6. Principals—citizens of Belarus who live abroad: From September 2023, a power of attorney must be issued in Belarus. If a power of attorney has already been issued in a foreign institution, it will not be valid for selling real estate or cars.
7. Some powers of attorney must be notarized. This is a power of attorney for the sale of real estate, for driving a car with the right to travel abroad, a power of attorney with the right of transfer, when a representative can transfer his powers of attorney to another person.
Features of issuing a power of attorney to represent the interests of the company
- Notarization is not required. The power of attorney is certified by the head of the company.
- A power of attorney to represent the company’s interests is issued to an employee who can confirm that he is an employee and not an outsider to the company or a person who does not work for the company. But you need to make sure what documents are required for the place where the person will represent the company’s interests by proxy. For example, confirming that its employee or lawyer represents the company’s interests in court is necessary.
- The company director represents interests without a power of attorney; the director does not need one. Directors of branches and representative offices of the company need a power of attorney.
What are the powers of attorney?
Powers of attorney are conditionally divided into several types:
- To perform all actions on behalf of the representative. Such actions are not listed in the power of attorney since the attorney (the person to whom the power of attorney was issued) has the same powers as the principal. This is a general power of attorney, which is issued, for example, to branch directors.
- To perform specific actions on behalf of the represented person for a certain period. Such actions are listed in the power of attorney. An example would be a power of attorney to represent interests in court. This is a special power of attorney.
- A power of attorney to perform a specific one-time action. For example, to sign a contract and receive a bank deposit. This is a one-time power of attorney.
What is the validity period of the power of attorney?
The power of attorney is valid for a maximum of 3 years. The validity period is counted from the date of registration of the power of attorney or another date specified in the power of attorney.
A power of attorney always contains the date it was issued; otherwise, it is invalid. When a power of attorney has no expiration date, it is valid for one year from the issue date.
What to specify in the power of attorney
The power of attorney cannot be in electronic form. It can only be on paper.
Coming to the notary with the written text of the power of attorney is unnecessary. It is enough to confirm your personal data and the data of the representative and formulate the powers you plan to transfer to the representative. In this case, the notary will draft the power of attorney himself. This is a paid service – you must pay a notary fee of 30% of the base amount.
The notarized power of attorney indicates the following:
- The place of issue of the power of attorney and the date of issue.
- The surname, first name, patronymic and residential address of the representative and principal.
- The validity period of the power of attorney. It is valid for one year if it is not written in the power of attorney.
This is mandatory information.
Depending on the powers that are transferred to the representative, the powers of attorney indicate:
- In a power of attorney for the sale of real estate – the address of this property, the price and other conditions of sale, or prescribe that the representative has the right to determine the price and conditions of purchase himself.
- A power of attorney for the disposal of the bank account contains the bank’s name and the account number.
- In a power of attorney for receiving periodic payments – months, years for which the representative can receive payments.
- An essential part of the power of attorney is the powers transferred to the representative.
In all cases, the power of attorney is signed by the person who issued the power of attorney.
The price of the issue
When the power of attorney is certified by a notary, you need to pay the notary fee. A notary will certify a power of attorney for pension, alimony, and benefits for free. For preparing the draft of such a power of attorney, the notary fee is 0.2 basic value. This is 8 rubles. In other cases, to prepare a draft power of attorney, you must pay half the base amount – 20 rubles.
Notary fees for issuing a power of attorney
- When a power of attorney is issued to close relatives, the notary tariff is 1 basic value (40 rubles).
- When a power of attorney is issued to other persons, the notary tariff is 2 basic values (80 rubles).
- When a pensioner or a disabled person issues a power of attorney, benefits are provided for the notary tariff – it is reduced by 50%.
Power of attorney for actions abroad
A power of attorney issued by a notary in Belarus needs to be legalized so that it is recognized abroad that it was issued by a notary whose signature is in the power of attorney and that the power of attorney is certified by his seal.
There are two ways to legalize a power of attorney: apostille and consular legalization.
An apostille is affixed when a power of attorney is needed to represent interests in the member States of the Apostille Convention. These are 115 countries.
An apostille is a unique stamp that is affixed to a document. The Belarusian Ministry of Justice apostilles the power of attorney issued by Belarusian notaries.
For consular legalization, power of attorney is applied to the Ministry of Foreign Affairs. If there is no consulate or representative office of the State for which a power of attorney was issued in Belarus, confirmation of the signature in another state may be required.
In the same way, foreign powers of attorney are legalized and recognized in Belarus.
Foreign powers of attorney
You should also remember translating a foreign power of attorney into Russian or Belarusian. The translation of the power of attorney is certified by a notary if he speaks the language in which the power of attorney is drawn up. A foreign power of attorney can be translated by an interpreter. A notary attests to the authenticity of his signature.
It makes sense to transfer the power of attorney issued abroad in Belarus.
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What sole proprietors and NPDs in IT will be allowed to do
The discussion “On Entrepreneurial Activity” organized by the Ministry of Economy of Belarus ended on May 25, 2024. This project includes three lists of activities that can be carried out without opening companies:
- The types of activities allowed for individual entrepreneurs.
- Types of activities allowed as independent professional activities (this applies to payers of professional income tax – NPD).
- Types of activities permitted for artisans.
The participants in the public discussion had many questions about the wording of the types of activities. Let’s consider what in the draft lists concerns work performance and the provision of IT-related services.
What does the project offer for individual entrepreneurs in the IT field?
The draft list, which includes types of business activities, has an “Information and communication” section. In this section, along with film and video production and postproduction, the following activities are offered for sole proprietors:
- 62 Computer programming, consulting and other related services.
- 63119 Other data processing, provision of information placement associated with services and activities (in terms of providing space and time for advertising on the Internet (except for advertising in the media on the Internet).
According to the project, programming will be left to individual entrepreneurs, or individual entrepreneurs will be allowed to engage in programming.
What does the project offer for self-employed professional income taxpayers
Today, there is a list of activities in which, in one paragraph, the types of IT activities available to the self-employed are listed.
Since December 2022, professional income taxpayers can develop websites, install (configure) computer software, restore computers after a failure, repair and maintain computers and peripheral equipment, and train to work on a personal computer.
In the draft list, the permitted computer-related activities were divided:
- Learning to work on a personal computer.
- Website development.
- Installation (configuration) of computers and software.
- Computer recovery after a failure, repair, and maintenance of computers and peripheral equipment.
There are 81 items on the list.
The draft added an item from the rules in force, which, according to the explanations of the Ministry of Taxes and Duties of Belarus, makes it available to almost all IT specialists to work with the payment of professional income tax without registration as an individual entrepreneur:
Performing works (rendering services) on orders from other individuals, including those engaged in individual business activities, and (or) organizations outside the location of the customer (its branch, another separate structural unit), territory or facility under the control of the customer, with the use of the Internet for the performance of such work (provision of such services) and the transfer of the results of the work performed (services rendered) (if such activity is not subject to state accreditation for the right to carry out activities for the development of physical culture and sports). Currently, as in the future, a freelancer cannot hire employees to perform such work and services. He must independently carry out activities for which professional income tax is paid.
Will artisans be able to work in IT?
It is quite logical that there is no IT activity among the types of craft activities in the project. Although the same person can be a freelancer in the IT field with the payment of professional income tax and, simultaneously, an artisan engaged in activities from the list of craft activities unrelated to the IT sphere.
When the lists become effective
The lists of permitted activities will be approved by July 1, 2024. Not all types of activities that are currently available to individual entrepreneurs will remain on the list.
What should those individual entrepreneurs whose activities will not be included in the approved list
By the end of 2025, individual entrepreneurs registered before October 1, 2024, will have the opportunity to engage in activities not included in the official list of permitted activities. By this date, such entrepreneurs must either cease their business activities or choose another activity from the approved list.
There is also an opportunity to choose the third option: by December 31, 2025, an individual entrepreneur can create a company with one founder that will engage in activities not included in the list of permitted activities for individual entrepreneurs. For example, wholesale is not included in this list at the moment.
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New surname – new documents
A change of surname can be caused by various reasons, from marriage to the desire to abandon the paternal surname. However, in addition to formalities, such a procedure entails changing documents, which can be a rather complicated and time-consuming process. This article will examine main steps and nuances when changing the last name and documents.
When it is possible to change the last name
Changing a surname is a voluntary matter. In Belarus, you can change your last name for good reasons, for example:
- Upon entering into marriage, an application is submitted before the registration. You can express a desire to take the surname of your husband or wife after marriage registration. It can also be done if you want to share the same surname with your husband or wife.
- After the death of a spouse or divorce, you can return your premarital surname.
- The discordance of the surname or a difficult-to-pronounce surname.
- Assign the surname of the stepfather or stepmother who raised the person.
- You can ask to return the surname when it is incorrectly written in Russian or take a pseudonym already used as a surname.
- In all these and other cases, if you want to change your surname, you need to submit an application to the civil registry office at your place of residence.
Where to apply to change your last name
In addition to applying to the registry office at your residence, you can use the registry office during your temporary stay or at a foreign institution where a Belarusian citizen abroad is on consular registration.
In addition to the application, you need to collect documents: a passport and confirmation of the reason for changing the surname and reasons for the change.
If the request for a change of surname is satisfied, a certificate of a change of surname will be issued. To obtain a certificate, you must pay a state fee—2 basic values, which is 80 Belarusian rubles.
After receiving the certificate, you must consider replacing the documents with the old surname.
Which documents need to be replaced, and which ones are not necessary
Several documents containing the old surname must be replaced; some can be replaced at will, and some documents are amended after changing the surname without replacing the documents themselves.
Which documents need to be replaced
1. Identification documents
First of all, it is necessary to replace identity documents, such as a passport, ID card, and residence permit. Many people do not think about changing their passports, but in this case, there is a risk of not flying on vacation or not leaving Belarus (not entering Belarus from another state). When issuing a certificate of the name change, a note is made in the passport about the need for replacement; at checkpoints across the state border, the validity of the passport is checked against the database.
A month is given to replace the passport and identification card, if any, after the name change at the registry office. If you change your surname at a consular office abroad, you must change your passport within six months. When this period ends, the passport becomes invalid. And for using an invalid passport, a fine of up to 4 basic units is set – this is up to 160 Belarusian rubles.
You can learn about the documents for replacing your passport from the passport officer at your residence. This is usually:
- An application, the form of which will be given to you at the passport office.
- An old passport.
- Photo.
- Birth certificate (birth certificate).
- The document is based on which the certificate of surname change was issued.
- A certificate of a change of surname.
You must pay a state fee to change a passport—1 basic amount (40 Belarusian rubles). In this case, the new passport will be ready within a month. You can change your passport quickly: in 15 days. The state fee has two basic values for the exchange of a passport within a week.
2. Exchange of passport for ID card and exchange of ID card
You can exchange your old passport for an identification card and your old identification card for a new one. The state fee is 1.5 basic values in this case, and the documents are replaced within 15 working days. The exchange of a passport for an identification card and the exchange of an identification card takes place at the Citizenship and Migration Office at your place of residence.
3. Biometric passport
A biometric passport is a document for leaving, entering Belarus, or temporarily staying abroad. It must be replaced along with the identification card, which becomes invalid after the identification card is changed.
To replace a biometric passport, you must contact the Citizenship and Migration Office at your residence.
The state fee for replacing a biometric passport is 2 basic values, and a new passport will be ready within 15 working days.
4. Certificate of state registration of an individual entrepreneur
Those who conduct entrepreneurial activities need to replace an individual entrepreneur’s certificate of state registration within one month after changing the surname. To do this, you need to contact the registration authority that issued the certificate.
To replace the certificate, you need to submit an application and collect several documents:
- Certificate of state registration of an individual entrepreneur with an old surname.
- A photo.
- The document confirming payment of the state fee is 0.25 basic units, which is 10 Belarusian rubles. The certificate will be replaced very quickly—no later than the next business day.
If you do not replace the certificate of state registration within a month, you will have to do it anyway in the future, but a fine of up to 20 basic units is possible.
What to say at work?
Employees must notify the HR officer or supervisor that they have changed their last name. Based on your application and other documents on the change of surname at work, changes will be made to the work record. The deadline for informing the employer and making such changes to the work record has not been set.
After receiving a new passport, the employer or customer must be informed of the latest passport data under the contract. Based on these data, the employer will replace the employee’s social security certificate and amend the agreement.
Driver’s license replacement
There is no obligation to replace the driver’s license. Still, questions may arise regarding document verification when insurance is issued for a new passport and the driver’s license is for the old surname. If you have already replaced your passport, we recommend carrying it.
You can replace your driver’s license at any State Automobile Inspection (SAI) department. In addition to a passport with a new surname, an application and an old driver’s license, a medical certificate and payment of a state fee – 3.2 basic values will be required. The replacement takes place within 5 business days.
Replacement of documents for car registration (technical passport)
It is recommended that those whose name the car is registered make changes to the documents. This can be done at the State Automobile Inspection at the place of residence.
As a standard, an application is submitted for this. You need a passport, an old car registration certificate (technical passport), and payment of a state fee in the region of 3 basic values.
Such a replacement is made after receiving a passport for a new surname.
Replacing documents for a car will be helpful if you sell the car: to confirm that the seller of the car is its owner.
In this case, 10 working days are allotted for the replacement of documents.
Do not forget about the companies you have concluded contracts
According to contracts with banks, insurance and leasing companies, and mobile operators, the client must inform the company about changes in personal data. There is usually a time limit within which such changes must be reported.
For example, suppose you have changed your driver’s license and technical passport for a car. In that case, you can change the insurance certificate of compulsory civil liability insurance of the vehicle owner.
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If you contact us by the email we guarantee that you will receive a feedback from us within 2 (two) hours on any business day and within 6 (six) hours on any other day (holidays etc.).