Month: August 2024
How to Behave if You are Laid Off
Stuff cuts are a stressful and uncertain situation, which, unfortunately, every IT specialist may face sooner or later. The rapid evolution of technology, changes in business strategies and economic fluctuations often lead to a revision of the staffing needs of companies. However, it is essential to remember that downsizing is not the end but a new opportunity. In this article, we will look at how to respond correctly to a notice of redundancy, how to remain calm and confident, and what steps to take to find new career opportunities in the rapidly changing world of information technology. Understanding your rights, conducting a constructive dialogue with your employer and taking active steps to prepare for the future are vital aspects that can help you get through this challenging period and come out of it with new prospects.
Why is it Essential for an IT Specialist to Know How to Behave when Laid Off
Knowing how to behave when laid off is especially important for IT employees for several reasons:
1. To Know Your Rights and Opportunities
Understanding your rights is a powerful tool that can help you avoid unfair treatment by the employer, such as issues with compensation or late notification. It’s a key aspect of being in control of your career transition. Understanding labour legislation will help you effectively defend your interests and take advantage of legitimate benefits.
2. To Adapt to Changes
The IT industry is developing rapidly, and flexibility and adaptability are essential skills for finding a new job. The ability to respond to changes in the professional environment can contribute to positive career changes.
3. For Professional Reputation
The correct behaviour during the redundancy demonstrates professionalism. It can leave a positive impression on the employer, which will simplify the possibility of receiving recommendations in the future. A good attitude towards a colleague or employer in a difficult moment can help in the future when looking for a job or in the professional community.
4. For Networking
Networking and actively communicating with your professional contacts can open doors to new vacancies and opportunities that may not be advertised on major platforms. Knowing how to behave and who to contact for support can help establish valuable connections.
5. To Find a New Job
Understanding the necessary steps after a redundancy allows you to organize your job search more effectively and allocate time for professional development. Writing a resume, passing interviews, and communicating with potential employers are extremely important in an active job search.
6. For Personal Finance Management
Understanding the situation will help effectively manage finances and resources during the transition period, which is especially important for IT professionals facing uncertainty and temporary difficulties.
In general, knowing how to behave when laid off allows IT employees to cope with current difficulties and build a more successful career in the future, using the experience gained in a difficult situation.
Legal Aspects of the Redundancy of Employees in Belarus
The employer must notify the employee in writing in advance about the dismissal due to redundancy. You must receive a notice of dismissal two months before the scheduled date of dismissal. At the same time, the employer must inform the employment authorities about the dismissal of employees due to staff redundancy. Otherwise, a fine of 5 to 15 basic units is possible.
An employee cannot be laid off on sick leave or vacation. Such dismissal is possible when a company division is liquidated in the area where the employee is hired (when the parent company is located in another location) or when the company is liquidated.
Which Employees Cannot be Reduced
Belarus has established a ban on the redundancy of employees who belong to the following categories:
- Pregnant women.
- Women who have a child under three years old.
- Single parents who have children under the age of 14, and if the child is disabled, then under the age of 18.
Which Employees Have the Advantage of Staying at Work in Case of Layoffs in the Company
The state has determined that employees with higher productivity and qualifications should stay at work during layoffs, as well as:
- Participants in the liquidation of the Chernobyl nuclear power plant accident.
- Persons who have suffered radiation sickness due to radiation accidents.
- People with disabilities.
In case of layoffs in the company, such employees must first be provided with another job, or measures must be taken to employ them in another company.
What Should an Employer Do during the Redundancy Warning Period
During the redundancy notice period, the employer must offer the employee a transfer to another job. The work must be feasible for the employee, considering his qualifications and speciality. Such a transfer requires the employee’s written consent or a written refusal.
With the employee’s permission, he can be sent for professional retraining.
With the employee’s consent, he can be dismissed before the end of the two-month notice period.
What Should an Employee Do after Being Warned About a Redundancy
During the period of warning about redundancy before dismissal, the employee must fulfil his duties, follow the internal work schedule, and receive wages on an equal basis with other employees.
An employee has the right to one free day per week to search for work. By default, wages for this day are not accrued, but the employer can save the employee’s earnings for this day.
An employee may resign before the end of the two-month warning period for redundancy or may request that the warning period be replaced with compensation.
Compensation Instead of a Warning
Instead of warning about the reduction, the employer may ask the employee to agree to two months’ average salary compensation. If the employee agrees, he is dismissed without waiting two months after the warning about the redundancy.
The employee may be offered compensation after he has been notified in writing of the dismissal. If the employee agrees to the compensation, its amount is determined in proportion to the time remaining until the end of the notice period of the redundancy. The employer can offer the employee compensation electronically; making a written offer is unnecessary.
What Payments Does an Employee Receive when They are Laid Off
All payments the company owes to the employee are transferred to him no later than the day of dismissal (the last day of work). The employee is paid wages for the time worked and compensation for unused vacation. If an employee is entitled to bonuses that are accrued based on the work results for the reporting period, such amounts are paid to the employee after dismissal—at the time when the salary of the company’s employees is paid. If the employee has agreed to compensation instead of working for two months, this payment is made by the day of dismissal. When dismissed due to downsizing, an employee is paid severance pay no later than the day of dismissal: at least three times the average monthly salary.
What Documents Does an Employee Receive when Laid off
The employee must receive a written warning about the redundancy. This warning may not be given if he was offered compensation instead of redundancy and the employee agreed. Also, the employee usually receives a copy of the order of the head of the company on dismissal for redundancy. On the day of dismissal, the employee is given a work record with a record of dismissal.
Important Things to Remember for an IT Professional Who Has been Warned of Layoffs
Receiving a notice of impending layoffs is always a complex and emotionally charged process. An IT professional needs to understand how to respond appropriately and what steps to take in this situation. Here are some key points to consider:
1. Understanding the Legal Aspects
- Employment Contract: Review the terms of your employment contract; it may contain provisions for additional payments and compensation in the event of layoffs.
- Legislation: Research local labor laws on layoffs. You may need to consult an employment lawyer.
2. Emotional Support
- Psychological support: Don’t be afraid to reach out to friends, family, or professional psychologists. Discussing your feelings and experiences can help you cope with the situation.
- Communities and networks: Communicating with colleagues or people from your professional network can be very useful. It can be a source of support and new acquaintances.
3. Assess Your Skills
- Competency Analysis: Understanding your strengths, weaknesses, and in-demand skills in the job market is an important step. You may need to update your knowledge or learn new skills.
- Certifications and Courses: Consider earning additional certifications or taking courses to increase competitiveness.
4. Find New Opportunities
- Update Your Resume: Update your resume and professional social media profiles (such as LinkedIn) to reflect all your accomplishments and skills.
- Networking: Actively leverage your network. Long-standing colleagues, acquaintances, and professional contacts can help you find new opportunities.
- Systematic Job Search: Set your job search goals, including submitting several applications per week and attending recruiting events.
- Consider Freelancing: Consider offering your skills to companies as a freelancer. It will require working under a civil contract rather than an employment contract.
- Consider setting up a sole proprietorship or becoming self-employed.
5. Financial Planning
- Budget: Review your budget and cut unnecessary expenses if you anticipate financial difficulties.
- Safety Cushions: Evaluate your savings and consider how long you can survive without your primary income.
6. Maintain a Professional Image
- Positive Approach: Maintaining a positive image when communicating with potential employers and online is essential. Don’t let negative emotions or feelings of loss affect your professional interactions. Focus on the Future: Use this time as an opportunity for professional growth and development.
Receiving a layoff notice is difficult, but with the right approach, you can not only cope with it but also discover new ways to develop yourself. The key is to stay calm, assess your capabilities, and take action.
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Which Universities Train IT Specialists in Belarus
With the development of technology and the growing demand for IT specialists in various sectors of the economy, the issue of choosing an educational institution for obtaining high-quality education in the field of information technology is becoming increasingly relevant. Belarus is rapidly developing in IT, and many universities offer programs that meet modern market requirements. In this article, we will list 14 Belarusian universities that train professionals in the field of information technology and their features, and also present current areas of training.
Belarusian State University
The Central University of Belarus offers an education in the IT field at several faculties:
Faculty of Applied Mathematics and Computer Science (FPMI)
FPMI trains specialists in 4 specialties:
- Applied Mathematics
Qualification – “Applied mathematician. The programmer.” A specialist in applying modern mathematical and computer methods in all spheres of human life and building solutions using computers. - Computer science
Computer science with the qualification “System analyst-programmer”. A specialist in the application and creation of various tools, networks, databases, software and other products in information technology. - Cybersecurity
Qualification – “Cybersecurity Specialist”. A specialist in the field of computer security and information protection. - Applied Computer Science
Qualification – “Computer scientist, programmer”. Specialist in the theory and practice of creation, implementation and maintenance of computer systems software.
Faculty of Mechanics and Mathematics
Mehmet offers the following specialities in the IT field:
- Mathematics and computer science.
Profile:
- Web programming and Internet technologies. Qualification – mathematician – programmer. A specialist with extensive skills in designing and managing Internet projects, using mathematical approaches to solve complex problems.
- Mathematical and software for mobile devices. Qualification – Mathematician. Programmer. A specialist who can implement business tasks by developing mobile applications and embedded devices.
- Mathematics. Qualification – Mathematician. Programmer. Understanding the patterns of symbolic systems and the nature of modelling, building, and studying mathematical models of production tasks. Mathematical modelling of natural, man-made and industrial processes. Development of computer production management systems.
- Artificial intelligence and mathematical economics. Qualification – Mathematician. Programmer. A specialist who knows the methods of data analysis and processing, neural networks, and machine learning for solving problems of forecasting financial time series, optimizing trading strategies, assessing credit risks and segmentation of customers, and using artificial intelligence and large language models.
2. Computer mathematics and system analysis. Qualification—Mathematician. A system analyst. A specialist with developed system thinking, capable of looking for solutions to non-trivial, multidimensional tasks, seeing the whole problem, analyzing complex nonlinear processes, making decisions in conditions of insufficient information, and anticipating and evaluating the consequences of decisions made.
3. Mechanics and mathematical modelling. Qualification – Mechanic. Applied mathematician. Development of mechanical and mathematical models of mechanical processes and phenomena, development and operation of robotic and flexible automated systems, implementation of mathematical analysis and optimization of motion control of mechanical systems, construction of computer models and computer modelling of complex mechanical systems, processes and phenomena.
4. Mechanics and mathematical modelling. (Joint Institute of the Belarusian State University – Dalian Polytechnic University). Qualification – Mechanic. Applied mathematician. The BSU –DPU Joint Institute trains highly qualified specialists who receive an international-level natural science education with knowledge of the English language. The opportunity to obtain diplomas from two leading universities in Belarus and China significantly increases the academic mobility of students and undergraduates of both universities, as well as opens up excellent prospects for further employment.
Faculty of Radiophysics and Computer Technology
The Faculty trains specialists in several specialities:
- Cybersecurity. Qualification: Cybersecurity Specialist.
- Applied Computer Science. Qualification: Computer scientist. Programmer.
- Radiophysics and information technology. Qualification: Radiophysicist. Software engineer.
Faculty of Socio-Cultural Communications
At this Faculty, IT specialists are trained in the speciality “Applied Computer Science (direction – web programming and computer design)” with the qualification of a Computer scientist. Programmer. In addition to studying basic subjects in mathematics, computer science and programming, students master various practice-oriented courses in computer modelling and web application development (UI/UX design, computer graphics and animation, web design, 3D modelling, etc.), and also have the opportunity to choose the disciplines taught in other specialities of the Faculty and the university as a whole.
Belarusian State University of Informatics and Radioelectronics
At this university, IT specialists are trained by several faculties in various areas.
Faculty of Computer Systems and Networks
This Faculty trains specialists in 3 specialities:
- Computer engineering with the qualification of a System Engineer.
- Software engineering, qualification – Software Engineer, specialization – Information technology software.
- Computer science and programming technologies. Qualification – Software Engineer.
Faculty of Information Technology and Management
This Faculty trains IT specialists in 5 specialities:
- Information systems and technologies. Qualification – software engineer, specialization “Information systems and technologies in the gaming industry”.
- Artificial intelligence. Qualification – system engineer.
- Cyberphysical systems. Qualification—Engineer. Cyberphysical systems (CS) are engineering and technical systems built on the basis of an inextricable interdependent integration of computer information technologies and physical components. CS are interacting information, digital analogue, and physical components designed to function together by integrating physical laws and software algorithms.
- Information management systems. Qualification—Engineer. This speciality combines the software side of product implementation with design, automation, and analysis of software processes, which is also an essential part of product development.
- Electronic systems and technologies. Qualification – engineer. Profiling – industrial electronics. Main activity: developing, designing and modelling electronic devices and programmable information management systems for industrial purposes.
Faculty of Engineering and Economics
This Faculty trains specialists in the IT field in 3 specialities:
- Information systems and technologies. Qualification – software engineer.
Profile:- Information systems and technologies in the economy.
- Information systems and technologies in logistics.
- Information systems and technologies in the financial and banking sector.
- Electronic economy. Qualification – Programmer. Economist. Specialists possess both knowledge of economics and knowledge of information technology, the nuances of business organization and management in the Internet environment, as well as the specifics of conducting business activities of companies in the most dynamically developing sector of the economy – the information and communication technology sector.
- Digital marketing. Qualification – Programmer. Marketing specialist.
Faculty of Computer Engineering
This Faculty trains specialists in the IT field in 5 specialities:
- Information systems and technologies. Qualification – software engineer.
Profile:- Information systems and technologies in business management.
- Information systems and technologies in ensuring industrial safety.
- Computer engineering. Qualification – system engineer. Specialization – “Programmable mobile systems”.
- Software engineering. Qualification—software engineer. Specialization—”Engineering and psychological support of information technologies.” This specialization trains specialists in information systems development using interface design technologies based on user experience to achieve the convenience and comfort of the target audience.
- Electronic systems and technologies. Qualification – engineer. Profiling:
- Modelling and computer-aided design of radioelectronic devices.
- Design and manufacture of software-controlled electronic devices.
- Medical electronics.
- Electronic security systems.
- Electronic engineering. Qualification – engineer. After receiving an education, you can design, manufacture, and operate special technological equipment to manufacture semiconductor devices and microcircuits, radio components, and other electronic products using specialized computer-aided design application packages.
Faculty of Information Security
This Faculty trains IT specialists in 2 specialities:
- Information security. Qualification – engineer. Specialization – “Information protection in telecommunications”.
- Information communication systems and networks. Qualification – engineer. Infocommunications is a new IT industry that combines information and telecommunication technologies to expand the capabilities of modern networks and global information services. Graduates of the speciality “Infocommunication Systems and Networks” can develop software and hardware, design, deploy, carry out technical operations, and standardize and certify infocommunication systems and networks.
Belarusian State Technological University
This university trains IT specialists at the Faculty of Information Technology in the following specialities:
- “Information systems and technologies” (profiles: Information systems; Digital design).
- “Software Engineering” (profile: Information Technology software).
- “Information systems and technologies”.
- “Information security software for mobile systems”.
- “Information technology software”.
- “Design of electronic and web publications”.
Belarusian National Technical University
This university trains IT specialists at the Faculty of Information Technology and Robotics in several specialities:
- Profiling is the automation of technological processes and productions in instrumentation and radio electronics. The qualification is engineer.
- Automation of technological processes and productions. Profiling – Automated electric drives. Qualification – Engineer.
- Information systems and technologies. Profiling – Information systems and technologies in design and production. Qualification – software engineer.
- Software engineering. The qualification is a software engineer. The speciality is focused on training programmers and developers of application software.
- Robotic systems. Profiling – Industrial robots and robotic complexes. Qualification – engineer.
Belarusian State University of Economics
Since 2019, the Faculty of Digital Economics has been training specialists in the IT field in several specialities at BSEU:
- Economic informatics. Qualification – economist-computer scientist.
- “Applied Mathematics” (specialization “Economic cybernetics”). Qualification – applied mathematician. Programmer.
- Statistics. Qualification – statistician.
Gomel State University was named after Francysk Skaryna
At this university, specialists in the IT field are trained by several faculties.
Faculty of Mathematics and Programming Technologies
This Faculty trains specialists in the IT field in the following specialities:
- Computer science and programming technologies. Qualification – software engineer.
- Software engineering. Qualification – software engineer.
- Applied Computer Science. Qualification – Computer Scientist. Programmer.
- Applied Mathematics. Qualification – Applied mathematician. Programmer.
Faculty of Physics and Information Technology
In the IT field, the Faculty trains specialists in the following specialities:
- Information management systems. Qualification – engineer. The specialist is designed to work in organizations, departments, and services engaged in creating and operating automated information processing systems and tools in various fields (industry, transport, construction, financial and commercial activities, trade, science, education, healthcare, catering, and consumer services).
- Computer engineering. Qualification – system engineer.
- Electronic systems and technologies. Qualification – engineer.
- Computer physics. Qualification – Physicist. Programmer.
- Cybersecurity. Qualification – cyber security specialist.
- Applied physics. Qualification – physicist. Engineer.
Faculty of Economics
This Faculty trains specialists in the IT field, especially in economic informatics. Qualification – economist-computer scientist.
Gomel State Technical University named after P.O.Sukhoi
Faculty of Automated and Information Systems
This Faculty trains IT specialists in 4 specialities:
- Electronic systems and technologies. Qualification – engineer.
- Computer science and programming technologies. Qualification – Engineer. Programmer.
- Information systems and technologies. Directions:
- Design and development of interactive and gaming applications.
- Data mining and information processing.
- Design and development of information systems software.
- Design and development of interactive and gaming applications.
- Information management systems. Qualification – engineer.
Yanka Kupala Grodno State University
IT specialists at this university are trained by the Faculty of Mathematics and Computer Science in 6 specialities:
- Management of information resources. Qualification: Information Systems Manager. Economist.
- Applied Mathematics. Qualification: Applied mathematician. Programmer.
- Cybersecurity. Qualification: Cybersecurity Specialist.
- Software engineering. Qualification: Software engineer.
- Artificial intelligence. Qualification: System Engineer.
- Mathematics. Qualification: Mathematician. Teacher. Training for recruiting students in 2024 will be carried out according to the specialization “Information and Computer Technologies in Mathematics”.
Belarusian-Russian University
This university trains IT specialists in several faculties.
Faculty of Electrical Engineering
This Faculty teaches the following specialities:
- Information management systems. Profiling – Automated information processing systems. Qualification – engineer.
- Information and measuring devices and systems
Profiling: Information systems and technologies for non-destructive testing and diagnostics. Qualification – engineer.
Faculty of Engineering and Economics
At this Faculty, you can get the following specialities in the IT field:
- Software engineering. The qualification is a bachelor’s degree.
- Computer science and engineering. The qualification is a bachelor’s degree.
- Applied mathematics. The qualification is a bachelor’s degree.
Faculty of Economics
You can get a degree in E-business economics, specializing in e-marketing, from this Faculty. Qualification – Programmer. Economist.
Faculty of Mechanical Engineering
You can get a Specialization in Information Systems at this Faculty.
Brest State Technical University
At this university, several IT specialities can be obtained at the Faculty of Electronic Information Systems:
- Artificial intelligence. Qualification – system engineer.
- Computer engineering (specialization – Programmable mobile systspecializationation – system engineer.
- Computer engineering. Profiling – Computers, systems and networks. Qualification – system engineer.
- Software engineering. Qualification – software engineer.
- Information management systems. Qualification – engineer.
- Electronic systems and technologies. Qualification – engineer.
Vitebsk State University was named after P. M. Masherov
Faculty of Mathematics and Information Technology
At this Faculty, you can get an IT education in the following specialities:
- Information systems and technologies. Qualification – software engineer.
- Information resource management. Qualification – Information systems manager. Economist.
- Software engineering. Qualification “Software Engineer”.
Applied Computer Science. Specialization “Computer scientist. A software development specialist.”
Cybersecurity. Qualification “Cybersecurity Specialist”.
Polotsk State University was named after Euphrosyne of Polotsk
Faculty of Information Technology
This Faculty trains IT specialists in the following specialities:
1. Information systems and technologies. Specialization: The gaming industry. Specialization-Software Engineer.
2. Computer Engineering
Profiling:
- Programmable mobile systems.
- Computers, systems and networks.
Qualification – system engineer.
3. Software engineering. Qualification – Software Engineer.
Faculty of Computer Science and Electronics
This Faculty trains an IT specialist in the following specialities:
- Computer physics. Qualification – Physicist. Programmer.
- Electronic systems and technologies. Qualification – engineer.
- Cybersecurity. Qualification – Cybersecurity Specialist.
Faculty of Finance and Economics
You can get a degree in E-business economics, specialising in Marketing, from this Faculty. Qualification – Programmer. Economist.
Mogilev State University named after A.A.Kuleshov
Faculty of Mathematics and Natural Sciences
This Faculty trains specialists in the IT field, especially in software engineering. Qualification – software engineer.
Faculty of Economics and Law
At this Faculty, you can get an education in the specialty of Economic Informatics. Qualification – Economist. Computer scientist.
Polessky State University
Faculty of Engineering
The Faculty trains specialists in the field of Information Systems and Technologies. Profiling: Information systems and technologies in the economy. Qualification – software engineer.
Vitebsk State Technological University
At this university, it is possible to obtain specialities in IT in several faculties.
Faculty of Design
At the Faculty, you can get a creative speciality in the IT field:
Graphic design and multimedia design
Profiling:
- Graphic design.
- Multimedia design.
Qualification – designer.
Faculty of Information Technology and Robotics
You can study in several specialities at the Faculty:
- Information systems and technologies. Qualification – software engineer.
- Automation of technological processes and productions (computer mechatronics). Qualification – engineer.
- Production of products based on three-dimensional technologies. Qualification – engineer.
Faculty of Economics and Business Management
The Faculty trains students in the field of Electronic Economics.
Specialization: E-business economics. Specialization qualification – Programmer. Economist.
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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.).
Part-time vs full-time
How to find a job now? There are lots of opportunities now for you. The growth in the number of remote professions, freelancing, and the general transformation of employment types. The nature of employment has changed significantly over the years, offering people different job options: full-time and part-time, each with its benefits and challenges. These are the most common options, and today in our article we will explore the pros and cons of part-time vs full-time hours. What is it for?
Understanding these differences is critical to making informed career decisions in today’s professional environment. In this essay, we will look at the definitions, advantages, and disadvantages of full-time and part-time, and compare the two to help you determine which is a better fit for your lifestyle and career goals.
Full-time Definition
Well, let’s start with the classic type of employment: Full-time.
Full-time usually refers to a work schedule that exceeds a certain number of hours per week per employee. That is, this is the minimum each employee must fulfill. Depending on the country and the company’s private policy, the number of hours varies, but most often it is 35-40 hours per week. Let’s look at country examples of how many working hours are included in a standard Full-time week.
Full-time work hours across various countries:
- In the U.S., full-time employment is generally recognized as working between 35 to 40 hours per week. This range is standard across many industries and is often associated with a 9-to-5 schedule.
- Similarly, in the UK, full-time work typically involves 35 to 40 hours per week. The standard workday usually starts around 9 a.m. and ends at 5 p.m., although flexible working hours are becoming more common.
- France stands out with one of the shortest full-time work weeks globally, at 35 hours. This regulation was introduced to improve work-life balance and reduce unemployment. The lowest number of hours among the countries considered.
- In Germany, full-time employment usually ranges from 35 to 40 hours per week. The work culture emphasizes efficiency and productivity, often resulting in shorter actual working hours.
- Australia: full-time work is generally around 38 hours per week, typically spread across five days. This is slightly higher than in some European countries but reflects a balance between work and leisure.
- Japan considers full-time work to be 40 hours per week, but it’s well-known for its demanding work culture where employees often work significant overtime, reflecting the country’s strong work ethic.
- In China, a full-time work week consists of 40 hours, typically structured as an 8-hour workday over five days. This aligns with the standard set in many other industrialized nations.
- In Norway, full-time work is defined as 37.5 hours per week. The country’s emphasis on work-life balance is reflected in this shorter work week.
- The Dutch work week for full-time employees ranges from 36 to 40 hours, often featuring flexible schedules to accommodate personal life.
- Denmark’s full-time work week is typically 37 hours, highlighting the country’s focus on a balanced and healthy lifestyle.
- Italy generally defines full-time work as 40 hours per week, following a more traditional European work schedule.
- Switzerland has one of the longest full-time work weeks in Europe, defined as 42 hours per week. This reflects the country’s high standards of productivity and economic output.
- In Saudi Arabia, the full-time work week is set at 48 hours, typically 8 hours a day for six days, making it one of the longest standard work weeks globally. Highest number of hours.
- Turkey’s full-time work week is 45 hours, typically spread over six days, reflecting a blend of European and Middle Eastern work practices.
Full-time employees usually work a standard schedule, from 9:00 a.m. to 5:00 p.m., Monday through Friday. However, there are options here as well. Other working conditions are possible, influenced by cultural and territorial characteristics, or by the specifics of the job itself:
- An employee may work on a shift schedule of 2/2, 3/3, etc.
- Early work (when production needs to call for going to work earlier than 9:00 a.m. (by 5:00, 6:00, and other variants).
- Offsetting weekends (e.g. working on Sunday is standard for Jews) and other variations.
This Full-time work often comes with several benefits including health insurance, paid vacation, and retirement plans that are designed to provide greater job security and stability. Understanding the nature of full-time work is necessary to assess its advantages and potential disadvantages.
Pros and Cons of Full-time Employment
Here’s a look at the main pros of Full-time employment:
Stability of Responsibilities
Full-time employees often have a clear set of tasks and responsibilities and a fixed contractual relationship. This gives a sense of stability and predictability to their role, which reduces the psychological strain on the employee.
Available Job Benefits
Many full-time employees are offered benefits such as health insurance, retirement plans, vacation, and paid time off that contribute to overall job satisfaction and financial security. This is a significant incentive that greatly influences the decision in favor of full-time employment.
Higher Take-home Pay
Full-time employees typically earn a higher total income than part-time employees because they work more hours and may be eligible for overtime pay. Plus, they are more likely to receive bonuses and incentive pay because they can prove themselves more in a full-time job.
Health Insurance
An incentive like health insurance is available to full-time employees. Access to employer-provided health insurance is a significant benefit that reduces the financial burden of medical expenses and increases the employee’s attention to his or her health.
Job Security
Full-time positions are often associated with greater job security, including protection from arbitrary dismissal and broader labor rights. This is a significant advantage, as it greatly reduces the psychological burden on the employee and allows him/her to plan and organize his/her social and personal life.
We’ve already covered the pros, so let’s analyze the downsides of full-time work. Cons:
Risk of Burnout
The demands of a full-time job can lead more quickly to burnout – a state of inner desolation and apathy in work, lack of new ideas and originality. This risk can double, especially if the workload is heavy or the job is constantly stressful.
Less Flexibility
A full-time job often requires a fixed schedule, which limits flexibility in terms of personal commitments or other interests. This is especially noticeable when compared to flexible schedules and freelancing.
Hard-to-Balance Work and Life
Committing to a full-time job can make it difficult to maintain a healthy work-life balance, which can negatively impact personal relationships and well-being. The employee has less time for personal life, sports, hobbies, and work requires a lot of time and energy.
Stagnation
Prolonged full-time work can sometimes lead to career stagnation if opportunities for advancement or skill development are limited. Employees don’t change in the eyes of management, are overlooked, and don’t always have time to see the potential that exists. This puts emotional pressure on the employee and can cause a desire to change jobs to a more promising job.
Boring Work Schedule
The routine nature of a full-time work schedule can become monotonous, reducing an employee’s overall job satisfaction and effectiveness. Monotonous tasks and boredom do not move an employee’s overall efficiency, so it is better to develop a plan for variety in labor responsibilities.
Part-time Definition
Well, we have looked at the advantages and disadvantages of full-time employment. Let’s move on to part-time employment. What does part-time mean?
Part-time employment involves fewer hours than full-time employment, usually less than 35 hours per week. This type of work is often more flexible, not tied to a specific schedule, allowing people to combine work with other responsibilities, such as education, family or personal interests, as well as other jobs.
Part-time positions may not offer the same benefits as a full-time job, but they give people the opportunity to gain work experience, earn extra income, and better balance their lives and work.
We suggest exploring countries with consistently high levels of part-time employees and freelancing.
Countries with part-time employment include the Netherlands, where there is a consistently high level of underemployment, especially among women; Switzerland, Germany, Austria, the UK and other countries.
According to various reports and platform data, freelancing is particularly popular in:
- USA, where the gig economy is very developed and a large part of the workforce is engaged in freelancing.
- India, which has a large and growing freelancing market, especially in IT and digital services.
- In the Philippines, where there is a large presence of freelancers in customer service, content writing and digital marketing.
- In Pakistan, the country is emerging as an important player in the global freelancing market, especially in IT services.
- In the UK, whereas in the US, the freelancing economy is growing dynamically.
Pros and Cons of Part-time Employment
Exploring the pros of Part-time work:
Better Work-life Balance
A headache for all full-time employees. Part-time work allows people to devote more time to personal interests, family, or other commitments and increases personal attachments and interest in life, which promotes a healthier work-life balance.
Easier to Gain Experience
Working part-time can be a great way to gain experience in the industry, especially for students or those looking to enter a new field. It’s a great start that can also be combined with studying or working in an old profession.
New Job Opportunities
Part-time employment helps you try more new and interesting things professionally and can lead to new job and networking opportunities that are not available in full-time employment. It’s a great way to try on a new occupation and see how it is or isn’t a good fit for you.
Reduced Stress Levels
Fewer hours of work usually result in less stress compared to full-time employment. The employee can relax and rest between shifts.
Saving Money on Transportation Costs
A part-time job often requires less commuting, which saves money on transportation costs.
What are the cons of part-time work?
Less Job Security
Part-time employees may have less job security than their full-time counterparts, as their role is often considered more expendable.
Fewer Benefits
Part-time employees typically do not have the same benefits as full-time employees, such as health insurance, paid vacation, or a retirement plan.
Schedule Stress
While part-time jobs can be flexible, they can also be unpredictable, leading to stress due to irregular schedules and erratic income.
No Paid Leaves
Part-time workers often do not receive paid leaves of absence, which can affect their financial stability during periods of illness or personal vacations.
Overwork
There is a risk of overwork if part-time employees are asked to take on additional hours or responsibilities without appropriate benefits.
Comparison
We analyzed both types of employment and based on this information we can compare the two models.
When comparing full-time and part-time work, it’s important to consider both the practical and personal implications of each. Full-time work provides stability, higher income, and comprehensive benefits, making it ideal for those seeking long-term career growth, financial security, or a stable work relationship with family and its needs. However, it can also lead to significant downsides: burnout, limited personal flexibility, and lack of free time (including logistics and additional transportation costs).
On the other hand, part-time work provides more flexibility and a better work-life balance, making it suitable for those who prioritize personal commitments or who want to pursue education and work at the same time. This model is also great for starting in the profession to gain the necessary practical experience.
While part-time jobs often lack the benefits and job security (compared to full-time jobs), they can offer valuable experience and opportunities for those just entering the workforce or transitioning into another career.
If we offer universal advice: whether to choose part-time or full-time work, then there is no ideal answer. Ultimately, the choice between full-time and part-time work depends on individual priorities and personal circumstances. Each of the factors may influence:
- existing experience of the employee;
- personal priorities (development, education, personal life);
- ability to maintain a balance between work and life;
- financial obligations and need for funds.
Many factors influence and each employee evaluates them individually.
Those who value stability and comprehensive benefits may gravitate toward full-time work, while people seeking flexibility and a better work-life balance may prefer part-time work. Understanding these differences will help you make an informed decision that fits your career goals and personal needs. Feel free to explore this topic for yourself based on your priorities, because ultimately work is a big part of our lives and an important decision.
Choosing the type of employment together with Recruitment.by
Company management is not always an easy job natively in a company. The task of creating an effective team is challenging. It will require extensive experience and knowledge of recruiting processes, an understanding of the pitfalls of the labor market, and the expertise of the recruiter. Therefore, it is logical to use quality and professional services of recruiting agencies, for example, Recruitment.by.
Recruitment.by is a team of professionals with extensive experience in recruitment, especially in such a dynamic field as IT development. Specialists of Recruitment.by understanding the needs of the customer and the peculiarities of his business, which allows to save financial, time, and labor resources and redirect them to the solution of the main task of the company: providing quality goods or services.
Recruitment.by providing services in the selection of personnel in more than 20 areas of IT development, management, and design of digital products, as well as helping to create teams of marketers, and lawyers, find a top manager in the management, choose the type of employment for the employee and much more.
Recruitments clients are many well-known companies that turn to Recruitment.by often repeatedly.
You can read more about the services on the website or fill out the form and get expert advice.
Conclusion
The choice of a full-time or part-time job is always left to the company. It is necessary to research the needs of a particular firm and the possibilities of a particular job opening. Use the help of specialized agencies if necessary. The main thing to understand is that every decision you make to optimize your team is the right one. Try it and you will succeed!
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Standard Methods of Fraud by Dishonest Employers
Unfortunately, fraud by dishonest employers has become quite common in the modern world. As many people seek work, they become vulnerable to various tricks and manipulations. Scammers use different approaches, from false vacancies to salary fraud and social guarantees. In this article, we will look at the most common ways that unscrupulous employers can deceive their employees and recruit companies and give tips on how to protect themselves from such situations. Knowledge is one of the best tools to prevent financial losses and psychological harm.
Fraud against job candidates
There are many ways of fraud by dishonest employers, which can lead to financial losses and psychological damage to employees. Here are some of the most common methods:
- False vacancies
This method applies more to candidates and aims not to hire an employee but to collect the personal data of applicants. Employers can place job ads with obviously non-existent positions to collect data about applicants for later use in newsletters or other purposes or use them for fraudulent schemes to collect test tasks, as described below. - Cheating with test tasks
The test tasks for job candidates do not relate to violations by themselves. However, dishonest employers can collect test assignments without the intention of hiring employees to solve the company’s current tasks for free. In this case, the “red flags” may be too detailed tasks, the requirement to develop a company development strategy, and feedback from other candidates who were treated in this way. - Payment for registration and training
Some employers may require prepayment for paperwork, such as an employment contract or medical certificate, as well as for training in some skills necessary for work, promising to refund the money after employment. However, such refunds may not be available, and most likely, they will be. - Indefinite and free trial period
Sometimes, dishonest employers offer to work for free without registration, arguing that you must pass a probation period. You should not agree to this since there is a high probability that you will not receive payment. The probation period’s duration is determined in the employment contract, which is no more than three months, and during this time the employee is required to pay wages.
Fraud against employees
Not only candidates for vacancies but also employees may face deception from a dishonest employer. Here are some examples.
1.Employment contracts with unfavourable conditions
The inclusion of prohibited conditions in an employment contract should immediately alert you. Examples include the introduction of fines for various offences and unilateral salary reductions without warning the employee.
2. Incorrect salary calculations
Dishonest employers can delay wage payments and underestimate them without reason and without providing explanations or documents.
3. Cheating with working conditions
The employer may provide the candidate with information about working conditions that do not correspond to reality, including due to the employer’s failure to comply with safety regulations. This can lead to dangerous situations in the workplace when employees are forced to work in the absence of unique clothing or insurance, in conditions of faulty electrical wiring, etc.
4. Misuse of personal data
Employers may use the collected personal data of employees to obtain loans or other financial benefits, which is a severe violation of the law.
5. Work without registration
Employees can be allowed to work without registration, promising to register “retroactively.” Dishonest employers do this, who need an employee for a while. In this case, the employee may never receive a salary, and the company may use free labour, which violates the law, but it is often difficult to prove such free work.
6. Fraud with freelance contracts
Dishonest employers can sign contracts with freelancers, promising payment, but ultimately do not pay the money and use the work done. There is a high risk of such fraud when working remotely when the customer is located in another country.
It is important to be careful when looking for a job so as not to become a victim of deception. Understanding such fraudulent schemes will help protect your rights and finances.
Can dishonest employers cheat recruitment agencies
Yes, recruitment agencies can also face deception on the part of employers. Here are a few everyday situations:
- False claims
Employers may impose excessive requirements on candidates who are not really needed, making it difficult to find suitable employees. - Hidden employment conditions
Some employers may not disclose working conditions, such as salary levels, hours, or additional responsibilities. - Cancellation of vacancies
Employers can cancel vacancies after recruiting has already begun, which wastes the recruiting agency’s time and resources. - Non-fulfillment of obligations
Employers may not fulfill the terms of the agency’s contract, such as paying for services or providing timely feedback. - False information about the company
Employers may provide false or misleading information about their company, which may lead to incorrect perceptions by candidates. - Short-term plans
Some employers may seek employees only temporarily, hiding this from agencies and candidates, which does not always meet the expectations of agencies and candidates.
Recruitment agencies must conduct thorough checks of employers and their intentions to avoid such situations.
What facts about the company should alert job candidates
It is not always immediately apparent that the company that hires employees is dishonest. Before responding to a vacancy or accepting an invitation to an interview, and even after it, you need to ask for information about the company and reviews from former employees.
Several factors can alert a candidate for a job and indicate that the employer may be a fraudulent company. Here are the main ones:
- Unclear working conditions
If the job description does not clearly state the candidate’s requirements and duties, as well as information about the salary and additional conditions, this may be a sign of fraud. - Lack of information about the company
If the employer does not provide sufficient information about himself, his history, location, and contact details, this may arouse suspicion. The absence of a company’s website or social network account and the inability to find information about the company on the Internet may indicate a fraudulent company. - Requesting personal information in the early stages
If you are required to provide personal data (for example, passport data, bank card numbers, etc.) at the initial stage of the interview, you should be wary. - Overly attractive conditions
If the offer looks too good to be true (high salary with minimum requirements), this may be a move by a dishonest employer. - Unusual interview methods
The use of informal interview methods, for example, through correspondence via messengers or social networks, without an official process, may indicate the unreliability of the employer and the possible illegality of the tasks for which the contractor is being sought. If, at the same time, the “recruiter” uses incorrect expressions and typical phrases, there is a possibility that this is a bot that collects information about candidates for someone’s illegal purposes. - Unusual behaviour of the recruiter
The candidate should be alerted when, during the interview, he does not receive answers to his questions or is answered in general phrases without specifics about responsibilities, the place and time of their fulfilment, and the number of earnings. - Delaying the employment process
If the employer constantly postpones interviews or requires additional actions related to personal data, this may be a signal of a fraudulent scheme. - Lack of official documents
If an employer offers a job without signing an official contract or contract, this may indicate dishonesty. - Bad reviews about the company
You can find information about the company on the Internet. The presence of negative feedback from former employees or disturbing news (for example, about bankruptcy or lawsuits) may indicate unreliability. - Minor or missing requirements for candidates
If there are no educational or experience requirements, this may be a sign of the company’s low qualifications or fraudulent intentions. - The need to make an advance payment
If an employer demands payment for registration, training or other services before starting work, this is an unambiguous signal of fraud.
You should be careful and trust your intuition. If something seems suspicious, it is better to continue searching for a more reliable employer.
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What is a Blacklist of Candidates?
A candidate blacklist is a tool used by recruiters and employers to track and exclude specific candidates when hiring staff. In this article, we will look at what a blacklist of candidates is, how it is formed, used, and what consequences there may be for candidates who are included in it.
Let’s define what a blacklist of candidates is
Of course, there is no single blacklist of undesirable candidates for vacancies, as well as other publicly available blacklists of candidates.
The blacklist of candidates for vacancies is maintained by recruiters, as well as recruitment agencies, for internal use. Such lists include candidates who were rejected during previous recruitment processes or violated the rules of conduct during interviews or at work. The main features of the blacklist of candidates:
1. Includes “negative” candidates
The blacklist includes candidates who have left a negative impression about themselves or have shown themselves in an inappropriate light, problematic candidates.
2. It is used in future recruiting
Information about candidates from the blacklist can be taken into account at the following employment in this or another company.
3. The company has criteria for adding candidates to the list
The classic blacklist includes candidates with insufficient knowledge and skills and unscrupulous, unethical or conflicted individuals who have problems with the law.
4. Transparency and fairness
The blacklist is usually based on specific facts and documented events rather than on subjective opinions and preconceived assumptions.
Why are there no publicly available or paid blacklists of candidates
There are no publicly available or paid blacklists of candidates for vacancies for the following reasons:
1. Confidentiality of information
Information about candidates and their professional characteristics is private and should be kept strictly confidential. Disclosure of data about them on public platforms may violate their rights and lead to negative consequences. In addition, the dissemination of personal data without the consent of individuals is prohibited, and serious fines are provided for distributors.
2. The risk of abuse
Public blacklists can be abused by competitors, third parties, or even candidates themselves, which can lead to discrimination, defamation, or other troubles.
3. Unreasonable judgments
Publicly available blacklists of candidates may contain unsubstantiated assumptions and assessments based not on objective data but on the subjective opinion of employers or others.
4. The possibility of change
Candidates can learn from past mistakes and gain new experience and knowledge, which will make them more qualified and suitable for future vacancies. The constant eradication of the chances of successful employment based on past failures is unfair.
That is why there are no publicly available blacklists of candidates for vacancies, and information about the negative past of candidates is stored and used confidentially within the organization or recruitment agency. If a candidate finds out that he is blacklisted, he may request that his data be deleted and subsequently contact the organization that protects personal data. The consequence of this may be a check or a fine.
Which candidates are usually blacklisted
Several groups of candidates are blacklisted:
- Having problems with the law
This group usually includes candidates previously convicted of crimes incompatible with financially responsible positions, working with children, in the service sector, and the like. Several positions presuppose the absence of a criminal record when a candidate is required to provide an appropriate certificate. Suppose a candidate does not give such a certificate or has a criminal record. In that case, the recruiting agency may include him in the appropriate list until the criminal record is expunged or withdrawn. This group may also include candidates prone to extremist activities, defaulters of alimony, fines, and obligated persons (who are often deprived of parental rights and are obliged to reimburse the state for the maintenance of children). - Having problems with substance use
Candidates must provide certificates stating they are not registered for addiction treatment for several positions. When a candidate does not have such a certificate or is registered due to substance abuse, he may be blacklisted. - Having problems with work communication
This group usually includes conflicted candidates and those who committed disciplinary violations against previous employers. The degree of “severity” of conflicts and violations is determined by the agency, which selects candidates in agreement with the customer. Many employers have different attitudes towards lateness, absenteeism, political views, inability to communicate with clients, and conflict nature.
Do employers necessarily use blacklists?
The practice of using blacklists of candidates is unofficial. However, there are several reasons why blacklists are used as auxiliary information about candidates:
- Bad collaboration experience
Employers can share information about candidates with whom they have had negative work experiences. This may be due to inefficient work, violations of corporate policy, the law, or interpersonal conflicts. - Non-compliance with the requirements
If a candidate does not meet the requirements of the vacancy or is not suitable for a particular company based on personal or professional characteristics, his name may be blacklisted. - Dubious reputation
Suppose a candidate has a dubious reputation related to past work problems (for example, dismissals due to violation of the law). In that case, the employer may decide not to take risks and exclude him from the list of candidates.
However, it is worth noting that the use of blacklists in the recruitment process may be illegal in some jurisdictions where employment non-discrimination laws apply. It should also be remembered that refusal to hire a candidate for the reason indicated in the blacklist may entail judicial consequences. Candidates should be refused for other reasons unrelated to their list inclusion.
Employers trust information from the security service more if it is created in the company, the characteristics of the candidate can be verified, as well as certificates from government agencies, data from their credit register, and the database of enforcement proceedings since such data is objectively confirmed. Unfortunately, information about a candidate’s personal qualities is often challenging to obtain from open sources. Therefore, unofficial blacklists of candidates are still in use.
What should a candidate do to be excluded from the blacklist
If you find out that an organization has blacklisted your name and would like to be excluded from this list, here are some actions that can help improve your situation:
1. Changing employment preferences
You can take the time to retrain, change the field of activity, or consider other companies in another jurisdiction. You can update your resume and back it up with new results and professional achievements.
2. An agreement to meet with decision-makers
You can schedule a meeting with the employer or the manager of the company to discuss your situation personally and find out the possibility of reconsidering your candidacy if you still decide to get into the chosen company for a certain position.
3. Request for recommendations and characteristics
You can request recommendations from previous employers or colleagues to confirm your professional competence and personal qualities.
4. Communication with HR specialists
Contact HR specialists for advice on what steps you can take to improve your candidate status.
5. Updating documents
Suppose you think problems with the law and health were obstacles to getting a job. In that case, you can get relevant certificates from government agencies and healthcare organizations after these problems have been resolved (the criminal record has been removed or repaid, health has been restored, and debts to the state have been repaid). These certificates can be provided to a recruiting agency or a potential employer.
Remember that it is important to maintain a professional and friendly attitude, act with tolerance, and demonstrate a willingness to cooperate and comply with the organization’s rules. Ultimately, your behavior and problem-solving skills can help you get back on the employer’s list of potential candidates.
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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.).