The Best Tools and Websites for Finding IT Jobs in Belarus

A successful career requires professional skills and the ability to find the perfect place to unlock your potential. The IT sector provides many opportunities for those who are looking for work in this industry. However, in order to find the perfect workplace, you need to effectively use the best tools and websites to find a job in the IT industry in Belarus. Let’s look at some of them and see how they can help you find the perfect career path in IT.

1. Jobs.devby.io and bots in Telegram – help for job seekers in Belarus

For those actively working in the field of information technology in Belarus, – jobs.devby.io is a place where you can find jobs in this industry. The platform specializes in IT vacancies and provides many opportunities for experienced professionals and beginners. Job advertisements for software developers, user interface designers, and project managers are available on the site, as well as other vacancies for remote and offline IT work in various IT fields in Belarus and other countries. In addition, jobs.devby.io offers an active community of professionals where you can share knowledge and keep up to date with the latest trends in the world of information technology. This community is unavailable from Belarus, and several other functions are on the site.

However, you can connect a Telegram bot to find a job and regularly receive relevant offers.

2. Linkedin: Global opportunities and recommendations from a network of contacts

Using LinkedIn to find a job in the IT field has many advantages. Here are some of them:

The opportunity to find a job that matches your skills and experience: LinkedIn allows you to create a profile where you can specify your skills, work experience, education and other information about yourself. This will enable employers to find you and offer jobs that match your qualifications. We recommend that you specify in your profile the method of contacting your IT recruiters and place the designation “open to work” on your profile photo.
Help from the professional community: LinkedIn is a social network for professionals where you can establish contacts with other information technology specialists and IT recruits. This allows you to expand your circle of contacts and learn about new job opportunities and career development. Your CV can be shared by your contacts, which extends the possibilities of finding a suitable job.
Information about vacancies from companies: On LinkedIn, you can subscribe to the IT companies’ pages and learn about new vacancies, events, and news in the industry. This will help you keep up to date with the latest trends and opportunities in the IT field.
Recommendations and reviews: On LinkedIn, you can get recommendations from colleagues, former bosses, and other professionals. This helps employers get an idea of your skills and abilities.
Participation in professional discussions: There are many professional groups on LinkedIn where you can discuss topics, ask questions, share experiences, and learn about new job opportunities. These groups will help you demonstrate your expertise and keep up with changes in the IT industry.

Thus, using LinkedIn to find a job in IT will help you find suitable vacancies, establish new contacts,stay up to date with the latest trends, and develop your career in information technology.

3. Rabota.by (hh.by ) – an excellent choice for your abilities

It is a Belarusian online portal that provides information about vacancies in Belarus. Here are some of the features of finding a job in the IT field on this site:

A wide range of vacancies in the IT sector: On rabota.by, you will find many job offers in information technology, ranging from software developers and system administrators to data analysts and cybersecurity specialists.
Filtering and keyword search: The site offers the opportunity to use filters and keywords to refine your job search in the IT field. This helps to narrow down the results and find suitable vacancies according to your requirements.
Regular job updates: rabota.by constantly updating information about vacancies, which allows you to keep up to date with the latest job offers in the IT field.
The ability to create a profile: If you register on the site, you will have the opportunity to create a profile and fill in information about yourself, your skills, work experience, and education. This will help employers find your resume and offer you interesting vacancies.
The possibility of contacting employers: After creating your profile through the rabota.by, you can send resumes and contact employers directly, simplifying the process of finding a job in the IT field.
Information about companies: The site provides information about companies that post vacancies, which allows you to explore potential employers in more detail.

So, the specifics of finding a job in the IT field on rabota.by include a wide range of vacancies, the ability to filter by keywords, regular information updates, the ability to create a profile, contact with employers, and access to information about companies. This website can be a useful tool for those who want to find a job in the field of information technology in Belarus.

4. IT communities and professional forums, telegram channels

Finding a job in IT using professional forums and IT communities can be an effective way to find exciting vacancies and establish contacts with employers. Here are a few steps that can help you in this process:

Step 1. Select the appropriate forums and communities: The IT industry has a wide range of forums and communities dedicated to various aspects of the industry. Choose the ones that match your interests, specialization and goals. These can be developer forums, specialized communities on specific technologies, professional platforms, etc.

Step 2. Actively participate: Register on the selected forums and join the relevant communities. Be active participants, ask questions, share your experiences, and participate in discussions. This will help you establish contacts with industry professionals and keep up with current trends.

Step 3. Use specialized sections about vacancies: Many forums and communities provide sections dedicated to vacancies and job searches. Monitor publications in these sections to stay current with job offers.

Often, links to telegram channels dedicated to vacancies in the IT sector and job searches are published on professional forums and in professional communities. Of course, not all channels can be trusted. However, finding a job in IT using specialized telegram channels can be an effective way to find exciting vacancies. The latest vacancies from employers, recruiters and agencies are published in trustworthy channels. By subscribing to such channels, you can keep up to date with current offers and respond quickly.

5. Recruitment agencies

Finding a job in the IT sector with the help of Belarusian recruitment agencies can be an effective way to find interesting and promising vacancies. Several large and well-known agencies in Belarus specialize in finding candidates and providing employment services for IT companies.

Here are a few steps that can help you find a job in the IT field with the help of recruitment agencies in Belarus:

Step 1. Choosing an agency: Do some research and select several recruiting agencies specializing in the IT field. Get acquainted with their reputation, clients, successful employment history and market rating.

Step 2. Registration and filling out the profile: Contact the selected agencies and register as a candidate. Fill out the profile, indicating your work experience, skills, education and desired position.

Step 3. Posting a resume: Provide the agency with your professional resume reflecting your competencies, achievements, and details about your previous work experience. This will help the agency to find suitable offers for you faster. Decent agencies provide a resume writing service.

Step 4. Participation in interviews: After the agency finds the appropriate vacancies for you, prepare for interviews. Prove yourself as a qualified and professional candidate.

Step 5. Signing the contract: If the vacancy meets your expectations and requirements, a recruitment agency can help you prepare to sign an agreement with an employer.

Choosing a recruitment agency, being professional, and effectively interacting with them can significantly increase your chances of successful employment in the IT sector in Belarus.

6. Career centres at educational institutions and courses for IT specialists

You can get a job in the field of information technology with the help of the career center at an educational institution. Typically, these centers employ specialists who assist students and graduates in finding jobs, conduct seminars, and provide career development training. IT specialists employed by the career center can assist you in identifying your goals, preparing a resume, conducting a simulated interview, and providing useful advice. It would be beneficial to attend trainings and workshops on employment in information technology offered by the career service. This will assist you in improving your skills, expanding your professional knowledge, and preparing for work on the job market. Discover how the career services at your educational establishment can assist you with locating suitable positions in information technology and presenting your candidacy to potential employers.

We recommend using all available opportunities to find a job in the field of information technology, as there are many ways to build your career in Belarus.

What is the Role of HR in IT Companies?

The Information Technology (IT) sector is one of the most dynamic and rapidly evolving industries today. As technology continues to advance at a breakneck pace, IT companies must not only keep up with technological innovations but also manage their human resources effectively. Human Resources (HR) plays a pivotal role in ensuring that IT companies have the right talent, a conducive work environment, and effective processes in place to drive success. This article explores the multifaceted role of HR in IT companies, delving into their HR responsibilities, essential skills, and the benefits of a robust HR strategy.

What Is Human Resources (HR)?

Human Resources (HR) refers to the division within an organization that is tasked with managing employee-related functions. This includes recruitment, training, employee relations, benefits administration, and compliance with labor laws. HR departments are integral to maintaining the workforce’s efficiency, productivity, and overall well-being.

HR professionals are responsible for creating and implementing policies that ensure a positive work environment, fostering employee development, and aligning the workforce with the company’s strategic goals. By managing these aspects, HR contributes significantly to the overall success and sustainability of an organization.

How HR roles contribute to organizational success

HR roles are crucial in driving organizational success by ensuring that the right people are in the right roles and that the workforce remains motivated and productive. HR professionals contribute to organizational success in several ways:

Talent Acquisition and Management: By recruiting top talent and managing employee development, HR ensures that the organization has the necessary skills to meet its objectives.
Employee Engagement: HR fosters a positive work culture and implements initiatives that keep employees motivated and engaged.
Compliance and Risk Management: HR ensures that the organization complies with labor laws and regulations, reducing the risk of legal issues.
Strategic Planning: HR plays a key role in strategic planning by aligning HR strategies with business goals, ensuring that the workforce supports the company’s long-term objectives.

What does HR actually do?

HR professionals in IT companies perform a wide range of functions that are critical to the company’s success. Here are some key HR responsibilities:

Human Resources Planning

HR planning involves forecasting the organization’s future HR needs and developing strategies to meet those needs. This includes identifying skill gaps, planning for succession, and ensuring that the company has the right mix of talent to achieve its strategic goals. HR software systems can be utilized to streamline this planning process, providing data-driven insights that help in making informed decisions.

Maintaining Work Culture

A positive work culture is essential for employee satisfaction and productivity. HR professionals work to create and maintain a work environment that promotes collaboration, innovation, and employee well-being. This includes implementing policies that support work-life balance, diversity, and inclusion. The use of human resources software can aid in monitoring and enhancing the work culture by providing tools for feedback, engagement, and performance tracking.

Recruiting and Vetting Candidates

Recruitment is one of the core functions of HR. HR professionals are responsible for attracting, screening, and selecting the best candidates for various roles within the organization. This involves creating job descriptions, posting job ads, conducting interviews, and performing background checks. HR software systems can automate many of these processes, making it easier to manage large volumes of applicants and ensuring that the best candidates are identified efficiently.

Processing Payroll

Accurate and timely payroll processing is critical for maintaining employee satisfaction. HR professionals ensure that employees are paid correctly and on time, manage deductions and benefits, and handle payroll-related inquiries. HR and technology go hand in hand in this area, with specialized human resources software simplifying payroll management and reducing errors.

Maintaining a work environment

Many IT companies leverage HR outsourcing companies to handle specific Functions such as payroll, benefits administration, and recruitment. This allows the internal HR team to focus on more strategic initiatives. HR companies bring specialized expertise and can often perform these functions more efficiently and cost-effectively.

HR in software companies increasingly relies on advanced HR software systems to manage various functions such as recruiting, employee management, and performance tracking. These systems offer comprehensive solutions that integrate various HR processes, providing a seamless experience for both HR professionals and employees. Software employee management becomes more efficient and effective with the right tools in place.

Assisting employees with career development

Career development is a key aspect of employee retention and satisfaction. HR professionals provide employees with opportunities for training and development, help them set career goals, and support their growth within the organization. HR consulting firms can offer additional expertise and resources to enhance career development programs. Moreover, HR software systems can track employee progress and identify further development opportunities.

The role of HR in IT companies requires a diverse set of skills, including interpersonal communication, strategic planning, and proficiency with software systems. Continuous learning and development are crucial for professionals to stay current with industry trends and best practices. HR benefits from investing in training programs that enhance these skills, ensuring that teams can effectively support the organization’s needs.

Maintaining employee relations

HR is responsible for managing employee relations and addressing any issues that arise. This includes handling conflicts, conducting investigations, and ensuring that employees are treated fairly and with respect. HR consulting companies often assist in developing strategies and policies for effective employee relations management.

HR consulting companies play a vital role in helping IT firms optimize their practices. These firms offer expertise in areas such as organizational development, compliance, and talent management. Partnering with an HR consulting company can provide fresh perspectives and innovative solutions to complex challenges.

Essential HR Skills

To perform their duties effectively, HR needs a diverse set of skills. Here are some of the most essential skills:

Decision-Making Skills

HR generalists or HR managers, must make informed decisions on a wide range of issues, from hiring and firing to resolving conflicts and implementing policies. Strong decision-making skills are critical for navigating the complexities of human resources management. This involves understanding what HR does at various levels within the human resources department and ensuring that policies align with the company’s strategic goals.

Technical Skills

In today’s digital age, an HR consultant needs to be proficient with software systems and other technology tools that streamline processes. All members of the human resources department must stay updated on the latest technological advancements to improve efficiency and accuracy in tasks.

Analytical Skills

HR managers must analyze data to make informed decisions about recruitment, compensation, employee performance, and more. Analytical skills help professionals interpret data and use it to drive strategic decisions.

Communication Skills

Effective communication is crucial for human resources management. They must be able to communicate clearly and persuasively with employees, management, and external partners. This includes both written and verbal communication skills.

Relationship Building

Building strong relationships with employees, management, and external partners is essential for HR generalist. This helps them understand the needs and concerns of various stakeholders and work collaboratively to address them.

Leadership Skills

Human resources department professionals often take on leadership roles within the organization. They need to inspire and motivate employees, lead initiatives, and drive change. Strong leadership skills are essential for guiding the organization through periods of growth and transformation.

Benefits of a strong HR strategy in IT

A robust HR strategy in the IT industry brings significant benefits that enhance organizational performance and employee satisfaction:

Attracts and Retains Talent: A strong HR strategy ensures the company attracts and retains top talent, crucial in an industry with high demand for skilled professionals (what is HR).
Promotes Career Development: HR strategies focused on professional development help maintain high employee engagement and productivity (human resources management).
Fosters Positive Work Culture: A positive work culture that promotes innovation, collaboration, and inclusivity drives technological advancements.
Enhances Operational Efficiency: Advanced software systems streamline processes, leading to greater efficiency and reduced administrative burdens.

What types of HR solutions are available?

A variety of solutions are available to meet the diverse needs of organizations. These include:

HR Software Systems: These systems streamline processes such as recruitment, payroll, and employee management.
HR Outsourcing: Professional employer organizations (PEOs) and human resource outsourcing (HRO) firms provide specialized expertise and cost savings (hr outsourcing companies).
Employee Engagement Platforms: Tools for performance management and engagement improve workforce productivity and satisfaction.
Integrated Solutions: Comprehensive solutions that integrate multiple functions into a single platform are particularly beneficial for small and medium-sized businesses (hr consulting company).

Finding Employees in Belarus: Our Services

Are you looking to find skilled professionals in Belarus for your projects or to join your staff permanently? We are here to help. With a robust database of over 1,500 candidates, including developers, CEOs, project managers, and other professionals at various levels, we are well-equipped to meet your recruitment needs.

By partnering with us, you can benefit from a streamlined hiring process. Our expertise in HR and technology enables us to quickly identify and present the most suitable candidates, reducing the time and effort you need to invest in recruitment. We handle the heavy lifting, allowing you to focus on your core business activities.

From recruiting top talent to fostering a positive work culture and ensuring legal compliance, HR professionals contribute significantly to organizational success. By maintaining a skilled and satisfied workforce, HR helps IT companies stay competitive and innovative in a rapidly evolving industry. A strong HR strategy not only enhances employee performance and retention but also drives the overall growth and sustainability of the organization. Investing in robust HR practices is essential for IT companies to thrive and achieve long-term success.

How a Student can Get a Job in an IT company

It can be challenging for IT companies to hire students in Belarus, as they are not sure it is possible. This article discusses how a student can get a job at an IT company and what features an IT company should consider when hiring a student.

Educational practice

Students are required to complete an internship according to the program determined by the educational institution. For a student, an internship in an IT company gives a number of opportunities: to get acquainted with the practical tasks of specialists in the IT field, to understand what it means to interact with a supervisor and colleagues, to perform technical tasks, and to determine the direction of their development in the IT field if it has not yet been chosen. The practice should prepare the student for future independent work in the chosen speciality.

Does the IT company pay for the student’s internship

Usually, the IT company does not pay for the internship that the student is sent to by his educational institution since it does not conclude an employment contract with the student. However, suppose a student is assigned certain tasks during a pre-graduate or other internship. In that case, the IT company may conclude a contract or an employment contract for the duration of a certain job and pay for the work performed.

There are also options for hiring a student on a part-time basis under an employment contract. This is when he does not work full-time but part of the working day, with payment in proportion to the time worked.

How IT companies get students to practice

An IT company enters into an agreement with an educational institution to accept students for practice. This applies to all types of practices except pre-graduate. Students can be accepted for pre-graduate practice without signing a contract with an educational institution.

An IT organization can be a personnel customer, which means that it applies to the training of a specialist. Such a specialist intern at the company that sent the application to the educational institution.

The contracts concluded with educational institutions are standard. Their forms are available in academic institutions.

How an IT company arrange for the admission of students to practice

A student who has come to practice should be asked for:

A passport.
Student’s ticket or student ID.
The curriculum of the educational institution for practice.
Diary.

The director of an IT company signs an order to enroll a student in an internship based on an agreement with an educational institution to organize an internship.

What are the features of admission of students to practice

After enrolling in the internship, the student is introduced to the Rules of the internal labour regulations.
The student must be instructed on labour protection.
If the intern is not hired, they do not conclude an employment contract with him and do not start a workbook (they do not fill it out if the student already has it).
The duration of the practice is 36 hours per week. Based on this time, they determine how much time a student should be in practice every day.
If the intern is under 18 years old, the duration of his practice is 35 hours per week.
When a student is admitted to a pre-graduate internship, an employment contract can be concluded with him. This does not mean that it is impossible to hire a student before the pre-graduate internship, but the legislation gives the possibility of hiring during the pre-graduate internship separately.

What is an internship?

One way for a student to gain practical experience in the IT field is to get an internship at an IT company. During the internship, the student can show their abilities, gain experience working in a team, understand how to interact with the team and develop their soft skills. The internship may end with an offer or not. However, in any case, the intern can determine what employers require and how to behave at an interview and in a team.

As such, there is no internship without employment under an employment contract.

Duration of the internship

An internship is sometimes referred to as a student internship. Usually, the IT company itself determines the rules and procedures for student internships in its local documents. For example, the Internship Regulations are approved.

If we consider an internship as a student’s admission to work with a probation period, then this is possible for up to 3 months.

An internship without hiring, without concluding an employment contract or a contract and without payment is not recommended, as questions may arise from state labour protection authorities.

What should an IT company pay attention to when hiring a student

First, it is necessary to accept students interested in the activity. How to determine the interest? We propose the following algorithm:

Step 1. Collecting applications with Motivation letters

You can receive student applications:

Through cooperation with an educational institution.
During “career days” in educational institutions,
Post a form on your website to collect applications and motivation letters. Ask for links to the portfolio, if there is one.

Step 2. Application processing and tests

When processing applications, the student’s age and area of specialization, completed courses and topics of completed coursework, additional training and existing experience, motivation and self-representation in the profession are evaluated.

Students whose applications have been selected are sent a test: a technical task with a deadline and a method of transmitting the result.

Step 3. Processing completed assignments and interviewing

Students whose assignments meet the company’s requirements are invited to an interview. During the interviews, students are usually interviewed about technical and other issues.

Step 4. Hiring successful candidates

After the selection stages are completed, successful student candidates are offered a job with a probation period of up to 3 months. Please note that students under 18 cannot be employed on probation.

What should an IT company that employs students pay attention to?

We recommend that you develop an internal document: the Internship Regulations. It usually provides for the duration and procedure of the internship, the appointment and duties of the mentor (head of the intern), his encouragement, what is expressed in the successful and unsuccessful completion of the internship, and the consequences of completing the internship.
The mentor should be ready to assign tasks to the intern and answer his questions. To do this, he must consider the order of communication with the intern, such as what time, through what channels, how to contact the mentor, and with what questions. It makes sense to send this order to the intern.
If this is the student’s first job, you will need to purchase and issue a work record form.
A student who has been hired needs to be instructed on labour protection, even if he will work remotely, and familiarized with the IT company’s internal documents: the regulation on trade secrets, the Rules of internal labour regulations, the Regulation on Remuneration, and others.

It is necessary to inform the intern about the company’s communication order, corporate culture, possible bonuses over time, career prospects, and growth conditions.

How to apply for a student’s job

There are no peculiarities in hiring students compared to hiring other employees. There are peculiarities of hiring minors, but we still recommend that students who have already completed several courses and have reached the age of 18 be accepted into an IT company.

When applying for a job, the student must ask for:

A passport.
Military ID for military service.
A work record, if there is one.

Proof that a student is mastering a particular speciality is not mandatory, but you can ask. This may be a certificate from an educational institution or a copy of a student ID card.

Usually, no other documents are needed for admission to an IT company. You can ask for a health certificate if your company requires medical examinations.

The student is writing a job application. Based on the application, an employment contract is concluded with him, and an employment order is issued.

What kind of employment contract is concluded with a student

The head of an IT company can conclude an employment contract with a student for a certain period or an indefinite period. You can not only conclude an employment contract for part-time work when the student does not work elsewhere.

With a student from 18, the employment contract usually provides for a preliminary test of up to 3 months.

The full working hours in Belarus are 40 hours per week. It is possible to accept a student on a part-time basis, in this case he will work fewer hours, respectively, with lower wages. It can be 20 hours a week – 4 hours a day or with a different time distribution during the week. In particular, you can set flexible working hours and night work.

During the probation period, a student can resign after giving 3 days’ notice to the head of the company. In the same way, you can dismiss a student by giving him three days’ notice. It is also possible to dismiss a student during the probation period by agreement of the parties.

After completing the probation period, a new employment contract does not need to be concluded with the student.

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.

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.

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.

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.

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.

Are There Limits to an Irregular Working Day

Overtime can help an employer save money and get the project completed faster than the deadline, but such a solution has its own nuances. This article tells about the features of working hours and the importance of establishing clear boundaries for working time.

What is the standard working time?

Working time standards are determined weekly. It is usually accepted that the employer has a five-day working week with two days off.

The government sets the estimated working hours for each calendar year. The standards are for a five-day working week with two days off and a six-day working week with one day off. For 2024, the norms are set accordingly—no more than 2016 and 2022 hours.

What is the normal working time?

The normal standard is the full working time or reduced standard established by the employer and employee agreement. The standard also applies to certain categories of employees. Employees under 18, disabled people, part-time workers, and some other categories of employees do not work irregular working hours.

Irregular and normalized working hours

To deal with irregular working hours, you must understand what standardized working hours are.

Working hours are usually prescribed in an employment contract as the time during which an employee must be at work and perform their work tasks. This is called “standardized working hours.” Over time, he works on weekends and public holidays and works beyond the duration of his working time also referred to as working hours.

The norm of working time is the time based on which the employer plans and takes into account the periods worked by employees. The working week and day norms are determined.

An irregular working day is a particular mode of work in which employees may occasionally work outside the established working hours.

What is the abnormality of working hours?

The condition for an irregular working day is prescribed in the contract, which is concluded with an employee. The irregularity of the working day means:

An employee may perform work outside normal working hours. The employer issues a written or oral order to do this, and the employee’s consent is not required.
On his own initiative, an employee may work outside the working day, notifying the employer or an official of the company in words.

Work in the abnormal mode should:

Be performed sporadically, not daily, regularly.
Relate to the work tasks and functions of the employee.

Who does not have irregular working hours

Irregular working hours are not set for the following categories of employees:
Employees under the age of 18.
Disabled people of groups 1 and 2.
For part-timers.
Categories of employees with part-time working hours..
Employees who keep a summary record of their working hours.
Employees who are paid by the piece.

How to set irregular working hours

The condition of irregular working hours, which individual employees of the company establish, differs from the general rules of the employer prescribed in the employment contract and the contract when hiring an employee.

Irregular working hours can be set for an employee in the course of his work. In this case, it is necessary to follow the procedure for changing essential working conditions:

To justify establishing an irregular working day for reasonable economic and industrial reasons.
Notify the employee in writing one month in advance. In the warning, in addition to justifying the change in working hours, specify the date from which the working time will be irregular and the duration of additional leave for an irregular working day.
With the employee’s consent, changes are made to his employment contract based on the employer’s order.
The timesheet does not display work outside the set working hours.

Compensation for irregular working hours

Employees with irregular working hours prescribed in their employment contract are granted additional leave for an irregular working day. Such a vacation should be set for 1 to 7 calendar days and added to the regular vacation of 24 calendar days.

The employer determines the number of days of additional leave for an irregular working day and the conditions for granting this leave.

The duration of the irregular working day

Employees with irregular working hours should work outside the normal hours occasionally and when necessary. Belarusian legislation does not limit the working hours of those who work overtime. This is the possibility of working around the clock under the cover of an irregular working day. This mode of work has a harmful effect on the results of work and affects the employee’s health.

What is helpful for an employer to remember

Employers who set irregular working hours for employees need to remember:

About the negative consequences for the business and the employee of daily involvement in work outside the working day.
On the proportionality of compensation for the irregularity of the work performed.

Simply put, if an employee with an irregular working day is involved in work outside the normal working day, and to compensate for this with only one day of additional leave, the employee will quickly leave such a workplace. Such employers have a bad reputation, as former employees actively share information in professional communities.

Provide adequate compensation for irregular working hours; it is also not necessary to involve employees in work outside their daily working hours.

The Labor Code assumes that workers with irregular working hours can be employed sporadically and if necessary. An employee can collect evidence of daily irregular work and apply to regulatory authorities or to the court with a complaint against the company in which such work is allowed, shaking the company’s reputation.

Litigation with government agencies and lawsuits damage the company’s reputation as an employer and can lead to financial losses in fines, legal costs, and employee compensation.

What is important for an employee to remember

Of course, when an employer engages in round-the-clock work every day under the guise of having an irregular working day, you can collect evidence of this and file a complaint with government agencies. You can also think about changing jobs.

It is also not worth working daily beyond the usual hours just because an irregular working day has been established. Compliance with the work and rest regime helps to maintain clarity of thought and mental health, which helps achieve work goals and improves relationships in the family, with colleagues, and with the people around them.

OUR EXPERIENCE

Choosing the right recruitment agency is very important when recruiting staff. Recruitment.by has successful experience in hiring for various positions for companies in different industries and banks.

We guarantee the replacement of the candidate if the candidate we select leaves during the probation period.

We have extensive contacts and experience in recruitment. There are more than 1,500 candidates in our database.

What Applicants Need to Know Before Contacting a Recruitment Agency

Finding a job can be difficult and exhausting, especially if you don’t know how to start in Belarus. Recruitment agencies can become your reliable assistants in this matter. However, before contacting them, it is essential to consider several important points. This article will examine the main aspects that will help you competently approach the job search through a recruitment agency and increase your chances of successful employment.

What kind of agencies are there

There are three types of intermediary agencies in the labour market that help employers and job candidates meet:

Recruiters

The employers pay for the recruitment companies’ services. The recruiter gets paid for recruitment. The employer submits a list of vacancies and requirements for candidates to the recruiting agency. Recruitment agencies close the employer’s request on a turnkey basis, from the placement of a vacancy to the initial interview stages. In this case, the selected candidates meet the employer’s needs as much as possible.

Outsourcing companies

Such companies employ employees and conclude contracts with them. The hired employees perform the tasks of those companies with which the hiring company has concluded outsourcing agreements. In this case, the outsourcing company employing employees is a contractor of those companies whose tasks are performed by employees of the outsourcing company. This is often how companies that provide merchandising, cleaning, loading and unloading, repair, accounting, and personnel accounting services work.

Employment agencies

Employment agencies usually provide paid employment assistance to applicants for various vacancies – consulting services. To receive help from an employment agency, the applicant enters into a service agreement with the agency. Agencies assist in resume writing, interview and psychological training. Agencies do not guarantee employment but only prepare the applicant for it. The agency charges the payment regardless of the applicant’s achievement of the result of cooperation.

Arguments “for”

Since all three recruitment agencies successfully operate in the labour market, let’s consider the advantages of working with them.

1. Saving time

You do not need to waste time and sort through many vacancies on job sites in search of suitable offers. The agency will select suitable offers for you. You will also not need to search for information about employers who need candidates for vacancies. The agency will provide you with this information.

2. Access to more vacancies

Several companies do not post their vacancies in open sources but cooperate only with employment agencies. That is, in addition to selecting suitable vacancies from open sources, you can expect exclusive offers from the agency.

3. More favourable conditions

Recruiters try to make a favourable offer to the applicant because they want to close the vacancy quickly. The rate of job closure affects recruits’ income and reputation.

4. Help with resume and interview

Several agencies help applicants to create a more “selling” resume and provide advice on preparing for an interview.

5. Feedback

After the interviews, the agency gives the applicant feedback. In case of erroneous behaviour, feedback helps the candidate avoid mistakes in future interviews.

6. It’s all free

The employer usually pays for the services of a recruitment agency, which is one of the advantages for an applicant for whom the agency’s services are free.

7. Precise description of responsibilities

The agency examines the employer’s list of requirements before publishing a vacancy and asks for clarification of the requirements in case of inaccuracies or discrepancies. Therefore, the applicant immediately understands whether it is necessary to respond to the vacancy.

8. The bench

Even when the employer refuses a candidate selected by the agency, your resume will not be lost. Promising candidates fall into the reserve of the recruitment agency and can receive a good offer at any time.

9. Valuable information

In between, a recruiter can give valuable advice on the “packaging” of a resume or the state of affairs in your employment segment. Such information can be heard in a regular free conversation, mainly if you use your soft skills.

Arguments “against”

The arguments against applying for employment services from recruitment agencies are worth considering.

1. Recruitment agencies are not engaged in hiring in all professions and industries

Several recruitment agencies are industry-specific and not engaged in hiring in all professions and industries. Some agencies only hire for a few large clients.

2. You will compete with other candidates from the recruitment agency’s database

Other applicants who have entered the agency’s database may have impressive experience and competencies.

3. The recruiter may distort the truth a little

The recruiter may slightly distort reality to get you interested in a specific vacancy to complete the job placement task.

4. The agency acts in the interests of the employing company

You may be persuaded to lower your expectations or even change the direction of your search since the agency is interested in closing vacancies for a certain employer and receiving remuneration from him for closing a vacancy.

When it’s not worth looking for a job through a recruitment agency

If you are applying for a massive vacancy – with a salary that will be average or low, you should not contact a recruitment agency. Usually, employers place such vacancies independently, saving on the hiring process – without contacting intermediaries through recruitment agencies.

How to choose a recruitment agency

There are many recruitment agencies; you can contact several at once, but first, we recommend choosing a genuinely professional recruitment agency. What to pay attention to:

To the recruitment agency’s website. Ask if there is information about the company on the site, whether expert articles and news are published there, and when the last update of the analytics was.
For the agency’s clients. Such information is usually available on the agency’s website. This will tell you about his specialisation. You will find a job faster if you contact an agency that selects staff for your specialisation.
To review the agency. You can ask the recruiter for feedback if he wrote to you himself.
For information from agency employees, talk personally with an agency employee, specifying what his assistance in finding employment will be and how he will present you to potential employers.
The politeness in communication between the agency’s employees, including by phone and in messengers, and the speed of their answers to your questions.
The quality and depth of communication between an agency employee and you as an applicant. At the beginning of communication, the recruitment agency should devote time and attention to you in order to see you as a suitable candidate and understand your experience and personality traits.

How to find a job through an agency

The process of finding a job through an agency can be presented step by step:

Step 1. Create a resume

Step 2. Send your resume to the recruitment agency.

Step 3. Receiving feedback from the agency and discussing the terms of cooperation.

Step 4. Fill out the applicant’s application form for inclusion in the agency’s database.

Step 5. Optional: making changes to the resume at the suggestion of the recruiter.

Step 6. Getting the agency’s help in preparing for and going to the interview.

Step 7. Receiving a job offer and deciding on employment.

Step 8. Getting feedback from the recruiter if no job offer has been received.

Can the agency help us with EOR / Payroll

Agencies that are outsourcers may well help with EOR and Payroll. Such agencies carry out a complete cycle of employment, including accrual and payment of wages. The staff works and receives a salary in such an outsourcer company, performing tasks for the company with which the outsourcer has agreed. Such an agreement stipulates, among other things, the terms of compensation to the outsourcer for risks and obligations to pay salary taxes, employee insurance, and solve social issues of employees.

Applying to such agencies by employers is especially beneficial when the employers are non-residents and do not plan to open a company in Belarus. For applicants, such agencies often offer opportunities to work remotely for foreign and international companies without relocation.

Our experience

We guarantee the replacement of the candidate if the candidate we select leaves during the probation period.

We have extensive contacts and experience in recruitment. There are more than 1,500 candidates in our database.

The Best Tools and Websites for Finding IT Jobs in Belarus

1. Jobs.devby.io and bots in Telegram – help for job seekers in Belarus

2. Linkedin: Global opportunities and recommendations from a network of contacts

3. Rabota.by (hh.by ) – an excellent choice for your abilities

4. IT communities and professional forums, telegram channels

5. Recruitment agencies

6. Career centres at educational institutions and courses for IT specialists

We’re Here to Help

What is the Role of HR in IT Companies?

What Is Human Resources (HR)?

How HR roles contribute to organizational success

What does HR actually do?

Human Resources Planning

Maintaining Work Culture

Recruiting and Vetting Candidates

Processing Payroll

Maintaining a work environment

Assisting employees with career development

Maintaining employee relations

Essential HR Skills

Benefits of a strong HR strategy in IT

What types of HR solutions are available?

Finding Employees in Belarus: Our Services

We’re Here to Help

How a Student can Get a Job in an IT company

Educational practice

Does the IT company pay for the student’s internship

How IT companies get students to practice

How an IT company arrange for the admission of students to practice

What are the features of admission of students to practice

What is an internship?

Duration of the internship

What should an IT company pay attention to when hiring a student

What should an IT company that employs students pay attention to?

How to apply for a student’s job

What kind of employment contract is concluded with a student

We’re Here to Help

Artificial Intelligence in the Recruitment Process

What is AI in recruitment?

What are the benefits of AI in recruiting?

Saving time and costs of recruitment

Improved quality of recruiting

How to use AI in recruitment?

Candidate sourcing

Candidate Screening

Talent Assessment

Candidate interviews

Offer and Onboarding

Physical interviews by bots

AI-enabled background checking

Rerouting talent

Finding the right hire from within

AI-enabled reference checking

Key techniques and tools used in AI recruiting

Top 10 tools for AI in recruiting

HireVue

Pymetrics

Textio

Hiretual

Mya

HackerRank

Entelo

Restless Bandit

Ideal

SeekOut

Steps for Integrating AI Tools into Your Current HR Tech Stack

Will AI Replace Recruiters?

We’re Here to Help

Features of the Registration of Employees for Distribution in an IT company

How a company can “receive” a distribution employee

How to find out that an employee has arrived at work on an assignment

Who is a “young specialist”?

What documents should be asked for from a young specialist who arrived at the distribution

What documents does an IT company issue for a young specialist?

How to calculate the period of mandatory work on the distribution

Compulsory distribution and urgent service

What kind of employment contract should I sign with a young specialist?

What is forbidden to do with a young specialist

How the employer communicate with the educational institution

Payments to young professionals