How to Get a Job for a Foreigner in IT

In the modern world of information technology, the borders between countries are becoming less significant. Interest in working in the IT sector is steadily growing, and many foreigners are eager to become part of the dynamic world of technology, offering their unique skills and prospects. However, employment of foreign IT specialists can be full of difficulties and nuances related to visa requirements, cultural differences and labour market peculiarities. This article will consider the key steps and recommendations for foreigners who want to successfully get a job in the IT sector. We will also share helpful tips that will help you overcome possible barriers and start a career in an international environment.

Why foreign IT specialists are attracted to work in Belarusian IT companies

There are several reasons why foreign IT specialists are attracted to employment in Belarusian IT companies:

1. Developing IT Industry
Belarus has established itself as a promising centre of IT development in Eastern Europe. Successful startups and large companies create innovative products and services which attract talented specialists.

2. Competitive Salaries
Despite the relative affordability of life in Belarus, salaries in the IT sector are sometimes significantly higher than the national average, which makes the work attractive to foreigners.

3. Flexible Working Conditions
Many Belarusian IT companies offer flexible work schedules, remote work options, and comfortable conditions, which are especially valuable for foreign specialists.

4. Qualified Colleagues
Teams in Belarusian IT companies usually consist of highly qualified professionals willing to share their experience and knowledge, contributing to professional growth.

5. Interesting Projects
IT companies in Belarus often work on international projects and technologies, allowing participants to work with relevant and in-demand developments.

6. Comfortable Atmosphere
Belarusian IT companies are renowned for their corporate culture, where friendliness, cooperation and a professional approach are highly valued, creating a comfortable and welcoming environment for foreign specialists.

7. Visas are Not Required
Some programs simplify obtaining a work visa for highly qualified specialists, making employment in Belarus more accessible. Foreign IT specialists who are employed by IT companies – residents of the High-Tech Park of Belarus do not need to obtain visas to enter Belarus.

These factors make Belarus attractive to foreign IT specialists who want to develop in a dynamic and innovative environment.

Where can a foreign IT specialist find vacancies

There are numerous resources and platforms that make finding vacancies in Belarusian companies a straightforward process. Here are some of them:

1. Job Search Sites

LinkedIn: Many Belarusian companies post vacancies on LinkedIn. The platform also allows you to establish contacts with recruiters and other specialists.
Rabota. by: One of Belarus’s leading job search sites, where you can find special sections for IT vacancies.

2. Specialized IT Platforms

Dev. by: The portal with news from the IT industry is currently unavailable, but the vacancies section, focused on developers and IT specialists, is working.
Habr Career: A platform where you can find vacancies from IT companies and read articles and career advice.

3. Recruitment Agencies

Some recruitment agencies specialize in recruiting IT specialists and can help find vacancies. They can offer consultations and support during the employment process.

4. Social Networks and Professional Communities

Facebook: There are groups dedicated to IT vacancies in Belarus, where job offers are regularly published.
Telegram: There are many channels and chats with vacancies in IT companies in Belarus.

5. Participation in Events and Conferences

Participating in professional events, meetups, and conferences is an excellent way to search for vacancies. It is also an excellent opportunity to meet employers and learn more about companies.

6. Company’s Websites

Many Belarusian IT companies post vacancies on their official websites. It is helpful to visit the companies you are interested in directly and check the “Career” or “Vacancies” section.

Preparing a high-quality CV and portfolio and developing networking with professionals will contribute to a successful job search in Belarusian IT companies.nd developing networking with professionals will contribute to a successful job search in Belarusian IT companies.networking with professionals will contribute to a successful job search in Belarusian IT companies.

Features of employment of highly qualified foreign IT specialists

Highly qualified foreign workers include foreigners stateless persons who meet all the criteria:

1. TheyThey get a job in Belarus at a Belarusian IT company.
2. They confirmed their high level of knowledge and skills with educational documents. The documents will need to be translated into Russian and possibly legalized.
3. Have a work experience in the speciality of 5 years or more.
4. The employer has set such an employee a salary greater than five minimum wages, which are spelt out in the employment contract. As of September 2024, the minimum monthly wage in Belarus is 626 rubles. This means that a foreign, highly qualified IT specialist is set to have a salary of at least 3,130 Belarusian rubles (approximately 890 euros).
5. A highly qualified foreign IT specialist may be given a contract or employment agreement for an indefinite or fixed term.
6. The IT company issues a temporary residence permit for citizenship and migration department employees in Belarus. The permit is issued for up to 2 years.

Companies that hire highly qualified IT specialists – software engineers in 2024 do not need to obtain a special permit for a foreigner to work in Belarus.

Features of employment of foreign specialists in resident companies of the High-Tech Park

The conditions for employing foreign IT specialists in the High-Tech Park resident companies have unique characteristics. Here are some of the key points:

1. Foreign workers can work in Belarus for up to 6 months in a calendar year without a temporary residence permit.
2. A foreign employee must have a valid passport.
3. A temporary residence permit for a foreign employee is obtained by an IT company – a resident of the High-Tech Park within 15 days.
4. A temporary residence permit for a foreign employee is issued for the duration of the employment contract and two months after its termination.
5. A company – a resident of the High-Tech Park often provides foreign employees with a place to live.
6. A fixed-term employment contract is concluded with a foreign employee.
7. The company makes medical insurance for foreign employees.

Features of employment of IT specialists who are not highly qualified in companies that are not residents of the High-Tech Park

A foreign IT specialist can be employed by a Belarusian company that is not a resident of the High-Tech Park. If the position of a foreign specialist is called “Software Engineer”, then the company does not need to obtain a special permit. When the position title in the IT sphere differs, you need to inquire whether the company has a special license.

What a special permit is

A special permit is a measure to protect the Belarusian labour market, a document on the possibility of a foreigner working in Belarus. A special license is required for a foreign IT specialist who :

1. Is not a highly qualified employee.
2. Is employed by a company that is not a resident of the High-Tech Park.
3. Does not have a permanent residence permit in Belarus, a residence permit.
4. Does not have citizenship in the EAEU member states (Armenia, Belarus, Kazakhstan, Kyrgyzstan, and Russia).
5. Is not a graduate of a Belarusian educational institution with a specialization in IT.

The company will ask the IT specialist to photocopy the passport or other identity document with a translation into Russian to obtain a special permit. The foreign IT specialist himself does not need to obtain a special permit. This document is received by the company where the foreigner is hired in the citizenship and migration department based on the committee’s conclusion on labour, employment and social protection of the regional executive committee (Minsk city). A special permit is issued for one year. If a foreign IT specialist wants to work in several IT companies, then a special permit for such an employee is required for each company.

The term of the employment contract with a foreign IT specialist is determined to be no longer than the term of the special permit. A foreign IT specialist who is hired must carry a copy of the special permit with him.

When foreign IT specialists are employed on an equal basis with citizens of Belarus

Foreign IT specialists who have a residence permit in Belarus and a permanent residence permit have the right to be employed in the same manner as Belarusian citizens.

IT specialists who are citizens of the EAEU states are employed similarly.

To be hired, such foreign citizens will need a passport, a residence permit, a labour book, and an education document in Russian or translated into Russian.

For such employees, there is no need to obtain a special permit.

All employment agreements, including contracts, can be concluded with them.

What obstacles may there be to the employment of a foreign IT specialist in a Belarusian IT company

Here are the main obstacles that a foreign IT specialist may encounter when applying for a job in a Belarusian IT company:

1. The citizenship and migration authority has refused to issue a special permit for the right to work for a foreign citizen in a particular company.
2. The foreign citizen is prohibited from entering Belarus (the foreigner is included in the relevant lists). You can check the lists on the State Border Committee website.
3. The foreign employee (candidate) does not have a foreign passport, or it has expired.

How to Choose an HR consultant

With the constant changes in the labour market and increasing competition for talented personnel, choosing the right HR consultant is becoming critical to the success of companies. Companies that want to optimize the processes of recruiting, developing and retaining employees often need help from third-person experts. However, with such various offers and specialists, how do you choose a consultant who can effectively solve your problems? In this article, we will consider the key criteria and recommendations that will help you find the ideal HR consultant for your company – from assessing their experience and professional skills to understanding the specifics of your industry and business culture. Choosing the right HR partner is not just an investment in services; it is a strategic step towards creating a team that can achieve your goals and ensure the sustainable development of your business.

Why is it important for a company to choose the right HR consultant

Choosing the right HR consultant is of great importance for a company for several key reasons:

1. Efficiency of recruitment
A business’s potential directly depends on the quality of its employees. A professional HR consultant will help create an effective recruitment strategy, taking into account the company’s specifics and needs. This strategy will decrease staff turnover and improve overall productivity.

2. Optimization of HR processes
An experienced consultant can offer best practices and tools for optimizing human resource management processes, including the automation of routine tasks, the implementation of performance assessment systems and employee development.

3. Sustainable development strategies
An HR consultant will help develop a long-term talent management strategy necessary for the company’s growth. This strategy includes creating training programs, leadership development, and career growth for employees.

4. Adaptation to change
It is important to be able to adapt quickly in a rapidly changing business environment. An HR consultant can help develop change management plans and implement new technologies or processes without sacrificing efficiency.

5. Cultural and legal aspects
Consultants have deep knowledge of labour laws and corporate culture. They can help avoid legal risks associated with hiring and managing personnel and promote a positive work environment.

6. Saving time and resources
By hiring an HR consultant, a company can save time and resources that would otherwise be spent on training internal staff or finding solutions independently. It allows you to focus on strategic tasks and the core business.

As a result, the right choice of HR consultant can significantly affect the company’s competitiveness, development, and overall atmosphere. Investments in high-quality HR consulting are strategically important for achieving business goals and creating an effective team.

How to Determine Which HR Consultant is Right for Your Company

Determining which HR consultant is right for your company is an essential step in selecting a candidate. Here are some key criteria to look for:

1. Experience and Reputation
Research the consultant’s experience in your industry. A good reputation and positive reviews from other clients can indicate that the consultant understands your business’s specifics.

2. Specialization
Ensure the consultant has experience in the HR areas you need, whether recruiting, talent development, performance appraisal, or change management.

3. Methodology
Learn what methods and tools the consultant uses. An effective HR consultant should be able to offer a personalized approach rather than template solutions.

4. Communication and Approach
The HR consultant should communicate clearly and openly. Assess how comfortable you are working with them and whether your values and approaches to HR management align.

5. Flexibility and Adaptability
The HR consultant should be ready to adapt to your company’s needs and be flexible in their approaches and solutions.

6. Examples of successful projects
Ask for information about previous projects and the consultant’s results. Specific examples of achievements can demonstrate their effectiveness.

7. Transparency and Pricing
Discuss the cost of services and ensure that all cooperation aspects are transparent. A good consultant should provide a clear plan and understand your budget.

8. Training and knowledge transfer
Pay attention to the consultant’s willingness to train your internal HR department and transfer knowledge so that your company can independently cope with HR tasks in the future.

When choosing an HR consultant, remember that this is a long-term partnership, and the right choice will be the key to the successful work of your HR department and the entire company.

What qualities to look for in an HR consultant to make the right choice

When choosing an HR consultant, it is essential to pay attention to several key qualities that can significantly affect the success of your cooperation. Here are some of them:

1. Professionalism
The consultant should demonstrate a high level of professionalism in their work, including relevant education and certifications in HR.

2. Experience
Pay attention to experience in your industry or with companies of similar size and structure. Experience can indicate knowledge of your field’s specifics and nuances.

3. Communication skills
A good HR consultant should be able to clearly and convincingly express their thoughts, listen and conduct a constructive dialogue with your team.

4. Analytical skills
A key quality of a successful HR consultant is the ability to analyze data, identify problems, and develop effective solutions.

5. Flexibility and Adaptability
Each business is unique, and the consultant should be ready to adapt their approaches and methodologies to your company’s specific needs.

6. Ability to Train and Transfer Knowledge
An effective consultant solves current problems and trains your team, transferring knowledge and skills for further independent work.

7. Proactive Approach
A good consultant should offer ideas and initiatives that can improve processes in your company without waiting to be asked for them.

8. Ethics and Confidentiality
An HR consultant should have a high level of ethics, respect confidentiality and protect employee data.

9. Ability to Manage Change
An essential quality for a successful HR consultant is the ability to effectively manage change and help your organization adapt to new conditions.

10. Organization and Attention to Detail
A good consultant should effectively plan their work and pay attention to detail, which can be critical to successfully implementing projects.

11. Ability to Work in a Team
A consultant should be willing to collaborate with your internal HR department and other departments, creating synergy in the work.

Selecting the right HR consultant is an investment in your company’s future, so carefully evaluating each candidate against these criteria is essential.

Steps to Take to Select the Right HR Consultant

Choosing the right HR consultant can significantly impact the efficiency of your company’s HR processes. Here is a step-by-step guide to help you through the process:

Step 1: Identify your company’s needs

Analyze current problems: Assess your existing HR processes, identify weaknesses, and determine specific tasks you need to address (e.g. recruiting, culture development, training, etc.).

Determine goals: Set clear goals that you want to achieve with the help of an HR consultant.

Step 2: Develop selection criteria

Qualifications and experience: Determine what education and experience the consultant should have. Make sure they are relevant to your industry.
Qualities and skills: Identify key qualities important to your organization in advance (e.g. communication skills, flexibility, analytical skills, etc.).

Step 3: Research the Market

Sourcing Candidates: Use various sources to find HR consultants, such as the Internet, professional associations, peer referrals, or other companies in your industry.
Collect candidate information: Review profiles, case studies, client reviews, and references.

Step 4: Conduct a Pre-Interview

Selection of Suitable Candidates: Select a few resumes (5-7 candidates) that meet your criteria.
Conduct an Interview: Ask candidates how they can help your company and ask questions about their experience and work methods.

Step 5: Assess Competencies

Test Tasks: Ask candidates to complete a short test task related to their role. It can help assess their approach and level of professionalism.
Interview Previous Clients: Contact the candidate’s previous clients for feedback on their work and approach.

Step 6. Compare Candidates

Ranking: Create a comparison matrix where you will evaluate each candidate based on your criteria (experience, qualifications, cost of services, etc.).
Discuss as a team: Discuss the results with key team members to consider different points of view.

Step 7. Decision

Select a candidate: Based on all the data collected and your team’s opinions, select the most suitable consultant.
Negotiate terms: Discuss all the terms of the collaboration, including cost, time frame, and responsibilities.

Step 8. Sign the contract

Formulate the agreement: Prepare and sign a contract that clearly outlines the terms of work, goals, and deadlines for completing tasks.

Step 9. Start the collaboration

Kick-off meeting: Organize a meeting with the consultant and your team to outline the project’s goals, expectations, and essential aspects.
Monitor the work: Set up regular midterm meetings to monitor task implementation and adjust plans as needed.

Following this step-by-step guide, you can select the right HR consultant to help your company effectively solve current HR problems and achieve its goals.

Peculiarities of Russian citizens’ work in IT

In the modern world of information technology, Russia occupies a significant place. With the development of the digital economy and the growing demand for highly qualified IT specialists, the work of Russian citizens in this area is becoming an increasingly relevant topic. The peculiarities of the Russian IT specialists’ work in Russia are due not only to a unique combination of talents and creativity but also to the specific challenges that professionals in this field face. In this article, we will consider the key aspects that affect the professional activities of Russian IT specialists, their work in foreign companies and other factors, and the impact of international trends on the labour market in the country. Understanding these features will allow you to understand better both the current realities and the prospects for the development of the IT sector in Russia.

What determines the peculiarities of work in IT for Russian specialists

The peculiarities of work for Russian specialists in the IT sector are mainly due to current changes in the labour market caused by the departure of large international IT companies from Russia, the formation of domestic IT giants and the migration of specialists.

1. Departure of International Companies
With the departure of significant international IT players from Russia, the remaining companies began to fill the niche, which led to increased competition. It opened up new opportunities for local developers and startups, which started actively developing and attracting investment.

2. Formation of Domestic IT Giants
Despite Western companies’ departure, Russian entrepreneurs and investors began actively developing their own project solutions and platforms. This created a demand for local IT specialists, which, in turn, contributed to the growth of salaries and the improvement of working conditions in this area.

3. Migration of IT Specialists
Parallel with these changes, there is a high mobility of IT specialists. Many of them are looking for work abroad, while others return or remain in Russia, participating in projects that require unique knowledge and skills. It leads to diversity in project activities and the exchange of experience.

4. Change in Demand for Skills
The departure of Western companies has affected the change in demand for specific skills. Specialists have begun to master new technologies and approaches to meet the requirements of the domestic market and international projects that continue to develop.

5. State Support
In the new reality, the Russian state has begun to actively support IT initiatives, including subsidizing startups, IT companies, and IT specialists and developing educational programs.

Thus, the Russian IT sector is adapting to new conditions, creating unique opportunities for specialists who strive to grow and develop in the dynamically changing world of technology.

Bonuses for employees of Russian IT companies

Employees of Russian IT companies accredited by the Ministry of Digital Development, whose revenue from IT-related activities is at least 70% of the company’s income, are eligible for a range of benefits.

Preferential Mortgage
Employees of accredited Russian IT companies aged 18 to 50 have the right to a deferment from military service and a preferential mortgage at a rate of 5% for up to 30 years. To do this, employees must be citizens of Russia and have more than three months of experience in an accredited IT company.

Income requirements for employees over 35 years old to receive a preferential loan for housing are from 70,000 Russian rubles in small cities to 120,000 and 150,000, respectively, in cities with a population of over a million and in Moscow.

Deferment from Military Service
On the Russian website gosuslugi.ru, it is possible to apply for exemption from conscription. The moratorium is available to employees of accredited IT companies who meet the age requirements and work in such companies. If the employee resigns, the deferment ceases to be valid.

Peculiarities of work of Russian citizens in Belarusian IT companies

The work of Russian citizens in Belarusian IT companies has characteristics associated with differences in legal regulation, cultural aspects, and the company’s structure. Here are the key points:

1. Legal Features and Hiring
Belarusian IT companies often have unique tax and legal preferences compared to other industries due to the creation of the High-Tech Park (HTP). It may attract Russian specialists looking for more favourable working conditions and taxation. However, for Russian citizens, there are no special features in the taxation of their income in employment compared to employees who are citizens of Belarus. IT companies hire Russian citizens in the same manner as Belarusian citizens. Educational documents issued in the Russian Federation are accepted in Belarus without legalization. It means that such documents are valid in Belarus and confirm the qualifications of IT specialists.

A Russian IT specialist can work remotely for a Belarusian company, but their presence is required to conclude an employment or civil law contract.

2. Obtaining the Status of Resident in Belarus
Russian citizens in Belarus are considered foreign citizens. Within 90 days from the date of entry into Belarus, such employees must obtain the status of a temporary or permanent resident. An IT company – an employer that is a resident of the High-Tech Park in Belarus can apply to the Citizenship and Migration Department of the Ministry of Internal Affairs to issue a temporary residence permit to a foreign employee for the duration of the employment contract plus two months after its expiration. In this case, Russian employees of IT companies are included in the compulsory social insurance program on an equal basis with Belarusian employees. The employer company – a resident of the HTP provides medical insurance to Russian employees, as this is required to obtain temporary residence. The company can also give Russian employees temporary residential premises.

3. Cultural and Linguistic Aspects
Despite the closeness of cultures, Belarus has its specifics in the work process. Some companies have employees who communicate in Belarusian. Understanding this can be necessary for integration into the team. All Belarusians also speak Russian fluently, which simplifies communication. However, in the IT sector, employees fluent in foreign languages , in which customers from other countries communicate, have an advantage.

4. Teamwork and Approach to Projects
Belarusian IT companies often use Agile and Scrum methodologies, which creates a more flexible and interactive working atmosphere. Russian specialists familiar with these approaches can quickly adapt to this work style.

5. Competition in the Labour Market
Recently, Belarusian IT companies have seen increased competition, which has affected the salaries and requirements for specialists. Russian IT specialists with experience and qualifications can become competitive candidates.

6. International Projects
Many Belarusian IT companies operate in the foreign market and carry out projects for international clients. Russian IT specialists who work in Russian companies have yet to have such an opportunity. Hiring in Belarusian companies allows Russian specialists to participate in exciting projects with global coverage and gain experience working with foreign customers.

7. Network of Professional Contacts
Working in the Belarusian IT industry allows Russian citizens to expand their professional contacts, which can be helpful in their careers and future projects.

8. Flexibility in Work Organization
Many Belarusian IT companies offer flexible working conditions, including remote formats. This is attractive to Russian specialists who want to balance work and personal life.

Thus, the work of Russian citizens in Belarusian IT companies offers various opportunities and challenges. At the same time, Russian IT specialists do not require a visa. Given the general level of development of the IT industry in Belarus, integrating Russian specialists can benefit both parties.

Migration of Russian IT specialists

In 2024, the rate of migration of Russian IT specialists to other countries decreased. Currently, most IT specialists who left Russia settled in Europe. The flow of IT migrants to Turkey and Kazakhstan decreased in 2024. IT specialists from Russia still choose Georgia, the USA, Armenia, Argentina, and Uzbekistan. Currently, most IT specialists do not plan to leave Russia and have either returned or left before 2024 for the UAE, Cyprus, Thailand, and Malaysia.

A number of Russian employers do not object to remote work for IT employees and are neutral about relocation. Approximately the same number of Russian IT companies want their employees to remain in Russia.

Russian IT specialists are looking for opportunities to realize their professional interests in other countries, usually to improve their standard of living or for political reasons.

What Russian IT specialists consider when migrating

When choosing a country to work and live in, IT specialists from Russia consider the Global Innovation Index (GII). This index measures a country’s level of development in information technology. The higher the country’s rating in the GII, the higher the government’s support for IT infrastructure.

It is also necessary to consider the average cost of living in the country, which includes renting or buying a home and essential expenses, as well as the salaries in IT companies.

Emigration to several countries requires a visa. Russian IT specialists can obtain a DIGITAL NOMAD visa, which provides specific preferential opportunities when moving to certain jurisdictions, particularly Spain.

Where do IT Specialists Move

There has been a noticeable trend in recent years: IT professionals increasingly decide to leave their home countries for better career opportunities, a more comfortable life, and stability. The reasons for such changes are varied, from high taxes and political instability to the desire to work in a more progressive technological environment. In this article, we will look at where IT experts prefer to relocate, which countries provide the most attractive conditions for work and life, and analyze the factors influencing their choice. Suppose you want to understand how global migration processes are reflected in the labour market and what new horizons are opening up for recruiters. In that case, we invite you to delve into our article!

Why do IT specialists choose to migrate

Let’s outline some of the reasons why IT professionals around the world choose migration:

1. Career Opportunities
Migration can open access to higher salaries and better working conditions in other countries.

2. Quality of Life
Many professionals seek to improve their quality of life by choosing countries with a higher standard of living and social security.

3. Skill Development
In an international environment, IT professionals can gain new experience, master modern technologies and expand their skills.

4. Cross-Cultural Exchange
Migration allows interaction with people of different cultures, contributing to personal and professional development.

5. Stimulating Innovation
Participation in international projects and groups can inspire the creation of new ideas and solutions.

6. Family Reasons
Professionals choose to migrate to improve the living conditions of their families or due to family circumstances.

These factors indicate that more and more IT professionals are deciding to leave.

Who are digital nomads?

Digital nomads use modern technologies and the Internet to work anywhere in the world, allowing them to travel and change their residence at their own discretion. This category of people also includes IT specialists.

Digital nomads are a new direction in traditional work models associated with globalization and technological progress. They allow people to combine work and travel.

A number of states are introducing special benefit programs to attract and house domestic nomads—IT specialists. Such programs offer simplified relocation, softer taxes, a longer stay in the states compared to a regular visa, and other benefits.

Countries that create conditions for IT specialists

Several states have created special programs to attract foreign specialists to the IT sphere. We analyzed data from the OECD (Organization for Economic Cooperation and Development—OECD) report for 2023. The OECD publishes conference reports on migration issues. According to the OECD, the organization includes 34 countries, including Australia, Austria, Belgium, Canada, Denmark, the Czech Republic, Finland, France, Germany, Spain, Korea, Sweden, Turkey, the United States, Israel, and others.

From 2020 to 2023, there was a peculiar dynamic in the arrival of IT specialists in OECD countries.

Canada

Canada launched the Tech Talent Strategy to strengthen its position in global recruitment and attract IT specialists. This approach is based on four key government decisions. These include:

A new stream of innovation under the International Mobility Program to attract talented people.
Improving existing programs for specialists in high-skilled tech professions, including a global shift in skills development and startup programming.
Promoting Canada as a destination for digital nomads.

Spain

Spain has created a one-year digital nomad visa, renewable for up to five years. Spain has also extended the maximum initial validity of business permits from two to three years and relaxed permit requirements by expanding the definitions of “highly skilled” and “entrepreneurial activity.”

Japan, Italy, the UK and Australia

Japan has improved its rules for digital nomads. However, Italy’s plans to introduce a one-year digital nomad visa in the second half of 2022 were put on hold but were relaunched in April 2024. On the other hand, the UK has decided to phase out its startup visa, and Australia is reducing the number of visas issued under the Global Talent Visa program, which includes startups, from 15,000 in 2019 to 5,000 in 2023.

Best Countries for IT Professionals to Relocate to in 2024

Germany

This country is one of the best for relocation. The labour market offers a good choice, and the high standard of living justifies interest in it. Germany is ranked 6th in the list of prosperous countries. The tech sector is experiencing a need for more specialists in software development, design, and testing.

The EU Blue Card immigration program was launched in 2024 to attract relocators. To obtain a Blue Card, one must have a higher education and an employment contract with a legal entity. Among the leading companies in the domestic market, Zalando and Amazon Web Services stand out. The best cities for employment are Berlin, Hamburg, and Stuttgart.

Compulsory education and at least three years of relevant experience enable a software engineer to earn 45,000-74,000 euros.

France

A country with a rapidly developing IT industry is one of the most technologically advanced. In 2023, it took 20th place in the European ranking for quality of life. The authorities are actively implementing digital transformation initiatives, introducing high-speed broadband networks, and investing in startups. The most in-demand vacancies include:

Programmer.
Web developer.
Web specialist.
Analyst.
Tester.
Cybersecurity specialist.

For foreigners with professional experience, the French Tech Visa immigration program is available for two years with the possibility of multiple extensions. French legislation focuses on legal protection and labour laws, ensuring the safety of workers. The IT sector is concentrated in the capital, as well as in Lyon and Toulouse. The largest companies in this area are Capgemini, Atos, Dassault Systèmes and Ubisoft.

With a fairly high cost of living, the salary of a programmer is 3,500 euros, and that of a developer is 4,050 euros.

Spain

Not only according to the OECD report but also several IT specialists choose Spain. In Barcelona, they are actively looking for backend developers, testers and other specialists. After the pandemic, Barcelona took 8th place in the list of cities with the most developed startup ecosystem, ahead of Madrid. The Spanish authorities have allocated the 22@ district for IT companies, where the offices of such global giants as Facebook, Apple, IGG Inc. and many others are located.

Despite the conservative approach to the IT sector and the low level of investment, a novice programmer with knowledge of programming languages can expect a net amount in the range of 1,500-2,200 euros after taxes. Specialists with experience and recommendations receive twice the salary. This income level allows you to rent an apartment or get a mortgage at 2%.

Italy

Italy is among the top ten most developed countries in the world regarding GDP and ranks 21st in terms of wages. The IT sector needs more digital technology specialists, so local and international companies are interested in relocators. In 2024, Italy increased quotas for the self-employed, programmers and telecommunications workers. For foreigners, there is an opportunity to obtain an Italian residence permit under a permesso di soggiorno contract. In April 2024, a program for digital nomads was launched. After five years of residence, temporary residents can apply for permanent residence. Among the well-known companies on the market are PixoLab, Crocoapps, and Omnes srls. The income level varies depending on qualifications and professional experience.

The average salary of a programmer in Italy is 35,000 euros.

Serbia

Programmers also have the opportunity to relocate under the newly opened program for digital nomads. Self-employed professionals register a sole proprietorship. Each option provides the right to obtain a residence permit for 1-3 years. Relocation is advantageous due to low taxes (10-15%) and affordable real estate. Belgrade, Novi Sad and Pristina are home to offices of companies such as Yandex, Luxoft and EPAM. The authorities focus on investing in startups. Serbia is proud of successful IT companies such as Nordeus, Seven Bridges and Vega, which offer quality products. Programmers and analysts are among the most highly paid professions.

Working in local companies on a digital nomad visa is impossible. The average salary of an experienced employee is 4,000 euros.

Romania

Romania ranks 13th among EU countries in GDP and demonstrates stable economic growth. Affordable prices make the country attractive for families planning to relocate. For citizens of third countries, there is a Digital Nomad program. Romania ranks 3rd in the freelance rankings, and program participants can obtain a visa by signing contracts with legal entities not registered in the country.

In Transylvania, in Cluj-Napoca, there is a local “Silicon Valley” with about 1,000 companies and startups. This year, there is a high demand for team managers and programmers for game and application development. Among the leading companies in the region are Microsoft, Nobel, UiPath and Zitec.

Relocators must have English at a level of at least B2 and Romanian at a level of at least B1. The average salary in the IT sector is 1,250-2,500 euros.

Hungary

Specialists who have moved to Hungary as remote workers can receive a White Card with the possibility of a one-time extension. When applying for a job in an IT company, a residence permit is granted for 24 months, and after three years, permanent residency can be issued. Employers offer foreign specialists comfortable working conditions, social guarantees and opportunities for career growth.

Hungary is experiencing a shortage of specialists in artificial intelligence, fintech, and blockchain. Startups and key players such as Prezi, LogMeIn, and Ustream are active in the market and have become examples of successful integration into the global business ecosystem. However, the country’s economy is not one of the most profitable, with a GDP that increased by 0.9%, affecting the population’s overall income.

There are no tax breaks for relocators; the average salary of a front-end developer in Vienna is 1,600 euros, and that of a software engineer is 2,000 euros.

Greece

There is an acute shortage of IT specialists in the country. In this regard, migration programs were revised in 2022 to attract employees, launch high-tech startups, and strengthen the country’s position in the global market.

An annual nomad visa was introduced to attract specialists, with the possibility of an extension of up to two years. Seven years after receiving such a visa, you can apply for citizenship.

New amendments came into force in 2024. Now, foreigners can receive Blue Cards in electronic format. Companies from the IT sector are waiting for the opening of TechVisa. A new influx of specialists will allow more active startup development and filling vacancies.

The minimum wage is 1,000 euros; wages generally depend on length of service and position. Experienced IT specialists earn up to 3,770 euros.

Portugal

The country supports startups and large companies in artificial intelligence and digital technologies.

In this regard, there is an urgent need for IT specialists in Portugal. Investors and individual entrepreneurs are offered temporary and resident visas to attract freelancers and IT specialists.

Digital nomads whose income is at least €3,280 can obtain a residence permit. After five years, they can apply for citizenship.

Employees of leading IT companies receive €110,000 – €160,000 per year, while salaries are significantly lower in small companies.

Montenegro

Montenegro needs digitalization, but few companies are here yet. To this end, an institute was created to launch new programs and attract investment. The authorities note that the IT industry has become a priority in the country’s economy.

Over the past year, the two largest firms, Luke Bar and Plantaže, earned €60 million. Income from digital assets has reached millions of euros. The market situation is gradually improving.

The authorities offer a national D visa for 12 months without entry restrictions to attract specialists. It is also possible to obtain a freelancer’s residence permit for two years with the possibility of an extension. After a break of six months, expats can apply for permanent residence. In poorly developed business infrastructure, a programmer of a small company can earn 755 euros in Montenegro and a company with more than 100 employees – from 1000 euros.

How to Behave if You are Laid Off

Stuff cuts are a stressful and uncertain situation, which, unfortunately, every IT specialist may face sooner or later. The rapid evolution of technology, changes in business strategies and economic fluctuations often lead to a revision of the staffing needs of companies. However, it is essential to remember that downsizing is not the end but a new opportunity. In this article, we will look at how to respond correctly to a notice of redundancy, how to remain calm and confident, and what steps to take to find new career opportunities in the rapidly changing world of information technology. Understanding your rights, conducting a constructive dialogue with your employer and taking active steps to prepare for the future are vital aspects that can help you get through this challenging period and come out of it with new prospects.

Why is it Essential for an IT Specialist to Know How to Behave when Laid Off

Knowing how to behave when laid off is especially important for IT employees for several reasons:

1. To Know Your Rights and Opportunities
Understanding your rights is a powerful tool that can help you avoid unfair treatment by the employer, such as issues with compensation or late notification. It’s a key aspect of being in control of your career transition. Understanding labour legislation will help you effectively defend your interests and take advantage of legitimate benefits.

2. To Adapt to Changes
The IT industry is developing rapidly, and flexibility and adaptability are essential skills for finding a new job. The ability to respond to changes in the professional environment can contribute to positive career changes.

3. For Professional Reputation
The correct behaviour during the redundancy demonstrates professionalism. It can leave a positive impression on the employer, which will simplify the possibility of receiving recommendations in the future. A good attitude towards a colleague or employer in a difficult moment can help in the future when looking for a job or in the professional community.

4. For Networking
Networking and actively communicating with your professional contacts can open doors to new vacancies and opportunities that may not be advertised on major platforms. Knowing how to behave and who to contact for support can help establish valuable connections.

5. To Find a New Job
Understanding the necessary steps after a redundancy allows you to organize your job search more effectively and allocate time for professional development. Writing a resume, passing interviews, and communicating with potential employers are extremely important in an active job search.

6. For Personal Finance Management
Understanding the situation will help effectively manage finances and resources during the transition period, which is especially important for IT professionals facing uncertainty and temporary difficulties.

In general, knowing how to behave when laid off allows IT employees to cope with current difficulties and build a more successful career in the future, using the experience gained in a difficult situation.

Legal Aspects of the Redundancy of Employees in Belarus

The employer must notify the employee in writing in advance about the dismissal due to redundancy. You must receive a notice of dismissal two months before the scheduled date of dismissal. At the same time, the employer must inform the employment authorities about the dismissal of employees due to staff redundancy. Otherwise, a fine of 5 to 15 basic units is possible.

An employee cannot be laid off on sick leave or vacation. Such dismissal is possible when a company division is liquidated in the area where the employee is hired (when the parent company is located in another location) or when the company is liquidated.

Which Employees Cannot be Reduced

Belarus has established a ban on the redundancy of employees who belong to the following categories:

Pregnant women.
Women who have a child under three years old.
Single parents who have children under the age of 14, and if the child is disabled, then under the age of 18.

Which Employees Have the Advantage of Staying at Work in Case of Layoffs in the Company

The state has determined that employees with higher productivity and qualifications should stay at work during layoffs, as well as:

Participants in the liquidation of the Chernobyl nuclear power plant accident.
Persons who have suffered radiation sickness due to radiation accidents.
People with disabilities.

In case of layoffs in the company, such employees must first be provided with another job, or measures must be taken to employ them in another company.

What Should an Employer Do during the Redundancy Warning Period

During the redundancy notice period, the employer must offer the employee a transfer to another job. The work must be feasible for the employee, considering his qualifications and speciality. Such a transfer requires the employee’s written consent or a written refusal.
With the employee’s permission, he can be sent for professional retraining.
With the employee’s consent, he can be dismissed before the end of the two-month notice period.

What Should an Employee Do after Being Warned About a Redundancy

During the period of warning about redundancy before dismissal, the employee must fulfil his duties, follow the internal work schedule, and receive wages on an equal basis with other employees.

An employee has the right to one free day per week to search for work. By default, wages for this day are not accrued, but the employer can save the employee’s earnings for this day.

An employee may resign before the end of the two-month warning period for redundancy or may request that the warning period be replaced with compensation.

Compensation Instead of a Warning

Instead of warning about the reduction, the employer may ask the employee to agree to two months’ average salary compensation. If the employee agrees, he is dismissed without waiting two months after the warning about the redundancy.

The employee may be offered compensation after he has been notified in writing of the dismissal. If the employee agrees to the compensation, its amount is determined in proportion to the time remaining until the end of the notice period of the redundancy. The employer can offer the employee compensation electronically; making a written offer is unnecessary.

What Payments Does an Employee Receive when They are Laid Off

All payments the company owes to the employee are transferred to him no later than the day of dismissal (the last day of work). The employee is paid wages for the time worked and compensation for unused vacation. If an employee is entitled to bonuses that are accrued based on the work results for the reporting period, such amounts are paid to the employee after dismissal—at the time when the salary of the company’s employees is paid. If the employee has agreed to compensation instead of working for two months, this payment is made by the day of dismissal. When dismissed due to downsizing, an employee is paid severance pay no later than the day of dismissal: at least three times the average monthly salary.

What Documents Does an Employee Receive when Laid off

The employee must receive a written warning about the redundancy. This warning may not be given if he was offered compensation instead of redundancy and the employee agreed. Also, the employee usually receives a copy of the order of the head of the company on dismissal for redundancy. On the day of dismissal, the employee is given a work record with a record of dismissal.

Important Things to Remember for an IT Professional Who Has been Warned of Layoffs

Receiving a notice of impending layoffs is always a complex and emotionally charged process. An IT professional needs to understand how to respond appropriately and what steps to take in this situation. Here are some key points to consider:

1. Understanding the Legal Aspects

Employment Contract: Review the terms of your employment contract; it may contain provisions for additional payments and compensation in the event of layoffs.
Legislation: Research local labor laws on layoffs. You may need to consult an employment lawyer.

2. Emotional Support

Psychological support: Don’t be afraid to reach out to friends, family, or professional psychologists. Discussing your feelings and experiences can help you cope with the situation.
Communities and networks: Communicating with colleagues or people from your professional network can be very useful. It can be a source of support and new acquaintances.

3. Assess Your Skills

Competency Analysis: Understanding your strengths, weaknesses, and in-demand skills in the job market is an important step. You may need to update your knowledge or learn new skills.
Certifications and Courses: Consider earning additional certifications or taking courses to increase competitiveness.

4. Find New Opportunities

Update Your Resume: Update your resume and professional social media profiles (such as LinkedIn) to reflect all your accomplishments and skills.
Networking: Actively leverage your network. Long-standing colleagues, acquaintances, and professional contacts can help you find new opportunities.
Systematic Job Search: Set your job search goals, including submitting several applications per week and attending recruiting events.
Consider Freelancing: Consider offering your skills to companies as a freelancer. It will require working under a civil contract rather than an employment contract.
Consider setting up a sole proprietorship or becoming self-employed.

5. Financial Planning

Budget: Review your budget and cut unnecessary expenses if you anticipate financial difficulties.
Safety Cushions: Evaluate your savings and consider how long you can survive without your primary income.

6. Maintain a Professional Image

Positive Approach: Maintaining a positive image when communicating with potential employers and online is essential. Don’t let negative emotions or feelings of loss affect your professional interactions. Focus on the Future: Use this time as an opportunity for professional growth and development.

Receiving a layoff notice is difficult, but with the right approach, you can not only cope with it but also discover new ways to develop yourself. The key is to stay calm, assess your capabilities, and take action.

Which Universities Train IT Specialists in Belarus

With the development of technology and the growing demand for IT specialists in various sectors of the economy, the issue of choosing an educational institution for obtaining high-quality education in the field of information technology is becoming increasingly relevant. Belarus is rapidly developing in IT, and many universities offer programs that meet modern market requirements. In this article, we will list 14 Belarusian universities that train professionals in the field of information technology and their features, and also present current areas of training.

Belarusian State University

The Central University of Belarus offers an education in the IT field at several faculties:

Faculty of Applied Mathematics and Computer Science (FPMI)

FPMI trains specialists in 4 specialties:

Applied Mathematics
Qualification – “Applied mathematician. The programmer.” A specialist in applying modern mathematical and computer methods in all spheres of human life and building solutions using computers.
Computer science
Computer science with the qualification “System analyst-programmer”. A specialist in the application and creation of various tools, networks, databases, software and other products in information technology.
Cybersecurity
Qualification – “Cybersecurity Specialist”. A specialist in the field of computer security and information protection.
Applied Computer Science
Qualification – “Computer scientist, programmer”. Specialist in the theory and practice of creation, implementation and maintenance of computer systems software.

Faculty of Mechanics and Mathematics

Mehmet offers the following specialities in the IT field:

Mathematics and computer science.

Profile:

Web programming and Internet technologies. Qualification – mathematician – programmer. A specialist with extensive skills in designing and managing Internet projects, using mathematical approaches to solve complex problems.
Mathematical and software for mobile devices. Qualification – Mathematician. Programmer. A specialist who can implement business tasks by developing mobile applications and embedded devices.
Mathematics. Qualification – Mathematician. Programmer. Understanding the patterns of symbolic systems and the nature of modelling, building, and studying mathematical models of production tasks. Mathematical modelling of natural, man-made and industrial processes. Development of computer production management systems.
Artificial intelligence and mathematical economics. Qualification – Mathematician. Programmer. A specialist who knows the methods of data analysis and processing, neural networks, and machine learning for solving problems of forecasting financial time series, optimizing trading strategies, assessing credit risks and segmentation of customers, and using artificial intelligence and large language models.

2. Computer mathematics and system analysis. Qualification—Mathematician. A system analyst. A specialist with developed system thinking, capable of looking for solutions to non-trivial, multidimensional tasks, seeing the whole problem, analyzing complex nonlinear processes, making decisions in conditions of insufficient information, and anticipating and evaluating the consequences of decisions made.

3. Mechanics and mathematical modelling. Qualification – Mechanic. Applied mathematician. Development of mechanical and mathematical models of mechanical processes and phenomena, development and operation of robotic and flexible automated systems, implementation of mathematical analysis and optimization of motion control of mechanical systems, construction of computer models and computer modelling of complex mechanical systems, processes and phenomena.

4. Mechanics and mathematical modelling. (Joint Institute of the Belarusian State University – Dalian Polytechnic University). Qualification – Mechanic. Applied mathematician. The BSU –DPU Joint Institute trains highly qualified specialists who receive an international-level natural science education with knowledge of the English language. The opportunity to obtain diplomas from two leading universities in Belarus and China significantly increases the academic mobility of students and undergraduates of both universities, as well as opens up excellent prospects for further employment.

Faculty of Radiophysics and Computer Technology

The Faculty trains specialists in several specialities:

Cybersecurity. Qualification: Cybersecurity Specialist.
Applied Computer Science. Qualification: Computer scientist. Programmer.
Radiophysics and information technology. Qualification: Radiophysicist. Software engineer.

Faculty of Socio-Cultural Communications

At this Faculty, IT specialists are trained in the speciality “Applied Computer Science (direction – web programming and computer design)” with the qualification of a Computer scientist. Programmer. In addition to studying basic subjects in mathematics, computer science and programming, students master various practice-oriented courses in computer modelling and web application development (UI/UX design, computer graphics and animation, web design, 3D modelling, etc.), and also have the opportunity to choose the disciplines taught in other specialities of the Faculty and the university as a whole.

Belarusian State University of Informatics and Radioelectronics

At this university, IT specialists are trained by several faculties in various areas.

Faculty of Computer Systems and Networks

This Faculty trains specialists in 3 specialities:

Computer engineering with the qualification of a System Engineer.
Software engineering, qualification – Software Engineer, specialization – Information technology software.
Computer science and programming technologies. Qualification – Software Engineer.

Faculty of Information Technology and Management

This Faculty trains IT specialists in 5 specialities:

Information systems and technologies. Qualification – software engineer, specialization “Information systems and technologies in the gaming industry”.
Artificial intelligence. Qualification – system engineer.
Cyberphysical systems. Qualification—Engineer. Cyberphysical systems (CS) are engineering and technical systems built on the basis of an inextricable interdependent integration of computer information technologies and physical components. CS are interacting information, digital analogue, and physical components designed to function together by integrating physical laws and software algorithms.
Information management systems. Qualification—Engineer. This speciality combines the software side of product implementation with design, automation, and analysis of software processes, which is also an essential part of product development.
Electronic systems and technologies. Qualification – engineer. Profiling – industrial electronics. Main activity: developing, designing and modelling electronic devices and programmable information management systems for industrial purposes.

Faculty of Engineering and Economics

This Faculty trains specialists in the IT field in 3 specialities:

Information systems and technologies. Qualification – software engineer.
Profile:
- Information systems and technologies in the economy.
- Information systems and technologies in logistics.
- Information systems and technologies in the financial and banking sector.
Electronic economy. Qualification – Programmer. Economist. Specialists possess both knowledge of economics and knowledge of information technology, the nuances of business organization and management in the Internet environment, as well as the specifics of conducting business activities of companies in the most dynamically developing sector of the economy – the information and communication technology sector.
Digital marketing. Qualification – Programmer. Marketing specialist.

Faculty of Computer Engineering

This Faculty trains specialists in the IT field in 5 specialities:

Information systems and technologies. Qualification – software engineer.
Profile:
- Information systems and technologies in business management.
- Information systems and technologies in ensuring industrial safety.
Computer engineering. Qualification – system engineer. Specialization – “Programmable mobile systems”.
Software engineering. Qualification—software engineer. Specialization—”Engineering and psychological support of information technologies.” This specialization trains specialists in information systems development using interface design technologies based on user experience to achieve the convenience and comfort of the target audience.
Electronic systems and technologies. Qualification – engineer. Profiling:
- Modelling and computer-aided design of radioelectronic devices.
- Design and manufacture of software-controlled electronic devices.
- Medical electronics.
- Electronic security systems.
Electronic engineering. Qualification – engineer. After receiving an education, you can design, manufacture, and operate special technological equipment to manufacture semiconductor devices and microcircuits, radio components, and other electronic products using specialized computer-aided design application packages.

Faculty of Information Security

This Faculty trains IT specialists in 2 specialities:

Information security. Qualification – engineer. Specialization – “Information protection in telecommunications”.
Information communication systems and networks. Qualification – engineer. Infocommunications is a new IT industry that combines information and telecommunication technologies to expand the capabilities of modern networks and global information services. Graduates of the speciality “Infocommunication Systems and Networks” can develop software and hardware, design, deploy, carry out technical operations, and standardize and certify infocommunication systems and networks.

Belarusian State Technological University

This university trains IT specialists at the Faculty of Information Technology in the following specialities:

“Information systems and technologies” (profiles: Information systems; Digital design).
“Software Engineering” (profile: Information Technology software).
“Information systems and technologies”.
“Information security software for mobile systems”.
“Information technology software”.
“Design of electronic and web publications”.

Belarusian National Technical University

This university trains IT specialists at the Faculty of Information Technology and Robotics in several specialities:

Profiling is the automation of technological processes and productions in instrumentation and radio electronics. The qualification is engineer.
Automation of technological processes and productions. Profiling – Automated electric drives. Qualification – Engineer.
Information systems and technologies. Profiling – Information systems and technologies in design and production. Qualification – software engineer.
Software engineering. The qualification is a software engineer. The speciality is focused on training programmers and developers of application software.
Robotic systems. Profiling – Industrial robots and robotic complexes. Qualification – engineer.

Belarusian State University of Economics

Since 2019, the Faculty of Digital Economics has been training specialists in the IT field in several specialities at BSEU:

Economic informatics. Qualification – economist-computer scientist.
“Applied Mathematics” (specialization “Economic cybernetics”). Qualification – applied mathematician. Programmer.
Statistics. Qualification – statistician.

Gomel State University was named after Francysk Skaryna

At this university, specialists in the IT field are trained by several faculties.

Faculty of Mathematics and Programming Technologies

This Faculty trains specialists in the IT field in the following specialities:

Computer science and programming technologies. Qualification – software engineer.
Software engineering. Qualification – software engineer.
Applied Computer Science. Qualification – Computer Scientist. Programmer.
Applied Mathematics. Qualification – Applied mathematician. Programmer.

Faculty of Physics and Information Technology

In the IT field, the Faculty trains specialists in the following specialities:

Information management systems. Qualification – engineer. The specialist is designed to work in organizations, departments, and services engaged in creating and operating automated information processing systems and tools in various fields (industry, transport, construction, financial and commercial activities, trade, science, education, healthcare, catering, and consumer services).
Computer engineering. Qualification – system engineer.
Electronic systems and technologies. Qualification – engineer.
Computer physics. Qualification – Physicist. Programmer.
Cybersecurity. Qualification – cyber security specialist.
Applied physics. Qualification – physicist. Engineer.

Faculty of Economics

This Faculty trains specialists in the IT field, especially in economic informatics. Qualification – economist-computer scientist.

Gomel State Technical University named after P.O.Sukhoi

Faculty of Automated and Information Systems

This Faculty trains IT specialists in 4 specialities:

Electronic systems and technologies. Qualification – engineer.
Computer science and programming technologies. Qualification – Engineer. Programmer.
Information systems and technologies. Directions:
- Design and development of interactive and gaming applications.
- Data mining and information processing.
- Design and development of information systems software.
- Design and development of interactive and gaming applications.
Information management systems. Qualification – engineer.

Yanka Kupala Grodno State University

IT specialists at this university are trained by the Faculty of Mathematics and Computer Science in 6 specialities:

Management of information resources. Qualification: Information Systems Manager. Economist.
Applied Mathematics. Qualification: Applied mathematician. Programmer.
Cybersecurity. Qualification: Cybersecurity Specialist.
Software engineering. Qualification: Software engineer.
Artificial intelligence. Qualification: System Engineer.
Mathematics. Qualification: Mathematician. Teacher. Training for recruiting students in 2024 will be carried out according to the specialization “Information and Computer Technologies in Mathematics”.

Belarusian-Russian University

This university trains IT specialists in several faculties.

Faculty of Electrical Engineering

This Faculty teaches the following specialities:

Information management systems. Profiling – Automated information processing systems. Qualification – engineer.
Information and measuring devices and systems
Profiling: Information systems and technologies for non-destructive testing and diagnostics. Qualification – engineer.

Faculty of Engineering and Economics

At this Faculty, you can get the following specialities in the IT field:

Software engineering. The qualification is a bachelor’s degree.
Computer science and engineering. The qualification is a bachelor’s degree.
Applied mathematics. The qualification is a bachelor’s degree.

Faculty of Economics

You can get a degree in E-business economics, specializing in e-marketing, from this Faculty. Qualification – Programmer. Economist.

Faculty of Mechanical Engineering

You can get a Specialization in Information Systems at this Faculty.

Brest State Technical University

At this university, several IT specialities can be obtained at the Faculty of Electronic Information Systems:

Artificial intelligence. Qualification – system engineer.
Computer engineering (specialization – Programmable mobile systspecializationation – system engineer.
Computer engineering. Profiling – Computers, systems and networks. Qualification – system engineer.
Software engineering. Qualification – software engineer.
Information management systems. Qualification – engineer.
Electronic systems and technologies. Qualification – engineer.

Vitebsk State University was named after P. M. Masherov

Faculty of Mathematics and Information Technology

At this Faculty, you can get an IT education in the following specialities:

Information systems and technologies. Qualification – software engineer.
Information resource management. Qualification – Information systems manager. Economist.
Software engineering. Qualification “Software Engineer”.

Applied Computer Science. Specialization “Computer scientist. A software development specialist.”

Cybersecurity. Qualification “Cybersecurity Specialist”.

Polotsk State University was named after Euphrosyne of Polotsk

Faculty of Information Technology

This Faculty trains IT specialists in the following specialities:

1. Information systems and technologies. Specialization: The gaming industry. Specialization-Software Engineer.
2. Computer Engineering
Profiling:

Programmable mobile systems.
Computers, systems and networks.

Qualification – system engineer.

3. Software engineering. Qualification – Software Engineer.

Faculty of Computer Science and Electronics

This Faculty trains an IT specialist in the following specialities:

Computer physics. Qualification – Physicist. Programmer.
Electronic systems and technologies. Qualification – engineer.
Cybersecurity. Qualification – Cybersecurity Specialist.

Faculty of Finance and Economics

You can get a degree in E-business economics, specialising in Marketing, from this Faculty. Qualification – Programmer. Economist.

Mogilev State University named after A.A.Kuleshov

Faculty of Mathematics and Natural Sciences

This Faculty trains specialists in the IT field, especially in software engineering. Qualification – software engineer.

Faculty of Economics and Law

At this Faculty, you can get an education in the specialty of Economic Informatics. Qualification – Economist. Computer scientist.

Polessky State University

Faculty of Engineering

The Faculty trains specialists in the field of Information Systems and Technologies. Profiling: Information systems and technologies in the economy. Qualification – software engineer.

Vitebsk State Technological University

At this university, it is possible to obtain specialities in IT in several faculties.

Faculty of Design

At the Faculty, you can get a creative speciality in the IT field:

Graphic design and multimedia design

Profiling:

Graphic design.
Multimedia design.

Qualification – designer.

Faculty of Information Technology and Robotics

You can study in several specialities at the Faculty:

Information systems and technologies. Qualification – software engineer.
Automation of technological processes and productions (computer mechatronics). Qualification – engineer.
Production of products based on three-dimensional technologies. Qualification – engineer.

Faculty of Economics and Business Management

The Faculty trains students in the field of Electronic Economics.

Specialization: E-business economics. Specialization qualification – Programmer. Economist.

Part-time vs full-time

How to find a job now? There are lots of opportunities now for you. The growth in the number of remote professions, freelancing, and the general transformation of employment types. The nature of employment has changed significantly over the years, offering people different job options: full-time and part-time, each with its benefits and challenges. These are the most common options, and today in our article we will explore the pros and cons of part-time vs full-time hours. What is it for?

Understanding these differences is critical to making informed career decisions in today’s professional environment. In this essay, we will look at the definitions, advantages, and disadvantages of full-time and part-time, and compare the two to help you determine which is a better fit for your lifestyle and career goals.

Full-time Definition

Well, let’s start with the classic type of employment: Full-time.

Full-time usually refers to a work schedule that exceeds a certain number of hours per week per employee. That is, this is the minimum each employee must fulfill. Depending on the country and the company’s private policy, the number of hours varies, but most often it is 35-40 hours per week. Let’s look at country examples of how many working hours are included in a standard Full-time week.

Full-time work hours across various countries:

In the U.S., full-time employment is generally recognized as working between 35 to 40 hours per week. This range is standard across many industries and is often associated with a 9-to-5 schedule.
Similarly, in the UK, full-time work typically involves 35 to 40 hours per week. The standard workday usually starts around 9 a.m. and ends at 5 p.m., although flexible working hours are becoming more common.
France stands out with one of the shortest full-time work weeks globally, at 35 hours. This regulation was introduced to improve work-life balance and reduce unemployment. The lowest number of hours among the countries considered.
In Germany, full-time employment usually ranges from 35 to 40 hours per week. The work culture emphasizes efficiency and productivity, often resulting in shorter actual working hours.
Australia: full-time work is generally around 38 hours per week, typically spread across five days. This is slightly higher than in some European countries but reflects a balance between work and leisure.
Japan considers full-time work to be 40 hours per week, but it’s well-known for its demanding work culture where employees often work significant overtime, reflecting the country’s strong work ethic.
In China, a full-time work week consists of 40 hours, typically structured as an 8-hour workday over five days. This aligns with the standard set in many other industrialized nations.
In Norway, full-time work is defined as 37.5 hours per week. The country’s emphasis on work-life balance is reflected in this shorter work week.
The Dutch work week for full-time employees ranges from 36 to 40 hours, often featuring flexible schedules to accommodate personal life.
Denmark’s full-time work week is typically 37 hours, highlighting the country’s focus on a balanced and healthy lifestyle.
Italy generally defines full-time work as 40 hours per week, following a more traditional European work schedule.
Switzerland has one of the longest full-time work weeks in Europe, defined as 42 hours per week. This reflects the country’s high standards of productivity and economic output.
In Saudi Arabia, the full-time work week is set at 48 hours, typically 8 hours a day for six days, making it one of the longest standard work weeks globally. Highest number of hours.
Turkey’s full-time work week is 45 hours, typically spread over six days, reflecting a blend of European and Middle Eastern work practices.

Full-time employees usually work a standard schedule, from 9:00 a.m. to 5:00 p.m., Monday through Friday. However, there are options here as well. Other working conditions are possible, influenced by cultural and territorial characteristics, or by the specifics of the job itself:

An employee may work on a shift schedule of 2/2, 3/3, etc.
Early work (when production needs to call for going to work earlier than 9:00 a.m. (by 5:00, 6:00, and other variants).
Offsetting weekends (e.g. working on Sunday is standard for Jews) and other variations.

This Full-time work often comes with several benefits including health insurance, paid vacation, and retirement plans that are designed to provide greater job security and stability. Understanding the nature of full-time work is necessary to assess its advantages and potential disadvantages.

Pros and Cons of Full-time Employment

Here’s a look at the main pros of Full-time employment:

Stability of Responsibilities

Full-time employees often have a clear set of tasks and responsibilities and a fixed contractual relationship. This gives a sense of stability and predictability to their role, which reduces the psychological strain on the employee.

Available Job Benefits

Many full-time employees are offered benefits such as health insurance, retirement plans, vacation, and paid time off that contribute to overall job satisfaction and financial security. This is a significant incentive that greatly influences the decision in favor of full-time employment.

Higher Take-home Pay

Full-time employees typically earn a higher total income than part-time employees because they work more hours and may be eligible for overtime pay. Plus, they are more likely to receive bonuses and incentive pay because they can prove themselves more in a full-time job.

Health Insurance

An incentive like health insurance is available to full-time employees. Access to employer-provided health insurance is a significant benefit that reduces the financial burden of medical expenses and increases the employee’s attention to his or her health.

Job Security

Full-time positions are often associated with greater job security, including protection from arbitrary dismissal and broader labor rights. This is a significant advantage, as it greatly reduces the psychological burden on the employee and allows him/her to plan and organize his/her social and personal life.

We’ve already covered the pros, so let’s analyze the downsides of full-time work. Cons:

Risk of Burnout

The demands of a full-time job can lead more quickly to burnout – a state of inner desolation and apathy in work, lack of new ideas and originality. This risk can double, especially if the workload is heavy or the job is constantly stressful.

Less Flexibility

A full-time job often requires a fixed schedule, which limits flexibility in terms of personal commitments or other interests. This is especially noticeable when compared to flexible schedules and freelancing.

Hard-to-Balance Work and Life

Committing to a full-time job can make it difficult to maintain a healthy work-life balance, which can negatively impact personal relationships and well-being. The employee has less time for personal life, sports, hobbies, and work requires a lot of time and energy.

Stagnation

Prolonged full-time work can sometimes lead to career stagnation if opportunities for advancement or skill development are limited. Employees don’t change in the eyes of management, are overlooked, and don’t always have time to see the potential that exists. This puts emotional pressure on the employee and can cause a desire to change jobs to a more promising job.

Boring Work Schedule

The routine nature of a full-time work schedule can become monotonous, reducing an employee’s overall job satisfaction and effectiveness. Monotonous tasks and boredom do not move an employee’s overall efficiency, so it is better to develop a plan for variety in labor responsibilities.

Part-time Definition

Well, we have looked at the advantages and disadvantages of full-time employment. Let’s move on to part-time employment. What does part-time mean?

Part-time employment involves fewer hours than full-time employment, usually less than 35 hours per week. This type of work is often more flexible, not tied to a specific schedule, allowing people to combine work with other responsibilities, such as education, family or personal interests, as well as other jobs.

Part-time positions may not offer the same benefits as a full-time job, but they give people the opportunity to gain work experience, earn extra income, and better balance their lives and work.

We suggest exploring countries with consistently high levels of part-time employees and freelancing.

Countries with part-time employment include the Netherlands, where there is a consistently high level of underemployment, especially among women; Switzerland, Germany, Austria, the UK and other countries.

According to various reports and platform data, freelancing is particularly popular in:

USA, where the gig economy is very developed and a large part of the workforce is engaged in freelancing.
India, which has a large and growing freelancing market, especially in IT and digital services.
In the Philippines, where there is a large presence of freelancers in customer service, content writing and digital marketing.
In Pakistan, the country is emerging as an important player in the global freelancing market, especially in IT services.
In the UK, whereas in the US, the freelancing economy is growing dynamically.

Pros and Cons of Part-time Employment

Exploring the pros of Part-time work:

Better Work-life Balance

A headache for all full-time employees. Part-time work allows people to devote more time to personal interests, family, or other commitments and increases personal attachments and interest in life, which promotes a healthier work-life balance.

Easier to Gain Experience

Working part-time can be a great way to gain experience in the industry, especially for students or those looking to enter a new field. It’s a great start that can also be combined with studying or working in an old profession.

New Job Opportunities

Part-time employment helps you try more new and interesting things professionally and can lead to new job and networking opportunities that are not available in full-time employment. It’s a great way to try on a new occupation and see how it is or isn’t a good fit for you.

Reduced Stress Levels

Fewer hours of work usually result in less stress compared to full-time employment. The employee can relax and rest between shifts.

Saving Money on Transportation Costs

A part-time job often requires less commuting, which saves money on transportation costs.

What are the cons of part-time work?

Less Job Security

Part-time employees may have less job security than their full-time counterparts, as their role is often considered more expendable.

Fewer Benefits

Part-time employees typically do not have the same benefits as full-time employees, such as health insurance, paid vacation, or a retirement plan.

Schedule Stress

While part-time jobs can be flexible, they can also be unpredictable, leading to stress due to irregular schedules and erratic income.

No Paid Leaves

Part-time workers often do not receive paid leaves of absence, which can affect their financial stability during periods of illness or personal vacations.

Overwork

There is a risk of overwork if part-time employees are asked to take on additional hours or responsibilities without appropriate benefits.

Comparison

We analyzed both types of employment and based on this information we can compare the two models.

When comparing full-time and part-time work, it’s important to consider both the practical and personal implications of each. Full-time work provides stability, higher income, and comprehensive benefits, making it ideal for those seeking long-term career growth, financial security, or a stable work relationship with family and its needs. However, it can also lead to significant downsides: burnout, limited personal flexibility, and lack of free time (including logistics and additional transportation costs).

On the other hand, part-time work provides more flexibility and a better work-life balance, making it suitable for those who prioritize personal commitments or who want to pursue education and work at the same time. This model is also great for starting in the profession to gain the necessary practical experience.

While part-time jobs often lack the benefits and job security (compared to full-time jobs), they can offer valuable experience and opportunities for those just entering the workforce or transitioning into another career.

If we offer universal advice: whether to choose part-time or full-time work, then there is no ideal answer. Ultimately, the choice between full-time and part-time work depends on individual priorities and personal circumstances. Each of the factors may influence:

existing experience of the employee;
personal priorities (development, education, personal life);
ability to maintain a balance between work and life;
financial obligations and need for funds.

Many factors influence and each employee evaluates them individually.

Those who value stability and comprehensive benefits may gravitate toward full-time work, while people seeking flexibility and a better work-life balance may prefer part-time work. Understanding these differences will help you make an informed decision that fits your career goals and personal needs. Feel free to explore this topic for yourself based on your priorities, because ultimately work is a big part of our lives and an important decision.

Choosing the type of employment together with Recruitment.by

Company management is not always an easy job natively in a company. The task of creating an effective team is challenging. It will require extensive experience and knowledge of recruiting processes, an understanding of the pitfalls of the labor market, and the expertise of the recruiter. Therefore, it is logical to use quality and professional services of recruiting agencies, for example, Recruitment.by.

Recruitment.by is a team of professionals with extensive experience in recruitment, especially in such a dynamic field as IT development. Specialists of Recruitment.by understanding the needs of the customer and the peculiarities of his business, which allows to save financial, time, and labor resources and redirect them to the solution of the main task of the company: providing quality goods or services.

Recruitment.by providing services in the selection of personnel in more than 20 areas of IT development, management, and design of digital products, as well as helping to create teams of marketers, and lawyers, find a top manager in the management, choose the type of employment for the employee and much more.

Recruitments clients are many well-known companies that turn to Recruitment.by often repeatedly.

You can read more about the services on the website or fill out the form and get expert advice.

Conclusion

The choice of a full-time or part-time job is always left to the company. It is necessary to research the needs of a particular firm and the possibilities of a particular job opening. Use the help of specialized agencies if necessary. The main thing to understand is that every decision you make to optimize your team is the right one. Try it and you will succeed!

Standard Methods of Fraud by Dishonest Employers

Unfortunately, fraud by dishonest employers has become quite common in the modern world. As many people seek work, they become vulnerable to various tricks and manipulations. Scammers use different approaches, from false vacancies to salary fraud and social guarantees. In this article, we will look at the most common ways that unscrupulous employers can deceive their employees and recruit companies and give tips on how to protect themselves from such situations. Knowledge is one of the best tools to prevent financial losses and psychological harm.

Fraud against job candidates

There are many ways of fraud by dishonest employers, which can lead to financial losses and psychological damage to employees. Here are some of the most common methods:

False vacancies
This method applies more to candidates and aims not to hire an employee but to collect the personal data of applicants. Employers can place job ads with obviously non-existent positions to collect data about applicants for later use in newsletters or other purposes or use them for fraudulent schemes to collect test tasks, as described below.
Cheating with test tasks
The test tasks for job candidates do not relate to violations by themselves. However, dishonest employers can collect test assignments without the intention of hiring employees to solve the company’s current tasks for free. In this case, the “red flags” may be too detailed tasks, the requirement to develop a company development strategy, and feedback from other candidates who were treated in this way.
Payment for registration and training
Some employers may require prepayment for paperwork, such as an employment contract or medical certificate, as well as for training in some skills necessary for work, promising to refund the money after employment. However, such refunds may not be available, and most likely, they will be.
Indefinite and free trial period
Sometimes, dishonest employers offer to work for free without registration, arguing that you must pass a probation period. You should not agree to this since there is a high probability that you will not receive payment. The probation period’s duration is determined in the employment contract, which is no more than three months, and during this time the employee is required to pay wages.

Fraud against employees

Not only candidates for vacancies but also employees may face deception from a dishonest employer. Here are some examples.

1.Employment contracts with unfavourable conditions
The inclusion of prohibited conditions in an employment contract should immediately alert you. Examples include the introduction of fines for various offences and unilateral salary reductions without warning the employee.
2. Incorrect salary calculations
Dishonest employers can delay wage payments and underestimate them without reason and without providing explanations or documents.
3. Cheating with working conditions
The employer may provide the candidate with information about working conditions that do not correspond to reality, including due to the employer’s failure to comply with safety regulations. This can lead to dangerous situations in the workplace when employees are forced to work in the absence of unique clothing or insurance, in conditions of faulty electrical wiring, etc.
4. Misuse of personal data
Employers may use the collected personal data of employees to obtain loans or other financial benefits, which is a severe violation of the law.
5. Work without registration
Employees can be allowed to work without registration, promising to register “retroactively.” Dishonest employers do this, who need an employee for a while. In this case, the employee may never receive a salary, and the company may use free labour, which violates the law, but it is often difficult to prove such free work.
6. Fraud with freelance contracts
Dishonest employers can sign contracts with freelancers, promising payment, but ultimately do not pay the money and use the work done. There is a high risk of such fraud when working remotely when the customer is located in another country.

It is important to be careful when looking for a job so as not to become a victim of deception. Understanding such fraudulent schemes will help protect your rights and finances.

Can dishonest employers cheat recruitment agencies

Yes, recruitment agencies can also face deception on the part of employers. Here are a few everyday situations:

False claims
Employers may impose excessive requirements on candidates who are not really needed, making it difficult to find suitable employees.
Hidden employment conditions
Some employers may not disclose working conditions, such as salary levels, hours, or additional responsibilities.
Cancellation of vacancies
Employers can cancel vacancies after recruiting has already begun, which wastes the recruiting agency’s time and resources.
Non-fulfillment of obligations
Employers may not fulfill the terms of the agency’s contract, such as paying for services or providing timely feedback.
False information about the company
Employers may provide false or misleading information about their company, which may lead to incorrect perceptions by candidates.
Short-term plans
Some employers may seek employees only temporarily, hiding this from agencies and candidates, which does not always meet the expectations of agencies and candidates.

Recruitment agencies must conduct thorough checks of employers and their intentions to avoid such situations.

What facts about the company should alert job candidates

It is not always immediately apparent that the company that hires employees is dishonest. Before responding to a vacancy or accepting an invitation to an interview, and even after it, you need to ask for information about the company and reviews from former employees.
Several factors can alert a candidate for a job and indicate that the employer may be a fraudulent company. Here are the main ones:

Unclear working conditions
If the job description does not clearly state the candidate’s requirements and duties, as well as information about the salary and additional conditions, this may be a sign of fraud.
Lack of information about the company
If the employer does not provide sufficient information about himself, his history, location, and contact details, this may arouse suspicion. The absence of a company’s website or social network account and the inability to find information about the company on the Internet may indicate a fraudulent company.
Requesting personal information in the early stages
If you are required to provide personal data (for example, passport data, bank card numbers, etc.) at the initial stage of the interview, you should be wary.
Overly attractive conditions
If the offer looks too good to be true (high salary with minimum requirements), this may be a move by a dishonest employer.
Unusual interview methods
The use of informal interview methods, for example, through correspondence via messengers or social networks, without an official process, may indicate the unreliability of the employer and the possible illegality of the tasks for which the contractor is being sought. If, at the same time, the “recruiter” uses incorrect expressions and typical phrases, there is a possibility that this is a bot that collects information about candidates for someone’s illegal purposes.
Unusual behaviour of the recruiter
The candidate should be alerted when, during the interview, he does not receive answers to his questions or is answered in general phrases without specifics about responsibilities, the place and time of their fulfilment, and the number of earnings.
Delaying the employment process
If the employer constantly postpones interviews or requires additional actions related to personal data, this may be a signal of a fraudulent scheme.
Lack of official documents
If an employer offers a job without signing an official contract or contract, this may indicate dishonesty.
Bad reviews about the company
You can find information about the company on the Internet. The presence of negative feedback from former employees or disturbing news (for example, about bankruptcy or lawsuits) may indicate unreliability.
Minor or missing requirements for candidates
If there are no educational or experience requirements, this may be a sign of the company’s low qualifications or fraudulent intentions.
The need to make an advance payment
If an employer demands payment for registration, training or other services before starting work, this is an unambiguous signal of fraud.

You should be careful and trust your intuition. If something seems suspicious, it is better to continue searching for a more reliable employer.

What is a Blacklist of Candidates?

A candidate blacklist is a tool used by recruiters and employers to track and exclude specific candidates when hiring staff. In this article, we will look at what a blacklist of candidates is, how it is formed, used, and what consequences there may be for candidates who are included in it.

Let’s define what a blacklist of candidates is

Of course, there is no single blacklist of undesirable candidates for vacancies, as well as other publicly available blacklists of candidates.
The blacklist of candidates for vacancies is maintained by recruiters, as well as recruitment agencies, for internal use. Such lists include candidates who were rejected during previous recruitment processes or violated the rules of conduct during interviews or at work. The main features of the blacklist of candidates:

1. Includes “negative” candidates
The blacklist includes candidates who have left a negative impression about themselves or have shown themselves in an inappropriate light, problematic candidates.
2. It is used in future recruiting
Information about candidates from the blacklist can be taken into account at the following employment in this or another company.
3. The company has criteria for adding candidates to the list
The classic blacklist includes candidates with insufficient knowledge and skills and unscrupulous, unethical or conflicted individuals who have problems with the law.
4. Transparency and fairness
The blacklist is usually based on specific facts and documented events rather than on subjective opinions and preconceived assumptions.

Why are there no publicly available or paid blacklists of candidates

There are no publicly available or paid blacklists of candidates for vacancies for the following reasons:

1. Confidentiality of information
Information about candidates and their professional characteristics is private and should be kept strictly confidential. Disclosure of data about them on public platforms may violate their rights and lead to negative consequences. In addition, the dissemination of personal data without the consent of individuals is prohibited, and serious fines are provided for distributors.
2. The risk of abuse
Public blacklists can be abused by competitors, third parties, or even candidates themselves, which can lead to discrimination, defamation, or other troubles.
3. Unreasonable judgments
Publicly available blacklists of candidates may contain unsubstantiated assumptions and assessments based not on objective data but on the subjective opinion of employers or others.
4. The possibility of change
Candidates can learn from past mistakes and gain new experience and knowledge, which will make them more qualified and suitable for future vacancies. The constant eradication of the chances of successful employment based on past failures is unfair.

That is why there are no publicly available blacklists of candidates for vacancies, and information about the negative past of candidates is stored and used confidentially within the organization or recruitment agency. If a candidate finds out that he is blacklisted, he may request that his data be deleted and subsequently contact the organization that protects personal data. The consequence of this may be a check or a fine.

Which candidates are usually blacklisted

Several groups of candidates are blacklisted:

Having problems with the law
This group usually includes candidates previously convicted of crimes incompatible with financially responsible positions, working with children, in the service sector, and the like. Several positions presuppose the absence of a criminal record when a candidate is required to provide an appropriate certificate. Suppose a candidate does not give such a certificate or has a criminal record. In that case, the recruiting agency may include him in the appropriate list until the criminal record is expunged or withdrawn. This group may also include candidates prone to extremist activities, defaulters of alimony, fines, and obligated persons (who are often deprived of parental rights and are obliged to reimburse the state for the maintenance of children).
Having problems with substance use
Candidates must provide certificates stating they are not registered for addiction treatment for several positions. When a candidate does not have such a certificate or is registered due to substance abuse, he may be blacklisted.
Having problems with work communication
This group usually includes conflicted candidates and those who committed disciplinary violations against previous employers. The degree of “severity” of conflicts and violations is determined by the agency, which selects candidates in agreement with the customer. Many employers have different attitudes towards lateness, absenteeism, political views, inability to communicate with clients, and conflict nature.

Do employers necessarily use blacklists?

The practice of using blacklists of candidates is unofficial. However, there are several reasons why blacklists are used as auxiliary information about candidates:

Bad collaboration experience
Employers can share information about candidates with whom they have had negative work experiences. This may be due to inefficient work, violations of corporate policy, the law, or interpersonal conflicts.
Non-compliance with the requirements
If a candidate does not meet the requirements of the vacancy or is not suitable for a particular company based on personal or professional characteristics, his name may be blacklisted.
Dubious reputation
Suppose a candidate has a dubious reputation related to past work problems (for example, dismissals due to violation of the law). In that case, the employer may decide not to take risks and exclude him from the list of candidates.

However, it is worth noting that the use of blacklists in the recruitment process may be illegal in some jurisdictions where employment non-discrimination laws apply. It should also be remembered that refusal to hire a candidate for the reason indicated in the blacklist may entail judicial consequences. Candidates should be refused for other reasons unrelated to their list inclusion.

Employers trust information from the security service more if it is created in the company, the characteristics of the candidate can be verified, as well as certificates from government agencies, data from their credit register, and the database of enforcement proceedings since such data is objectively confirmed. Unfortunately, information about a candidate’s personal qualities is often challenging to obtain from open sources. Therefore, unofficial blacklists of candidates are still in use.

What should a candidate do to be excluded from the blacklist

If you find out that an organization has blacklisted your name and would like to be excluded from this list, here are some actions that can help improve your situation:

1. Changing employment preferences
You can take the time to retrain, change the field of activity, or consider other companies in another jurisdiction. You can update your resume and back it up with new results and professional achievements.
2. An agreement to meet with decision-makers
You can schedule a meeting with the employer or the manager of the company to discuss your situation personally and find out the possibility of reconsidering your candidacy if you still decide to get into the chosen company for a certain position.
3. Request for recommendations and characteristics
You can request recommendations from previous employers or colleagues to confirm your professional competence and personal qualities.
4. Communication with HR specialists
Contact HR specialists for advice on what steps you can take to improve your candidate status.
5. Updating documents
Suppose you think problems with the law and health were obstacles to getting a job. In that case, you can get relevant certificates from government agencies and healthcare organizations after these problems have been resolved (the criminal record has been removed or repaid, health has been restored, and debts to the state have been repaid). These certificates can be provided to a recruiting agency or a potential employer.

Remember that it is important to maintain a professional and friendly attitude, act with tolerance, and demonstrate a willingness to cooperate and comply with the organization’s rules. Ultimately, your behavior and problem-solving skills can help you get back on the employer’s list of potential candidates.

Why are Team Building Activities Important?

In today’s business world, the team is the main driver of any company’s success. Just think about it, it is the center of all decisions and business processes. Therefore, it is important to realize that teamwork requires not only technical skills but also the ability to interact effectively with colleagues. One of the key elements of successful teamwork is team building. This is a process aimed at improving interaction between employees, increasing their motivation, and strengthening corporate culture.

In a highly competitive market, companies actively engaged in team building show better results and achieve their goals faster and more effectively. Therefore, the importance of team building is very high. In this article, we will consider what team building is, why it is important for the organization, what types of team-building events exist, and how to organize them correctly. Let’s get started!

What is team building?

The definition of team building is a process of creating and strengthening a team through various events and activities aimed at improving interaction, increasing trust, and developing communication skills among employees. The main goal of team building is to create an environment where each team member feels valued and can effectively collaborate with colleagues to achieve the company’s common goals. Examples of team-building activities include trust-building games, psychological relaxation, improving employee team spirit, joint retreats, communication and leadership skills training, educational and game-based training, and much more. There are a lot of options. In the end, each company chooses its own way of developing team building by its needs and corporate policy.

These activities can be formal, such as organized training and seminars, and informal, such as corporate outings, kayak rafting, or participation in sports events or competitions as a team. Team building can also include virtual activities (online team building), which is especially important for remote teams. Regardless of the form, all of these activities are designed to strengthen the team and create a positive working environment.

Why is team building important?

Team building plays a critical role in the successful operation of any company, and its importance can hardly be underestimated. After all, a company without corporate cohesion and goals cannot work efficiently, communicate effectively with the external environment, and grow responsible and productive experts. Therefore, we suggest considering the role of team building through several important aspects:

Boosting productivity
When employees understand each other better and can interact effectively, it leads to a significant increase in the productivity of the company as a whole, and individual structural segments in particular (department, team of specialists, etc.). Joint efforts of the team and creative solutions to problems, obtained as a result of common brainstorming sessions, allow them to achieve the necessary results faster and more effectively. This is especially important in complex and multitasking projects, digital environments, and IT development, where each team member must make a significant contribution.
Company culture
Team building contributes to the formation of a strong corporate culture that identifies the company among others and where each employee feels their importance and involvement in a common cause. This, in turn, helps to reduce turnover and increase employee loyalty. A strong company culture also helps attract talent looking for a stable and supportive work atmosphere.
Teamwork
Teamwork during team-building events helps employees develop teamwork skills, which is especially important for complex projects that require the coordination of efforts of different specialists. Such skills include the ability to listen, respect the opinion of others, communicate clearly and understandably, take into account the personal qualities of each team member, and effectively distribute tasks among all participants.
Team spirit
Collaborative activities build team spirit, boosting employee morale and motivation. When everyone feels supported by their colleagues, it creates a positive working atmosphere. Increased team spirit contributes to higher employee engagement and commitment to achieving common goals.
Communication
Team building improves communication within the team, allowing employees to better understand each other and share information more effectively. This is one of its most important functions. This approach ultimately reduces the likelihood of misunderstandings and internal conflicts, which, in turn, increases the efficiency of work processes, speeds up all workflows, and ensures that human resources are directed in the right direction for the company.
Leadership potential
Knowing the strengths of a team is very important. And one of the strengths of every professional team is the presence of a leader, a person who can lead. It is during team building events that the leadership skills of employees can be identified and developed, which helps to identify true leaders and create potential for future leadership. The overall development of leadership skills helps employees take on more responsibility and become more confident in their abilities.
Trust and loyalty
Collaborative activities build trust among employees, which is the foundation for a cohesive and loyal team. Trust reduces stress levels and improves the work climate by fostering more open and honest team relationships. Loyalty ensures that psychological conflicts pass more smoothly and focuses on the positive.
Conflict resolution
Team building helps to identify and resolve conflicts within the team, including at the stage of their inception. It creates conditions for open discussion of problems and the search for constructive solutions. Effective team building helps to create a healthier working environment where employees can freely express their opinions and find compromises, rather than escalating conflicts to the destructive stage.
Healthier competition
Properly organized team-building events can promote healthy competition among employees, which encourages them to grow professionally and achieve high results. Healthy competition helps to maintain a high level of motivation and the desire to continuously improve knowledge and professional skills.

Types of team building activities

So what kind of company activities can increase team cohesion and usefulness? There are many types of team-building activities, which, of course, can be customized to meet the needs of a particular company:

Daily Activities
Simple daily activities such as morning coffee and news discussions, afternoon task status meetings, or small collaborative projects help to maintain constant interaction and build team spirit. These activities don’t require a large investment of time or resources but contribute to a positive work environment.
Team Outings
Organizing joint team outings such as picnics, hikes, or sports games promotes informal socializing and bonding among employees. This is a great idea for a company if you have dispersed office locations or if some of your employees are telecommuting. Such events allow employees to bond, get to know each other better in a non-work environment, and understand each other’s personalities, which helps build trust and improve communication later on. In addition, remote employees can get to know the team better.
Team Workshops
Conducting specialized workshops and training sessions to develop communication and leadership skills helps to showcase employees’ abilities, improve their professional qualities, and unite the team as a whole. Better yet, these events should focus on specific skills such as time management, effective communication, the use of modern technology, or conflict resolution.
Remote Communication Plan
In a remote work environment, it is important to keep in touch with colleagues through regular video conferencing, virtual events, and online games. Virtual team-building events help maintain team spirit and interaction among remote employees, which is especially important in today’s digital world. This type of communication will help employees meet professional challenges. Ongoing support, mentoring, and feedback are simple and effective team-building techniques that will prevent a remote employee from feeling alone in their problem.
Regular Check-ins
Regular check-ins, whether weekly meetings or one-on-one conversations with a manager, help keep the team up-to-date on current challenges and issues. This helps identify and address potential negative scenarios promptly and keeps employee engagement in business processes high.

Tips for organization

Effective organization of team-building events requires attention to several key aspects. It is important to consider each point, which is outlined in the text below because it directly affects the result of team building. And so, with an understanding of corporate objectives, team-building skills need to be shaped with these principles in mind:

The “Set clear goals” principle. It is important to determine what goals you want to achieve through team building – improving communication, developing leadership skills, or boosting morale. Having a clear understanding of the goals helps you select the most appropriate activities and evaluate their effectiveness.
The “Pick the right time” principle. Picking the right time to hold a team-building event is crucial. Make sure the event does not coincide with busy periods and that all employees have the opportunity to participate. It is best to schedule these events during times when the workload is minimal.
The “Choose the right activities” principle. Activities should match the interests and needs of the team. Consider employee preferences and engagement levels. For example, if your team prefers outdoor activities, choose outdoor activities such as sports or hiking.
The “Create a positive atmosphere” principle. The challenge for organizers is to create an atmosphere where every employee feels comfortable and can express themselves freely. It is important to provide support and encouragement from management and to create an environment for open communication and exchange of ideas.
The “Encourage open communication” principle. During events, it is important to encourage open and honest communication so that everyone can express their opinions and contribute to the common cause. The informal atmosphere is conducive to this, which in turn helps to create more trusting relationships within the team and increase the level of employee involvement in achieving corporate goals.

Organizing a successful team-building event requires planning and consideration of many factors, but the results are worth the effort. Effective team-building events contribute to the creation of a strong, cohesive, and motivated team ready to achieve high results.

Online Team Building and Virtual Team Building Activities

Today, a new type of team building has become relevant. We all know all about Online Team Building. It is necessary to ensure effective collaboration and a sense of community among remote employees, integrating them into the team and embracing corporate values. These events utilize digital platforms to engage team members, build trust, and create a cohesive team environment despite physical distances.

Importance of Online Team Building:

First, it improves communication and engagement among team members who mostly communicate through digital means.
Second, it builds trust and camaraderie among remote workers, which is essential for effective teamwork.
Thirdly, it is a boost to employee morale and spirits, reducing feelings of isolation and lack of belonging.

What team-building activities for virtual teams are most relevant now?

Team Building Activities for Virtual Teams

There are tons of options for virtual team-building activities right now, so rest assured your company will have a choice and have great fun with your colleagues online. By the way, classic corporate communications software (Slack, Microsoft Teams, and Zoom) also offers features specifically designed for team-building activities, such as breakout rooms or interactive surveys. Explore this question.

The events themselves can range from simple icebreakers to complex collaborative projects. It all depends on the imagination, time, and resources of the organizers. Here are some popular examples of virtual team-building activities:

Virtual coffee breaks. Informal meetings during which team members can chat about non-work related topics to make personal connections.
Online games and quizzes. Fun activities like trivia games, escape rooms, and scavenger hunts can be played through video conferencing tools.
Virtual workshops and training that also include interactive elements to keep team members engaged.
Virtual happy hours, where team members gather online to relax and socialize, often with games or themed activities.
Virtual book clubs or movie clubs. Teams read and discuss books and watch movies of different genres together, fostering shared interests and deepening connections.
Remote Fitness Challenges. Encourages healthy competition and physical activity, with team members tracking their progress and sharing updates.
Digital Escape Rooms. Teams work together to solve puzzles and escape a virtual room within a set time limit.

Benefits of Virtual Team Building

Online and virtual team-building events are essential to keeping remote employees strong, cohesive, and effective. By investing in these activities, companies can increase team dynamics, improve communication, and create a positive and collaborative work environment. Even though the team is remote and geographically dispersed. The main benefits of virtual team building are:

Flexibility and the ability to schedule at convenient times for all team members, regardless of their location.
Cost-effectiveness. It is cheaper than face-to-face events, as there are no expenses for travel, venue, catering, and reduced labor costs for the organization.
Inclusiveness through equal participation of all team members, regardless of their physical location and other advantages.

Team building is an important element of corporate culture. It is no less important than the professional qualities of employees, a sound financial base, legal support, corporate traditions, norms of corporate ethics, and much more. These are all important parts of a unified whole — the operation of your business as a cohesive mechanism, achieving set goals. Team building coordinates unites, and makes your team cohesive, ultimately enhancing your business’s competitiveness and capabilities. Do not ignore team building; make your team even better!

How to Get a Job for a Foreigner in IT

Why foreign IT specialists are attracted to work in Belarusian IT companies

Where can a foreign IT specialist find vacancies

1. Job Search Sites

2. Specialized IT Platforms

3. Recruitment Agencies

4. Social Networks and Professional Communities

5. Participation in Events and Conferences

6. Company’s Websites

Features of employment of highly qualified foreign IT specialists

Features of employment of foreign specialists in resident companies of the High-Tech Park

Features of employment of IT specialists who are not highly qualified in companies that are not residents of the High-Tech Park

What a special permit is

When foreign IT specialists are employed on an equal basis with citizens of Belarus

What obstacles may there be to the employment of a foreign IT specialist in a Belarusian IT company

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How to Choose an HR consultant

Why is it important for a company to choose the right HR consultant

How to Determine Which HR Consultant is Right for Your Company

What qualities to look for in an HR consultant to make the right choice

Steps to Take to Select the Right HR Consultant

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Peculiarities of Russian citizens’ work in IT

What determines the peculiarities of work in IT for Russian specialists

Bonuses for employees of Russian IT companies

Peculiarities of work of Russian citizens in Belarusian IT companies

Migration of Russian IT specialists

What Russian IT specialists consider when migrating

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Where do IT Specialists Move

Why do IT specialists choose to migrate

Who are digital nomads?

Countries that create conditions for IT specialists

Canada

Spain

Japan, Italy, the UK and Australia

Best Countries for IT Professionals to Relocate to in 2024

Germany

France

Spain

Italy

Serbia

Romania

Hungary

Greece

Portugal

Montenegro

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How to Behave if You are Laid Off

Why is it Essential for an IT Specialist to Know How to Behave when Laid Off

Legal Aspects of the Redundancy of Employees in Belarus

Which Employees Cannot be Reduced

Which Employees Have the Advantage of Staying at Work in Case of Layoffs in the Company

What Should an Employer Do during the Redundancy Warning Period

What Should an Employee Do after Being Warned About a Redundancy

Compensation Instead of a Warning

What Payments Does an Employee Receive when They are Laid Off

What Documents Does an Employee Receive when Laid off

Important Things to Remember for an IT Professional Who Has been Warned of Layoffs

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Which Universities Train IT Specialists in Belarus

Belarusian State University

Faculty of Mechanics and Mathematics

Faculty of Radiophysics and Computer Technology

Faculty of Socio-Cultural Communications

Belarusian State University of Informatics and Radioelectronics

Faculty of Computer Systems and Networks

Faculty of Information Technology and Management

Faculty of Engineering and Economics

Faculty of Computer Engineering

Faculty of Information Security

Belarusian State Technological University

Belarusian National Technical University

Belarusian State University of Economics

Gomel State University was named after Francysk Skaryna

Faculty of Mathematics and Programming Technologies

Faculty of Physics and Information Technology

Faculty of Economics

Gomel State Technical University named after P.O.Sukhoi

Yanka Kupala Grodno State University